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UNITED STATES DEPARTMENT OF LABOR WOMEN'S BUREAU Bulletin No. 137 SUMMARY OF STATE HOUR LAWS FOR WOMEN AND MINIMUM-WAGE RATES https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis UNITED STATES DEPARTMEN T OF LABOR FRANCES PERKINS, Secretary WOMEN'S BUREAU MARY ANDERSON, Director + SUMMAR Y OF STATE HOUR LAWS FOR WOMEN AND MINIMUM -WAGE RATES By MARY ELIZABETH PIDGEON BuLLETIN OF THE WoMEN's BUREAU, No. 137 UNITED STATES GOVERNMENT PRINTING OFFICE WASHINGTON : 1936 for ,ale by the Superintendent of Documents, Washington, D. C. - - - - - - • - • - Price 10 cents https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CONTENTS Page Letter qf transmittaL ____ _____________ ------- --- - -- -- - - ------- - -- ---P art !.-Minimum-wage rates fixed by States___ __ _____ __ ___ __ __________ Coverage of present State minimum-wage laws____ __________________ Character of newer minimum-wage laws __ ___ _____________ ______ ___ Cases under the earlier laws ______________________________________ E ffects of minimum-wage laws_ ___________________________________ California __________________________________________________ Massachusetts ___________________ ___ _____________________ ___ Oregon ___________________ ____ ____ __ _____ __________________ Wisconsin__________________________________________________ E ffect of depression on wages in certain States not having a minimum wage compared to Canadian Provinces having such wage_ __________ Certain administrative features of minimum-wage orders______ _______ Standards presented by the conference of minimum-wage States in July 1933_________________________________________________________ Statem ents explaining the foregoing standards__ _______ ___ ___ ___ Qualifications of personnel for minimum-wage administration as discussed at conference ____ ___________________________ ____ _ List of industries covered by minimum-wage orders in various States __ Fruit and vegetable canning and allied industries____ ____________ Hotels and restaurants _______________________________________ Laundry and dry cleaning _____________,,,. ______________________ Manufacturing industries_ _ __________________________________ Mercantile establishments______________________________ ______ Office occupations ________ __________________________________ _ Services not elsewhere classified__ ___________ ______ ____________ T elephone and telegraph _________________________ ____________ Definitions of learning period ____________ ___________ ______________ California ________________________________________ ____ ______ Massachusetts _________________ __ ___ __ ______ ________________ North Dakota ______________________________________ ________ Oregon __ _ ______ ___________________________________________ Washington ________________________________________________ Wisconsin __________________________________________________ Supplement to Part !.- Minimum wage as applied in an important woman-employing industry- Laundries_ _________________________ California _______________________ ____ __ ____ ______________ __ _ N ew Hampshire ____________________________________________ New York _____________________ ~---------- - ----------------Ohio ___ __ ___________ _______________________________________ Certain administrative regulations_ ___________________________ _ Part IL-Hours of employment for women provided in State labor laws ___ Regulation of daily and weekly hours_ _____ ____________ ____________ Overtime__ __ ___________ _ _ _ _ _ _ _ _ _ __ _ _ _ __ _ __ __ _ _ _ __ _ _ _ _ _ __ _ __ Overtime pay _______ __ _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ __ ___ _ __ _ _ __ _ _ _ __ _ __ _ Coverage of hour laws ___ _ _ _ _ _ __ _ _ _ __ _ _ _ _ _ __ _ _ __ __ _ _ __ __ __ __ _ _ _ _ _ Exceptions ______________________________ _____ _________ ____ _ 31 32 33 34 35 36 37 37 38 38 39 39 Industries and occupations specifically excepted in text of State's hour regulation __________ __ ________ _____ ____________ ______ 40 III https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis v 1 1 1 3 3 4 5 5 6 6 7 8 8 9 24 24 24 25 26 26 27 27 27 28 28 29 29 30 30 30 IV CONTENTS CHARTS I. Coverage of minimum-wage laws and minimum-wage provisions in effect_ II. Hours of employment for women provided in State labor laws _________ 11 42 MAPS Legal working hours for women- weekly ____________________ ___ Frontispiece Minimum-wage laws for women and minors ______________________ _ Facing 11 Legal working hours for women- daily _____ ______ ______ __ _______ _ Facing 37 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis LETTER OF TRANSMITTAL UNITED STATES DEPARTMENT OF LABOR, WOMEN'S BUREAU, Washington, August 22, 1935. MADAM: I have the honor to submit a summary of the State hour laws and the minimum-wage rates now in effect in the various States. This is a type of information for which this Bureau receives constant demands. The legal charts on these subjects, already published in bulletin 98 of this Bureau, have been used as a basis for this publication. They at first were prepared and now have been brought up-todate by Florence P. Smith, of the Research Division. The written text of the report is the work of Mary Elizabeth Pidgeon, Chief of the Bureau's Research Division, under whose qirection the material has been rearranged for publication. Respectfully submitted. MARY ANDERsoi, Director. Hon. FRANCEd PERKINS, Secretary of Labor. V https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis LEGAL WORKING HOURS FOR WOMEN-WEEKLY l States having more than one hour regulation are classed under that affecting the greatest number of women.] 48 hours 1 49i hours I I 111111111 50 hours g2:-~~:-;=Jj 54 hours · 55 hours W///Al 56 hours I' I l, I I ll 57 hours 1XX&G 60 hours lo limitetion 1 ■ 1 ■ 1111 No weekly limit in hour law, but effect https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis or Sunday law makes Washington 48, Idaho 54, Virginia 60. SUMMARY OF STATE HOUR LAWS FOR WOMEN AND .MINIMUM-WAGE RATES Part 1.-MINIMUM-WAGE RATES FIXED BY STATES [Wherever possible the information has been brought up to the close of 1935) COVERAGE OF PRESENT STATE MINIMUM-WAGE LAWS Mandatory minimum-wage laws are in existence in 16 States-California, Colorado, Connecticut, Illinois, Massachusetts, Minnesota, New Hampshire, New Jersey, New York, North Dakota, Ohio, Oregon, South Dakota, Utah, Washington, and Wisconsin. The Colorado, New Jersey, and Utah laws have remained inoperative through lack of appropriation. (See citation as to Washington law, footnote 17, p. 23.) In all States but one the minimum-wage laws are applicable to women and to minors of both sexes, though in Minnesota the law is held unconstitutional in its application to adult women and hence is in effect only in respect to minors. The South Dakota act covers only girls ~nd women. In seven States (including Minnesota) all occupations come under the law. In actual practice Wisconsin has been the only State to include domestic workers in the rates set, and up to the present no State has fixed rates for agricultural workers. Of the laws passed in 1933 and 1934 in eight States, that of Utah covers all occupations. The others all exclude domestic service in the home of an employer and labor on a farm, and New Jersey makes an additional exception of hotel employment. No new minimumwage law was passed in 1935. Chart I, presented on subsequent pages of this bulletin, shows the occupations or industries covered in the laws of these various States, the minimum rates fixed, and the body responsible for administration of the act. CHARACTER OF NEWER MINIMUM-WAGE LAWS Most of the more recently enacted minimum-wage laws are based on a standard bill which does not attempt to fiic a living wage irrespective of the nature of the work done or the value of the services 15749°-86--2 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1 2 STATE HOUR LAWS AND MINIMUM-WAGE RATES rendered. States having this type of law are Connecticut, Illinois, Massachusetts, New Hampshire, New J ersey, New York, and Ohio. In these States, the first step in procedure is the investigation of wages paid in an occupation or industry . If it is found that a substantial number of women and minors are receiving wages that are oppressive and unreasonable and less than the value of the services rendered, a wage board composed of representatives of employees, employers, and the public is appointed to determine and recommend a wage fairly and reasonably commensurate with the value of the services rendered. Following public h earings and approval of the report of the wage board by the commissioner of labor, a directory order is issued by him. For a specified period this order is merely "directory" in character; the only penalty for noncompliance is newspaper publicity. Following the trial period, if "the persistent nonobservance of such order by one or more employers is a threat to the maintenance of fair minimum-wage standards", the labor commissioner, after further public hearings, may make the order mandatory and thereafter the employer is subject to fine or imprisonment for violation. This law has been so framed that it is believed it will meet the constitutional objections to minimum-wage legislation raised by the majority opinion of the United States Supreme Court in the case of Adkins v. Children's Hospital in 1923. 1 It seeks to base minimum wages on a fair value of the services rendered rather than on the cost of living only. Basis for belief in the constitutionality of this method is given in the majority opinion of the Supreme Court in tp.e case just referred to. This opinion for the Court was rendered by Justice Sutherland, who said: A statute requiring an employer to pay in money, to pay at prescribed and regular intervals, to pay the value of the services rendered, even to pay with fair relation to the extent of the benefit obtained from the service, would be understandable. The following statements of the Justices who dissented give support to the constitutionality of the present method. Mr. Chief Justice Taft in dissenting (Mr. Justice Sanford agreeing) said: But it is not the function of this Court to hold congressional acts invalid simply because they are passed to carry out economic views which the Court believes to be unwise or unsound. * * * * * * * If it be said that long hours of labor have a more direct effect upon the health of the employee tha n the low wage, there is very respectable authority from close observers, disclosed in the record and in the literature on the subject quoted at length in the briefs, that they are equally harmful in this regard. Congress took this view and we cannot say it was not warranted in so doing. 1 261 U. S. 525. Five judges supported the opinion, 3 dissented, and 1, Justice Brandeis, did not vote, as he had argued such a case previously as its advocate in t he State of Oregon. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 3 Mr. Justice Holmes in dissenting observed: When so any intelligent persons, who have studied the matt er more than any of us can, have thought that the means are effective and are worth the price, it seems to me impossible to deny that the belief reasonably may be held by reasonable men. In connection with the constitutionality of the newer laws, Governor Lehman in his special message to the New York State Legislature in 1933 stated: I am also advised by competent constitutional authority that present-day conditions are so changed from those prevailing when the original statute was before the court, that a mandatory minimum-wage law based not on living standards but on the minimum value of the services rendered might well be upheld by the Supreme Court of the Unit ed Sta tes. CASES UNDER THE EARLIER LAWS The earlier type of minimum-wage law was sustained as a valid exercise of the police power in two cases brought before the Supreme Court of Oregon in 1914. 2 These cases were appealed and the United States Supreme Court upheld the law in an evenly divided decision handed down in 1917. 3 Though it was a divided instead of a decisive finding, this decision was believed to have established to a considerable degree the constitutionality of this type of minimum-wage legislation. During the next few years, the supreme courts of five other StatesArkansas, Massachusetts, Minnesota, Texas, and Washington-upheld the laws in those States. 4 The real test, however, came in connection with the law for the District of Columbia. Two suits were started, one by an employer~the Children's Hospital-and one by an employee, arid the cases were argued together. The Supreme Court of the District of Columbia upheld the law. The Court of Appeals at first upheld the law, but, on a rehearing, declared it unconstitutional. On appeal to the United States Supreme Court, the law was declared unconstitutional, insofar as it applied to adult women, in 1923. EFFECTS OF MINIMUM-WAGE LAWS It may be confidently stated that in general the effects of minimumwage laws have been exactly what is claimed-the depressed wages of large numbers of women receiving the lowest pay have been raised, and the long experience of several States has shown that the fixing of 2 Stettler v. O'Hara, 69 Oregon, 519, 139 Pac. 743 (1914); Simpson v. O'Hara, 70 Oregon, 261, 141 Pac. 158 (1914.) Stettler v. 0' Hara, 243 U . 8. 629, 37 Sup. Ct . 475 (1917) . • U. 8. Department of Labor, Women's Bureau. The D~velo,pmePct Qf M ipiJD.1,1m-Wa~e L!!,WS in the Vnited States, 1912 to 1927, Bul, (l1 1 l9!l8! :PJ?· :n !)-323. 3 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES a minimum has not had the effect of depressing wages at the higher levels. During a period of depression, all wages natu~ lly show decline. Even the minimum may be set lower than it would be in years of prosperity, but the essential fact is that the establishment of some minimum does actually fix a bottom and thus prevent wages from falling into a hopeless abyss. California The State of California has had a successful experience of many years under minimum-wage legislation. In the spring of 1933, at a legislative hearing on a bill designed to change the set-up and decrease appropriations for minimum-wage enforcement, there was overwhelming support by employees, social workers, and employers for increased efforts to enforce the law. The report of the Department of Industrial Relations of the State of California for the biennium 1930-32 gives information showing the effectiveness of such laws, stated as follows: Statistical tabulation of the wage information annually collected by the [Industrial Welfare] Commission conclusively refutes the chief claims made by the opponents of minimum-wage legislation. These object ions are that: (1) The minimum wage will become the maximum wage. The percentage of women employed in the mercantile, laundry and dry cleaning, and manufacturing industries receiving a ctual weekly earnings in excess of the minimum wage of $16 a week proves this objection to minimum wage to be fallacious: Year of pay-roll report March 1919 __ ______ __ __ ___ _______ ______________________ __ $10 minimum __ July 1919 _____________________ ____________________ ____ $13.50 minimum __ October 1920 ________ ____________________________________ $16 minimum __ March 1922_______________________________________________________ do ___ _ May 1923________ ______ _______________________ ________________ ___ _do ____ October 1924 ______________________________________________________ do ____ October 1925 __ ____________________________________________________ do ___ _ October 1926 ____ ________ __ ______ ___ _______________________________ do ___ _ October 1927___________ __ _____________ ____________________________ do ___ _ October 1928 _____ ____________ ______________________ _________ ______ do ___ _ October 1929________________ _________________ ____ ____________ _____ do ___ _ October 1930____________________________ __________________________ do ___ _ September 193L __________________________________________________ do __ __ 16. 5 23. 6 46. 3 54. 5 58. 6 62. 7 63. 2 63. 7 64. 9 66. 2 66. 6 65. 9 57. 9 41,247 48,773 55,922 58,734 68,728 71,664 76,566 83,442 83,231 00, 929 98,752 94,422 88,331 Enforcement of minimum-wage legislation by bringing up the wage of the lowest paid women to the minimum has not reduced the wages of the higher paid women, who by their superior energy and ability have been able to secure for themselves adequate wages. (2) Learners will be dismissed when their apprenticeship has been completed and their places will be filled by new learners, who may be paid lower wages than experienced workers. * * * the percentage of learners, or lower paid workers, becomes less each year, proving that learners are not dismissed when completing their apprentice. ship but are absorbed normally into the great group of higher paid workers. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 5 Massachusetts Until 1934 Massachusetts had a nonmandatory law. The following quotation from an economist familiar with the operation of this law is a significant indication of its effectiveness: * * * it is surprising to find how much has been accomplished in Massachusetts. The mere focusing of attention upon the problem of wages and livelihood appears to have sufficed materially to raise the wages in many submerged trades. * * * the minimum is usually a distinct advance over previous rates. 5 Data from Massachusetts given for a period prior to the 1929 depression present striking evidence of the effect of the minimumwage provisions in maintaining women's wages. Reports as to three industries illustrate this as follows: 6 Laundries An investigation in 1918-19 showed 56 percent of the women receiving less than $11; 14 percent, $13 or more. A decree (the second for this industry) made $13.50 the minimum rate, effective July 1, 1922. In 1923, after this decree, only 12 percent of the women were receiving less than $11, while 51 percent earned $14 or more. By 1929, the proportions were 2 and 70, respectively. Office and building cleaners An inspection in 1920 showed that 84 percent of the women received less than 36 cents an hour, 13 percent 38 cents and over. A decree fixed 37 cents an hour, effective February 1, 1921. In 1922, after this decree, the proportions of women receiving these amounts had changed to 16 and 33, respectively. In 1927-28 only 7 percent of the women received less than 36 cents while 52 percent earned 38 cents or more. Retail stores An inspection in 1919 showed that 78 percent of the women received less than $14 a week and 8 percent $17 and more. A decree provided $14 as the minimum rate for experienced workers June 1, 1922. A follow-up inspection in 1922-23, immediately after this decree, changed the proportions of women having these respective earnings to 32 and 26. In 1926-28, 20 percent of the women received less than $14 and 38.3 percent $17 and.over. Oregon The Oregon minimum-wage provision for women in canneries shows the effect of minimum-wage laws in maintaining some standard even in depression years, the wage fixed, 27}~ and 22 cents an hour, respectively, being guaranteed to experienced and inexperienced women cannery workers in that State. In contrast to this, the Consumers' League of New York disclosed, by an investigation made in the summer of 1932 in New York State, which had no minimum-wage machinery at that time, that women employed in nearly three6 Douglas, Dorothy W. American Minimum Wage Laws at Work, in American Economic Review, December 1919, pp. 706-707. 6 Massachusetts Department of Labor and Industries. Annual report for year ending Nov. 30, 1929, pp. 74-75. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis , 6 STATE HOUR LAWS AN D MINIMUM-WAGE RA'I'ES fourths (71.4 percent) of the canneries reported were making 12}~ cents an hour or less. Wisconsin Reports as to ave-r age full-time earnings per week in selected industries in Wisconsin, a minimum-wage State, compared with such data in States not having a minimum wage, indicate the influence of minimum-wage provisions in securing better wages, even in years of depression. Studies made by the United States Bureau of Labor Statistics form the basis for these comparisons. In June 1932 the minimum wage fixed in Wisconsin permitted some reduction from its former basis. The three industries cited below employed large numbers of women and hence would tend to show the effect of the minimum wage, which applied to women. Boot and shoe industry.