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UNITED STATES DEPARTM ENT OF LABO R
Frances Perkins, Secretary
BUREAU OF LABOR STATISTIC B
Isador Lubin, Commissioner (on leav I)
A . F. Hinrichs, Acting Commissioner

Wages, Hours, and Working Conditions
of Union Street-Railway Employees
June 1, 1941

IND USTR IAL RELATIONS DIVISION
Florence Peterson, Chief

Bulletin J\[o. 701
|Reprinted without change from the

M o n t h l y L a b o r R e v ie w ,

February 19421

-------------------------------------- NOTE-------------------------------------T o economise in the use o f paper and printing during the
war, the Bureau o f Labor Statistics w ill discontinue the
practice o f placing heavy paper covers on its bulletins, ex
cept where conditions require them.

UNITED STATES
GOVERNM ENT PRINTING OFFICB
W ASHINGTON : 1942

CONTENTS
Scope and method of the wage study_________________________________
Hourly wage rates__________________________________________________
and hour regulations__________________________________________
Union status_______________________________________________________
Leave provisions____________________________________________________
Vacations and holidays______________________________________________
Seniority__________________________________________________________
Health, safety, and welfare__________________________________________
Discipline__________________________________________________________
Adjustment of disputes______________________________________________
Duration of the agreements__________________________________________
Rates in each city__________________________________________________
ii

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Bulletin No. 701 of the
United States Bureau of Labor Statistics
[Reprinted without change from the M o n t h l y

L abo r R e v ie w ,

February 1942]

WAGES, HOURS, AND WORKING CONDITIONS OF
UNION STREET-RAILWAY EMPLOYEES, JUNE 1,19411
THE average hourly wage rate of union motormen, conductors, and
bus operators in 59 cities was 79.2 cents on June 1,1941. This average
covers operators employed on local lines and also those employed on
city-suburban lines which furnish local service. Employees of strictly
intercity lines are not included.
The index of hourly rates advanced 3.6 percent during the period
June 1, 1940, to June 1, 1941, to a new index of 114.4 (1929=100).
The advance during the year was the greatest since a comparable
period between 1936 and 1937 when rates went up 4.7 percent, on
the average (table 1). Beginning in 1934, wage rates as indicated by
union agreements for street railways have advanced steadily, showing
a 19-percent rise since the low point in 1934. Prior to this upward
movement, wage rates had declined during the years from 1931 to
1934 after registering a slight gain in 1930 and remaining stationary
in 1931.
T a b le 1.— Indexes of Union Hourly Wage Rates of Street-Railway Motormen,
Conductors, and Bus Drivers, 1929 to 1941
[1929=100.0]
Year

Index

1929.....................................................
1930.....................................................
1931.....................................................
1932.....................................................
1933.....................................................
1934....................................................
1936.....................................................

100.0
101.0
101.0
99.0
O)
96.1
99.8

Year

Index

1936....................................................
1937.....................................................
1938.....................................................
1939........... .........................................
1940.............. ....................................
1941..... ...............................................

100.6
105.3
108.3
109.2
110.4
114.1

1Not available.

Scope and Method of the Wage Study
This study is one of a series of annual surveys started in 1921. In
1941 the Bureau’s agents visited 75 cities and obtained reports of
effective union scales for street-railway or bus operators in 59 of
those cities.
1Prepared by Kermit B. Mohn, under the direction of Florence Peterson, chief of the Bureau's Industrial
Relations Division

WAGES, HOURS, AND WORKING CONDITIONS

The rates reported were those in effect on June 1, 1941. Whenever
possible the comparable rates in effect on June 1, 1940, were also
reported. The 1941 survey included 450 quotations of rates, 430 of
which included comparable data for 1941 and 1940. The union
members covered by these contractual wage rates numbered 70,361,
of whom 69,334 were included in the reports which gave comparable
rates for 1940.
The average rate and the index numbers presented in this report are
weighted according to the number of union members receiving each
rate. Each rate was multiplied by the number of members to whom
it was reported to apply. The resulting aggregates were added and
their sum divided by the total number of members used in the weight
ing. The average thus reflects not only the actual rates provided in
union agreements, but also the number of members benefiting from
those scales.
The percent of change from the previous year is the ratio between
similar aggregates computed from the rates quoted for identical
unions and service classifications in both years. The weights in both
of the aggregates used in each year-to-year comparison were the
membership figures reported in the second year. The current index
number was computed by multiplying the index of the previous year
by the ratio so obtained.
Caution.—Because of changes in coverage, the averages should not
be compared from year to year to determine trend. For trend pur
poses the index numbers (table 1) should be used, since these were
computed from comparable quotations only and the influence of
changes in coverage has been eliminated. For comparison of the
general wage level of street-railway and bus operations with those of
other occupations at the time the survey was made, the average (table
2) should be used.
Hourly Wage Rates
Hourly wage rates in street-railway and bus operations are generally
graduated on the basis of an employee’s length of service with the
company. Most frequently the agreements provide for an entrance
rate, an intermediate rate, and a maximum rate. A considerable
number, however, specify several intermediate periods, each with
successively higher rates. The specified time for the rate steps varies
widely from city to city. The entrance-rate period is usually 3, 6, or
12 months. The maximum rate most frequently applies after either
1 or 2 years of service, but many agreements provide for longer periods,
ranging up to 5 years and including as many as 12 progressive rate
steps. The differences between the entrance rates and the maximum
rates ranged from 2% to 32 cents per hour in 1941, the most fre*
quently reported differences being either 5 or 10 cents.

UNION STREET-RAILWAY EMPLOYEES

Rates for operators of 2-man cars were reported in only 18 of the
59 cities included in the survey. In each of these cities the agreements
provided higher rates for 1-man-car operators and bus drivers than
for motormen and conductors on 2-man cars. Generally, the rates
for bus drivers were the same as for 1-man-car operators. The
differences in favor of 1-man-car operators ranged from 3 to 10 cents
per hour, the most common difference being 7 cents.
The entrance rates for 2-man-car operators ranged from 56 cents
per hour in St. Louis to 80 cents per hour in Chicago. The entrance

WAGES, HOURS, AND WORKING CONDITIONS

rate for some of the subway motormen in New York City was 85.8
cents. However, the majority of entrance rates were between 60 and
70 cents. For 1-man-car and bus operators the range of entrance
rates was from 46 cents per hour in Little Rock and some in New York
to 84 cents per hour in Detroit; almost half of the entrance rates were
between 60 and 70 cents.
Maximum rates for 2-man-car operators ranged from 65 cents in
Birmingham, Denver, and Minneapolis-St. Paul to 87 cents per hour
in Detroit, with a majority of the rates between 70 and 80 cents.
Subway motormen in New York City had maximum rates of 96 cents.
For 1-man-car and bus operators the maximum rates ranged from
53 cents per hour in New Orleans to 95}£ cents per hour in Pittsburgh.
The majority of the maximum rates were between 70 and 80 cents.
As streetcar and bus operators generally remain permanently in
the employ of one company, a very great majority of the union
members reported were receiving the maximum rates provided in
their respective agreements. Over three-fourths of the union mem
bers were covered by union scales of between 70 and 90 cents (table 2).
The remainder were almost equally divided at rates either below 70
or above 90.
T

able

2 . — Distribution

of Union Street-Railway Employees by Hourly Rate Groups,
June 2, 1941
Classified hourly rates
________________ . . . . . . . ___