-Of 14 States reported in 1930 and in 1932, Wisconsin and Massachusetts were the only ones having minimumwage laws except Minnesota, where the application is to minors only. In 1930 and also in 1932, though Wisconsin had allowed rates to be lowered by that time, 11 States showed averages of full-time earnings of women below the amounts reported for Wisconsin or Massachusetts. Men's clothing industry.-Average full-time earnings per week for women in this industry were reported for 12 cities, 2 of wbichMilwaukee and Boston-were in minimum-wage States. In 1930, 9 of these cities showed amounts below the Milwaukee earnings; m ~ 1932, 7 were below those of Milwaukee. Hosiery industry.-Minnesota and Wisconsin were combined in the Bureau of Labor Statistics tabulations, though Wisconsin data undoubtedly predominated. Of the 13 States reported, Massachusetts was the only one, in addition to Wisconsin and Minnesota, that had a minimum wage. The Minnesota minimum-wage law applies only to minors, that of Wisconsin to women and minors. In 1930, average full-time earnings of women per week were lower in 8 States than in Wisconsin and Minnesota, lower in 6 States than in Massachusetts. By 1932, however, the effect was not so clearly shown as it was in 1930 and in both years in the boot and shoe and men's clothing industries. Effect of depression on wages in certain States not having a minimum wage compared to Canadian Provinces having such wage In Canadian Provinces having minimum wages, percentage declines in weekly earnings during the depression were exceedingly small compared to those in the only two States in the United States which at that time published periodic wage reports, neither of which had then a minimum wage. 7 7 From official reports of the States and Provinces cited. Figures from the Canadian Provinces were reported for 1 week in tlle year (we~~ ?lOt specified); from United States sources, those of 1929 to 1931 were as of September, t)lose of !~~t tg !\.l64l §§ gf DeggmlJer, New ¥ork ~I!.d IUi!:lQi§ lrnd RQ minim\UllsW3ge . provi~ions at tlli§ time, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis · ·- 7 STATE HOUR LAWS AND MINIMUM-WAGE RATES 1931-32 1929-31 ·women Illinois _____ _________ __ _____ -- _____ _-- -- -- - -- __ - -- - -- ---- -- - -- ----- New York ________ __ ____ ___ __ __ __ __ ________ _______ __________ _____ _ N ational Industrial Conference Board ______ __ _____________ ___ _____ _ British Columbia _____ ___ ________ ____ ____ ______ _______ __ __ ________ _ Ontario ____ _____ _____ ___ ______ ____ _____ ___ ________________ ______ __ _ Quebec and MontreaL __ ______________________ ___ __ ___ ____ ________ _ 1 2 - 11. 6 -13. 0 -18. 2 -4. 5 -1. 7 I +2.6 W omen -25. 5 -15. 6 -15. 2 2 M en -19.2 - 12.9 -21.9 -4. 7 Computed for the 4 selected industrial groups reported in these periods. Computed for the 5 selected industrial grou ps reported in these periods. CERTAIN ADMINISTRATIVE FEATURES OF MINIMUMWAGE ORDERS While the primary function of the minimum-wage orders is to fix the lowest wage level, many other points in their content are of the utmost importance in administration. The definition of the industry, the classifications of the employees to whom rates shall apply, and the hours for which rates are prescribed are almost integral parts of the rate determination, and all these points are shown in detail in chart I, as are also the provisions for overtime and part-time pay. Orders for the laundry industry issued in five States with the newer type of minimum-wage law fixed rates for part time; of the orders in oth er States having earlier laws, only those of California and North Dakota dealt with this type of work. The supplement on page 31, referring specifically to orders for the laundry industry, indicates the character of certain additional administrative provisions, and shows that these orders ordinarily have made specific regulations in regard to the keeping and furnishing of plant records; the prohibition or limitation of deductions from the minimum wage for such items as board, lodging, uniforms, or insurance; the requirement that minimum-wage information be plainly posted for employees to see and that explanations of the rates be furnished each worker; provisions that pieceworkers' rates be arranged so that they shall receive at least the stated hourly amount , and that time during which the employee must wait at the premises without work shall be paid for at the regular rate; and other such administrative regulations. Where the orders are mandatory they usually state in accordance with the law, the penalties for noncompliance with the requirements as to payment of the prescribed rates and the keeping and furnishing of records. Several of the States whose orders were issued some time ago have fixed rates for experienced and for inexperienced workers. The definitions of experience for work in various industries as given m the orders of these States are summarized on page 28. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STANDARDS PRESENTED BY THE CONFERENCE OF MINIMUM-WAGE STATES IN JULY 1933 It was the consensus of opinion of the representatives of the governors of six new minimum-wage States, in conference in Washington July 19, 1933, that the following principles should apply in the application of State minimum-wage rates: 1. The minimum-wage rates should correspond to those in codes approved by the N. R. A. 2. Since the minimum wage for an industry is based on unskilled work, therefore there should be no differential for learners. 3. Minors should be paid the same rate aa other workers. 4. Part-time workers should receive an hourly rate higher than the regular minimum. . 5. All overtime work should be paid for at a rate of time and a half. 6. In fixing rates for piecework the principle followed should be that laid down by the President in his acceptance of the textile code: It is interpreted that the provisions for a minimum wage in this code establish a guaranteed minimum rate of pay per hour of employment regardless of whether the employee's compensation is otherwise based on a time rate or upon a piecework performance. This is to avoid frustration of the purpose of the code by changing from hour to piecework rules. 7. Home work should be eliminated through the National Industrial Recovery codes. 8. Workers required to be present at the plant but receiving no work should be paid at their regular rates of pay for all time required to be present. 9. Minimum rates fixed should be the same throughout the State, and there should be no differential in rates according to size of com' munity. Statements explaining the fore going standards The problems that underlie the establishment of all substandard rates are the same--to keep the rate high enough so that it will not lead to the employment of a large number of workers of these classes and thus undermine the minimum wage. All of these special rates present special problems. Learners and minors The minimum wage is set for the most unskilled workers in the industry. The existence of a training period must be considered in relation to that unskilled work. Before a learning period is allowed 8 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 9 there should be a very definite proof given of the educational content of the training period. Lower rates for minors tend to put a premium upon their employment and so should be avoided. Unless boys and girls are to be employed as part of their school training and under supervision of the schools, no special rates should be set. Before a learning period is allowed consideration should be given to the enforcement of the provisions for learners. To prevent exploitation it is essential that a certification system be established. This entails a check-up on the learner's experience, the issuance of a certificate, the filing of this certificate by the employer, and other such record keeping, all of which necessitate considerable expense. Substandard workers Experience has shown the necessity of care in administering the provision allowing the issuance of a special license to an individual whose earning capacity has been impaired. The board should be convinced that the applicant's earning ,capacity is actually impaired for the particular job in question. Pieceworkers The adjustment of the minimum-wage rates to pieceworkers is clearly stated by the President in his approval of the cotton-textile code under the National Industrial Recovery Act, as quoted on page 8. Part-time worker:s The chief problem to be considered in fixing rates for part-time workers is the possibility that employers, for instance in the hotel and restaurant industry and the mercantile industry, will shorten working schedules to avoid payment of the full minimum wage. Attention must therefore be given to the number of hours to be set up as a standard for full-time work and a higher hourly rate determined for a work week of less than the standard hours. Overtime workers The main purpose of special overtime rates is to discourage work beyond the usual hours by increasing its cost. They stimulate the employer to substitute other methods of meeting his emergencies, while allowing him some leeway where this is impossible. Qualifications of personnel for minimum-wage administration as discussed at conference For direction of minimum-wage work 1. Training and experience in the field of industrial research. Specifically this should mean at least a college degree, preferably also graduate research, and added to this some years of experience in research work in the field of industry. 15749°-36--3 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 10 STATE HOUR LAWS AND MINIMUM-WAGE RATES 2. Administrative experience of some years' duration, either m government work, an industrial, or allied field. 3. Personality qualifications which will assure the establishment of satisfactory relationships with the varying groups directly concerned in the administration of a minimum-wage act and will assure also sympathetic yet forceful presentation of the work of minimumwage administration to that larger public which already is, or should become, interested. For staff 1. Training and experience in the field of industrial research, to include at least a college degree in the field of economics. 2. Experience as a field agent in some t ype of industrial work but of sufficient breadth to assure familiarity with various types of industrial set-up, skill in gathering and interpreting facts, ability to meet and deal with people. 3. Personality qualifications of the same sort as for the director. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis MINIMUM-WAGE LAWS FOR WOMEN AND MINORS .._____,! Law mandatory after trial period. Rates fixed by labor departments on recommendation o wage boards. (This type known as "the minimum fair wage law".) 111111111111 Mandatory law. Rates fixed by commission. Wlt0M Mandatory law. 111111 !I !I Mandatory law. No law. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Rates fixed by commission for minors only. Rates fixed by law. CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT [The rates given are those in effect as of December 1935. Surveys made preparatory to calling a wage board also are listed, as are the provisions recommended by wage boards but not yet in effect) State, 'administering body, and occupations or industries covered by law Provi8ions of minimum-wage orders _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ 1 Occupation or industry covered _ _ __ _ _ __ _ _ _ _ _ _ _ _ __ _ _ _ _ _ _ _ _ __ Class of employees covered Minimum rate California ______ ___________ __ ____ ____ ________ _ Mercantile _____________ _______ _____________ _ Experienced __ _________ _____ _ $16 per week __ __ ____ ____ Standard week.I Industrial Welfare Commission: The various occupations, trades, and industries in which women and minors are employed. Henning', General Laws, edition 3 (H11att), 19IO, Act 1107; aesrion laws 1919, ch. 156. Inexperienced: Women ______ _______ ___ _ Minors __________ ___ ____ _ Manufacturing _____ _______________________ __ Experienced ___ ___ ____ _-- - -- _ Inexperienced _______ ____ ____ Fish canning ______ ______________________ ____ Experienced _____ ______ ____ __ Inexperienced ________ ___ ___ _ Laundry and dry cleaning•- -- ---- - ·------ -- Experienced __ _____________ __ Inexperienced __ ___________ __ Fruit and vegetable packing. (Dried fruit, Experienced ________ __ _____ __ citrus, and green fruit and vegetable.) Inexperienced _____ ______ __ __ Unclassified occupations, defined as all employment not classified under the special orders; it excepts also millinery, telephone, and telegraph industries, professional occupations, domestic labor, harvesting, etc., of fruits and vegetables. For footnotes see p. 23. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis _ _ _ __ Hours 2 $12 per week _____ ______ _ Do. $10 per week ___ _______ __ Do. $16 per week 3 _ __ __ _ ____ _ _ Do.I, a $9 per week ________ ___ __ Do. 33½ cents per hour ____ __ 8 per day, 48 per week: 28 cents per hour ___ __ __ _ Maximum for office workers; labelers; minors under 18. Basic for others. Overtime: Over 8 and up to 12 hours, 1¼ times minimum; over 12 hours, double the minimum. $16 per week 3__ _ __ __ __ _ _ Standard week.I 2 a $14 per week _______ ___ __ Do. 33½ cents per hour __ ___ _ 8 per day, 48 per week: 25 cents per hour ____ ____ Maximum for dried fruit; for office workers and minors in citrus and green fruit and vegetable. Basic for others. Overtime: Over 8 and up to 12 hours, 1¼ times minimum; over 12 hours, double the minimum. $16 per week _____ __ ____ _ Standard week.I 1 $12 per week__________ __ Do. Experienced: Women or minors ___ ___ _ Minors where no adult women are employed. Inexperienced: Women ____ __ ___ __ _____ _ $12 per week __ ______ ____ Minors ____ ____ ________ . . $10.56 per week _________ _ Do. Do. CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT-Continued Provisions of minimum-wage orders State, administering body, and occupations or industries covered by law California- Continued. i - - - - - -- - - - - - - - - - - ~ - -- - -- - - - - - -- - - - - - - - - - -- - - - -- ---Occupation or industry covered Class of employees covered Hotels and restaurants; i. e., hotels, lodging Women or female minors __ _ houses, or apartment houses; restaurants, cafeterias, or other places where food or drink is sold or to be consumed on the premises; food-catering departments of mercantile establishments; hospitals, except nurses. Nut cracking and sorting________________ ____ Experienced _____________ ____ Inexperienced .. ___________ __ Fruit and vegetable canning ____________ ____ Experienced: Women or minors. _____ _ Male minors where no females are employed. Inexperienced. ______ ________ General and professional offices ______________ Experienced _____________ ____ Inexperienced: 18 years and over ____ ___ _ Under 18 years __________ -Colorado ............ __ ._ .. _________________ _ Law never operative, for lack of appropriation. Industrial Commission: Any occupation. (Occupation to include "any and every vocation, trade, pursuit and industry.") Compiled laws 19!1 (published 19!£), secs. • ,4161-,4183, 4St9. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Hours Minimum rate $16 per week ___ _____ ___ _ 48 per week. 33¼ cents per hour __ ___ _ 25 cents per hour _______ _ 2 Do. Do. 33¼ cents per hour ______ 8 per day, 48 per week: 25 cents per hour __ ______ Maximum for minors; labelers. Basic for others. Overtime: Over 8 and up to 12 hours, 1¾ times regular rate; over 12 hours, double the regular rate. 25 cents per hour. ___ ... _ Do. $16 per week ___________ _ Unlimited for all women not subject to 48-hour law; 1 2 but if receiving less than $30 per week must be paid 1½ times the regular rate for hours over 48. $12 per week ___________ _ 48 per week: $10 per week _______ ____ _ Maximum for minors under 18. 2 <:onnecticuL _ -------------- - -- -------------- *Thread drawing in the lace industry ______ _ Woman and minor home workers. Surveys have been made in the following industries: Beauty parlors. Cleaning and dyeing. Dress. Electrical supplies. Fabricated metal (home work). Home work (general). Hotel and restaurant . Laundry. Shirt. _Illinois __ ______ --------- - - - - - - - - - - - - - - -- - - __ _ *Macaroni, spaghetti, and noodle industry __ _ Women and minors __________ Director of Department of Labor: Any occupation; i. e. any industry, trade, or business, or branch thereof or class of work therein. Exceptions: Domestic service in the home *Laundry occupations, defined as "all proc- Women and minors: essell directly concerned with the cleansDistrict no . L _________ __ of the employer; labor on a farm. ing, collection, and distribution oflaundry Session laws 1935, pp, 597-604, services." E:rceptions: Plant maintenance ; office work. District no. 2___________ _ Commissioner of Labor and Factory Inspection: Any sweatshop occupation; i.e., any industry, trade, business, or occupation paying an unfair and oppressive wage. Erceptions: Domestic service in the home of the employer; labor on a farm. Session laws 1933, ch. 301. $13 per week ___ _________ 40 per week.6 ( 12 cents per gross yards, 1 thread; 18 cents per gross yard~, 2 threads.) 35centsperhour _______ __ 40perweek. 46¾ cents per hour___ ____ For each hour over 40.5 38~1 cents per hour, but Less than 40 per week. week's wage need not exceed $14. 28 cents per hour ______ __ 42 cents per hour ______ __ 30~o cents per hour __ __ _ 25 cents per hour ____ ___ _ 37½ cents per hour ____ __ 27½ cents per hour ____ __ District no . 3________ ___ _ 23 cents per hour ____ __ __ 34½ cents per hour _____ _ 25~fo cents per hour ____ _ *Beauty-culture industry_ .. _________ ____ __. Registered beauty culturists, $16.50 per week _______ __ _ manicurists, desk clerks, 55 cents per hour _____ __ _ and shop managers. $3 per day ______ ____ ____ _ Apprentices ________ ____ _____ $10 per week . ________ ___ 33 cents per hour _____ ___ $3 per day .. ___ ______ ___ __ M aids _____________________ _ $15 per week ___________ _ 50 cents per hour_ ____ __ _ $3 per day ______________ _ Cleaningwomen _____ ____ ___ 30 cents per hour. No deductions allowed for any class of employees. 44 per week. For each hour over 44.5 Less than 25. 44 per week. For each hour over 44.5 Less than 25 44 per week. For each hour over 44.o Less than 25. 45-48 per week. For each hour over 48 per week .6 8 hours or less if employed less than 45 per week. 45--48 per week. For each hour over 48 per week.6 8 hours or less if employed less than 45 per week. 45-48 per week. For each hour over 48 per week.6 8 hours or less if employed less than 45 per week. :For footnotes seep. 23. ,-... ~ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT-Continued Provisions of minimum•wage orders State, administering body, and occupations i-- - - - - - - - - -- - -- -----,----- - - - - - - - - - - - - - - - - - - - - - - - - - - - or industries covered by law Occupation or industry covered Class of employees covered Minimum rate Hours Massachusetts 7. -· · · · · · · · · · · · · · · · · · · · · · · · · · Commission, i.e., associate commission• ers of Department of Labor and In• dustries. Any occupation, i. e., any industry, trade, or business, or branch there• of or class of work therein. E xcep• tions: Domestic service in the home of the employer; labor on a farm. • Session laws: 1 34, ch. SOB: 19S5, ch. 167. Men's clothing and raincoats...• . ... . •... _.. Experienced ____ ---- -· -· · · -· Inexperienced. -·--····· ··· -. Corsets .. . . . ······ ·- ················· · ·· ···· Experienced ____ ·-··-- -·- · -Inexperienced: 17 years and over _____ ... Under 17 years. · --- -- ·- · ___ . ___ ________ _ Experienced Knit goods .. ····· · · · · · · ····-···· · · · ····· ·· · · Inexperienced.