$0. 792

Percent of members whose rates were—
40 and under 50 cents_________________________
50 and under 60 cents _______________________
60 and under 70 cents_________________________
70 and under 80 cents ________________________
80 and under 90 cents_________________________
90 cents and under $1________________________
$1 and under $1.10 ___•_____ _________________

0.1
1.4
10.1
42.3
35.5
10.4
.2

Average rate per hour

able

1941

3 . — Number

of Changes in Union Street-Railway Quotations, June
June 7, 1942, and Percent of Members Affected

Amount of rate change

No change reported..............................................................................................
Decreases reported____________________________________________________
Increases reported_________ ___________________________________ —_____
Less than 2 percent......................................................... .............................
2 and less than 4 percent___________________________________________
4 and less than 6 percent__________________ _________________________
6 and less than 8 percent __________________________________________
8 and less
10 percent____________________ ______________________
10 and less than 12 percent__________________________________________
12 and less than 14 percent__________________________________________
14 and less than 16 percent ________________________________________
16 and less than 18 percent__________________________________________
18 and less than 20 percent_________________________________________
20 percent and over _____________________ ________________________

of
j Number
quotations
153
2
190
14
32
31
54
26
15
6
4
2
2
4

1940, to

Percent of
members
affected
37.9
.4
61.7
3.8
12.2
10.4
27.1
2.5
1.4
.6
2.1
.3
.7
.6

UNION STREET-RAILWAY EMPLOYEES

About 55 percent of the quotations of union scales provided for
increases during the year June 1, 1940, to June 1, 1941 (table 3).
These raises benefited approximately 62 percent of the total member
ship covered in the survey. Of the organized workers receiving in
creases, about 80 percent had their 1940 rates advanced by between
2 and 8 percent.
Wage and Hour Regulations 2
Hours per day and week.—Because of the impracticability of adjust
ing transportation work to a fixed scale of hours, few of the agree
ments attempt to specify the exact hours of work for operators.
Hours for maintenance, shop, and garage employees are usually 8
per day with workweeks in general of 40, 44, 45, and 48 hours. The
usual workweek for operators is 6 days, although a small number of
agreements provide for a 5-day week. In a few instances it is pro
vided that each operator shall have only 1 day off in every 8.
Provisions covering operators usually state the number of hours
per regular run, either on a minimum, normal, or maximum basis.
As operators holding regular runs are usually prevented from doing
additional work, the establishing of run-hours is, in effect, the same
as the establishing of an hour scale for the operator. Generally the
agreements provide that all regular rims shall be as near 8 hours in
length as possible. Slightly over one-half of the agreements establish
a guaranteed minimum for regular runs, usually 8 hours. Several
others set the guarantee at 9 hours and others specify 6%, 7%, 7%, or
hours. A few agreements provide the minimum for regular runs
on a weekly basis, with a range from 40 to 50 hours.
About one-half of the agreements specify the maximum number of
hours for regular runs per day, week, or month. The maxima are
usually 1 or 2 hours greater than the length of the normal run and
vary considerably in a range from 8 to 11 hours per day, with 10
hours being the most prevalent. Other agreements provide weekly
maxima of from 48 to 65 horn’s, two specify the maximum as 270
hours per month, and one provides for 215 hours per month. In
those agreements providing both minimum and maximum hours the
interval generally ranges from
to 2% hours per day, usually 1 or 2.
As there are wide variations in the demand for transportation at
different hours of the day, the agreements permit the creation of
“ swing” runs composed of two or more short daily assignments. This
privilege is generally limited by the requirement that a majority of
runs shall be straight and that the day’s swing runs must be com
pleted within a specified number of hours. The maximum permitted
* The analysis contained in this section, as well as those following, is not restricted to agreements in the
cities included in the previous section relating to wage rates, but includes all agreements in the Bureau’s
files, except those covering companies engaged in strictly intercity or interstate transportation. Altogether
160 agreements are included in the analysis.

WAGES, HOURS, AND WORKING CONDITIONS

ranges as high as 16 hours, although 14 hours is most commonly
specified. A number of others list the spread as 12, 13, or 13% hours.
Generally, the intervening time between parts of these swing or split
assignments is paid for when the interval does not exceed 1 hour.
Rest days.—In order to maintain continuous service, the weekly
rest days (required for each employee under most agreements) must
be distributed throughout the week. Assignments of regular runs are
generally prepared on a 6-day basis, and the scheduled day off for any
individual depends upon his selection of a run at the periodic “ pick.”
Work on an employee’s rest day is allowed only in an emergency,
and penalty rates for such work are very often provided.
Specific provision for Sunday work is not made in a majority of the
agreements. However, a number of the agreements state that a
greater percentage of rims must be straight on Sundays than during
the week. In addition, those agreements providing a guaranteed
minimum for regular runs often specify that this minimum shall be
less on Sundays than during the week.
Extra runs.—The agreements generally provide that all runs not
regularly scheduled and all short runs which cannot be combined
into regular assignments shall be reserved for men on the extra list.
All substitutions for regular operators are also reserved for men on
the extra list. These extra men are usually required to report for
assignment twice each day, and most agreements specify the mini
mum pay for making these reports. These guaranties vary widely.
In some agreements extra men are guaranteed 1 or 2 hours’ pay for
each report, or a specified number of hours each day or week; in
others the guaranty is a minimum amount of pay each day week,
or month. The time guaranties range from 1 or 2 to 8 hours per
day, 30 to 36 hours per week, or 100 to 162 hours per month; cash
guaranties range from $2 to $4.08 per day, $15 to $25 per week, or
from $60 to $110 per month. In all cases these guaranties are con
tingent upon the extra men making all required reports, disallowances
for “ misses” (tardiness) being deducted on a pro rata basis.
Overtime.—Overtime work in street-railway operations is generally
defined, not as time worked in excess of a specified number of hours,
but rather as time worked in excess of that required to complete a
run or assignment. About one-half of the agreements definitely
state the maximum number of hours a run may be paid for at straight
time, 10 hours being the most prevalent. It is customary in streetrailway agreements to require that all work outside the regular
assignments be given to men on the extra list, whenever they are
available, and therefore overtime of this type is not frequently re
quired. However, if a man holding a regular run is required to
perform extra work, except in emergencies, he is generally paid at the
overtime rate and quite often is guaranteed a specified number of
hours, usually 2, at the penalty scale. However, in those agree

UNION STREET-RAILWAY EMPLOYEES

ments permitting operators to work from the extra board after their
regular runs have been completed, the operators receive straight
time only for such assignments given them. Operators called to
work on their regular day off are very often paid the overtime rate
and are often guaranteed 4, 5, or 6 hours.
The overtime rate in street-railway agreements is almost universally
time and one-half. Slightly over three-fourths of the quotations,
covering over 84 percent of the organized workers included in the
current survey, were listed at this rate. Agreements covering only
9.5 percent of the members failed to provide a penalty rate. Six
percent were slated to receive other penalty scales and in 1 quotation,
covering but one-tenth of 1 percent of the total members, overtime
was prohibited.
Transfer rates.—Street-railway and bus operators are almost
universally required to be paid the classified rate for the particular
work performed. A few agreements, however, require that regular
operators temporarily transferred to runs not their own shall be
guaranteed the schedule time of their own rims and, if given work
not on the cars or busses, shall be paid whichever rate is higher, their
own or that of the temporary work.
The provisions relating to shop or garage workers sometimes pro
vide that the employee shall receive his own rate while temporarily
working in another classification, provided the assignment does not
extend beyond a specified period, which may be as long as 15 days.
More frequently, however, such workers are required to be paid the
higher rate applying to the two classifications.
Differentials for disabled and older workers.—Very few of the agree
ments contain any provisions regarding disabled or older workers.
A small number specify that employees o f' long service who are
incapable of continuing their regular duties shall be given preference
for any employment the company may have which they can perform.
No differentials or concessions are provided for the older or disabled
worker in the regularly classified occupations.
Allowances.—Nearly all of the agreements specify some allowances
for various incidental duties of the streetcar and bus operators. A
period of from 5 to 15 minutes is frequently allowed at the beginning
and end of runs for the purpose of getting the car ready for service
and for returning it to the bam and making out the required daily
reports. An allowance is usually specified for making out accident
reports, and it is generally provided that employees required to look
up evidence in connection with accidents shall be paid at their regular
rates. Time spent in going to court in connection with accident
cases is generally required to be paid for at straight time.
It is frequently specified that traveling time between the barn and
relief points shall be paid for when crews are changed away from the
bam. Time spent instructing student operators is usually rated from
449765°— 42------ 2