· - ··-------·-Women and minors ___ ___. _. Office and other building cleanns .•..• . . . ... Paper boxes....... . _.....•. _....... _.. . . ~ .. . Women's clothing... ·······--------··-···- __ Men's furnishings_ .. ·-------------·-·-.·-_ .. Muslin underwear, etc.----·---·------- --- ·- Retail stores .•. _· -·-··--···---·-·-·· · · -· ·· ·* Laundry and dry cleaning.-All branches of this industry. (Directory order under 1935 law.) Brushes ___ ____ --··-·- -- · ---- -·-- - · ___ · · - ____ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis $15 per week __ __________ Full time.s $7 per week--·-- --- ·- · ·Do. $13 per week· - --- · --·- -Do. Do. $10 per week ._-- --··-- · · Do. $8 per week ___ --·-· ·-- -$13.75 per week ____ _· - -· Do. Do. $8.50 per week·-· · --· - -$15.40 per week . .. ___ ___ _ 42 per week. 37 cents per hour· - · --- ·- Less than 42 per week. Experienced_·-. __··-·- - -· -- $13.50 per week_ . __ ____ . Full time.s Inexperimced : 18 years and over. _. . . . _ $10 per week---· - -- --·- -Do. Do. Under 18 years-----·-· ·- $8.50 per week--- ---· --·Experienced __ . . __ -·-·-·-· -- $14 per week ___ ·-·-· -- -Do. Inexperienced: 18 years and over ____. __ _ $11 per week ___ _·· -- -- -Do. Under 18 years ________ __ $9 per week. __--- - · --- -Do. Experienced __. _._------ · · -- $13.75 per week ___ __-- · · Do. Inexperienced: 16 years and over __ ____ _ $9 per week . _--· - -- ----· Do. Do. Under 16 years---- ----·· $8 per week. _.-- -------· Experienced _- · _____ ___-· __ _ $13. 75 per week ___ _. ___ _. Do. Inexperienced: 16 years and over __ ·----· $8 per week ____ ____ ____ _ Do. Under 16 years _____ __ ___ $7.50 per week . . -- ~· -·- __ Do. Experienced ··-- ___ _______ ___ $14per week_. ____ _____ _ Do. Inexperienced: 18 years and over_ ___ ___ _ $12per week ____. ______ _ Do. Under 18 years ____ -·- __ _ $10per week ... ----- ·-- Do. Women and minors _____ ____ 30 cents per hour.. _____ _ 35 hours or over.o 33 cents per hour, but Less than 35 per week. week's wage need not exceed 35 times 30 cents. Learners (not over 4 weeks) . _ 27;.2 cents per hour. Experienced _______ ______ ____ $13.92 per week .._____ . _·- Full time.s Inexperienced_-· ______ ___ ·-_ $9.60 per week· -· · ··-·· Do. Druggists' preparations, etc ________________ _ Experienced _____ _____ __. ___ _ Inexperienced ______________ _ Canning and preserving and minor lines of Experienced: 18 years and over ___ ___ __ confectionery. 16 and under 18 years __ _ Under 16 years ___ ___ ___ _ Inexperienced: 18 years and over __ ___ ___ 16 and under 18 years __ _ Under 16 years ______ ____ Bread and other bakery products __ ___ _____ _ Experienced __________ _____ _ Inexperienced: 16 years and over _______ _ Under 16 years _________ _ Millinery _____________ ____________________ __ Experienced _________ ___ ____ _ Inexperienced ___ _____ ____ __ _ Stationery goods and envelops ____________ __ Experienced ___ ___ ______ ____ Inexperienced: 16 years and over __ ___ __ _ Under 16 years __ _______ _ Candy ___ _____ _____ __-- -- -- ------ ---- --- -- -- Experienced _____ _______ __ ___ Inexperienced ___ ___ _________ Jewelry and related lines ______ ___ _____ ___ __ _ Experienced _______ ______ ___ _ Inexperienced ______ __ ___ __ __ Toys, games, sporting goods, etc ____ ______ __ Experienced ____________ ___ __ Inexperienced: 16 years and over or with 1 year's experience. All others __ __ ______ ____ _ Electrical equipment and supplies _____ _____ _ Experienced __ _____ ______ __ __ Inexperienced ______________ _ Boot and shoe cut stock and fin_dings ______ __ 17 years and over: Experienced __ _______ ---Inexperienced _____ ____ __ Under 17 years __________ ___ _ Pocketbook and leather goods ______________ _ Experienced: 18 years and over_____ __ _ Under 18 years _________ _ Inexperienced ___ -- ____ --- -- - .... ~ r I $ 13.20 per week _________ _ $9.60 per week ___ _______ _ Do. Do. $13 per week ___________ _ $11 per week ___ __ ______ _ $9 per week _____ ____ __ __ Do. Do. Do. $12 per week ______ _____ _ $10 per week __________ __ $8 per week _____ _____ __ _ $13 per week ____ _____ ___ Do. Do. Do. Do. $9 per week ___ _________ _ $13 per week ___________ _ $6 per week _________ ____ $13.75 per week _________ _ $11 per week _______ ____ _ Do. Do. · Do. Do. Do. $11 per week _________ __ _ $9 per week ____ ________ _ $13 per week ___________ _ $9 per week _________ ____ $14.40 per week _________ _ $12 per week ___________ _ $13.50 per week _________ _ Do. Do. Do. Do. Do. Do. Do. $12 per week ______ ____ _ Do. $10.50 per week _________ _ $l4 per week _______ ____ _ $12 per week ___________ _ Do. Do. Do. $14.65 per week _________ _ $12 per week ______ _____ _ $10 per week ___________ _ Do. Do. Do. $12.50 per week ____ __ __ __ $11.25 per week _________ _ $8 per week ____________ _ Do. Do. Do. Minnesota ____________________·_---- __ - - - - - - - - Law declared unconstitutional as applied to adult women. Industrial Commission: Any occupation. (Occupation to include any business, industry, trade, or branch of trade.) General statutes 1927, secs. 4093-4034, 4£10- 4232. For footnotes see p . 23. 1--L Con https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT- Continued Provisions of minimum-wage orders State, administering body, and occupations i - - - - - - -- - -- - - - - - - ~- - - - - -- - - -- - _ _ _ _ _ _ _ _ _ _ _ _ _ __ _ _ _ __ or industries covered by law Minimum rate Hours Occupation or industry covered Class of employees covered New Hampshire _____________________________ *Laundry occupations;' i. e., any activity Labor Commissioner: . Any occupation; i. e., any industry, trade, or business, or branch t hereof or class of work therein. Exceptions: Domestic service in the homo of the employer; labor on a farm. Session laws 1933, ch. 87. directly concerned with the washing, ironing, or processing oflaundry wares; or with the collection, distribution, or sale of laundry services. Includes laundries in business establishments, clubs, or institutions, such as hospitals. A survey has been made of: Hotels and restaurants. Women and minors _______ __ 28 centsper hour ___ __ __.. . 30 andover .1° 30 cents per hour, but Less than 30 per week. week's wage need not exceed $8.40. New Jersey ___ ___ _______________ _____ _____ __ _ Law never operative, for lack of appropriation. Commissioner of Labor : Any occupation; i. e., any industry, trade, or business, or branch thereof or class of work therein. E xceptions: D omestic service in the home of the employer; labor on a farm; employment in any hotel. Session laws 193.'J, ch. 152. New York ____ ___ ________________________ ____ Laundry' occupations ; i. e., all processes Industrial Commissioner: Any occupation; i. e., any industry trade, business, or branch thereof or class of work therein. Exceptions: Domestic service in the home of the employer; labor on a farm. Session laws 1933, ch. 584. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis directly concerned with the cleansing, collection and distribution of laundry wares. Exceptions: Plant maintenance; office work. (Includes all places where women are employed.) Women and minors: New York City area ____ 31 cents per hour; $12.40 40 per week. per week. 31 cents per hour _____ ___ Over 40 to and including 45 per week. $12.40 per week _______ __ _ 37-40 per week. 34 Ho cents per hour____ _ Less than 37 per week. 46¾ cents per hour _____ _ For each hour over 45_11 Outside New York City_ 27¾ cents per hour; $11 40 per week. per week. 27¾ cents per hour _____ _ Over 40 to and including 45 per week. $11 perweek ________ _____ 37-40 per week. 30¾ cents per hour __ __ __ Less than 37 per week. 41¾ cents per hour __ ____ For each hour over 45. 11 Hotel and restaurant; i. e., (1) any place lodging more than 5 persons as a business; (2) any place preparing and selling food, including banquet, box lunch, and curb service. Exceptions: Hospitals; institutions. Rates recommended Dec. 6, 1935: · Women and minors ____ __ __ _ Rates vary by locality: Hotels: Unlimited. Over 200,000; 10,000 to Restaurants: 54 per week in cities of 50,000 t)opulation 200,000; under 10,000. or more; elsewhere unlimNo deductions allowed. ited.II Service employees; i.e., 18, 17, and 16 cents per employees whose duhour (without meals, 6 cents an hour more). ties relate solely to serving food at tables, and to the duties incidental to the setting of such tables; those whose duties are solely those of a bell boy or page boy. N onservice employees ___ 27, 26, and 25 cents per hour (without meals, 6 cents an hour more). Resident employees ____ _ $9.50, $9, and $8. 50 per week (full maintenance required). North Dakota______ ________ __ ____ __ __ _______ _ Public housekeeping; i. e., the work of wait- Commissioner of Agriculture and Labor : Any occupation (occupation to include a business, industry, trade, or branch thereof). E xceptions: Agriculture; domestic service. S upplement to compiled laws 1913-1925, secs. 396bS, 396b6-S96b9, 396b11-396b16; session laws 1935, ch. 16S. resses in restaurants, hotel dining rooms, boarding houses; attendants at ice-cream and light-lunch stands and steam t able or counter work in cafeterias and delicatessens where freshly cooked foods are served ; t he work of chambermaids in hotels, lodging houses, boarding houses, and hospitals; ofj anitresses, car cleaners, kitchen workers in ho tels, restaurants, and hospitals, and elevator operators. Waitress or counter girL ----- -------- - -- Women. ____________________ $13.41 per week 12___ _ ____ 58 per week in towns of under 500;48 per week elsewhere.13 Chambermaids or kitchen help ____ ______ .• ___ do __________________ _____ $12.78 per week u____ __ __ For footnotes see p. 23. ,-.... "1 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT-Continued Provisions of minimum-wage orders State, administering body, and occupations or industries covered by law N orth Dakota-Continued. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Occupation or industry covered Class of employees covered Minimum rate Hours M an ufacturing occupations; i. e., all processes in the production of commodities, including work in dressmaking shops, wholesale millinery houses, workrooms of retail millinery shops, and in the drapery and furniture-covering workshops, the garment alteration, art needlework, fur-garment making, and millineryworkroomsin mercantile stores, and the candy-making departments of retail candy stores and of restaurants; in bakery and biscuit-manufacturing establishments, in candy manufacturing, and in bookbinding and jobpress feeding establishments. Biscuit or candy making ______ __________ Women: Experienced ___________ __ $14 per week; 12 $60.67 40 to and including j8 per per month. week. Inexperienced ___________ $9 per week; u $39 per Do. month. Bookbinding or job-press feeding________ Women: Experienced ______ _______ $14 per week; u $60.67 Do. per month. Inexperienced ___________ $9 per week; u $39 per Do. month. All other_manufacturing __________ ___ ___ _ Women: Experienced ___ __________ $14 per week u __________ Do. Inexperienced ___ ________ To be determined by Do. conference between the department and the employer and employee concerned. Mercantile occupations; i. e., work in estab- ·women : Experienced ____ ________ $13 per week; 12 $56.33 54 per week in towns of under lishments operated for the purpose of 500; 48 per week elseper month. trade in the purchase or sale of any goods where.u or merchandise, including the sales force, Inexperienced _____ ______ $10.80 per week; 12 $46.80 Do. wtapping force, auditing or checking force, per month. shippers in the mail-order department, the receiving, marking, and stock-room employees; and all other women. Exception: Women who perform office duties solely. >--' 00 Women: Experienced __ _____ ____ __ $12.60 per week t1 ($12.10 if laundry privileges are allowed) ; $54.60 per month. Inexperienced __ ___ _____ _ $9.90 per week; t1 $42.90 per month. Telephone exchanges_______ ______ _______ __ __ ·w omen in towns of 1,800 or more population: Experienced __ ___ ____ ___ _ $14perweek; t1 $60.67 per month. Inexperienced ________ ___ $10 per week; t1 $43.43 per month. Women in towns of less than 1,800 population : Experienced _________ ___ _ $12 per week; u $52 per month. Inexperienced ____ _______ $9 per week; 11 $39 per month. Laundry occupations, i.e., all processes connected with the receiving, marking, washing, cleaning, ironing, and distribution of washable or cleanable materials; work in laundry departments in hotels, hospitals, and factories. Ohio ______ ________ __ --- - - - - - - - -- - -- --- -- - - -- Laundry' occupations; i. c., all processes Director of Industrial Relations: Any occupation; i. e., any industry, trade, or business, or branch thereof or class of work therein. E xceptions: Domestic service in the home of the employer; labor on a farm. Session laws 1933, pp. 502-510. Oregon __ __ _______ -- --- ------- - -- -- ----- -- __ Mercantile occupations; i. e., work in estab- Welfare Commission: Any occupation. (Occupation to include any and every vocation, pursuit, trade, and industry.) Code 1930, rx>l. 3, title 49, secs. SOS--319; session laws 1931, ch . 394. For footnotes see p. 23. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis lishments operated for the purpo~e of trade in the purchase or sale of any goods or merchandise, including the sales force, wrap ping employees, auditing or check-inspection force, shippers in the mail-order department, the receiving, marking, and stock-room employees, sheet-music saleswomen and demonstrators. week. Do. Over 40 to and including 48 per week.U Do. Over 40 to and including 48 per week in towns of 500 population or more; u elsewhere, maximum hours per day and days per month to be fixed by agreement between employer and employees. Women and minors _________ 27½ cents per hour____ __ 40 to and including 45 per week . directly concerned with the cleansing, collection, and distribution of laundry wares. Exceptions: Office work, plant maintenance. Cleaning and dyeing occupations, i. e., all processes directly concerned with the cleaning, dyeing, pressing, soliciting, collection, and distribution of dry cleaning wares. Exaptiona: Office work; plant maintenance. Surveys have been made of: Hotels and restaurants. Retail trade. 38 to and including 48 per Women and minors (except store clerks). Women and minors, store clerks. 37cents per hour __ _____ _ For each hour over 45 per week. u 29 cents per hour _______ _ 19 per week. 30¾ cents per hour _____ _ Less than 19 per week. 35 cents per hour; $14 40 per week. per week. 52½ cents per hour____ ___ For each hour over 40 per week .U 35 cents per hour; $16.80 48 per week. per week. 52½ cents per hour_ _____ For each hour over 48 per week.I' Women: Experienced ____ ___ ____ __ 30 cents per hour ___ _____ 48 per week. Inexperienced __ _________ 27½ cents per hour____ ___ Do. Minors _____ __ ____________________ do__ ___ _____ ___ ____ __ Do. CHART !.-COVERAGE OF MINIM UM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT- Continued State, administering body, and occupations l- - - - - - - - - -- - - --------,---P_r_ov_1_·s_ io_n_s_o_f_m_1_ ·n_i_m_um __ •w_a_g_e_o_r_d_e_rs_ __ _ _ _ _.,......_ _ _ _ _ _ _ _ __ _ or industries covered by law Occupation or industry covered Minimum rate Class of employees covered Hours Oregon-Continued . Manufacturing occupations; i. e., all proc· "\Vomen: esses in the production of commodities, Experienced ............. including work in dressmaking shops, Inexperienced ......... .. wholesale millinery houses, workrooms of retail millinery shops, and in the drapery and furniture•covering wcrkrooms, gar• ment alteration, art needlework, fur gar• ment making, and millinery workroom~ in mercantile stores, and the candy•mak• ing department of retail candy stores and of restaurants. Personal service occupations; i. e., mani· Women: curing, hairdressing, bar bering, and other Experienced ..... ........ work of like nature; the work of ushers in Inexperienced ..... . ..... theaters. Laundry, cleaning, and dyeing occupations . Women . .................... $13.20 per week . ......... 48 per week. $9 per week.. . .......... Do. $13.20 per week ......... . $9 per week ............ . Do. Do. 30 cents per hour ....... . 44 per week. Daily maxi• mum, 9 hours, but one and one•half times regular rate required for over 8 hours. Telephone and telegraph occupations ....... . Women: Experienced ............ . $13.20 per week ......... . 48 per week. Inexperienced ..... ... .. . $9 per week ........... . . Do. Public housekeeping occupations; i. e., the Women: work of waitresses in restaurants, hotel Experienced ............ . $13.20 per week .... ...... 48 per week. dining rooms, and boarding houses; attend• Do. Inexperienced .......... . $9 per week............. ants at ice•cream and light·lunch stands and steam•table or counter work in cufe• terias and delicatessens where fres hly cooked foods are served; the work of cham• barmaids in hotels, lodging houses, and boarding houses; of janitresses, car cleaners, kitchen workers in hotels and restaurants; elevator operators; retail candy departments in connection with icc•cre&m, soft·drink, or light•lunch count• ers, or restaurants. ,.. . Office occupations; i. e., the work of stenog• \Yom en; raphers, bookkeepers, typists, billing Experienced ... .. ...... .. $60 per month ......... . . Do. clerks, filing clerks, cashiers, checkers, Inexperienced .. ... .. .. . . $9 per week . . . ... ..... . . Do. invoicers, comptometer operators, audi· tors, attendants in physicians' or dentists' offices, and all kinds of clerical work. Any occupation (see also mercantile) . ... . . .. . Minors : 14 years. ... . . .. .. ..... . . $6 per week .. . . ....... . . Do. 15 years . . . ... ... ... . ... . $7.20 per week . . ....... . . Do. 16 and 17 years ........ .. $8.50 per week ....... ... . Do. '• https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis tv 0 Packing, drying, preserving, canning perishable frui ts or vegetables. Needlecraft occupations; i.e., all designing, cutting, stitching, weaving, knitting, hemstitching, altering, etc., whether by hand or by machine, of m aterials for clothing, wearing apparel, upholstering, tents, awnings, bags, and draperies. South Dakota __________ _____ __ ________ _____ __ (Rate fixed in law; no orders issued.) Secretary of Agriculture: Any factory, workshop, mechanical or mercantile establishment, laundry, hotel, restaurant, or packing house. Women or minors: Experienced ____ ___ __ __ __ Inexperienced _____ __ _- -Women: Experienced ____________ _ Inexperienced ___ ----- __ _ 27 ¼ cents per hour_ _____ 10 hours per day; time and 22 cents per hour ____ __ __ one-half for overtime. 30 cents per hour __ ___ ___ 44 per week (48 allowed for 2 22 cents per hour ________ periods during year of 6 weeks each). Experienced women or girls_ $12 per week____________ 54 per week.1 6 Comp!led laws 19£9, &ec. 10£2-A-1022-E; session laws 1931 , chs.173, 174. Utah ____ _______ ___ _______ ___________________ _ Law never operative, for lack of appropriation. Industrial Commission: The various occupations, trades, and industries in which women and minors are employed. Session laws 1933, ch . 38. Wa.'lhington IT ___ ___________ _- _______ _______ _ Industrial Welfare Committee: The various occupations, trades, and industries. Pierce's Code 19£9, secs. 4-3, 4-7 4, 4-75, 477, 4-82; 3526-3547. For footno tes see p. 23. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Public housekeeping; i.e., the work oflinenroom girls, chambermaids, cleaners, kitchen girls, dishwashers, pantry girls, pantry servers, waitresses, counter girls, bus girls, elevator operators, janitresses, lJmndry workers (except where a commercial laundry is operated), and any other occupation which would properly be classified under public housekeeping. The establishments shall include: Hotels, rooming houses, boarding houses, restaurants, cafes, cafeterias, lunch rooms, tea rooms, apartment houses, hospitals (not nurses), philanthropic institutions, and any other which may be properly classified under this industry. Laundry, dry-cleaning or dye works occupation, trade, or industry. Telephone or telegraph or any public occupation other than public housekeeping; laundry, drycleaning and dye works; mercantile; manufacturing. Mercantile ____ ____ ______ ___ _____ __ ___ ___ ____ Manufacturing __ ___ __ ______ _____ ______ ______ Females over 18 years of age __ $14.50 per week; $2.50 48 per week; 8 per day. per day; 35 cents per hour. Minors is_____________ ___ ____ $12 per week________ ____ 48 per week.1 9 Females over 18 years ofage_ _ $13.20 per week ____ _____ _ Do. _____ do ______________________ _____ do ____ ______ __ ___ ___ 6-day week.20 . -- ___ do ___ ________ __-- -- __ ___ _ -- -__do _____ ---- --________ 48 per week.lg Wo~~~:erienced ______ ____________ do ______ __ ______ ___ __ 48 per week.1g 21 Inexperienced __ _____ ____ $9 per week____ _________ Do. CHART !.-COVERAGE OF MINIMUM-WAGE LAWS AND MINIMUM-WAGE PROVISIONS IN EFFECT-Continued Provisions of minimum-wage orders State, administering body, and occupations or industries covered by law Washin1ton 17-Continued. 1---- - - - - - -- - - - -- - - - - - - - - - - - - -- -- - - - - - - - , - - - - - - - - - - - Occu pation or industry covered Mercantile, manufacturing, print ing, laun. dering, or dye works establishment, sign painting, machine or repair shop, or parcel delivery service, or any other industry other than public housekeeping; as stenographer, bookkeeper, typist, billing clerk, filmg clerk, cashier, checker, invoicer, comptometer operator, or any clerical office work, including assistants and helpers in doctors' and dentists' offices; any occupation, trade, or industry not mentioned above. Exceptiona: Telephone or telegraph messengers in rural communities and cities of less than 3,000 population who are not continuously employed and who are paid piece rates. Wiac:onsfn ____ __ ____ ___ - - -- ---- - - - - -- - -- - - - - - Any occupation , trade, or industry. Ex- Industrial Commission: Every person in receipt of, or entitled to, any compensation for labor performed for any employer. Statute, 1~1 , 1ec1. I0.57, 101.0t, 104.01104.11. ctption: Seasonal industries. Pea, bean, cherry, com, strawberry, or tomato canning. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Class of employees covered Minimum rate Hours Minors __ ______ ______ ______ __ $9 per week ________ ____ _ 48 per week.1G Minors: 17 years and over: Experienced: Cities of 5,000 or more. Cities of under 22~2 centsperhour _______ 1In general: 50 per week; 22 hotels: 55. Minors under 20centsperhour______ ___ 18 rears in cigar manufac5,000. Inexperienced _____ __ 16 cents per hour ___ ___ __ tones: 48 per week. Adult women, covered not by minimum-wage law but by oppressive-wage law (sec. 104.125, Statutes) , must be paid these same rates. Minors: Under 17 years : Experienced ____ ____ _ 18 cents per hour. Inexperienced ______ _ 16 cents per hour. Minors: 17 years and over: Experienced: Cities of 5,000 or 22½ cents per hour ______ Canneries: 54 per week durmore. ing canning season; 10 hours Cities of under 20 cents per hour_____ ___ (in pea canneries, 11) al5,000. lowed on 8 days but not Inexperienced _______ 16cents per hour _______ _ Between 16and 17years: Experienced _________ 18 cents per hour _______ _ Inexperienced _______ 16 cents per hour _______ _ ... l Ioid., secs. 20.67, 101 .0t , 104.126 ______ __ ____ _____ do___ __ _______________________________ ____ Adult women: more than 60 hours in any week; time and a half pay after 9 hours. For girls over 16 but under 17 years, maximum 9 per day, 54 per week. Experienced: Cities of 5,000 or 22 ½ cents per hour _____ _ Canneries: 54 per week during canning ~eason; 10 hours more. Cities of under 5,000. 20 cents per hour _______ _ (in pea canneries, 11) alInexperienced ___ ________ 16 cents per hour _______ _ lowed on 8 days but not more than 60 hours in any week; time and a half pay after 9 hours. 1 The standard week, according to the order, means the regularly established number of hours worked per week in the place of employment. The State hour law provides a maximum 8-hour day, 48-hour week. For coverage, seep. 42. 2 Orders of the Industrial Welfare Commission fix hourly rates for part-time work as follows : 40 cents for less than an 8-hour day for all workers in laundries and dry cleaning, for adults in mercantile (except waitresses and errand boys), in manufacturing (except messengers and errand boys), for adults and experienced persons under 18 in general and professional offices; for less than a 6-hour day for adults in unclassified occupations. For minors, or for inexperienced minor~, in most of these cases, 30 cents. However, the office work specified need not be paid over $2.67 a day for adults, $2 a day for inexperienced minors. In hotels and restaurants, 38 cents an hour must be paid for a week of less than 48 hours, but not over $16 a week is required. a Resolutions adopted by the Industrial Welfare Commission, May 24, 1934, interpret the orders for the manufacturing and laundry and dry-cleaning industries as requiring 33¼ cents an hour if 8 hours are worked in 1 day, and 40 cents an hour (the part-time rate) for less than 8 hours. At 33¼ cents an hour, 48 hours of work are necessary to earn $16 a week. ' See supplement to pt. I, p. 31. a Hour law provides a maximum week of 48 hours for women and minors in manufacturing. e Hour law sets daily maximum only; i.e., 10 hours for females. Another act limits week to 6 days (see footnote 3, p. 54). Beauty culture is not covered. 7 With the exception of the rates for the laundry and dry-cleaning industry, the rates shown here were fixed under the State•~ nonmandatory law of 1912. These are still in effect though not mandatory until fur ther proceedings have been taken. (Session laws 1935, ch. 267.) s Rates are based on full-time work; i. e., the full number of hours required by employers and permitted by State law. The Jaw provides maximum hours of 9 a day and 48 a week for women and minors. Seep. 46 for coverage and overtime provi~ion. e Hour law provides a maximum week of 48 hours. Seep. 46. 10 Hour law alJows maximum hours of 54 a week for women and minors, with exceptions including hotel labor. Seep. 48. 11 For laundries, the hour Jaw provides a 48-hour week; for restaurants in towns of 50,000 or more, 54 hours. For coverage of Jaws, ~ee pp. 48, 49. 1 2 The orders for public housekeeping and mercantile provide that women employed, whether regularly or on part time, shall be paid 1/48 of the weekly wage for each hour worked. The manufacturing and laundry orders provide that part-time workers shall be paid for each hour worked a proportion of the full-time pay according to various undertime hours as specified in the orders. The telephone order also fixes hourly rates for part-time workers. 13 The hour law provides a 48-hour week, except in towns of under 500 population. u The law limiting hours to 50 per week for women over 18 applies to workshops, thus affecting laundry, and cleaning and dyeing establishments. Maximum hours are 48 per week for girls under 18 and 54 per week for boys between 16 and 18 in laundries, factories, workshops, mechanical establishments, etc. u Hours specified for minor boys; i. e., under 18 years, not more than 10 a day, 6 days a week. 1e See hour law, p . 52. 11 The Washington minimum-wage law was declared unconstitutional by the decision of a lower court, Oct. 17, 1935, in the case of Parrish v. We,t Coa,t Rotel8. 1s Girls may not be employed as elevator operators or as bus girls. 19 Work period is limited to 8 hours a day, 6 days a week. 20 The hour law does not apply, seep. 53. 21 The hour law does not apply to such seasonal industries as canning, packing, etc. In 1933, Washington entered into a tri-State agreement with Oregon and California, which fixed an hourly minimum. In 1934, the Washington Department of Labor and Industries set hourly rates of 27½ cents and 22½ cents, respectively, for experienced and inexperienced women and minors. n See hour law, p. 53, for coverage. • Asterisk indicates that in December 1935 the order is directory; i.e., the only penalty for noncompliance is new~paper publicity. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis LIST OF INDUSTRIES COVERED BY MINIMUM-WAGE ORDERS IN VARIOUS STATES The list that follows shows the extent to which certain types of occupation are covered by minimum-wage orders in the various States. Reference to the foregoing chart will show the rates in effect for these occupations. FRUIT AND VEGETABLE CANNING AND ALLIED INDUSTRIES California.-Fruit and vegetable packing (dried fruit, citrus, and green fruit and vegetable); fruit and vegetable canning; fish canning. Massachusetts.-Canning and preserving and minor lines of confectionery. Oregon.-Packing, drying, preserving, canning perishable fruits or vegetables. Washington.- (Tristate agreement with Oregon and California for the canning industry, 1933.) Wisconsin.- Pea, bean, cherry, corn, strawberry, or tomato c~nning. HOTELS AND RESTAURANTS California.-Hotels and restaurants. New York.-Includes any place lodging more than 5 persons as a business, and any place preparing and selling food, including banquet, box lunch, and curb service; hospitals and institutions excepted. (Rates recommended Dec. 6, 1935.) North Dakota.-Public housekeeping. Includes work of waitresses in restaurants, hotel dining rooms, boarding houses; attendants at ice-cream and light-lunch stands, steam table or counter work in cafeterias and delicatessens ; work of chambermaids, of janitresses, car cleaners, kitchen workers in hotels, lodging houses, restaurants, and hospitals; elevator operators. Oregon.- Public housekeeping. Includes work of waitresses in restaurants, hotel dining rooms, and boarding houses; attendants at ice-cream and light-lunch stands, steam table or counter work in cafeterias and delicatessens; work of chambermaids in hotels, lodging houses, and boarding houses; of janitresses, car cleaners, kitchen workers in hotels and restaurants; elevator operators; retail candy departments in connection with ice-cream, soft-drink, or lightlunch counters or restaurants. Washington.- Public housekeeping. Includes hotels, restaurants, rooming and boarding houses; cafes, cafeterias, lunch rooms, tea rooms; apartment houses; hospitals, philanthropic institutions, and any other which may be properly classified under this industry; work of linen-room girls, chambermaids, cleaners, kitchen girls, dishwashers, pantry girls, pantry servers, waitresses, counter girls, bus girls, elevator operators, janitresses, laundry workers (except where commercial laundry is operated). (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. 24 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 25 The following States have made surveys of the hotel and restaurant industry, with recommendation that a wage board be called to fix a minimum rate: 8 Connecticut, New Hampshire, Ohio. LAUNDRY AND DRY CLEANING LAUNDRY,SEPARATELY Jllinois.-All processes directly concerned with the cleansing, collection, and distribution of laundry services; plant maintenance and office work excepted. Massachusetts.-Laundries. 9 New Hampshire.-Any activity directly concerned with washing, ironing, or processing of laundry wares; collection, distribution, sale of laundry services; includes laundries in business establishments, clubs, or institutions such as hospitals. New York.-All processes directly concerned with the cleansing, collection, and distribution of laundry wares. Exception: Plant maintenance ; office work. Includes all places where women are so employed. Ohio.-All processes directly concerned with cleansing, collection, and distribution of laundry wares. Includes producing of laundry service for their own use by business establishments, clubs, or institutions. CLEANING AND DYEING, SEPARATELY Ohio.-All processes directly concerned with the cleaning, dyeing, pressing, soliciting, collection, and distribution of dry-cleaning wares. Exception: Office work, plant maintenance. LAUNDRY AND DRY CLEANING, COMBINED California.-Laundry and dry cleaning. Massachusetts.-All branches of the laundry and dry cleaning industry. (New rate fixed under 1935 mandatory law.) North Dakota.-All processes connected with receiving, marking, washing, cleaning, ironing, and distribution of washable or cleanable materials. Specified work to include laundry departments in hotels, hospitals, and factories. Oregon.- Laundry, cleaning, and dyeing occupations. Washington.-Laundry, dry cleaning, or dye works occupation, trade, or industry. (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. Connecticut has made surveys of the laundry and of the cleaning and dyeing industries with recommendation that a wage board be called to fix a minimum rate. 8 8 Procedure under most of the laws passed in 1934 and 1935 is initiated by the making of a survey by the proper authorities in the labor department, which thereupon make recommendations to the labor commissioner as to whether a wage board should be called. He may then call a wage board, which recommends minimum rates to the commissioner. He may accept the rates recommended and hold hearings thereon, after which he may issue a directory order, effective for a specHied length of time with publicity as the only method of enforcement. This he follows with fur ther investigation, and if this indicates that the directory order is not being fully complied with, he may, after the directory period has passed, issue a mandatory order with legal penalties attached. g A new rate for both laundries and dry cleaning has been fixed under the new mandatory law. Rates for laundries were first put into effect in Massachusetts in September 1915. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 26 f?TATE HOUR LAWS AND MINIMUM-WAGE RATES MANUFACTURING INDUSTRIES California.-Manufacturing. (Separate rate fixed for nut cracking and sorting.) Connecticut.-Thread drawing in lace. Surveys have been made of the following industries: Dress; electrical supplies; fabricated metal (home work); shirt; home .work (general study). Dlinois.-Macaroni, spaghetti, and noodle industry. Massachusetts.-Wage boards have fixed rates separately for the following manufacturing industries: Clothing and textile: Corsets; knit goods; men's clothing and raincoats; men's furnishings; millinery; muslin underwear, etc.; women's clothing. Food industries: Bread and bakery products; candy. Leather industries: Boot and shoe cut stock and findings; pocketbooks and leather goods. Paper industries: Paper boxes; stationery goods and envelops. Other industries: Brushes; druggists' preparations, etc.; electrical equipment and supplies; jewelry and related lines; toys, games, and sporting goods. North Dakota.-All processes in the production of commodities. Includes work in dressmaking shops, wholesale millinery houses, workrooms of retail millinery shops, and certain work in stores (see "Mercantile" below). Separate rates are fixed in book-binding and job-press feeding, and for bakery and biscuit manufacturing and for candy manufacturing. Oregon.-All processes in the production of commodities. Includes such work in stores as shown above for North Dakota. Separate rates fixed for needlecraft; i. e., all designing, cutting, stitching, weaving, knitting, hemstitching, altering, etc., whether by hand or by machine, of materials for clothing, wearing apparel, upholstering, tents, awnings, bags, and draperies. Washington.-Manufacturing. (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. MERCANTILE ESTABLISHMENTS California.-Mercantile. Massachusetts.-Retail stores. North Dakota.-Work in establishments operated for the purpose of trade in purchase or sale of any merchandise, including sales force, wrapping force, auditing or checking force; shippers in mail-order department, receiving, marking, and stock-room employees; and all other women. Exception: Women who perform office duties solely. (But drapery and furniture covering, garment alteration, art needlework, fur-garment making and millinery workrooms in mercantile stores, and candy-making departments of retail candy stores and restaurants, come under rates for manufacturing occupations.) Oregon.-Work in establishments operated for the purpose of trade in purchase or sale of any goods or merchandise, including sales force, wrapping employees, auditing or check-inspection force, shippers in mail-order department, receiving, marking, and stock-room employees, sheet-music saleswomen and demonstrators. (But certain occupations come under m anufacturing rates as in North Dakota, shown above.) Washington.- Mercantile. (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. Ohio has made a survey of retail stores with recommendation that a wage board be called to fix a minimum rate. 10 10 See footnotes https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 27 OFFICE OCCUPATIONS California.-General and professional offices. Oregon.- Work of stenographers, bookkeepers, typists, billing clerks, filing clerks, cashiers, checkers, invoicers, comptometer operators, auditors, attendants in physicians' or dentists' offices, and all kinds of clerical work. Washington.-For minors only, if employed as stenographer, bookkeeper, typist, billing clerk, filing clerk, cashier, checker, invoicer, comptometer operator or any clerical office work inc]uding assistants and helpers in doctors' and dentists' offices. (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. SERVICES NOT ELSEWHERE CLASSIFIED BEAUTY SHOPS Illinois.-Registered beauty culturists, manicurists, desk clerks, shop managers, apprentices, maids, and cleaning women. Oregon.-Personal service; i. e., manicuring, hairdressing, barbering, and other work of like nature. Wisconsin.-Any occupation, trade, or industry, except seasonal industries. Connecticut has made a survey of the beauty-shop trade, with recommendation that a wage board be called to fix a minimum rate. 10 CLEANING OF OFFICES AND BUILDINGS Massachusetts.-Office and other buildings, cleaning. Wisconsin.-Any occupation, trade, or industry, except seasonal industries. DOMESTIC EMPLOYMENT Wisconsin.-Any occupation, trade, or industry, except seasonal industries (so interpreted). TELEPHONE AND TELEGRAPH North Dakota.-Telephone exchanges. Oregon.-Telephone and telegraph occupations. Washington.-Te] ephone or telegraph or any public occupation excluding those covered by other orders. (See footnote 17 on chart I.) Wisconsin.-Any occupation, trade, or industry, except seasonal industries. 10 See footnote 8. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis DEFINITIONS OF LEARNING PERIOD At the conference of the representatives of governors of minimumwage States held in Washington in July 1933 the standards adopted included the following: Since the minimum wage for an industry is based on unskilled work, therefore there should be no differential for learners. It was pointed out at the conference that the allowance of lower rates for learners greatly complicates the administrative problem, smceTo prevent exploitation it is essential that a certification system be established. This entails a check-up on the learner's experience, the issuance of a certificate, the filing of this certificate by the employer, and other such record keeping, all of which necessitate considerable expense. This principle of fixing a definite minimum with no lower rate for learners has been followed for the laundry industry in the orders issued since this conference by the States of New Hampshire, New York, Ohio, and Illinois. As shown in chart I, most of the States continuing operation under the earlier type of law fixed different minimum rates for experienced and inexperienced workers. Definitions of the learning period as found in the various orders are summarized in the pages following. CALIFORNIA The learning period specified in this State's orders varies for each of the industries specified. Mercantile-1 year in the industry for an adult, 2 years for a minor under 18. Not more than 33½ percent of the female workers in an establishment may be learners. Manufacturing-26 weeks in the branch of the industry. Not more than 33¼ percent of the female workers in an establishment may be learners. General and professional offices-6 months in any such office. Laundry and dry cleaning-3 months in the industry. Not more than 33¼ percent of the female workers in an establishment may be learners. Unclassified occupations-3 weeks in the occupation. Nut cracking and sorting-3 weeks in the establishment. Fruit and vegetable canning-2 weeks in the establishment. Fish canning-1 week in the establishment, except for fancy packers. Three weeks in the establishment for fancy packers. Fruit and vegetabl,e packing-periods vary according to kind of product, 2 weeks, 4 weeks, 3 months, and 1 season (cherries). Hotels and restaurants-no learning period. 28 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 29 MASSACHUSETTS Orders regulating 2 Massachusetts industries require that the apprenticeship period be more than a year: Millinery-4 seasons (2 in the spring and 2 in the fall) of 16 weeks each; 2 years if work is not of seasonal character . . Worker must have reached 19 years of age. Women's clothing-1½ years (35 weeks to constitute a year). Worker must have reached 18 years. In the 12 following orders, the learning period is defined as 1 year in the occupation. Nine of the 12 specify the age that the worker must have reached in order to be termed "experienced." Retail stores-employment for 1 year after reaching 18 years. Druggists' preparations; toys, games, and sporting goods; pocketbook and leather goods (at least 1 month in factory where employed); stationery goods and envelop3 (entire year in the particular plant); paper boxes-worker must have reached 18. Corsets-year's employment to comprise at least 50 weeks. Worker to have reached 17. Muslin underwear (26 weeks in present employer's shop); men's furnishingsemployee must have reached 16. Brushes; candy; men's clothing and raincoats-no age minimum specified. The learning period required is less than a year in the following industries: Knit goods-40 weeks. Bread and other bakery products; canning and preserving and minor lines of confectionery (entire period "in a given factory"); electri~al equipment and supplie3 (3 months in the particular plant) ;jewelry and related lines (worker to have reached 20 years)-6 months. Boot and shoe cut stock and findings-3 months. Worker to have reached 17 years. Laundry and dry cleaning-4 weeks. Office and other building cleaners-no learning period. NORTH DAKOTA Mercantile occupations-1 year. Not over 25 percent of the employees in an establishment may be inexperienced. Manufacturing occupations: Biscuit or candy making-9 months. Bookbinding or job-press feeding-1 year. All other manufacturing-to be left to discretion of department in conference with employer and employee concerned. Not over 40 percent of the employees in any manufacturing establishment may be inexperienced. In biscuit or candy making and in bookbinding or job-press feeding, a different minimum wage is fixed for each 3 months of the learning period. Telephone exchanges-9 months. In exchanges employing 6 or more persons, not over 35 percent of the women may be inexperienced. Different minimum rates are fixed for the first month, the next four months, and the last four months of apprenticeship. Laundry occupations-5 months. Not over 25 percent of the employees in a laundry may be inexperienced. Different minimum rates are fixed for the first three and the last two months. P1,J,blic hou~ ekeepinq-p.9 l(;)t1,rning peri9q, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 30 STATE HOUR LAWS AND MINIMUM-WAGE RATES OREGON Only two of the orders of this State fix the learning period at less than a year: Mercantile occu pations-6 months. Packing, drying, preserving, or canning perishable fruits or vegetables-! week. The learning period is 1 year, with a different minimum wage set for each 4 months, for the following: Manufacturing, needlecraft, office, personal service, public housekeeping, and telegraph offices. For telephone exchanges, also, the period is 1 year, but divided into 4 periods of 3 months each. Laundry, cleaning, and dyeing occupations-no learning period. WASHINGTON (See footnote 17 on chart I) In this State the order for manufacturing industries is the only one that fixes rates by experience. The length of apprenticeship may vary according to 5 schedules that provide 4 wage rates and allow learning periods of 4 weeks, 4 months, 24 weeks, 8 months, and 1 year respectively. Not more than 25 pe1cent of the women in a plant may be apprentices, except in emergencies under special permit. WISCONSIN Experienced employees, according to the Wisconsin order, are those who have worked for 6 months in any nonseasonal industry or for any part of a season in a seasonal industry (defined as one that regularly operates less than 6 months in the year). Not more than 25 percent of t he wom~n and minors normally employed in the plant may be apprentices. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis SUPPLEMENT TO PART I MINIMUM WAGE AS APPLIED IN AN IMPORTANT WOMANEMPLOYING INDUSTRY-LAUNDRIES Summaries cannot be given here for every important womanemploying industry for which minimum wages have been fixed by a number of States, though information for a special industry, in mo.s t cases, can be assembled from data given in the accompanying chart. The paragraphs following summarize the provisions adopted for laundry occupations in several States. This industry was among the first to be regulated under the older orders, and likewise was selected for early consideration by certain of the newer minimumwage States. Some action has been taken for laundries in practically every State that has put its minimum-wage law into actual operation. Among the reasons for this are-That this industry is a large employer of women; that it operates in every State; and that in some instances wages are so extremely low that many employers as well as employees welcome the setting of a minimum rate. Moreover, it is one of the industries for which claims have been made as to its largely intrastate character, and should substantiation of such claims be possible, minimum standards could be fixed through State action only. Laundry occupations were covered in the orders of all the States that had minimum-wage laws in operation in 1932, prior to the enactment of the newer laws. Since several of these States had set rates for women in laundries at earlier dates, those that continued their orders have had some rates in effect for this industry for from 12 to 21 years. The rates fixed by these 7 older minimum-wage States for experienced workers follow: State Present minimum rate for laundries first rate for ,_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ , Date laundryindustry effective D ate effective Rate California--- - ---- -- ----- --- -Massachusetts ____ __________ _ North Dakota ___ ___ _________ _ Oregon __ __-- -- - -- -- -- - ---- -- South Dakota __ ____________ __ ;f:c~i~~~-~~================= $16 per week 1__ __ __ __ ______ _ $13.50 per week ___ __ _____ ___ _ $12.60 per week ____________ __ 30 cents per hour ______ _____ _ $12 per week __ __ ___ ___ ____ __ $13.20 per week _____ ___ _____ _ 22½ cents per hour---------- July 1923 ___ ___ _____ ___ July 1922 2____ ________ _ December 1932 _______ _ May 1934 _____ ________ _ Law of 1923 ________ ___ December 192L ______ _ August 1932 ___ ______ __ January 1918. September 1915. August 1920. February 1914. July 1923. August 1914. August 1919. 1 This rate is for a "standard week." The legal hour maximum is 48. See fuller discussion of California onp.4. 2 Under the new mandatory law passed in 1934, Massachusetts made a survey of laundries and dry cJeaning and fixed a rate of 30 cents an hour where as many as 35 hours are worked and a higher hourly rate for shorter hours. 1 See footnote 17 on chart I. 31 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 32 STATE HOUR LAWS AND MINIMUM-WAGE RATES Between the fall of 1933 and the fall of 1935, five of the newminimumwage States issued directory orders for laundries. The basic minimum rates fixed and the dates the orders went into effect follow: Illinois.-Hourly rates of 23, 25, and 28 cents, respectively, for three defined districts in the State, July 1935. Masscichusetts.-Under the new mandatory law of 193'4, 30 cents an hour for the laundry and dry-cleaning industry, October 1935. 11 New Hampshire.-28 cents an hour, August 1934. New York.-27 ½ and 31 cents an hour, up-State and New York City, respectively, October. 1933; made mandatory August 1934. Ohio.-27½ cents an hour, March 1934; made mandatory July 1934. In Connecticut a survey of this industry was made in 1934. Women's wages were found to be oppressive and unreasonable and the fixing of a minimum wage was recommended. A separate survey has been made of the cleaning and dyeing industry. As illustration of some of the points covered in the laundry orders, somewhat more detailed statements as to those issued in 4 of the minimum-wage States follow. California The Industrial Welfare Commissi<;m of California in May 1934 adopted a resolution in regard to the' minimum hourly rates in laundries and dry-cleaning establishments. This resolution specifies that if 8 hours are worked in 1 day, 33½ cents an hour must be paid, but for less than 8 hours a day the usual part-time rate of 40 cents is required. The order of the commission which this resolution amends was issued July 23, 1923, and consequently had been in effect for practically 11 years, following still earlier orders of the commission. The order of July 1923, which had constituted the standard in effect for so long, does not specify an hourly wage rate but requires that workers with experience of 3 months or more be paid a minimum of $16 for the standard week's work, defining the standard week not as 48 hours, the maximum allowed by law, but as "the regularly established number of hours worked per week in the place of employment" by each shift of employees. If employed the maximum of 48 hours a week, the hourly rate would amount to 33½ cents. Parttime employees are defined as workers employed on an hourly basis for less than 8 hours a day, and for them the rate of 40 cents al). hour is provided. Special workers-i. e., workers employed on a full-day basis for less than the standard week-must be paid at least $2.67 a day. The order fixes $14 as the rate for learners, who must be so registered with the Industrial Welfare Commission within their first 2 weeks of employment. Exclusive of office workers, learners must not constitute more than one-third of the females at work in any ~stablishment. If less than the standard week is worked on account .of a 11 For effectiveness of the early rate, see p. 5, https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 33 legal or religious holiday, at least 38 cents an hour must be paid, for learners 30 cents. The commission may issue a special permit for a physically handicapped woman, fixing her wage below the minimum. With the reduction of hours to 40 a week under the N. R. A. code, enforcement of the standard week provision of the laundry order would have resulted in as high an hourly rate for full-time as for parttime employment. · This the commission considered discrimination against the part-time worker, and accordingly adopted the resolution referred to in the first paragraph discussing California. Under its provisions 5 days of 8 hours each (40 hours) would yield at the 33½cent hourly rate $13.33½; 5 days of 8 hours each plus 1 day of 4 hours (44 hours) would yield $13.93½; but the $16 minimum prescribed in the order of 1923 for the standard week, whether 48 hours or under, now could be received only for a full 48-hour week, the maximum allowed by law. The minimum fixed in the N. R. A. code for this industry, as it would apply in California, ranged from 25 to 30 cents an hour, according to size of locality. New Hampshire The Commissioner of Labor in New Hampshire issued a directory order, effective August 1, 19'24, fixing minimum-wage rates in the laundry industry for women and minors (defined as employees under 21 years of age) . This is the first and only order operative in the State under the minimum-wage law, and its adoption followed public hearings and the unanimous recommendation of the wage board called for the industry. The order sets the minimum hourly rate at 28 cents for 30 hours or more a week, and at 30 cents for less than 30 hours, provided that the amount paid for less than 30 hours need not exceed $8.40 (30 hours at 28 cents). The minimum rate is guaranteed to workers paid on a piece basis as well as those on an hourly rate, and learners also must receive at least this amount. It is specified that employees shall be paid for such time as they are required to wait for work in the plant. If called in for less than half a day's work, they shall receive pay for half a day, except in the case of those whose employment in the week amounts to 36 hours. Maximum deductions are set for meals and lodging based on number of meals and number of persons in room: The deduction for one meal a day shall be not more than 20 cents; two meals, 35 cents ; three meals, 50 cents; 21 meals a week, $3; room and board with separate room, $4.50 a week. No deductions are allowed for other purposes except with the approval of the commissioner, ·a nd only a fair charge may be made for uniforms. The minimum rate fixed in the N. R. A. code for the laundry industry was 25 cents, as it would apply to New Hampshire, since there is no city in the State with a population of 100,000 or more. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 34 STATE HOUR LAWS AND MINIMUM-WAGE RATES An examination of laundry pay rolls showed that in a week after the order had been in effect 14 percent of those reported were receiving $16 or more, while in a week prior to the order less than 4 percent had week's earnings of this amount. The hourly wage was at least 30 ce11-ts for 42 percent of those reported after the order; previously about 37 percent had had an hourly wage as high as this. New York The mandatory order issued by the Industrial Commissioner of New York, and effective August 6, 1934, fixes a minimum wage of 27% cents ·an hour for a 40-hour week outside New York City, and 3·1 cents an hour for 40 hours in the New York City area. Penalties for violatfon range from $50 to $200 fines and from 10 to 90 days' imprisonment, or both. These rates constitute the minimu~ permitte~, applying to minors and learners as well as others, and piece rates must yield at least this amount. Furthermore, time during which the employee is required to wait on the premises must be paid for at the individual's re~ular rate. The order provides for time and one-half pay for each hour of work over 45, and a 10 percent hourly bonus for less than a 40-hour week (but not more than the regular 40-hour minimum need be paid). Each individual underpayment is a separate offense. No deductions are allowed except by permit from the division of minimum wage, and only a fair charge may be made for uniforms. 12 The minimum rate fixed in the N. R. A. code for the laundry industry, as it would apply in New York, ranged from 25 to 30 cents an hour according to size of city. The minimum fair wage law was first applied to the laundry industry in New York in the form of a directory order of October 2, 1933. The median of week's earnings of women and minor laundry employees had increased from $10.41 found in the sample of 5,322 women in the power laundries surveyed in the State in May 193.3, to $12.12 for 22,325 women reported to the State in November 1933, after the order had been in effect, though the work week was shortened front a median of 44.9 hours in May to 40.3 hours in November. In more tha}l two-thirds of the laundries especially investigated, the total week's pay roll for women and minors was larger in November·than it had been in May; substantial increases for individual women had resulted from the order. These are strong testimonies to the value of a minimum wage. Moreover, at the hearings held at the close of the directory period, representatives of employers, of labor organizations, and of various civic groups were unanimously in favor of making the order mandatory. Frieda S. Miller, director of the Division of u Sec. 195 of the New York Labor Law requires cash payments to be made to workers in enumerated industries. Laundries in establishments not covered by this law, as for example in hotels and institutions, are included in the laundry order provision in regard to deductions. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis STATE HOUR LAWS AND MINIMUM-WAGE RATES 35 Women in Industry and Minimum Wage of the New York State Department of Labor, in her statement to the commissioner July 2, 1934, said: Our experience in administering the directory order governing wages of women and minors in laundry occupations during the 9 months in which it has been in effect has led to the following conclusions: The directory order has been effective in raising the wage level of women and minors in la undries throughout the State and has brought about substantial increases for individual women. There has been no discernible tendency for the minimum wage to become the maximum or for wages of the higher paid employees to be reduced. Under this mandatory order the manager and three operators of a laundry in Brooklyn were convicted of paying less than the minimum wage and of forging books to conceal the fact, and were imprisoned. Appeal was taken in a habeas corpus case (People ex rel., Joseph Tipaldo against Frederick L. Morehead, as warden of the City Prison, Brooklyn). The indictment was upheld, together with the constitutionality of the minimum-wage act, by the Supreme Court 13 of the State of New York, County of Kings, June 27, 1935. Ohio A mandatory order effective July 26, 1934, fixes a minimum wage of This is the minimum for all employees, including pieceworkers, learners, and minors. Furthermore, waiting time at the plant is to be paid for. For violation of this the law provides penalties of 10 to 90 days' imprisonment or $50 to $200 fines, or both. One and one-third times the basic rate is to be paid for each hour over 45. If less than 19 hours a week are worked, the employee is to receive a bonus of 10 percent for each hour worked up to the point where the total earnings equal what would have been received for 20 hours' work. Deductions for meals or lodging are allowed only after the plant has been given a permit, and deductions for uniforms are not to be above a fair charge. Each week for any day of which an employee is paid less than the rate applicable constitutes a separate offense, as does also each employee thus underpaid. The fine also is applicable in cases of discrimination against employees because of assisting in enforcement of the act. Employees may recover in civil action the full amount of the minimum wage less amount actually paid, together with costs and lawyer's fees. The minimum rates in the N. R. A. code for the laundry industry as it would have applied to Ohio ranged from 22}f to 25 cents an hour according to size of city. 27)~ cents an hour or $11 a week. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 36 STATE HOUR LAWS AND MINIMUM-WAGE RATES The minimum fair wage law was first·applied to the laundry industry in Ohio in the form of a directory order effective March 26, 1934. Studies of wages in the laundry industry were made by the Division of Minimum Wage of the Ohio Department of Industrial Relations, in which it was found that the median wage increased from $8.80 in September 1933 to $10.61 (20.6 percent) in July 1934, after the directory order had been in effect. Relatively few of the 4,840 women for whom wages were ' reported by commercial laundries in . 