WAGES, HOURS, AND WORKING CONDITIONS

5 to 10 cents an hour higher than the regular rate. Similar additions
to the regular rate are frequently specified for work on snow plows
and sweepers, or for runs on which the operators must handle news
papers or packages.
It is generally provided that uniforms are to be furnished by the
employees, subject to the specifications of the company. Many of
the agreements state that these may be purchased in the open market
or through the union. Only a very few provide that uniforms
shall be furnished or partially paid for by the company.
Nearly all of the agreements specifically provide that employees
shall be entitled to ride free on any line of the company. A few
extend this privilege to the members of the employees’ families.
A few agreements provide for group-insurance policies to be paid
for by the company and a few others provide sick and accident
benefits.
Union Status
Unionization*—Union agreements covering street-railway and bus
employees are in existence in almost three-fourths of the cities of
over 100,000 population. Smaller cities are less well organized
although a considerable number of agreements have been made.
Practically all of the agreements have been made by locals of the
Amalgamated Association of Street, Electric Kailway and Motor
Coach Operators of America (A. F. of L.) except in New York City
and Philadelphia. In New York most of the agreements were made
with the Transport Workers’ Union (C. I. O.) and in Philadelphia
with the Philadelphia Rapid Transit Employees’ Union (nonaffiliated).
The agreements studied were universally negotiated between local
unions and individual transportation companies. In the few cities
having more than one transportation company, separate agreements
exist with each company. As a rule, these agreements are not uni
form, but vary in details to meet the different conditions in the
separate companies. Generally, the membership of each local union
includes employees of only one company. In a few instances, where
the companies operate large transportation systems with widely
separated bams, or with an extremely large number of employees,
the employees are divided among several locals. In such cases only
one agreement between the company and the joint local unions is
customary.
Union recognition.—Almost half (75 out of 160) of the agreements
studied provide for the closed or union shop, with the companies agree
ing to enforce the provision by discharging any employee who fails to
join or maintain his membership, or who is expelled from the union.
Seven additional agreements provide that all new employees must
become union members. The latter are usually allowed a certain
number of days, generally a probationary period, in which to make

UNION STREET-RAILWAY EMPLOYEES

application for membership. One agreement states that “ all em
ployees of the company coming within the classifications covered by
this agreement, after 1 month’s continuous employment, shall be re
quired to share equally in the cost of maintaining and operating the
collective-bargaining agency.”
About 10 percent of the agreements have the maintenance-of-membership clause, whereby an employee belonging to the union at the
time the agreement went into effect, or one who subsequently joins the
union, must maintain his membership as a condition of continued
employment. In four additional agreements “ the company recom
mends that all employees now in the association remain members and
recommends that all new men that may enter the service and who are
eligible to the association become and remain members during the life
of the contract. The company prefers to deal with the employees
through the association.”
In the remaining agreements, about a third of the total, the em
ployee recognizes the union as the bargaining agent for all the union
members and for all the classifications of jobs included in the terms
of the agreement. Most of these specify that membership shall be
entirely optional with the individual employees and that there shall
be no discrimination or coercion to compel any employee to join or
not to join the union. Several agreements specifically state that
the members of the union bargaining committee must be company
employees.
Employees covered by agreements.—A majority of the agreements
cover workers in the company shops, garages, bams, and maintenance
departments in addition to the operating employees. A few agree
ments also include linemen. A considerable number include provisions
relating only to motormen, conductors, and bus drivers. These, how
ever, are mainly from the smaller cities. Clerical employees are sel
dom included in the agreements; in fact, a small number specifically
exclude workers in the general offices of the company.
Foremen, superintendents, managers, and other company officials
who have the duty of administering discipline are excluded from mem
bership in the Amalgamated Association by a constitutional provision.
Working foremen, starters, dispatchers, timekeepers, inspectors, and
street men are permitted to be members, but not to participate in the
meetings or activities of the union while holding such positions. The
agreements, therefore, do not specify wage rates or working conditions
for these positions.
About half of the agreements provide for a probationary period,
during which new employees are specifically excluded from the agree
ment benefits other than the wage-rate provisions. Until this pro
bation has been completed the employee has no right to appeal to the
union with respect to any grievance, discipline, or his discharge. The
period of probation is most frequently either 60 or 90 days, although

WAGES, HOURS, AND WORKING CONDITIONS

a number of agreements specify 30 days and several others provide for
a 6-month probation.
Check-off,—About one-fourth of the agreements provide that the
company shall deduct the amount of union dues and assessments from
the pay of union members. In practically all of these cases individual
authorizations for the deductions must be obtained, although in sev
eral cases no mention of authorization is made. In one or two in
stances the employee's wife is also required to sign the authoriza
tion. Several agreements not providing for the check-off permit
the collection of dues on company property on pay days or other
selected times.
Hiring.—Except in a very few cases, street-railway agreements do
not require new employees to be hired through the union office, nor
do they require new men to be union members before starting to work.
However, one agreement specifically states that “ the company will
notify the union of the need of additional men and the union agrees to
furnish competent candidates.” In two other cases the union “ agrees
to furnish extra men daily to fully and adequately protect all regular
runs,” and in two others the union “ agrees to cooperate with the com
pany in an honest endeavor to supply sober and physically capable
men needed by the company in the operation and maintenance of its
busses.” In addition to the above-mentioned exceptions, two agree
ments provide for a union committee to investigate and pass upon
prospective motor-coach operators before they are employed by the
company.
Bulletin boards.—The agreements frequently provide that bulletin
boards shall be maintained at each barn, upon which the union may
post notices of interest to its members. Generally no restrictions are
placed upon the kind of notices that may be posted, although a few
require that the notices be approved by the company and that they
be confined strictly to general union business.
Job restrictions.—Detailed work regulations are not often made a
part of the streetcar and bus operators' agreements. A number, by
reference, indicate that the regulations shall be as issued by the com
pany, but that the union shall have the right to discuss any proposed
changes with the company officials before they are made effective.
Access to plant and records.—A small number of the agreements pro
vide that representatives of the union may interview shop or garage
men on union business during working hours. This privilege is not,
however, extended to include interviewing operators while they are on
duty.
A few agreements specify that union representatives may be present
at the bam on pay days for the purpose of making dues collections.
Several agreements specify that service records of members shall
be open to inspection by the union, and a number require that a