1934, were receiving less than the 2n~-cent hourly rate, and nearly a third of. the women were receiving more than the required minimum. Cleaning and dy!3ing were considered separately in this State, and a directory order effective September 10, 1934, fixed a minimum of 35 cents an hour for this industry. The order was made mandatory January 19, 1935. 1 Certain administrative regulations The foregoing discussions of laundry orders in several States have included statements as to the rates fixed (whether for normal time, undertime, or part time); as to the application of these rates (in regard to minors, learners, pieceworker~,' and waiting time); as to the penalties provided by law if the or~r is mandatory; and as to prohibitions of deductions for meals and lodging. A number of other regulations as to the administration of the minimum wage appear in the orders. Perhaps the most universal of these are the requirements that a notice of the order be posted so that employees can be informed; that hour and wage records be kept in a form prescribed by the enforcing agency; and that a sworn copy be submitted whenever requested by this agency. The law usually attaches severe penalties for violation of the last mentioned; for example, New York and Ohio punish with a fine of from $25 to $100, each day's misdemeanor constituting a separate offense. New Hampshire, New York, and Ohio all require that some form of statement be given the employee explaining her earnings, and that an age certificate be provided for every male minor under 21. New York and Ohio provide weekly payment of the w~ges, the former specifying that these must be received within 6 days after earned. New York and New Hampshire require department approval before deductions can be made for insurance. New York provides that the commission may issue an insignia of compliance that may be displayed by the employer. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis LEGAL WORKING HOURS FOR WOMEN- DAILY [States having more than one hour regulation are classed under t hat affecting t he greatest number of women] -8 hours j::•··::: ·~:-:.-: :: :-) 8½ hours It~;__~ ::__~·J 9 hours ~ 10 hours lo¼ hours ILL~ lo½ hours ~ 11 hours - No limitation https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Part 11.-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS REGULATION OF DAILY AND WEEKLY HOURS Very nearly all the States, 43 of them, place some legal limit either to the daily or to the weekly hours of women's work or to both daily and weekly hours, in certain occupations or industries. Only 4 States- Alabama, Florida, Iowa, and West Virginia-have no statute or order r egulating women's hours in any way, while Indiana, though prohibiting night work in manufacturing, has no law applying to daily or weekly hours.14 The maximum hours fixed, the occupations or industries covered by the laws of the various States, and those excepted will be shown in chart II, pp. 42 to 54. Many States have different hour limits for different occupations and industries, hence some appear more than once in the following list, which shows that for certain occupations 12 States have an 8-hour day , 1 an 8}6-hour day, 18 a 9-hour day, 15 a 10-hour day, 6 a day of more than 10 hours, and 6 no daily limit though they have a weekly limit. Only 1 State limits weekly hours to less than 48; 11 States to 48; 4 set limits above 48 but under 54; 18 restrict to 54; 16 allow over. 54 hours, 6 of these permitting 60 hours; 7 States fix no weekly limit though they have a daily limit. In all these cases the limits referred to apply to one or more occupations. The following list shows the maximum hours that the various States have fixed for some occupations or industries.15 States having 8-hour day : N~~!~ 44-hourweek-Oregon ______________________________________ ~---48-hour week-Arizona, California, Kansas, New Mexico, New York, Utah, Wyoming__ ___ __________________________________________ 54-hour week-New Mexico_ _____________________________________ 56-hourweek- Neva da__ ___________ ____ _________________________ No weekly limit--Colorado, Montana, Washington (has Sunday l~w)__ State having 8 7~-hour day: 48-hour week-North Dakota_ ____________________________________ States having 9-hour day: 48-hour week-Connecticut, Massachusetts, Oregon_ ______ __ __ _____ _ 49½-hourweek-Kansas__ ___________ ____________ ________ ___ ___ __ 50-hour week-Ohio, Wisconsin ___________________________________ 52-hour week-Connecticut____ ____________ ______________________ 0 1 1 7 1 1 3 1 3 1 2 1 u Night-work laws are not summarized in this bulletin. For such information, see Women's Bureau Bui. 98. u For map of weekly hours, see frontispiece. 37 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 38 STATE HOUR LAWS AN D MINIMUM-WAGE RATES States having 9-hour day-Continued. Ns1!:i~!~ of 54-hour week-Arkansas, Kansas, Louisiana, Maine, Michigan, Missouri, Nebraska, New Yor k, North Dakota, Oklahoma, Texas _____________________________ .. ______ 11 56-hour week-New Mexico ____________________ __________________ 1 58-hour week-Nort h Dakota_____________________________________ 1 No weekly limit--Idaho (has Sunday law) ________________________ _ 1 States having 10-hour d ay : 54-hour week-New J er sey, Pennsylvania, Rh ode I sla nd, South Dakota __ _____________________________________ _ 4 55-hour week- D elaware, North Carolina, South Carolina , Wisconsin_ 4 60-hour week-Georgia, Kentucky, Maryland, Mississippi_ ___________ 4 No weekly limit- Illinois (has day-of-rest law), Oregon, Virginia (has Sunday law) _________________________ _________________________ 3 State having 10¼-hour day: 54-hour week-New Hampshire ______________ _____________________ 1 States having 10%-hour day: 56-hourweek-Vermont___ ______________________________________ 1 57-hour week- Tennessee__ ______________________________________ 1 States having 11-hour day : 54-hourweek-Texas_ ____ ______________________ _________________ 1 55-hour week-North Carolina____________________________________ 1 State having 12-hour day: 60-hour week-South Carolina____________________________________ 1 States having no daily hours, but a weekly limit only, for certain industries or occupations: 48-hourweek-Oregon_____________________ ______________________ 1 54-hour week-Maine, Minnesota, New Yo~k _______________________ 3 56-hourweek-Oregon ___ ___________ ____ ~-----------------------1 • 58-hour week-Connecticut_ _ __ __________________________________ 1 60-hour week-Louisiana________________________________________ _ 1 From the foregoing lists it is evident that 12 States- Connecticut, Kansas, Louisiana, Maine, Oregon, North Carolina, North Dakota, New Mexico, New York, South Carolina, Texas, and Wisconsinhave two or more hour regulations. OVERTIME Overtime in some occupations or industries is p ermitted in 28 States-Arkansas, California, Colorado, Connecticut, Delaware, Georgia , Kansas, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Mississippi, Montana, New Mexico, New York, North Dakota, Ohio, Okla homa, Oregon, Pennsylvania, South Carolina, South Dakota, Texas, Utah, Wisconsin, and Wyoming. Details as to the overtime allowed under the hour laws of these States will be found in chart II. OVERTIME PAY Five States-Arkansas, New Mexico, Oregon, Wisconsin, and Wyomingrequire the payment of 1% the regular rate for overtime in some occupations or industries or for limited emergency periods. Further details as to the occupations or industries in which such pay is required also will be shown in the chart referred to. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 39 £TATE HOUR LAWS AND MINIMUM-WAGE RATES Two States-Oklahoma and Texas-require double payment for overtime in some occupations or industries. One State- California-requires the payment of increased rates for all time over 8 hours a day for certain occupations. COVERAGE OF HOUR LAWS Naturally there is wide variation in the coverage of hour laws in the different States. The following summaries show to what extent the 5 principal industrial groups in which women are employed are covered by the hour laws of these 43 States. N umber of States in which covered Manufacturing establishments__ _______ __________ ________ _ Mercantile establishments ___ _______ . ________________ ____ Laundries ________ ____ ________ -·______ _________________ __ Restaurants _____ __ ___ ___ ___ _______ ___ ______ ___ _________ Hotels __________ ____ ____ ___ _____ _____ __ ____________ ____ 15 43 41 40 39 31 Hour laws in the following States do not cover tihe types of employment specified: Number of States inc:~:~: Mercantile establishments: ~ot Georgia, Vermont__ ___ ____ ___ _______ ___ _______ _____ _____ ____ 2 Laundries: Georgia, Ohio, South Carolina_ ______________________ ___ ______ 3 (Connecticut a nd Vermont cover "mechanical" establishments and Rhode Island "mechanical, business" establishments. None however, definitely specifies la undries.) Restaurants: 4 Georgia, Maryland, Sout h Carolina, Vermont_ _____ _________ ____ (Rhode Island in addition to factory, manufacturing, mechanical, or mercantile establishment includes "business" establishment in its hours statute; no specific mention is made, however, of restaurants.) Hotels: Connecticut, Georgia, Maine, Maryland, Missouri, New Hampshire, New Jersey, New York, Ohio, South Carolina, Vermont, Virginia _______________ _______ _____ __ _____ ____ ________ __ __ 12 (Connecticut , New Hampshire, and New Jersey definitely exclude hotels from hour-law coverage. Rhode Island, in addition to factory, manufacturing, mechanical, or mercantile establishment, includes "business" establishment in its hours statute; no specific mention is made, however, of hotels.) EXCEPTIONS In the hour laws certain industries and occupations are specifically The cases in which the language of the law itself excepts industries or occupations by name are listed below, and these exceptions also are shown in chart II. The following list does not necesexcepted. 18 Where a State law uses such a term as "any ot her occupatiQn" as covering the industry specifie<:l.. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Qr "any establishment" it ts Qounte<l 40 STATE HOUR LAWS AND MINIMUM-WAGE RATES sarily include all States in which a certain industry or occupation is not covered by the law, because in some cases the text of the law recites a given list that excludes them even though no specific exception is stated. INDUSTRIES AND OCCUPATIONS SPECIFICALLY EXCEPTED IN TEXT OF STATE'S HOUR REGULATION Number ol ' States Canneries (usually includes process of conditioning and packing): Arizona, California, Delaware, Idaho, Maine, Maryland, Michigan, Minnesota, Mississippi, Missouri, Nevada, New Jersey, North Carolina, Ohio, Pennsylvania, Tennessee, Utah, Vermont, Virginia, Washington __________________________________________________ Telephone and telegraph (see also holiday seasons for 1 other State): Arizona (3 women or less), . Maine (telephone exchanges, 3 or fewer operators), Minnesota (telephone operators in small towns), Missouri (telephone companies), New Hampshire (operators), New Mexico (5 or fewer operators), North Dakota (rural telephone exchanges and small exchanges or offices), Texas (small towns), South Dakota (operators) ___ ___________________________________________ ___ __ Agricultural pursuits: Arkansas (gathering fruits or farm products), Louisiana, Massachusetts, New Hampshire, North Carolina, Oklahoma, Pennsylvania, South Dakota, Tennessee____________________________________________ Nurses: Arizona, California (graduate nurses in hospitals), Michigan (all nurses in hospitals and fraternal or charitable homes), Nevada, N:ew Hampshire, ~ew Mexico, Oklahoma, Pennsylvania (nurses in hospitals), Texas (nurses and attendants in orphan homes)___________________ Domestic service: Arizona, Massachusetts, Mississippi, New Hampshire (also boardinghouse labor), New Mexico, Oklahoma, Pennsylvania, South Dakota, Tennessee______________________ ________________ __ ____________ Clerical (and executive or supervisory): Arkansas (executives at $35 a week or more), Georgia, Massachusetts (supervisors or personal secretaries), North Carolina, North Dakota (in mercantile establishments in towns of under ·500), South Carolina, Texas (stenographers), Virginia__ ______________________ __ _____ __ Public service corporations, public utilities, interstate commerce (see also holiday seasons for 1 other State): Arizona (railroad yard office, 3 women or less), Arkansas (railroad if federally regulated), Maine (public service in emergencies), Mississippi (railroad or other public service), New Mexico (interstate commerce if federally regulated), Rhode Island (shifts in public utilities)__ Mercantile (see also holiday seasons for 4 other States): Louisiana (Saturday nights, establishments having more than 5 employees), Ohio (outside of "any city"), Texas (small towns), Virginia (small towns)________________________________ ________ _________ Hotels (see also 6-day week but allowing 7 days for 1 other State): Connecticut, New Hampshire, New Jersey (where working hours do not exceed 8), New York (dining-room and kitchen employees in hotel restaurants i see also last item in miscellaneous industries, etc.)____ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 20 9 9 9 9 8 6 4 4 41 STATE HOUR LAWS AND MINIMUM-WAGE RATES Number of state, Pharmacists (see also 6-day week but allowing 7 days for 1 other State): Kansas, Oklahoma, Texas, Wisconsin__________ ___ _____ _____ ______ _ Miscellaneous industries or occupations excepted: Cotton factories-Arkansas (also certain occupations not chiefly of women in textiles in South Carolina and Georgia) ________________ Manufacture of munitions or supplies for United States or State in war time-New Hampshire_____________________ _________ ___________ Care of livestock-South Dakota_________________________________ Singers, performers, or attendants in ladies' cloak rooms and parlors (restaurants)-New York_______ _____________ __________________ Miscellaneous types of exceptions: Small localities (see also telephone and telegraph; mercantile; and clerical-for 5 other States): Missouri, North Dakota, Oklahoma (if fewer than 5 females employed)_ Holiday seasons (e. g., days before Christmas, Easter, etc.): Connecticut (mercantile, but to balance with paid holidays), Maine (telephone exchanges, stores, restaurants, laundries, telegraph offices, and express or transportation companies), New Hampshire (mercantile, weekly average for year 54 _hours), New York (mercantile)__ ___ 6-day week but allowing 7 days: Arizona (if 6 hours daily or less), California (unclassified occupations and hotels and restaurants if 6 hours daily or less), New York (newspaper writers and reporters, pharmacists)__ __________ ___ __ _____________ Other miscellaneous provisions: Minnesota: Night employees on a schedule of not more than 12 hours if allowed 4 hours' sleep. Emergency periods aggregating not more than 4 weeks in the calendar year. New Jersey: Employees in other continuous business (than hotels) if hours not over 8 a day ________ _ __ _ _ __ __ __ _ _ _ __ _ _ __ _ __ __ __ _ _ __ __ _ _ _ _ _ https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 4 3 1 1 1 3 4 3 2 CHART II.-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS State Weekly limit and daily limit Overtime Occupations or industries specified Arizona: labor. Exceptions: Domestic work; nurses; telephone or telegraph Session laws 1931, ch. 14___ _______ 48 hours, 6 days, 8- ---- ----- ------- --------- - --- --- - ---- ---- -- - Any office or exchange and railroad yard office employing 3 or fewer women; hour day. harvesting, curing, canning, or drying perishable fruits or vegetables during period necessary to save products from spoiling; women working 6 hours a day or less may work 7 days a week. Arkansas: Digest of the statutes 1921, sec. 7114; supplement, 1927, sec. 7109; session laws 1935, ch. 150. 54 hours, 6 days, 9hour day. Industrial Welfare Commission, order of 1919. 54 hours, 6 days, 9hour day. CallCornia: Any industry handling products, such as canning factories and candy factories where it can be shown beyond question of doubt that observance of the law would work irreparable injury, may be permitted by the Industrial Welfare Commission to work overtime 90 days a year, if time and one-half is paid for all hours over 9 a day. Manufacturing, mechanical, or mercantile establishment, laundry, express or transportation company. Exceptions: Cotton factories; gathering of fruits or farm products; railroad companies whose hours are regulated by Federal laws; women in executive or managerial positions with weekly salaries of $35 or more upon permit frol!l Industrial Welfare Commission. Hotel or restaurant. mechanical, or mercantile establishment or industry, Session laws 1929, ch. 286 ________ _ 48 hours, 8-hour day __ --- ---------------------- ----------------- -- Manufacturing, laundry, hotel, public lodging house, apartment house, hospital, barber shop, place of amusement, restaurant, telegraph or telephone establishment or office; the operation of elevators in office buildings; any express or transportation company. Exceptions: Graduate nurses in hospitals; the harvesting, curing, canning, or drying of any perishable fruit, fish, or vegetable during period necessary to save products from spoiling. industry; labeling and office work in the fish-canning Industrial Welfare Commission, 48 hours, 6 days, 8- ------- ---- --- ---------------------- ---- ---- Mercantile industry; laundry and dry-cleaning industry; dried-fruit packing hour day. orders nos. 5a, 6a, 7a, Sa, lla, 15a, work in the citrus packing and green fruit and vegeoffice industry; 1923; 3A, 1929. table packing industries; manufacturing industry; nut cracking and sorting industry; labeling in the fruit and vegetable canning industry. vegetable Ibid., nos. 6a and 8a, 1923 ________ 8 hours (basic), 48 In emergencies more than 8 hours a day Fish-canning industry and citrus packing and green fruit and packing industries. Exceptions: Office work; labeling in the fishmay be worked if 1¾ times the minihours (basic),6days canning industry. (See preceding paragraph.) mum rate is paid for all hours up to 12 (basic) . and double said rate for all hours in excess of 12; and if 1~4 times the minimum rate is paid for the first 8 hours of the day of rest and double this rate and a q_uarter for all hours over 8. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Ibid., no. 3A, 1929 ________ _______ 8 hours (basic), 48 hours (basic), 6 days (basic). J:bid., nos. 10a and 12a, 1923 ______ 48 hours, 6 days, 8hour day. In emergencies more than 8 °hours a day may be worked if 1¾ times the rate paid in regular time is paid tor all hours up to 12 and double the regular rate is paid tor all hours in excess of 12; and it 1¾ times the regular rate is paid tor the first 8 hours of the day of rest and double said rate and a quarter tor all hours over 8. 