UNION STREET-RAILWAY EMPLOYEES

union representative be present at each selection of runs or uniform
inspection.
Leave jo t union officials.—Practically all the agreements provide
that if an employee is elected or appointed to a full-time union office,
he shall be granted leave for the duration of his term without impair
ment of his seniority rights, provided he mades application for reem
ployment within a limited time after leaving office. Several agree
ments specifically state that seniority in these cases shall be cumulative.
Leave Provisions
Leave of absence without pay for personal reasons is provided in
about half of the agreements. The amount of leave is generally
limited to 30 or 60 consecutive days, although one renewal is often
permitted. Absence because of illness is often specifically excepted
from the time limitations. Applications for extended leave are some
times required to be in writing. Generally, the applications for leave
are subject to approval by the company, although some agreements
either specifically or impliedly make granting of the leave mandatory,
provided the number applying for leave at any one time is limited.
A number of agreements require the company or association to pro
vide a book in which the employees may register their desire for par
ticular days off. Many of these agreements specify that, in applying
the limitation as to the number to be granted leave on any one day,
priority in registering shall govern. Union officials are generally
granted priority in leave when time off is necessary for official business.
Generally, a request for leave must be made before the list of assign
ments for the day, on which leave is desired, is made up. Usually,
however, leave may not be requested more than 1 week in advance.
Vacations and Holidays
Vacations with pay.—About 75 percent of the agreements provide
for annual vacations with pay. In 93 of the cases the time specified
is 1 week—69 of these after 1 year's service, 8 after one-half year,
8 after 2 years, 1 after 3 years, and 7 with no length of service men
tioned. Ten of the agreements provide for 2 weeks’ and 5 others
specify 10 days’ vacation after 1 year’s service. About 15 percent
of the agreements provide for additional vacations above the mini
mum in recognition of longer periods of service. The most common
are 2 weeks after either 2 or 5 years, both of these types providing
1 week after 1 year’s service.
Quite often, to be eligible for a vacation, an operator must work a
minimum number of hours during the year, usually about threefourths of full time.
The agreements generally specify that vacations may not be
accumulated but must be taken as earned, and that cash payments

WAGES, HOURS, AND WORKING CONDITIONS

in lieu of actual time off shall not be permitted. Employees who
are discharged or voluntarily quit the service of the company during
the year generally forfeit all vacation rights. Quite often seniority is
the governing factor in the selection of vacation periods.
Holidays.—Four of the agreements specify that employees shall be
paid when not working on holidays. These four, plus several others,
also provide that the overtime rate shall be paid to those employees
working on holidays.
Generally, holidays are not mentioned in the agreements, since
streetcar and bus service is maintained on such days even though
on a restricted basis. In a few cases a restriction is placed upon
applications for time off on such days, the restriction being that re
quests may not be made long in advance. Some agreements spe
cifically state that operators whose regular day off coincides with
the holiday shall be assured their time off before any other requests
are granted. A small number provide further that an operator
having preference, through priority of application, for Thanksgiving
leave may not also have preference for Christmas leave.
Seniority
Seniority provisions are one of the most important sections in
most streetcar and bus operators’ agreements. In the larger cities
where the companies have various bams, divisions, and departments,
seniority is generally applied on the basis of several lists, each de
signed for particular situations. Separate lists are frequently required
to be maintained on a company-wide basis for each department.
These lists are then divided by occupation, division, bam, or shop.
Agreements with the smaller companies generally provide for sepa
rate shop and operating lists, and frequently divide the operating
list with respect to motormen, conductors, and bus drivers.
Acquisition and loss of seniority.—Seniority almost invariably runs
from the date of last employment. Resignation or discharge auto
matically cancels seniority rights. Many agreements, however, state
that seniority shall be retained through a lay-off occasioned by lack
of work. Seniority is always retained during an approved leave of
absence and generally throughout an absence on account of illness.
About one-fourth of the agreements include a military-service pro
vision whereby an employee retains his position and seniority during
his term in the armed forces. In most of these cases the seniority
is definitely specified as being cumulative.
Permanent promotion to a supervisory position generally involves
loss of seniority rights in all lower classifications. Some agreements,
however, provide for retention of these rights through a trial period,
during which time the employee may return to his old classification
in full standing.

UNION STREET-RAILWAY EMPLOYEES

Lay-off.—About half of the agreements provide that during slack
seasons there shall be lay-offs in accordance with seniority and subse
quent rehiring in inverse order, provided the laid-off men make them
selves available within a specified number of days. A number of
agreements state that no new employees shall be taken on before
those laid off have been given an opportunity to return.
Promotions and transfers.—About half the agreements provide for
the application of seniority in respect to promotion and transfers.
The promotion provisions usually require that the senior man be
considered or given a trial when a vacancy occurs, but do not require
that he be given the job unless fully qualified. This application of
seniority is frequently on a departmental basis, although in some
cases it is confined to a shop or barn.
A number of agreements provide for an annual “ system pick,” at
which time each employee may choose, according to his departmental
seniority, the barn or shop and classification in which he wishes to
work. When this method is used, voluntary transfers between barns
or shops are generally prohibited at other times.
Some agreements provide that shop or office men may not operate
cars or busses in regular service, and some specify that all positions
as starters, loaders, platform men, or flagmen shall belong to the
“ blue uniform men.”
Employees transferring from one classification to another, as from
street-car operation to bus driving, go to the foot of the list for their
new classification, but frequently retain their rights in their former
classification, temporarily with respect to a voluntary return, or
permanently in respect to reductions in service.
Shift and run assignments.—Seniority is the basis for determining
work assignments in practically all street-railway agreements. At
various times during the year, usually every 3 or 4 months, all regular
runs or pieces of work are listed for selection. The employee with
the greatest seniority will have first choice and so on until all regular
runs have been assigned. Frequently it is required that additional
picks or selection of runs be held whenever changes in schedules are
contemplated, or whenever permanent vacancies occur on any runs.
Some agreements provide that should an employee select an assign
ment which the company does not consider him competent to fill, he
shall be denied the assignment provided the union concurs in the
decision, often after a week’s trial. Several agreements provide for
union-management cooperation in making out the list of runs and
timetables for them.
The list of runs is usually required to be posted at the various car
barns or garages several days before the selection is made. The
operators are then given a definite time limit in which they are to
state their choice. In the event an operator fails to make his choice
or is unavailable when his turn to choose arrives, provision is usually

WAGES, HOURS, AND WORKING CONDITIONS

made for the superintendent, or the superintendent and a union
official together, to choose for him. In some cases an employee
haying seniority may choose to go on the extra list rather than take
one of the regular runs.
After the list of regular runs has been exhausted, the remainder of
the operators are put on an extra list for work assignments other than
regular runs. This extra list is also prepared according to seniority.
Generally the list rotates upon any assignment. However, a number
of agreements specifically provide that an operator shall retain his
position at the head of the list until he has been assigned a specified
number of hours’ work, usually the equivalent of a normal regular
run. A number of agreements provide that the man in order may
not refuse any assignment offered, but others state that this is per
missible. A few agreements contain share-the-work provisions for
men on the extra list, but in several cases it is specifically prohibited.
In cases of vacancies on the regular list, the run is usually handled
by the extra men in rotation for the first few days, after which it is
definitely assigned to the oldest man in seniority on the extra list until
a 30-day period has elapsed, after which either a reselection of all runs
is held or it is bid in by those regular operators below the one leaving
the vacancy. In either case the man having the greatest seniority on
the extra list moves into the regular classification.
Health, Safety, and Welfare
Physical examinations.—About 1 in 10 of the agreements require
the employees to submit to physical examinations either yearly or
upon request of the company. Generally, it is provided that the
examiner must be selected by the company and the union or that
the employee may appeal the findings of the company examiner to his
own physician. The minimum physical requirements are not stated
in the agreements.
Condition of equipment.—About 20 percent of the agreements
require that each car or bus be checked and placed in good condition
by the shopmen before being delivered to the operator. Items most
frequently mentioned to be checked are brakes, window wipers, and
doors.
Welfare.—The operators’ use of seats or stools while on the car
is usually governed by company regulations and not made part of the
agreements. About 10 percent of the agreements, however, speci
fically require that seats be provided for motormen and conductors.
A small number include a statement of the rules regarding their use,
commonly specifying that they may not be used when the car is in
heavy traffic areas, or that conductors may not be seated when pas
sengers are standing. A few agreements also require that the operators’
cabs must be equipped with heaters.