1fbid., no. 16-A, 193L ____________ _ 8 hours (basic), 6 days In emergencies overtime may be worked it time and one-quarter is paid tor all hours over 8 and up to 10, time and onehalt for all hours over 10 and up to 12, time and three-quarters for all hours over 12 and up to 14, and double time for all hours over 14 and up to 16. Work is permitted on the seventh day it the first 8 hours or fraction thereof are paid for at time and one-half of one-sixth of the weekly wage and each additional 2 hours or fraction thereof at an additional one-half of one-sixth of the weekly wage. :Ibid., no. 17, 1931_ _________ ___ ___ 8 hours (basic), 48 In emergencies more than 8 hours a day may be worked if 1½ times the regular hours (basic), 6 days (basic). rate is paid for all hours up to 12 and double that rate for all hours in excess of 12, and if 1½ times the regular rate is paid for the first 8 hours on the day of rest and double that rate for all hours over 8. :Ibid., no. 9a, 1933 __ ______ ___ ____ _ 48 hours, 8-hour day __ In emergencies females over 18, not subject to 8-hour law and receiving $30 or more a week may be employed more than 48 hours. In emergencies females over 18, not subject to 8-hour law and receiving less than $30 a week, may be employed more than 48 hours if paid 1½ times the regular rate for all emergency work. (basic) . -G>lorado: Fruit and vegetable canning industry. Exception: Labeling. (See paragraph next preceding.) Unclassified occupations and hotels and restaurants. Exception: Women working 6 hours a day or less may be employed 7 days a week. Motion-picture industry-extras; i. e., women who act, sing, dance, or otherwise perform at a wage of not more than $15 a day or $65 a week. Motion-picture industry-women employed at not more than $40 a week who do not act, sing, dance, or otherwise perform. General and professional offices. No weekly limit, 8hour day, Industrial Commission may allow overtime in cases of emergency, provided the minimum wage is increased. Manufacturing, mechanical, or mercantile establishment, laundry, hotel, or restaurant. Session laws 1933, ch. 74___ ___ ____ 52 hours, 6 days,~hour day. 10 hours may be worked on 1 day each week provided weekly maximum is not exceeded. P ublic restaurant, care, dining room, barber shop, hair-dressing or manicuring establishment, or photograph gallery. Exception: Hotels. Compiled laws 1921 (published 1922), secs. 4184, 4272. -COnnecticut: For footno tes seep . 54 . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State Weekly limit and daily limit Overtime Occupations or industries specified Connecticut-Continued. Session laws 1935, ch. 291_ __ _____ _ 48 hours, 9-hour day __ _ In emergencies and in cases of seasonal or peak demand, 10 hours a day and 55 hours a week may be permitted by the Department of Labor. Session laws 1933, ch. 20L ________ 52 hours, 6 days, 9-hour 10 hours may be worked 1 day in the week day. in order to make 1 shorter work day during such week. General statutes 1930, sec. 5197 ___ 58 hours, no daily limit. Manufacturing or mechanical establishment. Session laws 1917, ch. 230_ ______ __ 55 hours, 6 days, 10hour day. 12 hours on 1 day of each week provided weekly maximum is not exceeded. Mercantile, mechanical, or manufacturing establishment, laundry, baking, or printing establishment, telephone and telegraph office or exchange, restaurant, hotel, place of amusement, dressmaking establishment, or office. Exception: Canning or preserving or preparation for canning or preserving of perishable fruits or vegetables. 60 hours, 10-hour day __ Not more than 10 days allowed to make up lost time caused by P.ccidents or other unavoidable circumstances. Permitted to work regularly more than 10 hours a day provided weekly hours are not exceeded. Cotton or woolen manufacturing establishments. Exceptions: Engineers, firemen, watchmen, mechanics, teamsters, yard employees, clerical force, cleaners, repairmen. Mercantile establishment other than manufacturing or mechanical. Exception: Dec. 17-25 if employer grants at least 7 holidays with pay annually. Bowling alley, shoe-shining establishment, billiard or pool room. Deh,ware: Georgia: Code (Michie) 1926, p. 807, sec. 3137.1 Idaho: Compiled statutes 1919, sec. 2330_ No weekly limit, 9hour day.2 Illinois: Revised statutes (Cahill) 1931, ch. 48, sec. 26. Kansas: Mechanical or mercantile establishment, laundry, hotel, or restaurant, telegraph or telephone establishment, office, express or transportation company. Exceptions: Harvesting, packing, curing, canning, or drying perishable fruits or vegetables. No weekly limit, 10- ---- --------- - ----------------------------- - Mechanical or mercantile establishment, factory, laundry, hotel, reshour day.3 taurant, telegraph or telephone establishment or office thereof, place of amusement, express or transportation or public-utility business, common carrier, or public institution. 48 hours, 8-hour day __ ----- ----- ------ - ------------------ -- --- --- - Public housekeeping occupations: i. e., the work of waitresses in restaurants, hotel dining rooms, and boarding houses; attendants at icecream parlors, soda fountains, light-lunch stands, steam-table or counter work in cafeterias and delicatessens where freshly cooked foods are served and confectionery stores where lunches are served; the work of chambermaids in hotels, lodging and boarding houses, and hospitals; the work ofjanitresses, car cleaners, and kitchen workers in hotels, restaurants, and hospitals; elevator operators, and cigarstand and cashier girls connected with such establishments. Ibid., no. 5, 1931----------------- 8 hours (basic), 6 days Telephone operators. (basic). Commission of Labor and Industry, order no. 4, 1931. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Ibid., no. 1, 193L---------------- 49½ hours, 9-hour day_ 2½ hours a week allowed if daily hours are not exceeded. Ibid., no. 2, 193L _______________ __ 49½ hours, 6 days, 4½ hours a week allowed in case of emergency. In seasonal industries handling 9-hour day. perishable food products, such as canneries, creameries, condenseries, and poultry houses, the full amount of overtime is allowed for 6 weeks during their peak season or for 2 periods a year not to exceed 3 weeks each: Cream testers may work 6½ days a week between May 1 and Sept. 1 if weekly hours do not exceed 54. In a poultry dressing and packing business, during the season from Oct. 15 to Dec. 24, 11 hours a day and 58 hours a week are permitted for 4 of the 6 weeks' peak season and 11 hours a day and 60 hours a week for the remaining 2 weeks provided 1 of these latter weeks falls "between Nov . 1 and Thanksgiving Day and the other between Thanksgiving Day and Christmas. ·Ibid., no. 3, 1931___________ _______ 54 hours, 6 days, 9- 10-hour working day allowed once a week, hour day. provided maximum weekly hours are not exceeded. :Kentucky: Carroll's Statutes 4866b-2. 1930, Louisiana: sec. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Mercantile occupations; i. e., work in establishments operated for the purpose of trade in the purchase or sale of any goods or merchandise, including the sales force, wrapping employees and auditing and checking force, shippers in the mail-order department, the receiving, marking, and stock-room employees, sheet-music saleswomen and demonstrators, and all employees in such establishments in any way directly connected with the sale, purchase, and disposition of goods, wares, and merch~ndise. Exception: Regularly registered pharmacists. 60 hours, 10-hour day __ -- ----- --- -------- --------- -------- ---- ----- Laundry, bakery, factory, workshop,"store or mercantile, manufacturing or mechanical establishment, hotel, restaurant, telephone exchange, or telegraph office. General statutes (Dart) 1932, secs. 54 hours, 9-hour day ___ 10 hours daily, 60 hours weekly permitted 4319, 4322. in emergencies in packing plants, canning plants, and factories handling fruits , sea foods, vegetables, and perishable foods. :For footnotes seep. 54. Laundry occupations; i.e., work in laundry, dyeing, dry-cleaning, and pressing establishments. Manufacturing occupations; i. e., all processes _in the production of commodities, including work in florists' shops, and candy-making departments of confectionery stores and bakeries. Exceptiom: Millinery workrooms, dressmaking establishments, hemstitching and button shops, and the alteration, drapery, and upholstery departments of mercantile establishments may obtain permission from the Women's Division of the Commission of Labor and Industry to operate under the mercantile order. Mill, factory, mine, packing house, manufacturing establishment, workshop, laundry, millinery or dressmaking store or mercantile estahlishment, hotel, restaurant, theater, concert hall, in or about any place of amusement where intoxicating liquors are made or sold, in any bowling alley, boot blacking establishment, freight or passenger elevator, in the transmission or distribution of messages, whether telegraph or telephone or any other messages, or merchandise, or in any other occupation whatsoever. Exceptions: Store or mercantile establishment on Saturday nights, in which more than 5 persons are employed; mercantile establishment, cafe or restaurant situated and operated outside of any municipality, or within any town or village of fewer than 2,500 inhabitants; telegraph office; agricultural pursuits. CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State .Louisiana-Continued . Weekly limit and daily limit Ibid., sec. 4322 ____ _____________ __ 60 hours, no daily limit. Overtime Occupations or industries specified Telegraph office; mercantile establishment, cafe, or restaurant situated and operated outside of any municipality or within any town or village of less than 2,500 inhabitants . .Maine: Session laws 1931, ch. 144_____ ____ 54 hours, no daily ----------- ----- ------------------ ------ ---- Telephone exchange employing more than 3 operators, mercantile establishment, store, restaurant, laundry, telegraph office, or express limit. or transportation company. Exceptions: Dec. 17-24, inclusive; millinery shops or stores on the 8 days prior to Easter Sunday; public service in cases of emergency or extraordinary public requirement. Revised statutes 1930, ch. 54, sec. 54 hours, 9-hour day ___ In order to make 1 shorter day a week, Workshop, factory, manufacturing or mechanical establishment. Exceptions: Manufacturing establishment or business, the materials overtime is permitted if the maximum 27; session laws 1931, ch. 144. and products of which are perishable; public service in cases of emerweekly hours are not exceeded. gency or extraordinary public requirement. :Maryland: Annotated code (Bagby) 1924, 60 hours, 10-hour day __ 2 hours on Saturdays, Christmas Eve, Manufacturing, mechanical, mercantile, printing, baking, or laundering establishment. Exceptions: Canning, preserving, or preparing and the 5 working days before Christmas art. 100, sec. 54. for canning or preserving of perishable fruits or vegetables. Eve in retail mercantile establishments outside of the city of Baltimore, if two rest periods of not less than 1 hour each are granted on each day overtime is worked and if 9 hours constitute the maximum day during the remainder of the year. Massachusetts: General laws 1932, ch. 149, sec. 1; 48 hours, 9-hour day __ _ In employmentg determined by the De- Factory or workshop, or any manufacturing, mercantile (including premises used for a restaurant or for publicly providing and serving partment of Labor ~nd Industries to be session laws 1935, ch. 200. meals), or mechanical establishment, telegraph office or telephone seasonal, 52 hours a week are allowed if exchange, express or transportation company, laundry, hotel, maniaverage for year does not exceed 48 hours curing or hair-dressin.,; establishment, motion-picture theater, or as a week. In emergencies overtime is an elevator operator, or a switchboard operator in a private exchange. allowed in public service, other than Exceptions: Persons employed in supervisory capacity or serving hotels, or other businesses requiring exclusively as personal secretaries; domestic service; farm labor. shifts. Overtime may be permitted to make up time lost on a previous day of the same week, due to stoppage of machinery on which worker is dependent, provided stoppage is not less than 30 consecutive minutes . .Michigan: _ __ Compiled laws 1929, sec. 8324. ____ 54 hours, 9-hour day 10 hours a day are permitted if the weekly Factory, mill, warehouse, workshop, quarry, clothing, dressmaking or millinery establishment, or any place where the manufacture of any hours are not exceeded. kind of goods is carried on, or where any goods are prepared for manufacturing; any laundry, store, shop, or other mercantile establishment, office, restaurant, theater, concert hall, music hall, hotel, hospital, or operating an elevator, or on street or electric railways. Exceptions: Preserving and shipping perishable goods in fruit and vegetable canning or fruit-packing establishments; student and graduate nurses in hospitals or nurses iq fraternal or charitable homes. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Minnesota: Session Jaws 1933, ch. 354 _______ __ 54hours, no daily limit Allowed in case of emer~ency in which safety, health, morals, or welfare of the public may otherwise be affected. Mississippi : Code 1930, secs. 4646, 46521 _______ 60 hours, 10-hour day __ 30 minutes daily for the first 5 days of the week, the additional time so worked to be deducted from the last day of the week; persons employed at night work only are permitted to work 11¼ hours on the first 5 nights of the week and 3¾ hours on Saturday night, provided weekly hours do not exceed 60. Indefinite overtime allowed in cases of emergency or where public necessity requires. Ibid., sec. 4653 _________ ___ ___ ____ 60 hours, 10-hour day __ Permitted in cases of emergency or public necessity. Missouri: Public housekeeping, manufacturing, mechanical, mercantile, or laundry occupation, or telephone operator. Exceptions: Telephone operators in towns under 1,500 population; night employees who are at their place of employment not more than 12 hours and have opportunity for at least 4 hours of sleep; preserving perishable fruits, grains, or vegetables if employment does not last more than 75 days in any 1 year; industrial commission may, under special rules, allow longer hours during emergency not exceeding 4 weeks in the aggregate in any calendar year; industrial commission, upon application of employer, may for cause shown exempt any employer or class of employers from the provisions of the act. Mill, cannery, workshop, factory, or manufacturing establishment. Exceptions: Railroads or other public-service corporations; persons, firms, or corporations handling or converting perishable agricultural products in season and who work adult male labor only; fruit or vegetable canneries. Laundry, millinery, dressmaking store, office, mercantile establishment, theater, telegraph or telephone office, or any other occupation. Exception: Domestic servants. Revised statutes 1929, sec. 13210 __ 54 hours, 9-hour day ___ -------------- ----- --------- -- - ------------ - Manufacturing, mechanical, or mercantile establishment, factory, workshop, laundry, bakery, restaurant, place of amusement, stenographic or clerical work of any character in the above industries, express, transportation, or public utility business, common carrier, or public institution. Exceptions: Establishments canning or packing perishable farm products in places of less than 10,000 population for 90 days annually; telephone companies; towns having a population of 3,000 or less. Montana : Re,ised codes 1921, sec. 3076 ___ ___ No weekly limit, 8- Retail stores: 10 hours a day may be Manufacturing, mechanical, or mercantile establishment, telephone hour day. worked during the week before Christexchange room, or office, or telegraph office, laundry, hotel, or resmas. taurant. Nebraska : Session Jaws 1931, ch. 97 ________ __ 54 hours, 9-hourday ___ - ------------ --- ----- --------- - ---- ------- -- Manufacturing, mechanical, or mercantile establishment, laundry, hotel, restaurant, office, or public-service corporation in metropolitan cities and cities of the first class. Nevada: Compiled laws (Hillyer) 1929, sec. 2790. For footnotes see p. 54. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 56 hours, 8-hour day ___ ----- -- --- ------ ----- -- --------- - ------- ---- Manufacturing, mechanical, or mercantile establishment, laundry, hotel, public lodging house, apartment house, place of amusement, restaurant, or express or transportation company. Exceptions: Nurses, or nurses in training in hospitals; harvesting, curing, canning, or drying of perishable fruits or vegetables. CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State Weekly limit and daily limit Overtime Occupations or industries specified New Hampshire: Public laws 1926, ch. 176, secs. 14-18. New Jersey: Cumulative supplement to compiled statutes, 1911-24, title 107, sec. 137C (1). New Mexico: 54hours, 10¾-hourday ---------------- ---------------------------- Manual or mechanical labor in any employment. Exceptions: Household labor, nurses, domestic, hotel, and boarding-house labor, operators in telephone and telegraph offices, farm labor, manufacture of munitions or supplies for the United States or the State during war time; mercantile establishments on the 7 days preceding Christmas Day provided the weekly average for the year does not exceed 54 hours. 54 hours, 6 days, 10- ---------------------------------- - ---- - ---- Manufacturing or mercantile establishment, bakery, laundry, or reshour day. taurant. Exceptions: Canneries engaged in packing a perishable product, such as fruits or vegetables; hotels, or any other continuous business where working hours do not exceed 8 a day. Session laws 1933, ch. 148 _____ ___ _ 48 hours, 6 days, 8hour day. Industrial or mercantile establishment, laundry, hotel, restaurant, cafe, or eating house, place of amusement, public utility business, office (as stenographer, bookkeeper, clerk, or in other clerical work) . Exceptions: Females engaged in interstate commerce where the working hours are regulated by any act of Congress of the United States; hospitals, sanitariums, registered or practical nurses, midwives, domestic servants. Idem_____________________________ 48 hours, 7 days, 8- Allowed in emergencies resulting from fire, Telephone or telegraph office where hours of work are between 7 a. m. hour day. flood, storm, epidemic of sickness, or and 10 p. m. Exceptions: Establishments where 5 or fewer operators other like causes. are employed; females engaged in interstate commerce where the working hours are regulated by any act of Congress of the United States. Idem_________ ___________________ _ 54 hours, 7 days, 8- _____ do ___ __________ ___ ___ ______ ____ _______ _ Telephone or telegraph office where the hours of work are between 10 hour day. p. m. and 7 a . m. Exceptions: Establishments where 5 or fewer operators are employed; females engaged in interstate commerce where the working hours are regulated by any act of Congress of the United States. Statutes, 1929, ch. 80, secs. 203, 56 hours, 9-hour day ___ In emergencies 4 hours a week if time and Express, transportation, or any common carrier. Exceptions: Females 206,208. one-half is paid and the total hours of engaged in interstate commerce where the working hours are regulabor for a 7-day week do not exceed 60. lated by any act of Congress of the United States. New York: Cahill's Consolidated Laws 1930, ch. 32, sec. 2; session laws 1935, ch. 106. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 48 hours, 6 days, 8hour day. 2 hours weekly in emergencies if time and one-half is paid. 10 hours may be worked on 1 day in the week in order to m ake 1 short day of not more than 4½ hours, provided hours do not exceed 9 on any of the remaining· 4 days and the weekly hours do not exceed 48. Factory, i. e., mill, workshop, or other manufacturing establishment; laundry. ~ 00 Cahill's Consolidated Laws 1930, ch. 32, sec. 173; industrial code rule no. 1, amended, 1932. S ession laws 1931, ch. 509; 1935, ch. 106. 48 hours, 6 days, 8hour day. Session laws 1934, ch. 740_ __ __ __ __ 54 hours, 6 days, 9hour day . Cahill's Consolidated Laws 1930, ch. 32, sec. 183. Ibid ., sec. 184________ __ ___ ___ ____ Ibid ., sec. 185_______ ___ ____ ______ North Carolina: Code (Michie) 1931, sec. 6554; session laws 1935, ch. 406. Session laws 1933, ch. 35; 1935, ch. 407. From June 15 to Oct. 15, 10 hours a day, 60 hours and 6 days a week may be worked . In emergencies or rush periods between June 25 and Aug. 5, 12 hours a day, 66 hours and 6 days a week m ay be worked if employer secures permit from industrial commissioner and complies with specified regulations. Exception: Work requiring continuous standing. (a) 10 hours m ay be worked on 1 day of the week in order to m ake 1 or more shorter work days that week. Two periods a year are permitted for taking in1 ;~~~~YJ~!i~!