UNION STREET-RAILWAY EMPLOYEES

A frequent provision is that operators may remove their coats
during hot weather, provided they wear approved shirts and no sus
penders. Comfort stations are often required at turning points, and
a few agreements require the company to provide washrooms and
lockers at each barn.
Discipline
A great number of the agreements contain definite rules for the
handling of discipline. It is usually agreed that employees shall be
informed of any alleged misconduct or violation as soon as possible,
generally within 3 days, after occurrence. After an employee has
been informed of the charges, usually in writing, he is given sufficient
time to obtain witnesses or otherwise prepare his case. He is then
given a formal hearing and in most cases he may be represented by the
union. Many agreements provide for appeal by arbitration.
Practically all of the agreements provide that if an employee is
suspended or discharged for alleged violation of company rules and if,
after investigation by the company and the union, he is found not
guilty of the charge, he shall be reinstated and paid for all time lost.
Specific causes for discharge are not frequently mentioned in the
agreements. Those most often specified are repeated “ misses”
(tardiness) within 30 days, unreported absence from duty, intoxica
tion, and irregularities in handling fares. A number of agreements
provide that unreported absence shall be cause for dismissal, but that
the employee’s record shall be marked “ resigned.”
In many cases a definite method of recording disciplinaiy action is
provided. It is frequently specified that the record must contain the
employee’s reply to the charges. If only the company maintains these
records, they are often available for inspection by accredited union
officials. Several agreements provide for a duplicate set of records,
one to be furnished to the union.
Several agreements, in open as well as closed shops, provide that
the company will dismiss or suspend a member of the union, if the
union requests such action, because the member has violated the
union’s rules or laws. Usually such action is taken by the company
only after its own investigation. A few agreements specify that an
employee may be dismissed through joint action of the union and
company for “ interfering with or disturbing the course of negotiations
between the union and company or for interfering with or disturbing
the service or goodwill between the company, employees, and public.”
Operators, both regular and extra, are generally penalized for
reporting late by being required to serve specified periods at the foot of
the extra list. While serving a penalty at the foot of the list an oper
ator receives pay only for extra assignments that may be given him.
The time required to be served at the foot of the list is usually 1 day

WAGES, HOURS, AND WORKING CONDITIONS

for the first late report or “ miss” within 30 days. Subsequent misses
within 30 days carry increasingly greater penalties. Usually a fourth
miss within 30 days is specified as cause for discharge or other severe
disciplinary action.
Adjustment of Disputes
Grievances.—In addition to the prevalent provision that the com
pany will meet and treat with the union representatives for the settle
ment of any differences that may arise between them, many agree
ments contain more specific provisions for the procedure in these
cases. About a fourth of the agreements specifically require employees
to present individual grievances to the heads of their departments
before the matters may become subjects for union-management
discussion. A number of agreements name the company officials
with whom successive conferences are to be held. Most frequently
these provide that the union may carry its case to the highest company
official if a satisfactory settlement is not obtained in any previous
conference. Many cases require each company official to render his
decision within a specified time after the matter in dispute has been
brought to his attention. One or two agreements provide definite
conference committees of both sides to be used in settling disputes.
Arbitration.—Practically all of the agreements provide for arbitra
tion in the case of differences, pertaining to the application of the terms
of the agreement, that cannot be mutually adjusted. A number of
agreements specifically state that arbitration is to be a last resort and
that both parties shall make every effort possible to reach an under
standing through direct negotiations. One or two agreements state
that permission to arbitrate must be obtained from the international
office of the union.
About one-fourth of the agreements provide for arbitration of the
terms of succeeding agreements. A few agreements limit arbitration
so as to exclude matters fixed and determined by the agreement,
improper handling of fares or transfers, or questions of union repre
sentation or recognition.
All of the agreements providing for arbitration specify the appoint
ment of temporary arbitrators as the occasions may arise, except in a
few cases where State arbitration or conciliation boards are mentioned.
Nearly all of the agreements providing arbitration state that the board
shall be composed of two members, one chosen by each side, with an
impartial chairman appointed by the other two. Under about onefourth of the agreements the first two appointees attempt to reach a
settlement before selecting the third member. A very few agree
ments specify larger boards. If the original appointees are unable to
agree upon an impartial chairman within a specified time, it is fre

UNION STREET-RAILWAY EMPLOYEES

quently required that the union and company confer in regard to
naming new appointees or concerning a method of selecting an im
partial member. A small number of agreements designate a particular
judge or other public official who shall name such impartial chairman.
In one case the judge selected appoints the entire board. In about 10
percent of the agreements, all members are required to be disinterested
persons, in that none may be either presently or formerly connected
with either party as members, employees, or stockholders. Usually it
is provided that if either side fails to name the board member within
a specified time, the party so failing shall forfeit its case.
Requests for arbitration may come from either party and are usually
required to be in writing. The decision of a majority of the board is
always considered final.
Strikes and lock-outs.—About 40 percent of the agreements contain
specific restrictions upon strikes and lock-outs. Most of these flatly
prohibit any strike or lock-out for the duration of the agreement. In
addition about 15 percent prohibit such action pending arbitration
and almost one-fourth of all the agreements place a ban on sympathetic
strikes.
In addition to the restrictions upon strikes incorporated in the
agreements, each local union is bound by the restrictions contained in
the constitution of its association. The constitution of the Amalga
mated Association provides that a strike vote may be taken only after
negotiations for the settlement of the dispute have been tried and
have failed. Strike votes must be by secret ballot and every member
must be given a ballot. Two-thirds of the votes cast are required for
an affirmative decision. Following an affirmative vote, the inter
national president must be notified to send a representative, who shall
investigate and attempt to secure a settlement through negotiation
or arbitration. In case of failure in these negotiations the international
representative is then required to secure approval from a majority of
the general executive board before authorizing a strike. A local
division entering upon an unauthorized strike forfeits all rights to
assistance and renders itself subject to expulsion from the Association.
Duration of the Agreements
About 60 percent of the agreements are written for a term of 1
year, with provision for continuance from year to year, provided
neither party notifies the other of a desired change to be effective at
the annual renewal date. Most of the other agreements are written
for 2-year terms, although a small number run for 3 years. Several
others cover periods of 13 to 18 months and one or two extend 4 or
5 years.

WAGES, HOURS, AND WORKING CONDITIONS

It is generally specified that notice of any desired change, which will
result in reopening the agreement, must be given 30 days in advance
of the renewal date. A 60-day minimum is provided in a number of
others, and periods of 15 or 45 days appear in a few. Those agree
ments extending more than 1 year sometimes provide for the reopen
ing of negotiations at the anniversary date for the purpose of discuss
ing wages only. One or two specified that wage discussions could be
automatically opened when the cost of living had advanced by a fixed
percentage.
Rates in Each City
The union rates per hour in force on June 1, 1941, and June 1, 1940,
by city, are shown in the following table. Hours are not given, since
the hours of work are irregular, depending on the “ run.” Any
changes in scales since June 1, 1941, which have come to the attention
of the Bureau of Labor Statistics appear in the footnotes.

UNION STREET-RAILWAY EMPLOYEES
T

able

4 .—

Union Rates of Wages of Street-Railway Employees, June
June 2, 1940, by Cities
Rates of wages
per hour
June 1,
1941

Rates of wages
per hour

Junel,
1940

June 1,
1941

Atlanta, Oa.

Chicago, Bl.—Continued

2-man cars and feeder busses:
First 9 months__________
Second 9 months
Thereafter______________
1-man cars, busses, and trolley
coaches:
First 9 months
Second 9 months_________
Thereafter,........ ...............

Elevated railway:
Motormen:
First 3 months. ...........
4-12 months..................
After 1 year__________
Conductors:
First year___________
After 1 year__________
Guards, regular.... ..............
Guards, extra:
First 3 months_______
4-12 months_________
After 1 year__________

$0,600
.650
.680

$0,565
.615
.645

.670
.720
.760

.635
.685
.715

.610
.660
.690

.600
.650
.675
•695
.725

•vw

620
.650

.080

Cleveland, Ohio

son
•O
oU

2-man cars:
First 3 months___________
4-12 months_____________
After 1 year_____________
1-man cars and busses:
First 3 months
4—
12 months
After 1 year_____________

.725

.640
.780

. OoU

.740
.880

. son
OoU
7iA
qqa
.OOU

.830

580
.640
.780

.580
.640
.780

.800

Charleston, 8. C.
Busses:
First 3 months___________
4-12 months_____________
Thereafter______________

$0,807
.816
.861

$0,757
.766
.811

.798
.816
.798

.748
.766
.748

.770
.780
.789

.720
.730
739

1.640
1.670
1.690

.620
.650
.670

1.710
1.740
1.760

.690
.720
.740

*.720
*.750
*.770

.670
.700
.720

*.790
*.820
*.840

.740
.770
.790

.660
.690
.710

.600
.630
.650

.590
1620
.640

.560
1590
.610

.670
.690
.710

.610
.630
.650

Columbus, Ohio
1-man cars and class A busses:
First. 3 months

4-12 months___ _________
Aft*r 1 year
Class B busses:
First 3 months

4-12 months______ ______
After 1 year_____________
Davenport, Iowa
(See Rock Island (HI.) district.)

.585
.605
.625

.560
.580
.600

Chicago, IU.
2-man cars:
First 3 months___________
.750
.800
.780
4-12 months_____________
.830
After 1 year_____________
.800
.850
Night cars______________
.820
.870
1-man cars_____ ____________
.880
.930
Night cars____ __________
.950
.900
Busses:
Under 40 passengers:
Day..............................
.800
.850
Night...........................
.870
Over 40 passengers:
.880
Day______ _________
.930
.900
Night............................
.950
1Increase of 5 cents per hour July 1,1941.
*Increase of 1 cent per hour September 1,1941.

2-man cars:
First 3 months___________
4-12 months................... . . .
After 1 year__....................
1-man cars and busses:
First 3 months
4—
12 months
After 1 year............... .......

. O/O
me
.O
W>

Boston, Matt.
2-man cars:
First 3 months___________
4-12 months.................. .......
Thereafter...........................
1-man cars and busses:
First 3 months_______ ___
4-12 months_____________
Thereafter.___ __________
Rapid transit lines:
Motormen.............. ~ .......
Guards:
First 3 months............
4-12 months_________
Thereafter....................
Butte, Mont.
Busses_____________________

June 1,
1940

Cincinnati, Ohio

Birmingham, Ala.
2-man cars:
First year_______________
Second year........................
Third year..........................
1-man cars and busses:
First year_______________
Second year_________ . __
Third year______________

1941, and

City and classification

Binghamton, N. Y.
Busses:
First 3 months___________
4-12 months_____________
After i yea*
____ ____

Dayton, Ohio
1-man cars and busses:
Company A:
First 3 months. .......... .
4-12 months........ .........
After 1 year__________
Company B:
First 6 months_______
7-12 months.......... .......
After 1 year__________

.600
.650
.700

Denver, Colo.
2-man cars:
First 3 months___________
4-12 months.......... ........ .
13-18 months____________
19-24 months.......................
After 2 years.......................

.610
.620
.630
.640
.650

.590
.600
.610
.620
.630

WAGES, HOURS, AND WORKING CONDITIONS

Table 4.— Union

Rates of Wages of Street-Railway Employees, June 1,
June 1, 1940, by Cities— Continued
Rates of wages
per hour

City and classification
June 1,
1940

$0,660
.670
.700

$0,640
.650
.660
.670

Des Moines, Iowa
.635
.665
.710

.625
.655
.700

.790
.830
.870
.970

.750
.790

.840
.880
.920

.780
.820

1.020

Duluth, Minn.
First year___
Second year..
After 2 years.

.610
.630

.560
.590
.610

Erie, Pa.
First 6 months..
7-12 months___
After 1 year___

*.650
*.720
*.750

Grand Rapids, Mich.
.640
Indianapolis, Ind.
1-man cars and Company A
busses:
First year...........................
Second year........................
After 2 years.......................
Company B busses..................

.740
.470

.650
.670
.720

Jackson, Miss.

Busses:
First 6 months____
After 0 months........

.570
.620

.530
.580

Jacksonville, Fla.
Busses:
First 6 months.........
.550
.490
Second 6 months.......
.500
.560
Second year...............
.510
.570
Third year................
.520
.580
Fourth year..............
.590
.530
.600
After 4 years.............
.540
* Plus a bonus of H cent for each hour worked.

June 1,
1940

1-man cars and busses:
First 3 months.............
4-6 months..................
7-12 months..................
Second year................ .
Third year............. ......
After 3 years............... .
North Little Rock division:
1-man cars and busses:
First 6 months.......
7-12 months........
Second year............
Third year.............
After 3 years...........

$0,460
.480
.510
.540
.570
.630
.460
.480
.510
.540
.600

$0,420
.450
.480

.635
.645
.660

.635
.645

.655
.700

.655
.665
.680
.700

.705
.715
.730
.750

.720
.750

.560
.620
.650

Los Angeles, Calif.

Detroit, Mich.
2-man cars:
First 6 months........
Second 6 months.._
After 1 year............
Owl shift................
1-man cars and busses:
First 6 months____
Second 6 months.. _
After 1 year............
Owl shift................

June 1,
1941
Little Fork, Ark.

Denver, Colo.—Continued

1-man cars, trolley busses, and
motor coaches:
First 3 months...................
4-12 months........................
After 1 year........................

Rates of wages
per hour
City and classification

June 1,
1941

1-man cars and busses:
First 3 months................
4-12 months.....................
18-18 months...................
19-24 months...................
Alter 2 years...................

1941, and

Pacific Electric Co.:
2-man cars (local):
First 3 months.......
4-12 months______
Second year............
After 2 years.
2-man cars .
First 3 months_______
4-12 months.............. .
Second year___ _____
After 2 years... ..... .......
Single-track cars:
First 3 months.............
4-12 months................ .
Second year.................
After 2 years_________
1-man cars and motor
coaches:
First 3 months.............
4-12 months.................
Second year................ .
After 2 years............... .
Motor Transit Co.:
Busses:
First 3 months.......... .
4-12 months.................
Second year_________
After 2 years...............
Los Angeles Railway Co.:
2-man cars:
First year....................
Second year............... .
Third year...................
1-man cars:
First year................... .
Second year................
Third year............. .
Busses:
First year....................
Second year.................
Third year................

.760
.820
.850
.760
.820
.850

.630
.690
.720

.580
.610
.630
.650

.570
.600
.620
.640

Madison, Wis.
Busses:
First 6 months...................
7-12 months.......................
13-18 months.....................
After 18 months.................

UNION STREET-RAILWAY EMPLOYEES

Table 4.— Union Rates of Wages of Street-Railway Employees, June I, 1941, and
June 1 , 1940, by Cities— Continued
Rates of wages
Pot hour
Oity and classification

City and classification
June 1,
1941

June 1,
1940

Manchester, N. H.
First 3 months..................
4-12 months...................... .
After 1 year....... ...............

Rates of wages
per hour
Junel,
1941
New Haven, Conn.

$0,600
.660
.730

$0,550
.610
.670

1-man cars and busses:
First 3 months...................
4-12 months...................... .
After 1 year...................... .

Memphis, Term.

New Orleans, La.

1-man cars and busses:
First year....... ...................
Second year..... ..................
After 2 years......................

Busses (Algiers Division):
First 6 months..................
7-12 months...................... .
13-18 months......................
19-24 months......................
25-30 months......................
After 30 months.................

.615
.666

.715

.605
.655
.705

.670
.690
.710
.730

.720
.740
.760
.780

.620
.650

.590
.620
.650

.710
.750

4. 530

.500
.550

Milwaukee, Wig.
2-man cars:
First year.......................... .
Second year........................
Third year.....................
After 3 years..................... .
1-man cars and busses:
First year.......................... .
Second year........................
Third year........................ .
After 3 years.......................
Minneapolis, Minn. (indudes
St. Paid, Minn.)
2-man ears:
First year.......................... .
Second year........................
Third year........................ .
1-man cars and busses:
First year...........................
Second year........................
Third year..........................
Mobile, Ala.
First 6 months..................
After 6 months.................. .
Moline, III.
(See Rock Island (111.) district.)
Nashville, Tenn.
First 3 months.
4-12 months___
13-18 months.
19-24 months...
After 2 years...

.540
.580
.600
.630

.540
.580
.600

Newark, N. J.
1-man cars and busses:
First 3 months..................
4-12 months.......................
After 1 year.....................
Ironbound Transportation Co.:
Class A ..
Class B...
Class C. .
Class D ..
Class E ..
* 65 cents per hour Dec. 1,1941.
*60 cents per hour Dec. 1,1941.

.700

.660
.680
.700

.600
.560

.510
.480

$0,720
.750
.790

.480
.490
.500
.510
.520
.530

New York, N. Y.
Subways:
B. M. T. System:
Operators:
First year............. .
Second year...........
After 2 years_____
Conductors:
First 2 years...........
After 2 years..........
Trainmen:
First 2 years...........
Second 2 years.......
Fifth year..............
After 5 years. ........
L R. T. System:
Motormen:
First year...............
After 1 year............
Conductors:
First 2 years...........
After 2 years-------Conductors (multipleunit-door control):
First 2 years...........
After 2 years. ........
Trainmen:
First year...............
Second year...........
After 2 years_____
Trainmen (multipleunit-door control):
First year..............
Second year...........
After 2 years_____
Surface cars:
Third Avenue Railway
System:
First 3 months.............
4-6 months...................
7-9 months...................
10-12 months................
13-15 months................
16-18 months................
19-21 months................
22-24 months........ .......
Third year...................
Fourth year.................
Fifth year.....................
After 5 years.................
Special beginners..........

.792
.869
.957
.638
.660
.521
.528
.561
.616
.858
.960
.648
.700
.700
.574
.583
.633
.605
.655
.460
.480
.500
.530
.550
.570
.590
.610
.700
.710
.720
.760
.600

WAGES, HOURS, AND WORKING CONDITIONS

Table 4.— Union

Rates of Wages of Street-Railway Employees, June 2,
June J, 1940, by Cities— Continued
Rates of wages
per hour

1941,

and

Rates of wages
per hour
City and classification

City and classification
June 1,
1941

June 1,
1940

June 1,
1941

New York, 2V. y.—Continued

New York, N. F.—Continued

Surface cars—Continued.
Brooklyn-Queens Transit
Lines*
First year----------------13-18 months________
19-24 months________
25-30 months________
31-36 months________
37-42 months________
43-48 months________
Fifth year___________
After 5 years____ _____
Queensboro Bridge Railway.

Busses—Continued.
Avenue B and East Broadway Transit Co.:
First 6 months....... ......
7-12 months_________
Second year__________
Third year__________
Fourth year_________
After 4 years.................
Queens - Nassau Transit
Lines:
First year___________
Second year__________
Third year__________
Fourth year_________
After 4 years....... ........
Steinway Omnibus Co.:
First 3 months_______
4-6 months__________
7-9 months__________
10-12 months_________
13-15 months_________
16-18 months_________
19-21 months_________
22-24 months_________
Third year__________
Fourth year_________
Fifth year___________
After 5 years_________
Staten Island Coach Co.:
First 3 months....... ......
4-6 months__________
7-9 months__________
10-12 months_________
13-18 months_________
19-24 months_________
After 2 years____ _____
North Shore Bus Co.:
First year___________
Second year__________
Third year___________
Fourth year_________
After 4 years____ _____
Manhattan and Queens
Line:
First 6 months....... ......
7-12 months_________
Second year__________
Third year___________
After 3 years............. „
Jamaica Busses, Inc.:
First year___________
Second year__________
Third year__________
Fourth year_________
After 4 years____ _____
Green Lines:
First year___________
Second year__________
Third year__________
After 3 years_________
Schenck
Transportation
Co.:
First year___________
Second year__________
After 2 years_________

$0,521
.528
.550
.572
.594
.616
.638
.660
.770

$0,521
.528
.550
.572
.594
.616
.770

June 1,
1940

$0,500
.560
.620
.640
.690
.740

.638
.680
.760
•.810
.850

.580
.620
.660
.710
.740

Fifth Avenue Coach Co.:
Drivers:
.770
First year_______
.780
Second year______
.760
.460
.460
.810
Third year....... .....
.790
.480
.480
Fourth year______
.800
.500
.500
After 4 years......... .
.810
.510
.510
Conductors:
.520
.520
.700
First year_______
.620
.540
.540
Second year______
.710
.690
.560
.560
Third year_______
.740
.720
.580
.580
Fourth year______
.750
.730
.590
.590
After 4 years......... .
.760
.740
.620
.620
New York City Omnibus
.630
.630
Co.:
.770
.700
.650
First 6 months_______
.610
.740
7-12 months_________
.700
7.680
.615
Second year_________
.800
.760
T.705
.640
Third year___ _______
.860
.820
7.730
.665
Fourth year_________
.880
.840
».755
.690
After 4 years_________
.940
.900
1780
.715
Comprehensive and East
1815
.750
Side Cos.: .
7.850
.785
.600
First 3 months............ .
.560
.673
4-12 months_________
Second year_________
.720
.670
.605
.755
Third year__________
.715
.770
.627
Fourth year_________
.790
.750
.870
.660
After 4 years...............
.820
.870
.693
Third Avenue Railway Sys
.870
.770
tem:
First 3 months_______
.460
.480
4-6 months__________
.480
.610
.610
.500
7-9 months__________
.500
.640
.640
10-12 months_________
.530
.530
.665
.665
.550
13-15 months_________
.550
.690
.690
.570
16-18 months_________
.570
.770
.770
.590
19-21 months________
.590
22-24 months_________
.610
.610
.610
.550
Third year__________
.700
.700
.640
.580
Fourth year_________
.730
.730
.670
.610
Fifth year___________
.750
.750
.720
.650
After 5 years____ _____
.780
.780
.770
.700
Special beginners_____
.600
.600
Brooklyn Bus Corporation:
.605
.605
.521
First year___________
.521
.630
.630
13-18 months________
.528
.528
.660
.660
19-24 months_________
.550
.550
.790
.770
25-30 months_________
.572
.572
31-36 months_________
.594
.594
37-42 months_________
.616
.616
43-48 months_________
.638
.638
650
.650
Fifth year___________
.660
.660
•m
.680
After 5 years____ _____
.770
K725
.770
.725
•85 cents per hour Dec. 31,1941.
72H-cent increase Aug. 1,1941.
* 1-6 months, 65 cents per hour ; 7-12 months, 70 cents per hour; 13-24 months, 72 cents per hour; after 2
years, 77 cents per hour; June 12,1941.

UNION STREET-RAILWAY EMPLOYEES
T

able

4 .—

Union Rates of Wages of Street-Railway Employees, June
June I, 1940,
Cities— Continued
Bates of wages
per hour

City and classification

June 1,
1941

$0,620
.640
.670
.700
.750

.660
.680
.700

Philadelphia, Pa.

.730
.755
.780
.805
.830

.680
.705
.730
.775
.780

.650
.675
.700
.725
.750

.730
.755
.780
.805
.830

.700
.725
.750
.775
.800

.730
.755
.780
.805
.830

Phoenix, Ariz.
.750

.750

l-man cars and busses:
First 3 months
4-12 months ................ ..
After 1 year........................
Interurban........................ .

.630
.740
.770
.780

Portland, Maine
.650
.700
Busses.......................................
•Increase of 1 cent per hour October 26,1941.
10Increase of 2 cents per hour July 1,1941.
11Increase of 2H cents per hour July 1,1941.

.725
.755
.775

.750

.690

.740
.760
.780

.680
.700
.720

.660
.680
.700

.625
.645
.665

.560
.620
.680
.730

.540
.600
.660
.710

.630
.690
.750
.800

.610
.670
.730
.780

.525
.550

•. 580
*.660

.530
.610

». 745

.745

n.625
H. 650
ii. 675
11.700
ii. 725

.600
.625
.650
. 675
.700

.725

St. Louis, Mo.
2-man cars:
First 6 months....................
7-12 months_____________
13-18 months
After 18 months..................
l-man cars and busses:
First 6 months....................
7-12 months.......................
13-18 months......................
After 18 months.......... .......
Service cars:
First 3 years_____ _______
After 3 years.......................
St. Paul, Minn.
(See Minneapolis, Minn.)
Salt Lake City, Utah
Busses:
First year.......... .................
After 1 year.......................
San Antonio, Tex.

.690
.800
.830
.840

.725
.755
.775

Rock Island (III.) District
Busses:
First 6 months....................
7-12 months........................
After 1 year.........................

Busses.......................... ........ .

.810
.900
.955

$0,780
.810
.830
.720

Rochester, N. Y.
2-man subway cars....................
Busses:
First 3 months....................
4-12 months........................
After 1 year.........................

Pittsburgh, Pa.
.810
.900
.955

$0,800
.830
.850
.720

Providence, R. I.
l-man cars and busses:
First 3 months.......... .........
4-12 months........................
After 1 year........................

l-man cars:
First 3 months....................
4-12 months_____________
After 1 year.....................
Busses:
First 3 months - - ___
4-12 months
____
Second year
__
After 2 years

June 1,
1940

Portland, Oreg.

Peoria, IU.

l-man cars and busses...............

Rates of wages
per hour

June 1,
1940

Oklahoma City, Okla.
1-man cars and busses:
First 6 months . . . *_______ $0,570
___ __
.590
7-12 months
Second year_____________
.620
Aft.Ar 2 years _
.650
Interurban______________
.670

Subway, elevated, and high
speed lines:
Motormen:
First- 6 months,
7-12 months_________
13-18 months_________
19-24 months_________
After 2 years_________
Conductors:
First 6 months..............
7-12 months_________
13-18 months_________
19-24 months_________
After 2 years_________
2-man cars:
First 6 months__________
7-12 months ___________
13-18 months.....................
19-24 months____________
After 2 years......... .............
1-man cars:
First 6 months....................
7-12 months._____ _______
13-18 months____________
19-24 months____________
After 2 years..____ ______
Busses:
First 6 months....................
7-12 months_____________
13-18 months......................
19-24 months......................
After 2 years____________

1941, and

City and classification
June 1,
1941

1-man cars, trackless trolleys,
and busses:
First year_______________
Second year_____________
After 2 years____________

San Francisco, Calif.
2-man cars:
First 6 months.......... .........
7-12 months.............. ........
13-18 months......................
19-30 months........... ..........
After 30 months................ .
Cable cars:
Gripmen and conductors...

WAGES, HOURS, AND WORKING CONDITIONS

Table 4.— Union

Rates of Wages of Street-Railway Employees, June
June I, 1940, by Cities— Continued
Rates of wages
per hour
June 1,
1941

m$0,726
h. 750

«. 775
n.800
n.825

$0,700
.725
.750
.775
.800

.640
.690
.720

.630
.680
.710

South Bend, Ind.
.675
.700

.650
.650

Spokane, Wash.
First year....... ...........
Second and third years
After 3 years...............

.600
.640

Springfield, Mass.
1-man cars and busses:
First 3 months...........
4-12 months................
After 1 year................

1-man cars and busses:
First 6 months_____
7-12 months............. .
After 1 year..............

$0,740
.760
.790

Washington, D. C.
2-man cars:
First 3 months.........
4-12 months..............
After 1 year.............
1-man cars and busses:
First 3 months.........
4-12 months.............
After 1 year.............

u.660
i*. 700
u. 720
i*. 730
i*. 770
i*. 790

Worcester, Mass.
1-man cars and busses:
First 3 months------4-12 months........ .
After 1 year..............

.710
.760
.810

York, Pa.
Busses:
First 6 months.........
7-12 months.............
After 1 year.............

.600
.650
.700

Youngstown, Ohio
.720
.770
.810

u Increase of 2H conts per hour July 1,1941.
» 68 cents per hour July 1,1941.
» 72 cents per hour July 1,1941.
M76 cents per hour July 1,1941.
i* 77 cents per hour July 1,1941.
1881 cents per hour July 1,1941.
17 85 cents per hour July 1,1941.

June 1,
1941
Toledo, Ohio

Scranton, Pa.

Busses:
First year................
Second year.............
After 2 years............

Rates of wages
per hour

June 1,
1940

San Francisco, Calif—Con.’

1-man cars and busses:
First 3 months........
4-12 months........... .
After 1 year.......... .

1941, and

City and classification

First 6 months........
7-12 months............
13-18 months...........
19-30 months...........
After 30 months.— .

.640
.690
.730

First 3 months.........
4-12 months.............
After 1 year-----------

.700
.750
.800