~~~o~ t~f!1 ~16eh~~r~. (b ) 10 hours m ay be worked on 1 day of the week and 9 hours on any of 4 other days provided that the sixth day does not exceed 4¼ hours and the week 48 hours . Two periods a year are permitted for taking inventory, each period not to exceed 1 week's duration nor a t otal of 5 hours. Every employer must notify the Commissioner of Labor annually of his choice between (a) and (b) and must not change his election more than twice in any calendar year. E stablishments canning perishable products. Mercantile establishments. Exceptions: Dec. 18-24, inclusive; writers or reporters in newspaper offices and duly licensed pharmacists m ay be employed 7 days a week. Work in or in connection with restaurants in cities having a population of 50,000 inhabitants or more. Exceptions: Singers and performers, attendants in ladies' cloakrooms and parlors, employees in or in connection with the dining rooms and kitchens of hotels or in connection with employees' lunch rooms or restaurants. 54 hours, 6 days, 9- ------- - -- ---------- -- -- -- -- ------ - --------- Care, custody, or operation of any freight or passenger elevator. hour day. _____ do ____ __ ______ _____ -- --- -------- --- ---- -- --- ---- - --- - --- -- --- -- Conductor or guard on any street, surface, electric, subway, or elevated railroad. 54 hours, 6 days, no __ ____ _____ __ ·___ ___ ____ _____ ___ _________ ____ Messenger for a telegraph er messenger company in the distribution, daily limit. transmission, or delivery of goods or messages. 55 hours, 11-hour day _______ _____ ___ _____ __ _______ _______ ___·___ __ __ F actory, m anufacturing establishment, mill; laundry, dry-cleaning establishment, pressing club, work shop. Exceptions: Seasonal industries in their process of conditioning and of preserving perishable or semiperishable commodities; agricultural work. 55 hours, 10-hour day ________ _________ ______ _______ ____ ·__ ______ ___ _ Mercantile establishment or other business where any female help is employed as clerks, salesladies, or waitresses and other employees of public eating places. Exceptions: Bookkeepers, cashiers, and office assistants; establishments employing fewer than 3 persons . .For footnotes see p. 54. ~ co https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State North Dakota: Weekly limit and daily limit Overtime Occupations or industries specified Session laws Hl27, ch. 142______ ___ 48 hours, 6 days, 8½. hour day. Manufacturing, machanical, or mercantile establishment, laundry, hotel or restaurant, telephone or telegraph establishment or office, express or transportation company. Exceptions: Villages or towns of less than 500 population; rural telephone exchanges; small telephone exchanges and telegraph offices where special rules are established by the workmen's compensation bureau. Minimum ·w age Department, order no . 1, 1932. Public housekeeping occupations in towns of less than 500 population. (Public housekeeping occupations include the work of waitresses in restaurants, hotel dining rooms, boarding houses; attendants at icecream and light-lunch stands and steam-table or counter work in cafeterias and delicatessens where freshly cooked foods are served; the work of chambermaids in hotels, lodging houses, boarding houses, and hospitals; of janitresses, car cleaners, kitchen workers in hotels, restaurants, and hospitals, and elevator operators.) Mercantile occupations in towns of less than 500 population: (Mercantile occupations; i. e., work in establishments operated for the purpose of trade in the purchase or sale of any goods or merchandise, including the sales force, wrapping force, auditing or checking force, shippers in the mail-order department, the receiving, marking, and stock-room employees, and all other women.) Exception: Women who perform office duties solely. Factory, workshop, telephone or telegraph office, millinery or dressmaking establishment, or restaurant; the distribution or transmission of messages; in or on any interurban or street-railway car; in any mercantile establishment located in any city; or as ticket sellers or elevator operators. Exceptions: Canneries or establishments preparing perishable goods for use during the canning season. Manufacturing, mechanical, or mercantile establishment, laundry, bakery, hotel or restaurant, office building or warehouse, telegraph or telephone establishment or office, printing establishment, bookbindery, theater, show house or place of amusement, or any other establishment employing any female. Exceptions: Registered pharmacists, nurses, agricultural or domestic service, establishments outside of towns or cities of less than 5,000 population and employing fewer than 5 females. Needlecraft occupations; i. e., designing, cutting, stitching, weaving, knitting, hemstitching, altering, etc., whether by hand or by machine, of materials for clothing, wearing apparel, upholstering, tents, awnings, bags, and draperies. 10 hours a day, 7 days a week, permitted in emergencies, provided weekly hour limit is not exceeded. An emergency is defined to exist in the case of sickness of more than 1 female employee; for the protection of human life; in the case of the holding of banquets, conventions, celebrations; sessions of the State legislature; or.where a female is employed as reporter in any of the courts of the State. _ __ In case of emergency temporary suspension 58 hours, 9-hour day or modification may be permitted by the Department of Agriculture and Labor. Ibid., no. 3, 1932____ ___ ___________ 54 hours, 9-hour day ___ In case of emergency temporary suspension or modification may be permitted by the Department of Agriculture and Labor. Ohio: Throckmorton's Annotated Code 1930, sec. 1008. Oklahoma: Compiled statutes 1921, secs. 7222-7223. Oregon: State Welfare Commission, order effective Apr. 29, 1934. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 50 hours, 6 days, 9hour day. Mercantile establishments: 10 hours on Saturday. 54 hours, 9-hour day ___ Telephone operators in time of disaster or epidemic if consent of employee is secured and double time paid. Hotel and restaurant employees in emergencies may work 1 hour overtime a day if consent of employee is secured and double time paid. 44 hours, 6 days, 8hour day. 9 hours a day, 48 hours a week may be worked for 2 periods during the year not to exceed 6 weeks each. Ibid. , o-rder effective May 5, 1934 ___ ___ do ______________ __ 9 hours a day if 1~1 times the regular rate is paid for t ime over 8 hours. Laundry, cleaning, and dyeing occupations; i. e., work in all places where 2 or more persons are engaged in washing, cleaning, or dyeing clot hing, washabli and cleanable materials, directly or indirectly connected with such place of business; work in the process of receiving, marking, washing, cleaning, dyeing, and ironing, and distribut ion of washable and cleanable materials. Canneries, driers, or packing plants. Code 1930, v. 3, title 49, sec. 322 4 _ No weekly limit, 10- Allowed if time and one-half is paid for all hour day . work in excess of 10 hours a day. Ibid., sec. 60216 ______ __ _____ ___ ___ __ __do ___________ ____ _ 3 hours a day permitted if tim e and one- M ill, factory, or m anufacturing est ablishment. half is paid fo r all work in excess of 10 hours. State Welfare Commission, orders 4S hours, 6 days, 9- ____ ___ _______ ________ ____ _________ _____ ___ _ Manufacturing occupations; i. e., all processes in the production of commodit ies, including work in dressmaking shops, wholesale millinos. 39, 40, and 42, 1931; unhour day. nery houses, workrooms of retail millinery shops, and in the drapery numbered order effective Apr . and furniture-co vering workrooms, garment alteration, art needle4, 1934. work, fur-garment making, and millinery workrooms in mercantile stores, and the candy-making department of retail candy stores, and of restaurants. E xceptions: Fruit and vegetable drying, canning, preserving, and packing establishments. (No. 39.) Personal service occupations; i. e., manicuring, hairdressing, barbering, and other work of like nature; the work ofu~hersin theaters. (No. 40.) T elephone or telegraph occupations in the city of Portland. (No. 42.) Mercantile occupations; i. e., work in establishments operated for the purpose of trade in the purchase or sale of any goods or merchandise, including t he sales force, wrapping employees, auditing or checkinspection force, shippers in the mail-order department, the receiving, marking, and stock-room employees, sheet-music saleswomen, and demonstrators. (Unnumbered.) Ibid ., no. 43, 1931_ ____ __________ _ 48 hours, 9-hour day __ ----- --- ---------------- --------- -- - --- - -- -- T elephone and telegraph occupations outside of the city of Portland. E xceptions: A rural telephone establishment that does not require the uninterrupted attention of an operator m ay be granted a special license by the industrial welfare commission for different daily hours. Ibid., no. 45, 1931_ __ ____ ____ ___ __ 48 hours, 9-hour day __ -- --------------------- - ---------- -- -------- Public housekeeping occupations; i. e., the work of waitresses in rest aurants, hotel dining rooms, and boarding houses; attendants at icecream and light-lunch stands and steam-table or counter work in cafeteri as and delicatessens where freshly cooked foods are served; the work of chambermaids in hotels, lodging houses, and boardini; houses; of janitresses, car cleaners, kitchen workers in hotels and restaurants, and elevator operators; retail candy depar tments in connection with ice-cream, soft-drink, or light-lunch counters, or restaurants. Ibid., no. 44, 1931_ __ _____ ______ __ 48 hours, 6 days, no --- - -- ------ - ------------- ------- --- --- - -- - - Office occupations; i.e., the work of stenographers, bookkeepers, typists, daily limit. billing clerks, filing clerks, cashiers, checkers, invoicers, comptometer operators, auditors, attendants in physicians' or dentists' offices, and all kinds of clerical work. Ibirl., no. 48, 1931_ ___ _____ ____ ___ 56 hours, no daily -- ----- -- ------- -- -- -- ---------- - ----- ------ Student nurses. limit. For footnotes see p. 54. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State - Weekly limit and daily limit Overtime Occupations or industries specified Pennsylvania: Statutes 1920, secs. 13540-13542; Department of Labor and In• dustry rule W-10, 1931. 54 hours, 6 days, 10hour day. Any establishment; i. e., any place where work is done for compensa• tion of any sort to whomever payable. E xceptions: Nurses in hos• pitals, work in private homes, farming, canning of fruit and vegetable products. · Private home which, through contract with telephone company, is used as an exchange becomes an establishment. Exception: Night work when done by members of contracting family or bona fide household need -not be limited as to hours if a general average of at least 6 hours' rest during the night is possible. Rhode Island: Session laws 1928, ch. 1231; 1929, 54 hours, 10-hour day _. ---·- -----····-···· ·-··- -- ----- ------- --·- -- Factory, manufacturing, mechanical, business, or mercantile establishch . 1316. ment. Exceptions: Women working by shifts during different periods or parts of the day in the employ of a public utility. South Carolina: Session laws 1922, ch.5671 ...... __ 55 hours, 10-hour day 6_ 60 hours of overtime permitted in the cal• Cotton and woolen m anufacturing establishments engaged in the m an• endar year to make up time lost by ufacture of yarns, cloth, hosiery, and other products of merchandise. accident or other unavoidable cause, but Exceptions: Mechanics, engineers, fi remen, watchmen, teamsters, such time must be made up within 3 yard employees, and clerical force. months after it is incurred. Code 1922, v. 2, sec. 422 . ........ . 60 hours, 12•hour day __ · - · --- ·-· --- - -- - --- - ----- - ------ -------- ·--- Mercantile establishments. 2 hours on not more than 3 days of a week in which a legal holiday occurs if the maximum weekly hours are not ex• ceeded. South Dakota: Compiled laws 1929, sec. 10014__ __ 54 hours, 10-hour day __ 12 hours a day may be worked on the 5 days preceding Christmas. Tennessee: Code 1932, secs. 5322-5324._. ___ ___ TeiaS: Complete statutes 1928, revised civil statutes, arts. 5168-5170; supplement 1931, art. 5172; ses• sion laws 1933, ch. 114. Session laws 1933, ch. 114. ....... . https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Any employer or other person having control. Exceptions: Farm laborers, domestic servants, telegraph and telephone operators, persons engaged in the care of livestock. 57 hours, lO½•hour day - --- ·---·-· -···· ·-·---- - --- ---- --·--- ·------ Workshops or factories; i. e., manufacturing, mills, mechanical, elec· trical, mercantile, art, and laundering establishments, printing, telegraph, and telephone offices, department stores, or any kind of establishment wherein labor is employed or machinery used . E x• aptions: Domestic service, agricultural pursuits, fruit and vegetable canneries. 54 hours, 9·hour day-· _ In case of extraordinary emergencies longer Factory, mine, mill, workshop, mechanical or mercantile establish• hours may be worked with consent of ment, laundry, hotel, restaurant, rooming house, theater, moving• employee, but for such hours double picture show, barber shop, beauty shop, roadside drink• or food• time must be paid; laundries may work vending establishment, telegraph, telephone, or other office, express 11 hours a day, provided weekiy maxi· or transPortation company, State institution, or any other estab• mum is not exceeded and double time is lishment, institution, or enterprise where females are employed. paid for all hours over 9 a day ; woolen, Exreptions: Stenographers; pharmacists; superintendents, matrons, worsted, and cotton mills and factories nurses, and attendants employed by, in, and about orphans' homes m aking articles out of cotton goods may that are charitable institutions, not run for profit, and not operated work 10 hours daily, 60 hours weekly, by the State; mercantile establishments and telephone or telegraph if double time is paid for all hours over 9 companies in rural'districts and in towns of less than 3,000 Population. a day. · • 54 hours, ll·hour day __ _____----··-·······----- ·-- ----·- -- --- __ ____ Cleaning and pressing establishments. Utah: Session laws 1919, ch. 70 __________ 48 hours, 8-hour day ___ Permitted in emergencies· when life or property is in imminent danger. l\ilanufacturing, mechanical, or mercantile establishment, laundry, hotel, restaurant, telegraph or telephone establishment, hospital, office, or any express or transportation company. Exceptions: Packing or canning of perishable fruits or vegetables; manufacture of containers of same during packing season. Vermont: Public laws 1933, secs. 6587, 6598 __ 56 hours, 10½-hour day_ ----------------------- · ________________ ____ Mine or quarry, manufacturing or mechanical establishment. ExcP.ption: In any manufacturing establishment or business the materials and products of which are perishable, the commissioner of industries, with the approval of the governor, may suspend the law for a period not to exceed 2 months in any 1 year. Virginia: Code 1930, sec. 1808___________ ___ _ 10-hour day 1______ ____ Washington: Pierce's Code 1929, v . 2, sec. 3456_ 8-hour day Industrial Welfare Committee, order no. 29, 1921. Wisconsin --- - - ------ --- ---------- - ------ ---- --- ---- -· FActory, workshop, laundry, restaurant, mercantile, or manufacturing establishment. Exceptions: Bookkeepers, stenographers, cashiers, or office a,;sistants; factories packing fruits or vegetables; mercantiie establishments in towns of fewer than 2,000 inhabitants or in country districts. Mechanical or mercantile e:;tablishment, laundry, hotel, or restaurant . Exceptions: Harvesting, packing, curing, canning, or drying perishable fruits or vegetables; canning fl.sh or shellfish. 6 days, 8-hour day __ ._ -----------------------------~-------------- Manufacturing occupations, trades, or industries. 2 7__________ -----------------------------,,-------------- 8: Statutes 1931, secs. 103.01-103.02; session laws 1935, ch. 329; Industrial Commission, order no. 6, 1918. 50 hours, 9-hour day__ 10 hours a day may be worked during emergency periods of not more than 4 weeks a year, i!time and one-half is paid and weekly hours do not exceed 55. Industrial Commission, order re- _____ do_______________ _ 54 hours a week, but not more than 9 lating to factories canning peas, hours a day are permitted during season of the actual canning of the product, 1935. except in emergencies when 11 hours a day, 60 hours a week, may be worked by women over 17 years of age, on not more than 8 days during the season, if an increased rate is paid for all hours in excess of9 a day. For footnotes see p. 54. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Place of employment; i.e., any manufactory, mechanical or mercantile establishment, beauty parlors, laundry, restaurant, confectionery store, telegraph or telephone office or exchange, or express or transportation establishment. Exceptions: Registered pharmacicts and assistant pharmacists. Factories canning peas. CHART IL-HOURS OF EMPLOYMENT FOR WOMEN PROVIDED IN STATE LABOR LAWS-Continued State Weekly limit and daily limit Overtime Occupations or industries specified Wisconsin B-Continued. 50 hours, 9-bour day __ 54 hours a week, but not more than 9 hours Factories canning beans, cherries, corn, strawberries, or tomatoes. a day are permitted during season of the actual canning of the product, except in emergencies when 10 hours a day, 60 hours a week, may be worked by women over 17 years of age, on not more than 8 days during the season, if an increased rate is paid for all hours in excess of 9 a day. Statutes 1931, sec. 103.02__·_______ _ 55 hours, IO-hour day __ -------------------- ------------------ ------ Hotels. Industrial Commission, order relating to factories canning beans, cherries, corn, strawberries, or tomatoes, 1935. Wyoming: Revised statutes 1931, sec. 63-113; session laws 1933, ch. 114. 48 hours, 8-hour day __ _ Allowed when an emergency exists, if time and one-half is paid for every hour of overtime in any 1 day . District of Columbia: Manufacturing, mechanical, or mercantile establishment, laundry, hotel, public lodging house, apartment house, place of amusement, restaurant. Manufacturing, mechanical, or mercantile establishment, laundry, hotel, restaurant, telegraph or telephone establishment or office, or express or transportation company. Code 1929, p. 181, sec. 21. ____ ___ _ 48 hours, 6 days, 8bour day. Puerto Rico: Session laws 1930, ch. 28---------- 48 hours, 8-bour day ___ 9 hours a day if double time is paid and the maximum weekly hours are not exceeded. Any lucrative occupation. Exceptions: Telephone operators, telegraphers, artists, nurses, or domestics. 1 Covers men as well as women. 2 State has Sunday law. • Illinois bas law requiring 1 dayis rest in 7 for most of the industries covered in hour law. (Session laws 1935, p. /i47.) 'This section of the Oregon code also sets maximum hours of 10 a day, 60 a week, for other industries, but orders of the State Welfare Commission supersede this statute and fix shorter hours for these other industries, which include any manufacturing, mechanical, or mercantile establishment, laundry, hotel, restaurant, telegraph or telephone establi~bment or office, or express or transportation company, but which exempt harvesting, packing, curing, canning, or dryin1; of any variety of perishable fruit, vegetable, or fish. a See also order no. 39 of the State Welfare Commission, which fixes for women in manufacturing establishments shorter hours than the maximum allowed in the statute. 6'' For night running 55 hours per week." 10-hour-day limit does not apply at night. 1 For public housekeeping occupations the Industrial Welfare Committee bas set minimum-wage rates for an 8-hour day and a 48-hour week and, with certain exceptions, has pr_ovided a 6-day week. s Wisconsin bas an order of the Industrial Commission limiting the working hours of women on street railways to 8 a day, but no women are employed in such a capacity in Wisconsin. 0 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis
