bls_1725-88_1972.pdf

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N O V 2 1 1 9 7 2

d o c u m e n t COLLECTION

AREA WAGE SURVEYC lif to n —P a ssa ic , N e w Je rse y , M e tro p o lita n A re a , June 1 9 7 2

B u l le t in 1 7 2 5 - 8 8

T h e P a te rs o n

U.S . D E P A R T M E N T O F L A B O R / Bureau of Labor Statistic*Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Government CenterBoston, Mass. 02203Phone: 223-6761 (Area Code 617)

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Phone: 597-7796 (Area Code 215) Phone: 526-5418 (Area Code 404)

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Region VI1100 Commerce St., Rm. 6B7Dallas, Tex. 75202Phone: 749-3516 (Area Code 214)

Regions VII and VIIIFederal Office Building 911 Walnut St., 10th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816)

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• •Regions VII and VIII will be serviced by Kansas City. Regions IX and X will be serviced by San Francisco.

Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

AREA WAGE SURVEY B u l le t in 1 7 2 5 - 8 8October 1972

rc rr u.S. D E PA R TM EN T OF LABO R, James D. Hodgson, Secretary C5giJ BUREAU OF LABOR STATISTICS, Geoffrey H. Moore, Commissioner

T h e P a te rs o n —C lifton—Passaic, N e w Jersey, M etropo litan A rea , June 1 9 7 2

CONTENTS

Page

1. In troduction5. W age trends fo r se lec ted occupational groups

T a b le s :

4.6.

7.9.11.12.13.14.15.16. 17. 19.

2 0 .21.2 2.23.24. 27.

1. E s tab lish m en ts and w o rk e rs w ith in scope o f su rvey and num ber studied2. Indexes o f standard w eek ly s a la r ie s and s tra igh t-t im e hou rly earn ings fo r se lec ted occupational

grou ps, and p ercen ts o f in c rea se fo r se lec ted p erio d s

A . O ccupational earn in gs :A - l . O ffic e occupations—m en and wom enA - la . O ffic e occupations—la rg e estab lishm en ts—m en and wom enA -2 . P ro fe s s io n a l and tech n ica l occupations—m en and wom enA -2 a . P ro fe s s io n a l and tech n ica l occupations—la rg e estab lishm en ts—m enA -3 . Office, professional, and technical occupations—men and women combinedA -3 a . O ffic e , p ro fes s io n a l, and tech n ica l occupations—la rg e estab lishm en ts—m en and w om en com bined A -4 . M aintenance and pow erp lan t occupationsA -4 a . M aintenance and pow erp lan t occupations—la rg e estab lishm en ts A -5 . C ustod ia l and m a te r ia l m ovem en t occupationsA -5 a . C ustod ia l and m a te r ia l m ovem en t occupations—la rg e estab lishm en ts

B. E stab lishm en t p ra c t ic e s and supp lem entary w age p ro v is io n s :B - l . M in im um entrance s a la r ie s fo r w om en o ff ic e w o rk e rs B -2 . Shift d iffe ren tia lsB -3 . Scheduled w eek ly hours and days B -4 . P a id ho lidaysB -5 . P a id vacationsB -6 . H ealth , insu rance, and pension plans

29. Appendix. O ccupational d esc r ip tion s

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402—Price 40 cents


P re fa c e

The Bureau o f L ab or S ta tis tic s p ro g ra m o f annual occupation a l w age su rveys in m etro p o lita n a reas is designed to p ro v id e data on occupational earn in gs , and estab lishm en t p ra c t ice s and supplem en ta ry waê p ro v is io n s . It y ie ld s d e ta iled data by se lec ted industry d iv is io n fo r each o f the a reas studied, fo r geograph ic reg ion s , and fo r the United States. A m a jo r con s id era tion in the p ro g ra m is the need fo r g re a te r insight into (1) the m ovem en t o f w ages by occupational ca te g o ry and sk ill le v e l, and (2) the s tructu re and le v e l o f w ages among areas and industry d iv is io n s .

A t the end o f each su rvey , an ind iv idual a rea bu lletin p r e sents the resu lts . A f t e r com p letion o f a ll ind ividual a rea bu lletins fo r a round o f su rveys , two su m m ary bu lletins a re issued. The f ir s t b rin gs data fo r each o f the m etro p o lita n a reas studied into one bu lletin . The second p resen ts in fo rm a tion w hich has been p ro je c ted fro m in d iv idu a l m etropo litan a rea data to re la te to geograph ic reg ion s and the Un ited States.

N in e ty -fo u r a reas cu rren t ly a re included in the p ro g ra m . In each a rea , in fo rm ation on occupationa l earn ings is c o lle c te d annually and on estab lishm en t p ra c t ic e s and supp lem entary w age p ro v is io n s b ien n ia lly .

T h is bu lletin p resen ts resu lts o f the su rvey in P a te rso n — C lifton —P a s s a ic , N .J ., in June 1972. The Standard M etrop o litan S ta tis tica l A r e a , as defin ed by the O ff ic e o f M anagem ent and Budget ( fo rm e r ly , the Bureau o f the Budget) through January 1968, con sis ts o f B erg en and P a s s a ic Counties. T h is study was conducted by the B u reau 's reg io n a l o f f ic e in N ew Y o rk , N .Y ., under the g en e ra l d ir e c tion o f A lv in I. M a rgu lis , A ss is ta n t R eg io n a l D ir e c to r fo r O perations.

Note:S im ila r rep o rts a re a va ila b le fo r other a reas . (See ins ide

back c o v e r . )

C u rren t rep o rts on occupational earn ings and supplem enta ry w age p ro v is io n s in the P a te r son—C lifton—P a s s a ic a rea a re a lso ava ilab le fo r te x t ile dye ing and fin ish in g (D ecem b er 1970); w om en 's coats and suits (August 1970); and d resses (August 1971).


Introduction

Th is a rea is 1 o f 94 in which the U.S. D epartm ent o f L a b o r 's Bureau o f L a b o r S ta tis tics conducts su rveys o f occupational earn ings and re la ted ben e fits on an a reaw id e b a s is .1 In th is a rea , data w e re obta ined by p erson a l v is its o f Bureau f ie ld econ om ists to rep resen ta tiv e estab lishm en ts w ith in s ix broad industry d iv is io n s : M anu facturing:tran sp orta tion , com m unication , and oth er public u tilit ie s ; w h o lesa le trade ; r e ta il trade ; finan ce, in su ran ce , and rea l estate; and s e rv ic e s . M a jo r industry groups excluded fro m th ese studies a re govern m ent opera tion s and the con struction and e x tra c t iv e in d u str ies . E s tab lish m ents having few e r than a p re s c r ib e d num ber o f w o rk e rs a re om itted because they tend to furn ish in su ffic ien t em p loym ent in the occupations studied to w arran t in c lu s ion . Separate tabu lations a re p ro v id ed fo r each o f the b road industry d iv is io n s which m ee t pub lication c r it e r ia .

T h ese su rveys a re conducted on a sam ple basis because o f the u n n ecessary cost in vo lved in su rvey in g a ll estab lishm en ts. To obta in optim um accu racy at m in im um cost, a g re a te r p rop ortion o f la rg e than o f sm a ll estab lishm en ts is studied. In com bin ing the data, h o w ever , a ll estab lishm en ts a re g iven th e ir app rop ria te w eight. E s t im ates based on the estab lishm en ts studied a re p resen ted , th e re fo re , as re la tin g to a ll estab lishm en ts in the industry grouping and a rea , excep t fo r those below the m in im um s iz e studied.

Occupations and E arn ings

The occupations se lec ted fo r study a re com m on to a v a r ie ty o f m anu factu ring and nonm anufacturing in d u str ies , and a re o f the fo llo w in g types : (1 ) O ffic e c le r ic a l; (2 ) p ro fess io n a l and techn ica l;(3) m aintenance and pow erp lan t; and (4 ) cu stod ia l and m a te r ia l m o v e m en t. Occupational c la s s ific a t io n is based on a un ifo rm set o f job d escr ip tion s designed to take account o f in teres tab lish m en t va r ia tion in duties w ith in the sam e job . The occupations se lec ted fo r study a re lis te d and d esc r ib ed in the appendix. U n less o th erw ise ind icated , the earn ings data fo llo w in g the job t it le s a re fo r a ll in du str ies com bined. E arn ings data fo r som e o f the occupations lis ted and d escr ib ed , o r fo r som e industry d iv is io n s w ith in occupations, a re not p resen ted in the A - s e r ie s tab les , because e ith er (1 ) em p loym en t in the occupation is too sm a ll to p ro v id e enough data to m e r it p resen ta tion , or (2 ) th ere is p o s s ib ility o f d is c lo su re o f ind iv idua l estab lishm en t data. E arn ings data not shown sep a ra te ly fo r industry d iv is ion s a re included in a ll in du stries com bined data, w h ere shown. L ik e w is e , data a re included in the o v e r a ll c la s s ific a t io n when a su b c la ss ifica tion o f s e c r e ta r ie s o r tru ck d r iv e rs is not shown o r in fo rm ation to su b c lass ify is not a va ila b le .

1 Included in the 94 areas are eight studies conducted by the Bureau under contract. These areas are Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale—Hollywood and West Palm Beach, F la .; Huntsville, A la .; Poughkeepsie—Kingston—Newburgh, N .Y .; Rochester, N .Y. (office occupations only); Syracuse, N .Y .; and Utica—Rome, N .Y . In addition the Bureau conducts more limited area studies in 64 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

Occupational em p loym ent and earn ings data are shown fo r fu ll- t im e w o rk ers , i . e . , those h ired to w ork a reg u la r w eek ly schedule. E arn ings data exclude p rem iu m pay fo r o v e r t im e and fo r w ork on w eekends, h o lidays , and la te sh ifts . Nonproduction bonuses a re e x cluded, but c o s t -o f- l iv in g a llow ances and in cen tive earn ings a re in cluded. W here w eek ly hours a re rep o rted , as fo r o f f ic e c le r ic a l occu pations, r e fe r e n c e is to the standard w orkw eek (rounded to the n eares t ha lf hour) fo r which em p loyees r e c e iv e th e ir r egu la r s tra igh t-tim e sa la r ie s (e x c lu s iv e o f pay fo r o v e r t im e at regu la r and/or p rem ium ra te s ). A v e ra g e w eek ly earn ings fo r these occupations have been rounded to the n ea res t h a lf d o lla r .

T h ese su rveys m easu re the le v e l o f occupational earn ings in an a rea at a p a r ticu la r t im e . C om parison s o f ind ividual occupational a ve ra ges o v e r t im e m ay not r e f le c t expected w age changes. The a ve ra ges fo r ind iv idua l jobs a re a ffec ted by changes in w ages and em ploym en t pa ttern s . F o r exam ple, p roportion s o f w o rk e rs em ployed by high- o r low -w a ge f irm s m ay change or h igh -w age w o rk ers m ay advance to b e tte r jobs and be rep laced by new w o rk e rs at lo w er ra tes . Such sh ifts in em ploym en t could d ecrea se an occupational a ve ra ge even though m ost estab lishm en ts in an a rea in c rea se w ages during the y ea r. T ren ds in earn ings o f occupational groups, shown in tab le 2, a re b e tte r in d ica to rs o f w age trends than ind ividual jobs w ith in the groups.

The a ve ra ges p resen ted r e f le c t com pos ite , a reaw ide e s t im a tes . Indu stries and estab lishm en ts d if fe r in pay le v e l and job s ta ffing and, thus, contribute d iffe r e n t ly to the estim a tes fo r each job . The pay re la tion sh ip obta inable fro m the a ve ra ges m ay fa il to r e f le c t a ccu ra te ly the w age spread o r d iffe r e n t ia l m ainta ined among jobs in ind ividual es tab lishm en ts^ S im ila r ly , d iffe ren ce s in a ve ra ge pay le v e ls fo r m en and w om en in any o f the se lec ted occupations should not be assum ed to r e f le c t d iffe ren ce s in pay trea tm en t o f the sexes w ith in ind ividual es tab lish m en ts . O ther poss ib le fa c to rs which m ay con tribu te to d iffe ren ce s in pay fo r m en and wom en include: D iffe ren ces in p ro g re s s io n w ith in estab lished ra te ranges, since on ly the actual ra tes paid incum bents a re co lle c ted ; and d iffe ren ces in sp ec ific duties p e r fo rm ed , although the w o rk e rs a re c la s s ifie d ap p ro p ria te ly w ith in the sam e su rvey job d escr ip tion . Job d escrip tion s used in c la ss ify in g em p loyees in th ese su rveys a re usually m o re g en e ra liz ed than those used in ind iv idua l estab lishm en ts and a llow fo r m in or d iffe ren ces am ong estab lishm en ts in the sp ec ific duties p e r fo rm ed .

O ccupational em p loym en t es tim a tes rep resen t the to ta l in a ll estab lishm en ts w ith in the scope o f the study and not the number actua lly su rveyed . B ecause o f d iffe ren ce s in occupational structure among es tab lish m en ts , the estim a tes o f occupational em p loym en t obtained

1


2

fro m the sam ple o f es tab lish m en ts studied s e rv e on ly to ind icate the re la t iv e im portan ce o f the job s studied. These d iffe ren ce s in occupational stru ctu re do not a ffe c t m a te r ia lly the a ccu racy o f the earn ings data.

Estab lishm en t P ra c t ic e s and Supplem en tary W age P ro v is io n s

In form a tion is p resen ted (in the B -s e r ie s tab les ) on se lec ted estab lishm en t p ra c t ice s and supp lem en tary w age p ro v is io n s as they re la te to p lant- and o ff ic e w o rk e r s . Data fo r industry d iv is io n s not p resen ted s ep a ra te ly a re included in the es tim a tes fo r " a l l in d u s tr ie s ." A d m in is tra tiv e , execu tive , and p ro fe s s io n a l em p loyees , and con stru ction w o rk e rs who a re u tiliz ed as a separa te w ork fo r c e a re excluded . "P la n tw o rk e rs " include w ork ing fo rem en and a ll n on su p erv isory w o rk e rs (including leadm en and tra in e e s ) engaged in nono ffice functions. "O ff ic e w o rk e r s " include w o r k i n g su p e rv iso rs and n on su p erv isory w o rk e rs p e r fo rm in g c le r ic a l o r re la ted functions. C a fe te r ia w o rk ers and routem en a re excluded in m anu factu ring in d u str ies , but included in nonm anufacturing in d u str ies .

M in im um entran ce s a la r ie s fo r wom en o ff ic e w o rk e rs (tab le B - l ) r e la te on ly to the estab lishm en ts v is ite d . B ecau se o f the optim um sam pling techn iques used, and the p ro b a b ility that la rg e e s ta b lish m ents a re m o re l ik e ly to have fo rm a l en trance ra tes fo r w o rk ers above the su b c le r ica l le v e l than sm a ll es tab lish m en ts , the tab le is m o re - r e p re s e n ta t iv e o f p o lic ie s in m ed ium and la rg e estab lish m en ts .

Shift d iffe r e n t ia l data (tab le B -2 ) a re lim ited to p lan tw orkers in m anu factu ring in d u s tr ies . T h is in fo rm a tio n is p resen ted both in te rm s o f (1) es tab lishm en t p o lic y , 2 p resen ted in te rm s o f to ta l p lant- w o rk e r em p loym en t, and (2 ) e ffe c t iv e p ra c t ic e , p resen ted in te rm s o f w o rk e rs ac tu a lly em p loyed on the sp ec if ie d sh ift at the tim e o f the su rvey . In estab lishm en ts having v a r ied d iffe r e n t ia ls , the amount app lying to a m a jo r ity was used o r , i f no amount app lied to a m a jo r ity , the c la s s ific a t io n "o th e r " was used. In estab lishm en ts in which som e la te -s h ift hours a re paid at n orm al ra te s , a d iffe r e n t ia l was reco rd ed on ly i f it applipd to a m a jo r ity o f the sh ift hours.

The scheduled w eek ly hours and days (tab le B -3 ) o f a m a jo r it y o f the f ir s t - s h i f t w o rk e rs in an estab lishm en t a re tabulated as app lying to a ll o f the p lan t- o r o f f ic e w o rk e rs o f that estab lishm en t. Scheduled w eek ly hours and days a re those which a m a jo r ity o f fu l lt im e em p loyees w e re expected to w ork , w hether they w e re paid fo r at s tra igh t-t im e o r o v e r t im e ra te s .

P a id ho lidays ; paid vaca tions ; and health , insu rance, and pension plans (tab les B -4 through B -6 ) a re tre a ted s ta t is t ic a lly on the basis that th ese a re app licab le to a ll p lan t- o r o f f ic e w o rk e rs i f a

2 An establishment was considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering lateshifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts.

m a jo r ity o f such w o rk e rs a re e l ig ib le o r m a y even tu a lly qu a lify fo r the p ra c t ic e s lis ted . Sums o f in d iv idu a l item s in tab les B -2 through B -6 m ay not equal to ta ls because o f rounding.

Data on paid h o lidays (tab le B -4 ) a re lim ited to data on h o lidays gran ted annually on a fo rm a l bas is ; i . e . , (1 ) a re p rov id ed fo r in w r itten fo rm , o r (2) have been es tab lish ed by custom . H olidays o r d in a r ily gran ted a re included even though th ey m ay fa l l on a nonworkday and the w o rk e r is not gran ted another day o ff. The f i r s t part o f the paid ho lidays tab le p resen ts the num ber o f whole and ha lf ho lidays actu a lly gran ted . The second part com bines whole and ha lf ho lidays to show to ta l h o liday t im e .

The sum m ary o f vaca tion plans (tab le B -5 ) is lim ited to a s ta tis tica l m ea su re o f vaca tion p ro v is io n s . It is not intended as a m ea su re o f the p ro p o rtion o f w o rk e rs actu a lly re c e iv in g sp ec ific b en efits . P ro v is io n s o f an estab lish m en t fo r a ll lengths o f s e rv ic e w ere tabulated as app lying to a ll p lan t- o r o f f ic e w o rk e r s o f the e s ta b lish m ent, r e g a rd le s s o f length o f s e r v ic e . P ro v is io n s fo r paym ent on other than a t im e basis w e r e con verted to a t im e bas is ; fo r exam p le , a paym ent o f 2 p e rcen t o f annual earn in gs was con s id ered as the equ iv alent o f 1 w eek 's pay. Only bas ic plans a re included. E s tim a tes e x clude vaca tion bonus and vaca tio n -sa v in gs plans and those w h ich o f fe r "ex ten d ed " o r "s a b b a tic a l" ben e fits beyond bas ic plans w ith qu a lify in g lengths o f s e rv ic e . Such exclu sion s a re typ ica l in the s te e l, alum inum , and can in d u str ies .

Data on health , insu ran ce, and pension plans (tab le B -6 ) in clude those plans fo r which the em p lo ye r pays at le a s t a pa rt o f the cost. Such plans include th ose u n derw ritten by a c o m m e rc ia l insurance com pany and those p ro v id ed through a union fund o r paid d ire c t ly by the em p lo ye r out o f cu rren t op era tin g funds o r fro m a fund set aside fo r th is pu rpose. An estab lishm en t was con s id ered to have a plan i f the m a jo r ity o f em p lo yees was e lig ib le to be c o v e red under the plan, even i f le s s than a m a jo r ity e le c ted to p a rtic ip a te because em p loyees w e re req u ired to con tribu te tow ard the cos t o f the plan. L e g a lly r e qu ired p lans, such as w o rk m en 's com pensation , so c ia l s ecu rity , and ra ilro a d r e t irem en t w e re excluded .

S ickness and acciden t insu rance is l im ited to that type o f in surance under which p red e te rm in ed cash paym ents a re m ade d ire c t ly to the insu red during tem p o ra ry illn e s s o r acc iden t d isa b ility . In fo r m ation is p resen ted fo r a ll such p lans to w hich the em p lo ye r co n tr ib u tes. H ow ever , in N ew Y o rk and N ew J e rs e y , which have enacted te m p o ra ry d is a b ility insu rance law s w hich r eq u ire em p lo ye r con tribu tion s , 3 plans a re included on ly i f the em p lo ye r (1) con tribu tes m o re than is le g a lly req u ired , o r (2 ) p ro v id es the em p loyee w ith ben efits which exceed the req u irem en ts o f the law . Tabu lations o f pa id s ick

3 The temporary disability laws in California and Rhode Island do not require employer contributions.


le a v e p lans a re lim ite d to fo rm a l p la n s4 w hich p ro v id e fu ll pay o r a p ro p o rtio n o f the w o rk e r 's pay during absence fro m w o rk because o f i l ln e s s . Separate tabu lations a re p resen ted acco rd in g to (1 ) plans w hich p ro v id e fu ll pay and no w aiting p erio d , and (2) plans which p ro v id e e ith e r p a r t ia l pay o r a w a itin g p erio d . In addition to the p re s en ta tion o f the p ro p ortion s o f w o rk e rs who a re p ro v id ed sickness and acc id en t in su ran ce o r paid s ick le a v e , an unduplicated to ta l is shown o f w o rk e rs who r e c e iv e e ith e r o r both types o f b en e fits .

L o n g -te rm d is a b ility plans p ro v id e paym ents to to ta lly d is ab led em p lo yees upon the exp ira tion o f th e ir paid s ick le a v e and/or s ickn ess and acc iden t in su ran ce , o r a fte r a p red e te rm in ed p e r io d o f d is a b ility (ty p ic a lly 6 m onths). Paym en ts a re m ade until the end o f

4 An establishment was considered as having a formal plan if it established at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances, determined on an individual basis, were excluded.

3

the d is a b ility , a m axim u m age, o r e l ig ib i l i t y fo r re t irem en t b en e fits . Paym ents m ay be at fu ll o r p a r t ia l pay but a re a lm ost a lw ays r e duced by soc ia l s e cu r ity , w o rk m en 's com pensation , and p r iva te pension benefits payab le to the d isab led em p loyee .

M a jo r m ed ica l insu ran ce includes those plans which a re d e s igned to p ro te c t em p loyees in case o f s ickness and in ju ry in vo lv in g expenses beyond the c o v e ra g e o f bas ic h osp ita liza tion , m ed ica l, and su rg ica l p lans. M ed ica l insu rance r e fe r s to plans p rov id in g fo r c o m p le te o r p a r t ia l paym ent o f d o c to rs ' fe e s . Dental insurance usually c o v e rs f i l l in g s , e x tra c tio n s , and X - ra y s . E xcluded a re plans which c o v e r on ly o ra l su rge ry o r acc iden t dam age. P lans m ay be un derw ritten by c o m m e r ic a l insu rance com panies o r nonprofit organ iza tion s o r they m ay be paid fo r by the em p lo ye r out o f a fund set aside fo r th is pu rpose. Tabu lations o f r e t ire m en t pension plans a re lim ited to those plans that p ro v id e regu la r paym ents fo r the rem a in der o f the w o rk e r 's l i fe .


4

Table 1. Establishments and workers within scope of survey and number studied in Paterson— Clifton—Passaic, N J .,1 by major industry division, aJune 1972

Industry division

Minimum employment in establish

ments in scope of study

Number of establishments Workers in establishments

Within scope of study1 * 3 Studied

Within scope of studyStudied

Total4Plant Off ic e

Number Percent Total4

A ll establishments

A ll divisions_______________________________ - 1,232 194 229,438 100 146,252 40, 798 93,839

Manufacturing__________________________________ 50 73 7 94 141,372 62 99,531 17,233 51, 831Nonmanufacturing______________________________ - 495 100 88, 066 38 46,721 23,565 42,008

Transportation, communication, andother public u tilities5______________________ 50 59 19 16,963 7 10, 530 3,272 11,171

Wholesale trade______________________________ 50 145 23 16,953 7 (‘ ) 4,990Retail trade__________________________________ 50 150 26 31,443 14 (6 7) ( ) 17, 163Finance, insurance, and real estate---------- 50 32 9 9,666 4 () (> 4,261Services 8____________________________________ 50 109 23 13, 041 6 (6) (‘ ) 4,423

Large establishmentsA ll divisions_______________________________ _ 61 42 78, 278 100 42, 136 17, 666 66,782

Manufacturing__________________________________ 500 37 23 47, 124 60 26,309 7, 966 38,964N onmanufacturing______________________________ - 24 19 31, 154 40 15,827 9, 700 27, 818

Transportation, communication, andother public utilities 5______________________ 500 3 3 7,993 10 4, 705 1,965 7,993

Wholesale trade___ _ _______________ 500 3 2 1, 812 2 (?) (?) 1,306Retail trade__________________________________ 500 10 9 14,564 19 (6) (?) 14,030Finance, insurance, and real estate----------- 500 5 3 4, 766 6 - (?) 2,970Services 8____________________________________ 500 3 2 2, 019 3 (6) (6) 1,519

1 The Paterson—Clifton—Passaic Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget (formerly the Bureau of the Budget) through January 1968, consistsof Bergen and Passaic Counties. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. The estimates are not intended, however, to serve as a basis of comparison with other employment indexes for the area to measure employment trends or levels since (1) planning of wage surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey.

3 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division.3 Includes all establishments with total employment at or above the minimum limitation. A ll outlets (within the area) of companies in such industries as trade, finance, auto repair service,

and motion picture theaters are considered as 1 establishment.4 Includes executive, professional, and other workers excluded from the separate plant and office categories.5 Abbreviated to "public utilities" in the A - and B-series tables. Taxicabs and services incidental to water transportation were excluded.6 This industry division is represented in estimates for "a ll industries" and "nonmanufacturing" in the Series A tables, and for "a ll industries" in the Series B tables. Separate presentation of

data for this division is not made for one or more of the following reasons: (1) Employment in the division is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data.

7 Workers from this entire industry division are represented in estimates for "all industries" and "nonmanufacturing" in the Series A tables, but from the real estate portion only in estimatesfor "all industries" in the Series B tables. Separate presentation of data for this division is not made for one or more of the reasons given in footnote 6 above.

8 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.

firms.Over three-fifths of the workers within scope of the survey in the Paterson-Clifton—Passaic area were employed in manufacturing The following presents the major industry groups and specific industries as a percent of all manufacturing:

Industry groups

Chemicals and allied products_________________________ 13Instruments and related products______________________ 11Textile m ill products___________________________________ 8Transportation equipment______________________________ 8Apparel and other textile products_____________________ 7Electrical equipment and supplies______________________ 7Fabricated metal products______________________________ 7Printing and publishing_________________________________ 7Machinery, except electrical__________________________ 6Paper and allied products______________________________ 6Rubber and plastics products__________________________ 6Food and kindred products______________________________ 5

Specific industriesEngineering and scientific instruments___________________ 8Aircraft and parts_________________________________________4Industrial chemicals______________________________________ 4Motor vehicles and equipment_____________________________4Soap, cleaners, and toilet goods_________________________ 4Bakery products___________________________________________ 3Books______________________________________________________ 3Fabricated rubber products_______________________________ 3Miscellaneous plastics products__________________________ 3Paperboard containers and boxes_________________________3Textile finishing, except wool_____________________________ 3Women's and misses' outerwear__________________________3

This information is based on estimates of total employment derived from universe materials compiled prior to actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in table 1 above.


W ag e T ren d s fo r S e le c te d O ccupational G roups

P re s e n te d in tab le 2 a re indexes and p ercen ta ges o f change in a v e ra g e s a la r ie s o f o f f ic e c le r ic a l w o rk e rs and in du str ia l nu rses, and in a v e ra g e earn ings o f s e lec ted p lan tw ork er groups. The indexes a re a m easu re o f w ages at a g iven tim e , ex p ressed as a p e rcen t o f w ages during the base p e rio d . Subtracting 100 fro m the index y ie ld s the p ercen ta ge change in w ages fro m the base p e rio d to the date o f the index. The p ercen ta ges o f change o r in c rea s e re la te to w age changes betw een the in d ica ted dates. Annual ra tes o f in c rea s e , w h ere shown, r e f le c t the amount o f in c rea s e fo r 12 months when the tim e p e r io d betw een su rveys w as other than 12 m onths. Th ese com putations w e re based on the assum ption that w ages in c rea sed at a constant rate betw een su rveys . T h ese es tim a tes a re m easu res o f change in a v e r ages fo r the a rea ; they a re not intended to m easu re a ve ra ge pay changes in the estab lishm en ts in the area .

M ethod o f Com puting

E ach o f the fo llo w in g k ey occupations w ith in an occupational group was ass ign ed a constant w e igh t based on its p roportion a te e m p loym en t in the occupational group:

Office clerical (men and women): Bookkeeping- machine

operators, class B Clerks, accounting, classes

A and BClerks, file, classes

A, B, and C Clerks, order Clerks, payroll Comptometer operators Keypunch operators, classes

A and BMessengers (office boys or

girls)

Office clerical (men and women)— Continued

SecretariesStenographers, general Stenographers, senior Switchboard operators, classes

A and BTabulating-machine operators,

class BTypists, classes A and B

Industrial nurses (men and women):

Nurses, industrial (registered)

Skilled maintenance (men): Carpenters Electricians Machinists MechanicsMechanics (automotive)PaintersPipefittersTool and die makers

Unskilled plant (men):Janitors, porters, and

cleanersLaborers, material handling

The a ve ra ge (m ean) earn ings fo r each occupation w e re m u lt ip lied by the occupationa l w e igh t, and the products fo r a ll occupations in the group w e re to ta led . The a g g rega tes fo r 2 con secu tive yea rs w e re re la ted by d iv id in g the a g g rega te fo r the la te r y ea r by the a g g r e gate fo r the e a r l ie r y ea r. The resu ltan t r e la t iv e , le s s 100 p ercen t,

shows the p ercen ta ge change. The index is the product o f m u ltip ly in g the base y ea r r e la t iv e (100) by the re la t iv e fo r the next succeed ing y ea r and continuing to m u ltip ly (com pound) each y e a r 's re la t iv e by the p rev iou s y e a r 's index.

F o r o f f ic e c le r ic a l w o rk e rs and in du stria l nu rses, the w age trends re la te to reg u la r w eek ly sa la r ie s fo r the n orm a l w orkw eek , exc lu s iv e o f earn ings fo r o v e r t im e . F o r p lan tw orker groups, they m ea su re changes in a v e ra g e s tra igh t-tim e hourly earn in gs , excluding p rem iu m pay fo r o v e r t im e and fo r w o rk on w eekends, ho lidays , and la te sh ifts . The p ercen ta ges a re based on data fo r se lec ted key o ccu pations and include m ost o f the n u m er ica lly im portan t jobs w ith in each group.

L im ita tio n s o f Data

The indexes and percen tages o f change, as m easu res o f change in a rea a v e ra g e s , a re in fluenced by: (1) g en e ra l sa la ry andw age changes, (2) m e r it o r other in c rea s es in pay re c e iv e d by in d iv idu a l w o rk e rs w h ile in the sam e job , and (3) changes in a ve ra ge w ages due to changes in the labor fo r c e resu ltin g fro m labor tu rn o v e r , fo r c e expansions, fo r c e reductions, and changes in the p ro p o r tions o f w o rk e rs em p loyed by estab lishm en ts w ith d iffe ren t pay le v e ls . Changes in the lab or fo r c e can cause in c rea ses o r d ecrea ses in the occupational a v e ra ge s w ithout actual w age changes. It is con ce ivab le that even though a l l estab lishm en ts in an a rea gave w age in c rea s es , a ve ra ge w ages m ay have d eclin ed because low er-p a y in g estab lishm en ts en tered the a rea o r expanded th e ir w o rk fo rc e s . S im ila r ly , w ages m ay have rem ain ed r e la t iv e ly constant, y e t the a ve ra ges fo r an a rea m ay have r is en con s id erab ly because h igh er-p ay in g estab lishm en ts en tered the a rea .

The use o f constant em ploym en t w eigh ts e lim in a tes the e ffe c t o f changes in the p rop ortion o f w o rk e rs rep resen ted in each job in cluded in the data. The p ercen ta ges o f change r e f le c t on ly changes in a ve ra ge pay fo r s tra igh t-t im e hours. T h ey are not in fluenced by changes in standard w o rk schedu les, as such, o r by p rem iu m pay fo r o v e r t im e . W h ere n ecessa ry , data w e re adjusted to rem ove fro m the indexes and percen ta ges o f change any s ign ifican t e ffe c t caused by changes in the scope o f the su rvey .

5


6

Table 2. Indexes of standard weekly salaries and straight-time hourly earnings for selected occupational groupsin Paterson—Clifton—Passaic, N J., June 1971 and June 1972, and percents of increase for selected periods

Period

All industries Manufacturing

Office clerical

(men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Office clerical

(men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilled plant-

workers (men)

Indexes (May 1967*100)

June 1971______________________________________ 124. 7 136. 9 129.7 128. 1 123. 1 136. 9 126. 7 129.0June 1972------------------------------------------------ 131. 8 148. 3 138. 1 136. 3 129. 5 146. 5 134. 2 134. 2

Percents of increase

May I960 to May 1961_______________________ _ 2. 4 5. 3 3.9 6. 4 2.0 5. 3 3. 8 5. 3May 1961 to May 1962________________________ 3.9 5. 1 4. 1 3 .7 5. 6 5. 1 4. 0 4. 7May 1962 to May 1963 ------------------------------- 2. 7 5.8 2. 2 5.0 2. 9 6. 3 2. 5 2.4May 1963 to May 1964------------------------------- 3. 0 1. 4 3. 8 1.3 2. 6 3. 6 3. 3 1. 9May 1964 to May 1965------------------------------- 3. 2 3. 2 3. 4 2. 8 3. 1 2. 2 3. 5 3 .3May 1965 to May 1966------------------------------- 2. 8 2. 6 4. 4 6. 0 2. 6 2. 1 4. 1 5.1May 1966 to May 1967------------------------------- 4. 0 1. 7 3. 5 4. 6 3. 7 0 3. 4 3. 8May 1967 to May 1968- ---------------------------- 4. 6 6. 3 5.9 3 .2 3. 6 7. 1 5. 4 6. 3May 1968 to May 1969------------------------------- 5.9 7.9 6. 4 5. 8 6. 1 7. 8 6. 5 5. 5May 1969 to June 1970:

13-month increase-------------------------------- 5.9 8.4 5.7 '6. 3 6. 3 7. 6 4. 4 7. 8Annual rate of increase------------------------- 5 . 4 7. 7 5. 3 ‘ 5. 8 5. 8 7. 0 4 .1 7 . 2

June 1970 to June 1971_______________________ 6. 3 10. 1 8. 9 10. 3 5. 4 10. 1 8. 1 6. 8June 1971 to June 1972_______________________ 5. 7 8. 3 6. 5 6. 4 5. 2 7. 0 5.9 4. 0

Revised estimate,


A. O ccupat iona l earnings

Table A-1. O ffice occupations— men and women

7

(A ve ra g e stra igh t-tim e w eek ly hours and earnings fo r se lected occupations studied on an area basis by industry d iv is ion , Paterson—Clifton—Passa ic , N. J ., June 1972)

Sex, occupation, and industry division

HEN

CLERKS, ACCOUNTING, CLASS A ---------M A NUFACTURING -----------------------

CLERKS, ACCOUNTING, CLASS B ---------

CLERKS, ORDER ---------------------------

MESSENGERS (OFFICE BOYS) -------------NONMANUF A C T U R I N G -------------------

WOMEN

BILLERS, MACHINE (BILLINGMACHINE) ---------------------------------

NONMANUF A C T U R I N G -------------------

B OOKKEEPING-MACHINE OPERATORS,

M A NUFACTURING -----------------------

B OOKKEEPING-MACHINE OPERATORS,

MANUFACTURING -----------------------N O NMANUFACTURING -------------------

CLERKS, ACCOUNTING, CLASS A ---------MANUFACTURING -----------------------N ONMANUFACTURING -------------------

CLERKS, ACCOUNTING, CLASS B ---------MANUFACTURING -----------------------N ONMANUFACTURING -------------------

CLERKS, FILE, CLASS A -----------------

CLERKS, FILE, CLASS B -----------------NONMANUF A C T U R I N G -------------------

CLERKS, FILE, CLASS C -----------------M A NUFACTURING -----------------------N O N M A NUFACTURING -------------------

CLERKS, ORDER ---------------------------M A NUFACTURING -----------------------N O N M A NUFACTURING -------------------

CLERKS, PAYROLL ------------------------M A N U F A CTURING -----------------------

COMPTOMETER OPERATORS -----------------N O NMANUFACTURING -------------------

KEYPUNCH OPERATORS, CLASS A ---------M A NUFACTURING -----------------------N O NMANUFACTURING -------------------

Weekly earnings 1 ( standard) Number of workers receiving straight-time weekly earnings of—

Numberof

t * $ * S t t * * * i * S i i * * 1 i SAverageweeklyhours1 Mean2 Median2 Middle range2

65

and70 75 80 85 90 100 110 120 130 140 150 160 170 180 190 200 210 2 2 0 2 3 0 2 4 0

(standard) under70 75 80 85 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 2 5 0

$ $ $ $92 3 8 . 5 1 6 6 . 0 0 1 6 2 . 0 0 1 4 0 . 5 0 - 1 8 2 . 5 0 - - - - - - - 1 1 21 6 14 14 8 10 1 - 8 3 4 179 3 9 . 0 1 6 9 . 5 0 1 6 5 . 0 0 1 4 7 . 5 0 - 1 8 4 . 0 0 1 15 5 11 14 6 10 1 - 8 3 4 1

58 3 9 . 0 1 7 3 . 5 0 1 9 2 . 5 0 1 3 3 . 0 0 - 2 1 2 . 5 0 - - - - - - 1 7 2 9 2 4 1 2 1 1 2 26 - - -

58 3 8 . 0 1 8 7 . 5 0 1 8 6 . 5 0 1 6 4 . 5 0 - 2 2 5 . 5 0 1 3 5 3 6 5 13 1 1 2 15 3 -

118 3 7 . 0 1 0 2 . 0 0 1 0 0 . 0 0 9 1 . 5 0 - 1 2 1 . 0 0 - _ 4 10 9 36 25 3 22 978 3 6 . 5 1 0 6 . 0 0 1 0 2 . 0 0 9 2 . 0 0 - 1 2 4 . 0 0 4 5 3 25 7 3 22 9

118 4 0 . 0 1 1 8 . 0 0 1 1 6 . 5 0 1 0 8 . 0 0 - 1 2 5 . 0 0 7 1 30 32 20 13 10 580 4 0 . 5 1 1 8 . 5 0 1 1 8 . 5 0 1 0 8 . 0 0 - 1 2 4 . 0 0 “ “ “ 7 1 20 17 20 5 5 * * 5 “ * ”

145 3 6 . 5 1 3 6 . 0 0 1 4 0 . 0 0 1 2 6 . 0 0 - 1 5 2 . 0 0 _ _ 12 17 16 27 21 42 10132 3 6 . 0 1 3 6 . 5 0 1 4 1 . 5 0 1 2 7 . 0 0 - 1 5 2 . 0 0 * “ “ 8 17 15 20 21 42 9

257 3 7 . 0 1 1 5 . 0 0 1 1 1 . 5 0 1 0 2 . 5 0 - 1 2 9 . 0 0 _ _ 7 34 84 12 64 24 32167 3 7 . 0 1 2 0 . 5 0 1 2 6 . 0 0 1 0 4 . 0 0 - 1 3 3 . 0 0 - - - 4 16 34 8 49 24 32

90 3 7 . 5 1 0 5 . 0 0 1 0 6 . 0 0 1 0 0 . 5 0 - 1 0 9 . 5 0 - - * 3 18 50 4 15

399 3 8 . 5 1 4 2 . 0 0 1 4 2 . 5 0 1 2 9 . 0 0 - 1 5 3 . 0 0 - - _ - - 3 5 18 86 59 91 91 19 14 3 2 1 3 2 2 -

168 3 8 . 5 1 5 0 . 0 0 1 4 9 . 5 0 1 3 7 . 0 0 - 1 5 8 . 0 0 26 22 38 49 11 12 2 2 - 3 1 2 -

231 3 8 . 0 1 3 6 . 5 0 1 3 8 . 5 0 1 2 6 . 0 0 - 1 4 9 . 5 0 “ ” * “ 3 5 18 60 37 53 42 8 2 1 1 1 *

834 3 7 . 5 1 1 2 . 5 0 1 1 2 . 0 0 1 0 2 . 0 0 - 1 2 1 . 5 0 _ 6 5 6 15 121 212 235 125 56 24 8 2 8 1 1 2 7 - - _

390 3 7 . 5 1 1 4 . 0 0 1 1 3 . 5 0 1 0 4 . 0 0 - 1 2 2 . 5 0 - - 1 2 5 33 87 142 67 22 22 4 2 1 1 - 1 - - - -

4 4 4 3 7 . 5 1 1 1 . 5 0 1 0 8 . 5 0 1 0 0 . 0 0 - 1 2 0 . 5 0 6 4 4 10 88 125 93 58 34 2 4 " 7 “ 1 1 7 “ * “

53 3 9 . 0 1 2 2 . 0 0 1 2 0 . 5 0 1 0 7 . 0 0 - 1 2 9 . 0 0 - - - - - - 19 7 15 2 7 2 - - - - 1 - - - -

116 3 8 . 0 9 5 . 5 0 9 4 . 5 0 9 1 . 5 0 - 1 0 1 . 0 0 - - _ 5 6 72 26 5 282 3 8 . 0 9 4 . 5 0 9 3 . 5 0 9 1 . 0 0 - 9 7 . 5 0 - “ 5 6 59 6 4 2

446 3 8 . 0 9 5 . 0 0 9 7 . 0 0 8 4 . 5 0 - 1 0 5 . 5 0 13 27 43 32 35 113 118 60 5104 3 7 . 5 9 4 . 5 0 9 5 . 0 0 8 0 . 5 0 - 1 0 6 . 5 0 - 6 20 3 5 34 17 17 2342 3 8 . 0 9 5 . 5 0 9 8 . 0 0 8 5 . 0 0 - 1 0 5 . 0 0 13 21 23 29 30 79 101 43 3

702 3 7 . 0 1 0 4 . 5 0 1 0 1 . 0 0 8 6 . 5 0 - 1 1 9 . 0 0 2 26 33 99 47 131 109 83 74 41 36 21168 3 7 . 0 1 0 8 . 0 0 1 0 7 . 0 0 9 9 . 5 0 - 1 1 4 . 5 0 - - - - - 47 44 46 25 6534 3 7 . 0 1 0 3 . 0 0 9 4 . 5 0 8 3 . 5 0 - 1 2 1 . 0 0 2 26 33 99 47 84 65 37 49 35 36 21

92 3 7 . 5 1 2 3 . 0 0 1 2 3 . 0 0 1 1 6 . 5 0 - 1 3 8 . 0 0 - - _ - 2 1 12 11 36 13 13 471 3 7 . 0 1 2 5 . 5 0 1 2 4 . 0 0 1 2 1 . 0 0 - 1 3 8 . 5 0 “ - - - - 10 - 36 11 10 4

117 3 5 . 5 1 2 2 . 0 0 1 2 3 . 0 0 1 1 0 . 0 0 - 1 3 4 . 5 0 - - - 3 2 8 17 22 22 25 3 9 4 - - 2 - - - - -

111 3 5 . 5 1 2 2 . 0 0 1 2 2 . 5 0 1 0 9 . 0 0 - 1 3 4 . 0 0 ” 3 2 8 17 21 20 22 3 9 4 - - 2 - * - - -

528 3 7 . 5 1 2 4 . 0 0 1 2 4 . 0 0 1 1 4 . 0 0 - 1 3 4 . 5 0 - - - - - 4 66 145 103 144 46 6 6 8 - _ - - - - -

221 3 8 . 0 1 2 7 . 0 0 1 3 0 . 5 0 1 1 4 . 5 0 - 1 3 8 . 0 0 - - - - - 4 15 62 28 71 26 6 5 4 - - - - - - -

307 3 7 . 5 1 2 2 . 0 0 1 2 2 . 0 0 1 1 3 . 5 0 - 1 3 2 . 0 0 “ “ 51 83 75 73 20 * 1 4 * -

See footnotes at end of tables


8

Table A-1. O ffice occupations— men and wom en----Continued

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Paterson—Clifton—P assa ic , N. J. , June 1972)

Weekly earnings 1 (standard) Number of workers receiving straight-time wee kly earnings of---

Occupation and industry divisionNumber

ofworkerc

weekly

(standard) Mean * Median * Middle ranged

% %65

andunder

70f

75$

80$

85$

90S100

»110

i1 2 0

$130

$140

*150

t160

*170

$180

t190

*200

$210

$220

*230

t240

70 75 80 85 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250

WOMEN - CONTINUED $ $ $ $w 26 3 3 2

150700

38 !o 37.5 36.0

115.00107.50

116.00107.50

100.50-129.009 2.50-120.00

1069

23160

1997

33140

8

2682

23651 18 2 0 22

8

31

222 3

93.50

143.00

11

8

8

17

133

Ht tNu tK2> lUrrlvt blKL j I "

37.5 143.00 127.50-157.50 404 522 231 160 95 17 17J t w n t 1A K 11 J |T y0j f ?2*9 20

1 no 1330

lv 100 381 4

233Z lr9

* 01 5 3 0 0

j t b K t 1NKItj| LLAjj A139 38.0

* 0*8 23

31

2 3i l i o o 44 40 2

NUNHANUrAC 1 UKINo 161 00

j l u K t 1 AK 1 l j i bLA j j tJI t ? }?i*99 ^40KANUrAC 1 U KINb "M i 37*0 151 00 1 1 0 1 0

0 3 28 62 53

146.00145.50

155.50155.00

132.50-157.00 12 10576

13786

165 41 3624

372338.5 150 l?Z 5

34 39.0 I6 2 I0 O 1 6 2 I5 0 141.00-184.006 86

^9

0« <»on n cn 1 an nno t C K t 1AKltoi C L A j 5 U ̂* AT? T7 ^ 1 ia cn J ôn ?T7 1 ?/ 7A 0 0 J

380 132 50 135*00 8 *74 ^69 1 *040

J3 7 0

3124294

37.539.0

121.50116.00

119.00113.50

1 1 5 . 5 0 - 132.001 0 6 . 5 0 - 126.50

3 4511 58

10518 28

41

03

~L183 3 4 5

3NUKnANUrAC 1 U K INb "

131*00 129*00J J

1A7202 3 8 0 129.00 128.00 121.00-139.00 69 43

3 1 1

014 1-6

*. . _____

1 ^8 ^7j

11 2 5 0 0

110.00 J 321. rj *4 5

lllcÛ * ta

S WITCHBOARD OPERA T O R - R E C E P T I O N I S T S - 548 38.0 109.50 107.50 101.00-118.50 - - 19 6 85 2 11 n o 64 12 25 4 11 - 1 - - - - - -

26029

37.0 108.00 106.50 100.50-117.00 10 41 103 42 31

7

10 338«3 118.00 127.00 0

TRANSCRI B I N G - H A C H I N E OPERATORS,36.5 105.50-117.50 11 12 7 8

1A3 39~*"o 11?*'0 J 1 1 1 . 0 0 - 130.001 0 6 . 0 0 - 129.00

111

34 £

N O N N A NUFACTURING -------------------- 108 37.5

37.5

118.50

101.50103.00100.00 115.00

112.00

100.50102.0098.50

- - * 2 38

230119111

8

15

1495396

3A19 6 9 2

1

- 6 - - - - - -

9 2 .00-111.509 6 . 5 0 - 113.509 0 . 5 0 - 111.009 6 . 5 0 - 131.00

I 12 1 127631

10317215

37 27ro

57146

37.039.0

11 Q 54 27 171

10 1N O N H A N U F A C T U R ING —— 9

See footnotes at end of tables.


tioi

Lngs

78

160107

53

6 0 02 2 9171

1456877

12687

114108

241158

83

25676

180

50

533142391

10066

328229

99

4 9 94 1 6

83

560431129

150127

15590

9

i s — la rg e e s t a b l i s h m e n t s — m e n an d w o m e n

for selected occupations studied in establishments employing 500 workers or more by industry division, Paterson—Clifton—Passaic , N.J., June 1972)

Weekly earnings 1 Number of workers receiving straight-time weekly earnings of—

Averageweekly

(standard) Mean ^ Median ^ Middle ranged

t %65

andunder

70

S70

75

t75

80

»80

85

85

90

190

100

t100

110

$110

120

3 7 . 0$9 9 . 5 0

$9 8 . 0 0

$ $ 8 8 . 0 0 - 1 0 5 . 0 0 - 4 10 9 21 17 2

3 8 . 0 1 4 7 . 5 0 1 4 4 . 0 0 1 3 4 . 5 0 - 1 5 9 . 0 0 3 4 23 8 . 0 1 5 5 . 0 0 1 5 2 . 0 0 1 4 0 . 0 0 - 1 6 6 . 0 03 7 . 5 1 3 3 . 0 0 1 3 6 . 5 0 1 2 3 . 0 0 - 1 4 3 . 0 0 - “ 3 4 2

3 7 . 5 1 1 7 . 5 0 1 1 5 . 5 0 1 0 4 . 5 0 - 1 2 5 . 5 0 - - 1 2 1 29 119 943 8 . 0 1 1 7 . 5 0 1 1 8 . 5 0 1 0 4 . 0 0 - 1 2 7 . 0 0 - - 1 2 1 10 61 523 7 . 0 1 1 8 . 0 0 1 1 1 . 5 0 1 0 5 . 5 0 - 1 2 4 . 0 0 - - “ 19 58 42

3 8 . 0 8 5 . 0 0 8 2 . 0 0 7 5 . 5 0 - 9 4 . 5 0 13 21 33 15 13 26 13 93 7 . 0 9 1 . 5 0 9 2 . 0 0 7 8 . 5 0 - 1 0 1 . 0 0 - 6 16 3 5 21 7 83 9 . 5 8 0 . 0 0 7 8 . 0 0 7 2 . 0 0 - 8 6 . 0 0 13 15 17 12 8 5 6 1

3 7 . 0 1 0 2 . 0 0 1 0 3 . 5 0 9 1 . 0 0 - 1 1 5 . 0 0 2 2 3 21 2 11 40 283 6 . 5 9 9 . 5 0 1 0 2 . 5 0 8 3 . 5 0 - 1 1 4 . 5 0 2 2 3 21 2 8 22 17

3 5 . 5 1 2 3 . 0 0 1 2 3 . 5 0 1 1 1 . 0 0 - 1 3 4 . 5 0 - - - - 2 8 17 223 5 . 5 1 2 3 . 0 0 1 2 3 . 0 0 1 1 0 . 0 0 - 1 3 4 . 0 0 - - - 2 8 17 21

3 8 . 0 1 2 8 . 5 0 1 2 9 . 0 0 1 1 8 . 5 0 - 1 3 9 . 0 0 - - _ - _ 4 17 483 8 . 0 1 3 0 . 0 0 1 3 5 . 0 0 1 1 7 . 0 0 - 1 4 1 . 0 0 - - - - - 4 15 293 8 . 0 1 2 5 . 5 0 1 2 5 . 0 0 1 2 0 . 0 0 - 1 3 1 . 5 0 - - - “ 2 19

3 7 . 5 1 1 5 . 5 0 1 1 2 . 0 0 9 9 . 0 0 - 1 2 6 . 5 0 1 _ 7 6 6 50 34 733 7 . 5 1 2 1 . 5 0 1 1 8 . 0 0 1 1 0 . 0 0 - 1 3 4 . 5 0 - - 4 2 5 8 223 7 . 5 1 1 3 . 0 0 1 1 0 . 5 0 9 7 . 5 0 - 1 2 0 . 0 0 1 7 2 4 45 26 51

3 7 . 0 9 6 . 0 0 9 2 . 5 0 8 6 . 0 0 - 1 0 7 . 5 0 - 4 4 3 i i 10 10 2

3 8 . 0 1 4 2 . 5 0 1 3 9 . 5 0 1 2 4 . 5 0 - 1 5 8 . 0 0 - - _ - a 35 45 1843 8 . 0 1 4 3 . 0 0 1 4 0 . 5 0 1 2 5 . 0 0 - 1 5 9 . 0 0 - - - - 8 26 30 1373 7 . 0 1 4 0 . 0 0 1 3 8 . 0 0 1 2 4 . 0 0 - 1 5 2 . 0 0 - - - - - 9 15 47

3 8 . 0 1 7 3 . 0 0 1 7 8 . 5 0 1 5 8 . 5 0 - 1 9 0 . 0 03 8 . 5 1 8 0 . 0 0 1 8 4 . 0 0 1 7 5 . 0 0 - 1 9 2 . 0 0 - “ ~ - - - - -

3 8 . 0 1 5 7 . 0 0 1 5 6 . 5 0 1 4 1 . 5 0 - 1 7 0 . 5 0 - - - - - _ - 83 8 . 5 1 6 1 . 5 0 1 6 0 . 5 0 1 4 9 . 0 0 - 1 7 2 . 0 0 - - - - - - - 33 7 . 0 1 4 6 . 0 0 1 4 4 . 0 0 1 3 4 . 5 0 - 1 5 5 . 0 0 - - * - - - 5

3 8 . 5 1 4 7 . 5 0 1 4 5 . 0 0 1 3 3 . 5 0 - 1 5 8 . 0 0 - - - - - - 3 173 8 . 5 1 4 6 . 0 0 1 4 4 . 0 0 1 3 3 . 0 0 - 1 5 7 . 5 0 - - - - - - 1 153 9 . 0 1 5 5 . 5 0 1 5 0 . 0 0 1 3 6 . 0 0 - 1 7 0 . 0 0 “ - - 2 2

3 7 . 5 1 2 5 . 0 0 1 2 3 . 5 0 1 1 4 . 0 0 - 1 3 5 . 0 0 _ _ - - 8 34 40 1463 7 . 5 1 2 5 . 0 0 1 2 3 . 0 0 1 1 3 . 5 0 - 1 3 4 . 0 0 - - - - 8 26 29 1193 7 . 0 1 2 5 . 0 0 1 2 6 . 0 0 1 1 6 . 5 0 - 1 3 8 . 0 0 - - - - - 8 11 27

3 8 . 0 1 2 3 . 5 0 1 2 0 . 0 0 1 0 8 . 5 0 - 1 3 6 . 5 0 - - _ - 3 15 25 323 8 . 0 1 2 2 . 0 0 1 1 9 . 0 0 1 0 7 . 0 0 - 1 3 6 . 0 0 - - - 3 15 22 26

3 8 . 5 1 2 6 . 5 0 1 2 3 . 5 0 1 1 5 . 0 0 - 1 3 7 . 5 0 - - - - _ 5 27 273 9 . 0 1 3 0 . 5 0 1 2 8 . 5 0 1 1 6 . 0 0 - 1 4 2 . 5 0

" '1 16 10

s »

100 110 120 130 140 150 160 170 180 190 2 0 0 2 1 0 2 2 0 2 3 0 2 4 0 2 5 0

2220

561640

186

12

655510

139110

29

2321

4221

29 33 28 13 13 3 2 - 3 1 2 -16 23 24 11 12 2 2 - 3 1 2 -13 10 4 2 1 1 - * - * -

42 12 4 2 3 1 1 2 7 - - -

22 12 4 2 1 1 — 1 - - — -20 - - - 2 - 1 1 7 - - -

241113

805921

22

14 38 2

2522

675314

3 9 4 - - 2 - - - - -3 9 4 2 * * “

33 6 6 4 - - - _ - . _

26 6 5 4 - - - - - - -7 - 1

2 3 4 2 15 2 - - - - -2 3 4 - 1 2 - - -

* 2 14 - - - - -

2 3 3 273171 193

472225

12110912

886226

2926

2116

21314568

74

522923

9 07416

603822

72

2017

2 1 9 102166 92

705119

1069016

2621

5

4948

1

3328

5

13121

98

31

8277

5

1919

3636

523517

2013

1468

5648

146

24 620 4

4 2

25 17 821 16 5

4 1 3


10

T a b l e A -1 a . O f f i c e o c c u p a t i o n s — la rg e e s t a b l is h m e n t s — m e n an d w o m e n ----- C o n t in u e d

(A verage s tra igh t-tim e w eek ly hours and earnings fo r se lected occupations studied in establishm ents em ploying 500 w orkers o r m ore by industry d iv is ion , Pa terson—Clifton—P a s s a ic , N .J ., June 1972)

Occupation and industry d iv is ion

WOMEN - CONTINUED

SWITCHBOARD OPERATORS, CLASS A --------MANUFACTURING ------------------------------------

TYPISTS, CLASS A ------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------

TYPISTS, CLASS B ------------------------------------MANUFACTURING ------------------------------------NONMANUFACTURING ------------------------------

Weekly earnings 1 (standard) Number of workers rec eiving straight-time weekly earnings of--

Number Average $ * $ t * t t t $ t t $ f * $ $ * t t t tweekly 65 70 75 80 85 90 100 110 120 130 140 150 160 170 180 190 2 0 0 2 1 0 220 230 240

workers hours1 (standard) Mean ^ Median 2 Middle ranged and

under70 75 80 85 90 100 110 120 130 140 150 160 170 180 190 200 210 2 2 0 230 2 4 0 250

77 3 8 . 5

Ooo $1 1 5 . 5 0

$ $ 1 0 7 . 5 0 - 1 2 9 . 0 0 1 6 19 20 14 8 5 1 2 1

50 3 8 . 5 1 2 4 . 0 0 1 2 0 . 5 0 1 1 1 . 0 0 - 1 3 4 . 0 0 - “ 1 2 8 14 10 7 4 1 2 “ 1 - - - - -

147 3 8 . 0 1 2 5 . 0 0 1 2 4 . 0 0 1 1 4 . 5 0 - 1 3 7 . 5 0 - - _ - 2 10 11 36 41 17 22 2 - - 6 - - - - - -

96 3 8 . 5 1 2 4 . 0 0 1 2 3 . 5 0 1 1 6 . 5 0 - 1 3 6 . 0 0 - - - - 1 7 28 30 15 1551 3 7 . 0 1 2 6 . 0 0 1 2 5 . 0 0 1 0 5 . 0 0 - 1 4 4 . 0 0 “ - - 2 9 4 8 11 2 7 2 * ” 6 “ - - - - -

4 2 8 3 6 . 5 9 8 . 0 0 9 7 . 5 0 8 9 . 5 0 - 1 0 7 . 0 0 - 2 13 43 52 142 103 45 17 3 8140 3 7 . 0 9 6 . 5 0 9 7 . 5 0 8 8 . 5 0 - 1 0 5 . 0 0 - - 10 15 14 49 32 15 4 1288 3 6 . 5 9 8 . 5 0 9 8 . 0 0 9 0 . 0 0 - 1 0 7 . 5 0 2 3 28 38 93 71 30 13 2 8

See footnotes at end o f tab les.


11

Table A-2. Professional and technical occupations— men and women

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Pater son—Clifton-Passaic, June 1972)

Weekly earnings 1 (standard)

Number of workers receiving straight -time weekly earnings of—

Numberof

workere

Averageweeklyhours1

(standard'

t $ s t $ * % t $ * t t t t $ * $ * * $ *Occupation and industry division

Mean* Median 2 Middle ranged

90and

under

100 110 120 130 160 150 160 170 180 190 200 210 220 230 260 250 260 270 280 290

and

100 110 120 130 160 150 160 170 180 190 200 210 220 230 260 250 260 270 280 290 over

MEN

93 38.0 179.00$173.50 159.50-195.50 26 29 7

38.0 155.50 156.00 160.50-171.50 16 16 19 65 37 26 35 iMANUFACTURING -------------------------- 73 38.5 165.00 159.00 163.50-177.50 - - - 7 22 10 6 12 3 5 3 - - 2 i 1 1 - - -

125.00

E6

30 B 1 285 20 10

;2837.5 126.00 * ro 5 *

COMPUTER PROGRAMERSy218.00

U1 37.5 216.00 191.50-269.00 17 F77 i i 16 5 5218.00 6 rA 6 7

COMPUTER PROGRAMERSy63 38.0 172.50 175.50 163.50-182.50 1to t9

COMPUTER SYSTEMS ANALYSTS.60 336.00 315.00-363.00 1 130.0 336.00

COMPUTER SYSTEMS ANALYSTS.38.5 276.50 276.00 251.50-306. 00 8 5 6 18 **35

61 275.50 271.50 250.00-308.00 2 1 10 5 21OAA Cfl on/, cn

30*0 ~0'*"0 ^07 50 178.00-229.50 18 *9 21 112323 36235

39.0 159.00 150.00-188.50 8 ’'O l173 168*00 63 *8 28

117.00-166.50 8

51 12

2539* 5 132.50 130.50 * 32 11117.00-166.50 8 2286

63 193.50 197.50 177.00-211.00tLLL 1 KLN IU 1 tLHli 1 1 ANj39*' ?? 1-9197.50 177.00-211.00

WOMEN

NURSES, INDUSTRIAL (REGISTERED) --- 73 39.0 176.00173.50

173.50172.00

158.00- 196.50158.00- 189.00

- - - 11

1 2 2315

6 nii

8 9 7 3 - 2 - - - - - -

* W orkers w ere distributed as fo llow s: 3 at $ 290 to $ 300; 12 at $ 300 to $ 320; 14 at $ 320 to $ 340; 10 at $ 340 to $ 360; 12 at $ 360 to $ 380; and 4 at $ 380 and over. * * W orkers w ere distributed as fo llow s: 9 at $ 290 to $ 300; 16 at $ 300 to $ 320; 3 at $ 320 to $ 340; 1 at $ 340 to $ 360; and 6 at $ 380 to $ 400.

See footnotes at end of tables,


12

Table A-2a. Professional and technical occupations— large establishm ents— men

(Average straight-time weekly hours and earnings for selected occupations studied in establishments employing 500 workers or more by industry division, Paterson—Clifton—Passaic, N.J., June 1972)

Weekly earnings 1 (standard) Number of workers receiving straight-time weekly earnings of—


ofworkers

Averageweeklyhours1

(standard) Mean * Median ̂ Middle range *

$95

and•under

*100

$105

S110

$ *115 120 125

%130

s160

*150

*160

in o 180

t190

*200

$210

t220

t2 3 0

$260

S250

*2 6 0

and

100 105 110 115 120 125 130 160 150 160 170 180 190 2 0 0 210 220 230 260 250 260 over

HEN

$ $ $ $

8RJ| t L A j j D 82 1 6 8 . j 0 1 6 Z . 0 0 * 9 t 5 5 5

COMPUTER OPERATORS. CLASS C ----------------- 58 3 8 . 0 1 2 6 . 0 0 1 2 3 . 5 0 1 1 6 . 5 0 - 1 3 6 . 0 0 6 3 6 6 6 13 3 12 3 1 1 - 2 2 - - - - - - -

COMPUTER PROCRAHERS.68 3 8 . 0 2 0 7 . 0 0 2 0 7 . 5 0 1 9 0 . 0 0 - 2 2 3 . 5 0 7 10 6 16 10 10 5

COMPUTER SYSTEMS ANALYSTS,

2 1 6 . 0 0 168

12 13 1818^8 8 4 0 * 0 “ 1 0 * ^ 0 16SAIrUr AL 1 UK 1 no

3 9 . 5 1 7 3 . 0 0 1 5 5 . 5 0 - 1 8 9 . 5 0 13

13

8 9 851

* Workers were distributed as follows: 15 at $ 260 to $ 280; 12 at $ 280 to $ 300; 10 at $ 300 to $ 320; 1 at $ 320 to $ 340; and 1 at $ 340 to $ 360.



13

Table A-3. Office, professional, and technical occupations— men and women combined

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Paterson—Clifton—Passaic, N.J., June 1972)

Occupation and industry division

OFFICE OCCUPATIONS

BILLERS, MACHINE (BILLINGMACHINE) ---------------------------

NONMANUFACTURING ---------------

BILLERS, MACHINE (BOOKKEEPINGMACHINE) ---------------------------

MANUFACTURING ------------------

BOOKKEEPING-MACHINE OPERATORS,

MANUFACTURING -------------------

BOOKKEEPING-MACHINE OPERATORS,CLASS B ----------------------------

MANUFACTURING -------------------NONMANUFACTURING ---------------

CLERKS, ACCOUNTING, CLASS A -----MANUFACTURING -------------------NONMANUFACTURING ---------------

CLERKS, ACCOUNTING, CLASS B ------MANUFACTURING ------------------NONMANUFACTURING ---------------

PUBLIC UTILITIES -------------

CLERKS, FILE, CLASS A -------------

CLERKS, FILE, CLASS B -------------NONMANUFACTURING ---------------

CLERKS, FILE, CLASS C -------------MANUFACTURING -------------------NONMANUFACTURING ---------------

CLERKS, ORDER ----------------------MANUFACTURING ------------------NONMANUFACTURING ---------------

CLERKS, PAYROLL --------------------MANUFACTURING ------------------

COMPTOMETER OPERATORS ------------NONMANUFACTURING ---------------

KEYPUNCH OPERATORS, CLASS A -----MANUFACTURING ------------------NONMANUFACTURING ---------------

KEYPUNCH OPERATORS, CLASS B -----MANUFACTURING ------------------NONMANUFACTURING ---------------

PUBLIC UTILITIES ------------

Average

Numberof Weekly

(standard)

Weekly ̂

(standard)

123 40.0 118.0085 40.5 118.50

50 38.5 126.5050 38.5 126.50

145 36.5 136.00132 36.0 136.50

259 37.0 115.00167 37.0 120.5092 37.5 105.00

491 38.5 146.50247 39.0 156.50244 38.0 136.50

892 37.5 116.50415 37.5 115.00477 37.5 118.00194 37.0 133.00

53 39.0 122.00

123 37.5 97.5089 38.0 97.50

446 38.0 95.00104 37.5 94.50342 38.0 95.50

760 37.0 110.50199 37.0 119.50561 37.0 107.50

94 37.5 124.0073 37.5 126.50

117 35.5 122.00111 35.5 122.00

542 37.5 124.00221 38.0 127.00321 37.5 122.00

850 37.5 109.00150 38.0 115.00700 37.5 107.5053 36.0 100.00

Avenge Avenge


of Weekly hours 1

(standard)



ofworker.

Weekly hour* 1

(ftandard)

Weekly earning, 1 (ftandard)

OFFICE OCCUPATIONS - CONTINUED

187 37.0 I9 .0 0

OFFICE OCCUPATIONS - CONTINUED$

!nn*nn100*00

,98938.0 143.00

PROFESSIONAL AND TECHNICALOCCUPATIONS

139 38.0 171.50 - —tunruiCK urcKAiUKo, a 38 • 0

SECRETARIES. CLASS B

NONMANUFACTURING — —— — — — —

38*0COMPUTER OPERATORS, CLASS 8 38.0

NONMANUFACTURING —— — — — — —

. . „ COHPUTER OPERATORS, CLASS C126•50

38*039.0 COMPUTER PROGRAHERS,

OKI *SECRETARIES, c l a s s 0

6 0 231.00‘,*>0832300

37 0 37.5

130 "0 129.50 132.>0

COMPUTER PROGRAMERS,duotncaj, ulaoo o —— ————— 148

zis.oo\ 10 124294

30 3 37.5 39.0

110 00 121.50 116.00

COMPUTER PROGRAMERS, A

COMPUTER SYSTEMS ANALYSTS,147202

38.538.0

38.538.5

37.0

131.00129.00

123.00124.00

108.00

62 336.00

SWITCHBOARD OPERATORS,COMPUTER SYSTEMS ANALYSTS,

50

119SWITCHBOARD OPERATORS,

NONMANUFACTURING ———— 68

259 39.0

276.00

DRAfT„MCN, CLASS A

548 109.50

MANUFACTURING ——————— — ——— —

f i t~C029 118.00 URAr 1 oncn, ILAOO u — ——————————— 131.50

TRANSCRIBING-MACHINE OPERATORS,76 36.5 109.50 ELECTRONIC TECHNICIANS

38.5 119.00120.00

39.5 193.50

NURSES, INDUSTRIAL (REGISTERED) - 74 39 .0 177.00

See footnote at end of tables.


14

Table A-3a. Office, professional, and technical occupations— large establishments— men and women combined

(Average straight-time weekly hours and earnings for selected occupations studied in establishments employing 500 workers or more by industry division, Paterson—Clifton—Passaic, N.J., June 1972)

Average Average Average

Occupation and industry d iv is ionNumber

of Weekly hours 1

(standard)

Weekly

(standard)

Occupation and industry d ivisionNumber

of Weekly hours 1

(standard)


Occupation and industry d ivisionNumber

of Weekly hours l

(standard)


OFFICE OCCUPATIONS

202 38.038.537.5

$154.00

OFFICE OCCUPATIONS - CONTINUED

1,5331,142

391

38.038.037.0

$142.50143.00140.00

OFFICE OCCUPATIONS - CONTINUED$

CLERKSi ACCOUNTING » CLASS A TVPISTSe CLASS 0 " 429 36.5 98.00

58 133.5037.0 96.50

NONMANUFACTURING —— — — — —— 36.5 98.50

100 J ̂ * nn PROFESSIONAL AND TECHNICAL1 0.00

1456877

38.037.0 39.5

85.00 91.5080.00

30 ^CLCRK51 FILL* CLASS C37.0

161 "0 146.00

6699

49941683

38.538.5 39.0

147.50 146.00155.50

36.515855

103

37.538.037.0

123.00 130.50119.00

j t C K t 1AK11 j t L L A j j LCLERKS 9 ORDER

COMPUTER PR0GRAMERS»NONMANUFAC TURING ————— ————— — —

560431129

37.537.537.0

38.038.0

125.00125.00125.00

123.50122.00

114108

24115883

35.535.5

38.038.038.0

123.00123.00

128.50130.00125.50

38 0 207 ■»0NONMANUFACTURING ----------------- 52 38.0 202.00

127MANUFACTURING ———————— —— — ——

25676

180

37.537.537.5

115.50121.50 113.00

90 39.0 130.50 COMPUTER SYSTEMS ANALYSTS,MANUFACTURING ————— —— —————————

38.538.5

38.038.537.0

120 0061

50 124.00

125.00124.00126.00

40 0 214 00MESSENGERS I0FFICE BOYS AND GIRLS)- 128

7553

37.037.536.5

98.0094.00

103.50

UKAr1jn tn f L L A j j AMANUFACTURING ---------------------

10r89 40.0 218.50

MANUFACTURING ———————— ————————9651

69 _ 173 00NONMANUFACTURING---— — ---------53 40*0 177.00

See footnote at end of tables.


T ab le A -4 . M aintenance and pow erplant occupations

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Paterson—Clifton—Passaic , N .J., June 1972)

15

Hourly earnings3

Sex, occupation, and industry d ivisionNumber

ofMean2 Median2 Middle range 2

MEN

CARPENTERS, MAINTENANCE -------------------- 150$4 .86

$4 .77

$ $ 4 .2 0 - 5.15

MANUFACTURING -------------------------------- 122 4 .55 4 .71 4 .1 4 - 5.02

ELECTRICIANS, MAINTENANCE ---------------- 460 4 .90 4.88 4 .1 9 - 5 .40MANUFACTURING -------------------------------- 419 4 .80 4.79 4 .1 7 - 5 .27

ENGINEERS, STATIONARY ----------------------- 211 4 .56 4 .49 4 .3 3 - 4 .85MANUFACTURING -------------------------------- 174 4 .5 0 4 .46 4 .2 8 - 4 .82

FIREMEN, STATIONARY BOILER -------------- 221 4 .13 4 .29 3 .6 5 - 4 .51MANUFACTURING -------------------------------- 215 4 .12 4 .09 3 .6 5 - 4 .50

HELPERS, MAINTENANCE TRA0ES ------------ 80 3 .73 3.75 3 .3 8 - 4 .12MANUFACTURING -------------------------------- 56 3 .60 3.49 3 .3 2 - 4 .09

MACHINISTS, MAINTENANCE -------------------- 502 4 .62 4.52 4 .3 1 - 4 .96MANUFACTURING -------------------------------- 499 4 .61 4 .49 4 .3 1 - 4 .96

MECHANICS, AUTOMOTIVE(MAINTENANCE 1 ------------------------------------ 626 5 .07 5.02 4 .9 3 - 5 .43

MANUFACTURING -------------------------------- 269 4 .92 4.95 4 .9 1 - 4 .99NONMANUFACTURING --------------------------- 357 5 .19 5.26 5 .0 2 - 5.47

PUBLIC U T IL IT IE S ----------------------- 335 5 .26 5.29 5 .0 5 - 5.48

M E C H A N I C S * MAINTENANCE --------------------- 673 4 .4 7 4 .24 3 .9 6 - 4 ,93MANUFACTURING -------------------------------- 577 4 .32 4 .19 3 .9 6 - 4 .66NONMANUFACTURING --------------------------- 96 5 .34 5.49 5 .0 4 - 5.95

MILLWRIGHTS ----------------------------------------- 150 5.02 4 .87 4 .8 2 - 5.39MANUFACTURING -------------------------------- 150 5 .02 4 .87 4 .8 2 - 5 .39

PAINTERS, MAINTENANCE ----------------------- 78 4 .69 4 .66 4 .3 2 - 5 .19MANUFACTURING -------------------------------- 72 4 .6 4 4 .64 4 .3 3 - 5 .18

PIPEFITTERS, MAINTENANCE ------------------ 254 4 .94 4 .89 4 .6 1 - '5 .34MANUFACTURING --------------------------------------------------- 248 4.91 4 .88 4 .5 6 - 5.32

TOOL AN0 DIE MAKERS ------------------------------------------ 266 5.12 4 .99 4 .9 0 - 5.39MANUFACTURING --------------------------------------------------- 266 5.12 4.99 4 .9 0 - 5 .39

Num ber o f w orkers rece iv in g s tra igh t-tim e hourly earnings of—1 * t * { i * I t i I2 .90 3 .00 3 .10 3 .20 3 .3 0 3 .40 3 .50 3 .60 3 .70 3 .8 0 3 .90

1 i * $ * * $ » * $ i i4 .0 0 4 .2 0 4 .4 0 4 .60 4 .8 0 5 .00 5 .20 5 .40 5 .60 5 .80 6 .0 0 6 .20

andunder and

3 ,0 0 3 ,10 3*20 3 ,30 3 ,40 3 ,50 3 .60 3 ,70 3 ,8 0 3 .9 0 4.0Q 4 .2 0 4 ,40 4 ,6 0 4 ,8 0 5 ,00 5 ,20 5 ,40 5 ,60 5 ,80 6 .00 6 .2 0 over

- - - - i - 10 7 - 9

“ * - - 10 7 - ~ 9

11 17 2311 14 23

_ - - - - - 1 15 8 - 12- - - - - - 15 8 - 12

- - - _ 4 16 12 44 - 21 4- - - 4 16 12 42 21 4

8 7 - - 7 10 - - 17 7 i8 5 - - 7 10 - 9 - i

- - - _ - - _ 2 - 10 32* • • * * 2 10 32

_ _ _ _ 1 10 3 _ 168

: : : : :1 10

103

:8

_ _ _ _ 4 8 76 10 8 8

- - 48

-76

-10 8 8

1616

3

- - •

2 8 4“ ” 8 ~ “ 4 3

_ _ _ - -88 _

“ 99

i i 20 4 20 16 15 18 2 8 - - 9i i 19 4 14 15 15 17 1 ” ”

73 24 33 43 31 64 26 26 3 59 3 2473 24 25 43 31 63 26 26 3 55 2

9 19 49 36 19 15 12 2 6 8 - -

8 16 49 20 18 12 3 5 8 “

9 1 76 13 15 _ 2 1 3 - - -

9 1 76 13 13 - " 1 3 - “

7 10 _ _ _ 6 - - - - - _7 9

57 76 80 30 120 56 10 16 8 5 - -

57 76 80 30 120 56 10 16 5 5 ”

9 10 24 18 213 93 48 113 44 2 22 _4 - 20 18 173 15 4 - 27 -

5 10 4 - 40 78 44 113 17 2 22 -

- 8 4 - 40 77 44 113 15 2 22

133 68 27 77 55 8 26 34 19 6 18 16119 68 27 74 54 - 26 12 1 10 4

14 - 3 1 8 “ 22 18 6 8 12

- 4 _ - 81 _ 14 2 33 - - -

4 - - 81 - 14 2 33 -

1 9 9 15 2 7 8 - 8 - - 21 9 9 15 “ 7 8 * 8 “

1 39 6 24 55 35 33 1 37 6 _ _

1 39 6 24 55 35 33 1 37 “

4 4 13 27 92 26 37 17 17 2 27 -

4 4 13 27 92 26 37 17 17 2 27 -

See footnotes at end of tables,


16

Table A -4 a . M aintenance and pow erplant occupations—large establishm ents

(A verage s tra igh t-tim e hourly earnings fo r se lected occupations studied in a ll establishm ents em ploying 500 w orkers o r m ore by industry d iv is ion , Paterson—Clifton—Passaic , N .J., June 1972)

Hourly earnings3 Number of workers receiving straight-time hourly earnings of—

t S t t * t t $ $ $ t $ % * ! * t * * * t *Number 3 .60 3 .50 3 .60 3 .70 3 . 80 3 .90 6 .0 0 6 .1 0 6 .2 0 6 .3 0 6 .6 0 6 . 50 6 .6 0 6 .7 0 6 .8 0 6 .9 0 5 .00 5 .20 5.60 5 .60 5.80 6 .0 0 6 .2 0Sex, occupation, and industry division ofworkers Mean 2 Median2 Middle range 2 and

under3.50 3 .6 0 3 .70 3 .80 3 . 90

o

6 .1 0 6 .20 6 .3 0 6 .6 0 6 .5 0 A , 60 6 .7 0 6 .8 0 6 .9 0 5 .0 0 5 .20 5 .60 5 .60 5 .80 6.00 6 .2 0 over

HEN

$ $ $ $CARPENTERS, MAINTENANCE -------------------- 110 5 .16 6 .90 6 .6 6 - 5.36 - - 2 - - 6 l 10 8 2 - - 16 13 2 15 18 2 8 9

MANUFACTURING --------------------------------- 91 6 .7 6 6 .82 6 .3 5 - 5.07 “ “ 2 6 1 10 8 2 16 13 2 15 17 “ 1 * *

ELECTRICIANS, MAINTENANCE ---------------- 288 5 .25 5.09 6 .9 3 - 5.91 _ _ - _ 2 10 16 6 7 _ _ 6 17 6 23 61 26 26 3 59 3 21MANUFACTURING --------------------------------- 260 5 .15 5.07 6 .9 1 - 5.68 - - - - 10 16 6 7 - - 6 17 6 23 61 26 26 3 55 2

ENGINEERS, STATIONARY ----------------------- 101 6 .7 7 6 .66 6 .6 1 - 5.23 _ 1 - - - 12 6 3 - 26 - 8 6 1 - 16 12 2 6 8 -MANUFACTURING --------------------------------- 83 6 .7 0 6 .69 6 .6 0 - 5.07 - - - - 12 6 2 - 26 - 7 6 12 3 “ 5 8 *

FIREMEN, STATIONARY BOILER ------------- 56 6 .60 6 .56 6 .0 1 - 6 .69 - 12 - _ - 1 9 - 1 2 6 13 - 6 2 - 2 1 3 - -MANUFACTURING ----------------------------- 50 6 .3 5 6 .51 3 .8 3 - 6 .67 - 12 - - 1 9 - 1 2 6 13 6 “ * 1 3 * * *

MACHINISTS, MAINTENANCE ------------------ 221 6.85 6 .93 6 .7 0 - 5.13 _ _ 2 _ - 5 10 10 - - - 30 - 38 56 56 10 6 - - -MANUFACTURING ------------------------------ 221 6.85 6 .93 6 .7 0 - 5.13 - 2 * 5 10 10 - 30 * 38 56 56 10 6 * * *

MECHANICS, AUTOMOTIVE(MAINTENANCE! ------------------------------------ 155 5.35 5 .26 5 .0 5 - 5.75 * * “ 2 1 6 “ “ " “ 5 56 36 1 30 2 22

MECHANICS, MAINTENANCE --------------------- 269 6 .82 6.96 3 .6 9 - 5.69 8 - 66 _ 2 8 - 8 _ 2 - 8 - - 55 2 26 36 12 6 18 16MANUFACTURING --------------------------------- 207 6 .5 6 6 .91 3 .6 7 - 5.21 8 - 66 2 8 8 - 2 * 8 * 56 - 26 12 1 10 6

MILLWRIGHTS ------------------------------------------ 138 5.11 6 .88 6 .8 3 - 5.56 _ - - _ _ 6 _ _ 6 - _ - - 81 - - 16 2 33 - -

MANUFACTURING ----------------------------------------- 138 5.11 6 .88 6 .8 3 - 5.56 - 6 - 6 - - * 81 16 2 33 “

PAINTERS, MAINTENANCE ------------------------------ 65 6 .87 6 .76 6 .6 2 - 5.23 2 - - - 6 - - 1 9 3 6 6 9 2 - 7 8 - 8 - 2MANUFACTURING ----------------------------------------- 59 6 .83 6 .73 6 .6 3 - 5.23 - - - ~ 6 - 1 9 3 6 6 9 7 8 8 “ “

PIPEFITTERS, MAINTENANCE ----------------------- 198 5.16 5.06 6 .8 6 - 5.38 - - - - _ 3 1 - 3 - _ 9 15 65 10 35 33 1 37 6 -

MANUFACTURING --------------------- 192 5.13 5.05 6 .8 6 - 5.37 - - ~ 3 1 - 3 - - 9 15 65 10 35 33 1 37 “

TOOL AND DIE MAKERS ----------------- 138 5.36 5.32 6 .9 8 - 5.77 - - - - - - - * 6 _ - - 8 13 7 12 37 7 17 2 27MANUFACTURING --------------------- 138 5 .36 5.32 6 .9 8 - 5.77 6 6 8 13 7 12 37 7 17 2 27



17

T ab le A -5 . Custodial and material m ovem ent occupations

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Paterson-C lifton-Passaic, N .J., June 1972)


ofworkers

Hourly earnings ̂

Mean 2 Median2 Middle range 2

MEN$ $ $ $

GUARDS AND WATCHMEN ---------------------------------- 441 3.05 2.98 2 .6 3 - 3 .43MANUFACTURING ----------------------------------------- 211 3.51 3.28 2 .9 6 - 3.98NONMANUFACTURING --------------------------- 230 2 .63 2 .70 2 .1 0 - 3 .10

GUAROSMANUFACTURING -------------------------------- 174 3 .56 3 .64 2 .9 7 - 4 .00

JANITORS, PORTERS, AND CLEANERS ----- 1,575 3 .12 3.07 2 .5 9 - 3.65MANUFACTURING -------------------------------- 948 3 .20 3.15 2 .6 8 - 3.75NONMANUFACTURING --------------------------- 627 3 .00 2 .89 2 .5 1 - 3 .56

PUBLIC U T IL IT IE S ----------------------- 130 3 .69 3 .67 3 .6 1 - 4 .07

LABORERS, MATERIAL HANDLING --------------- 3,529 3 .70 3 .53 2 .9 8 - 4 .48MANUFACTURING ----------------------------------------- 1,693 3 .19 3.05 2 .7 3 - 3 .54NONMANUFACTURING ---------------------------------- 1,836 4 .18 4.28 3 .3 5 - 5.03

PUBLIC U T IL IT IE S ----------------------------- 912 4.83 5.03 4 .9 4 - 5 .08

ORDER FILLERS --------------------------------------------- 1,796 3.81 3.83 3 .2 3 - 4 .56MANUFACTURING ----------------------------------------- 359 3.03 3.03 2 .8 3 - 3.36NONMANUFACTURING ---------------------------------- 1,437 4.01 4 .18 3 .4 4 - 4 .60

PACKERS, SHIPPING -------------------------------------- 714 3.10 3 .39 2 .5 6 - 3 .48MANUFACTURING ----------------------------------------- 451 2.89 2.59 2 .5 2 - 3 .28NONMANUFACTURING ---------------------------------- 263 3.46 3.46 3 .4 3 - 3.49

RECEIVING CLERKS ----------------------------------------- 400 4.12 4 .00 3 .5 8 - 4 .66MANUFACTURING -------------------------------- 197 4 .18 4 .09 3 .7 3 - 4 .66NONMANUFACTURING --------------------------- 203 4 .07 3.85 3 .5 5 - 4 .65

SHIPPING CLERKS ---------------------------------- 173 4 .16 4 .05 3 .6 0 - A .65MANUFACTURING -------------------------------- 78 4 .16 3.98 3 .8 3 - 4 .17NONMANUFACTURING --------------------------- 95 4 .17 4.61 3 .5 5 - 4 .67

SHIPPING ANO RECEIVING CLERKS -------- 398 3 .87 3.91 3 .5 1 - 4 .33MANUFACTURING -------------------------------- 196 3.77 3.59 3 .5 1 - 4 .32NONMANUFACTURING --------------------------- 202 3.98 3.94 3 .6 3 - 4.51

TRUCKORIVERS -------------------------------------- 3 ,577 4 .72 5.31 4 .1 2 - 5.43MANUFACTURING -------------------------------- 802 4 .39 4 .50 3 .5 2 - 5.19NONMANUFACTURING --------------------------- 2 ,775 4.81 5 .36 4 .1 9 - 5.44

PUBLIC U T IL IT IE S ----------------------- 1,953 5 .23 5.42 5 .3 4 - 5 .46

TRUCKDRIVERS, LIGHT (UNDER1-1/2 TONS) ------------------------------------ 116 3.43 3.38 2 .7 1 - 3.69MANUFACTURING -------------------------------- 68 3.18 3 .34 2 .3 9 - 3.64

TRUCKDRIVERS, MEDIUM (1 -1/2 TOAND INCLUDING A TONS) ------------------ 574 4 .02 4 .30 3 .4 9 - 4 .37MANUFACTURING -------------------------------- 252 3.97 3.63 3 .4 3 - 4 .52NONMANUFACTURING --------------------------- 322 4 .07 4 .33 3 .5 7 - 4 .37

TRUCKDRIVERS, HEAVY (OVER 4 TONS,TRAILER TYPE) -------------------------------- 1,694 5 .03 5.43 4 .1 9 - 5.47MANUFACTURING -------------------------------- 140 4 .33 3.96 3 .4 9 - 5.25NONMANUFACTURING --------------------------- 1 ,554 5.09 5.43 5 .4 0 - 5.47

PUBLIC U T IL IT IE S ----------------------- 1,433 5 .20 5 .44 5 .4 1 - 5.47

Num ber o f w orkers rece iv in g s tra igh t-tim e hourly earnings o f—

1 * * * B * i i $ t * i t $ * i i i i I S r1.80 1.90 2.00 2 .10 2 .20 2 .40 2 .60 2 .BO 3.00 3 .20 3.40 3 .60 3 .8 0 4 .00 4 .2 0 4 .4 0 4 .60 4 .80 5 .00 5 .20 5 .40 5 .60

*u s e

andunder and

1.90 2 .00 2 .10 2 .20 ? .4 0 2 .60 2 .80 3 .00 3 .20 3 .40 3 .60 3 .80 4 .0 0 4 .20 4 .4 0 4 .6 0 4 .80 5.00 5 .20 5.40 5 .60

2 57 14 16 13 53 76 69 30 9 19 33 28 6 5 11- - - - - - - 19 51 28 13 1 18 33 - 28 6 3 11 - - — -2 57 14 16 13 34 25 41 17 8 1 “ * • 2 “ * “ “

- - - - - - - 14 43 18 6 - 18 33 - 28 - 3 11 - - - -

7 19 19 59 30 75 198 195 112 197 96 118 162 18 142 119 9 - _3 19 19 8 25 34 71 129 83 115 50 93 90 16 120 73 - - - - - - -A - - 51 5 41 127 66 29 82 46 25 72 2 22 46 9 - - - - - -- - " - 2 2 * 4 6 6 8 58 - 22 19 3 - - - - -

4 6 - 6 7 24 68 633 156 431 272 296 338 80 102 89 168 68 207 574 - _ -- - - - - 10 62 560 139 2 54 112 246 58 74 7 67 36 68 - - - - -4 6 - 6 7 14 6 73 17 177 160 50 280 6 95 22 132 - 207 574 - - -“ - ~ - - - - “ - - 160 “ - - - 178 574 - “

- - - - 17 44 58 93 74 128 137 242 73 162 59 123 231 140 215 _ - - _- - - - 17 4 38 20 74 92 33 12 67 - - - 2 - - - - -~ - - - 40 20 73 - 36 104 230 6 162 59 123 231 138 215 - “ -

_ - _ _ 51 16 178 28 22 51 12 253 29 47 10 1 4 12 - _ - - -- - - - 51 16 176 28 21 44 12 12 17 47 10 1 4 12 - - - - -“ - - - - - 2 - 1 7 - 241 12 “

- - _ - - - 1 - 10 32 13 56 42 46 25 2 12 119 4 11 13 14 -10 5 13 11 20 32 18 - - 73 1 - - 14 -

“ 1 27 “ 45 22 14 7 2 12 46 3 11 13 ”

15 _ 29 10 27 24 . 4 41 _ 9 - 14 -12 3 27 20 - 2 - - - - 14 -

15 “ 17 7 4 2 41 - 9 “

_ - - - - - - 25 5 5 14 106 25 92 18 29 55 - 17 - - 2 5- - - - - - 24 2 3 13 64 15 2 18 29 9 17 - - - -- * “ - - 1 3 2 1 42 10 90 “ “ 46 - - - - 2 5

- _ - - _ 21 6 A 6 51 192 387 106 61 253 241 125 82 16 153 571 1229 73- - - 19 - - 31 50 131 73 60 4 28 19 40 13 152 71 44 67- - - - 2 6 4 6 20 142 256 33 1 249 213 106 42 3 1 500 1185 6

249 1 “ 24 494 1185 ”

_ _ _ 21 6 4 6 13 10 3 28 _ 1 _ 24 _ _ _ _ _“ “ " 19 “ “ 13 6 2 28

16 71 127 48 1 1 232 26 _ 11 2 33 _ 616 34 74 36 1 1 20 19 - 11 2 32 - 6

37 53 12 " 212 7 ” “ 1 "

142 13 31 251 _ 1 1 4 1 43 1201 64 0 9 31 3 - - - 2 - 39 16 -

102 A 248 - 1 1 2 1 4 1185 6248 - - - - - - 1185 -

See footnotes at end o f tables.


18

T ab le A -5 . Custodial and m aterial m ovem ent occupations-----Continued

(A verage s tra igh t-tim e hourly earnings fo r se lected occupations studied on an area basis by industry d iv is ion , Pa te rson -C lifton —P assa ic , N .J ., June 1972)

Hourly earnings ̂ Num ber o f w orkers rece iv in g stra igh t-tim e hourly earnings of---


ofworkers Mean2 Median^ Middle range ^

Under$1.80

S1.80and

under

*1.90

$2 .00

$2 .10

»2 . 2 0

« $2 .40 2 .60

t2 .80

$3 . 0 0

t3 .20

*3 .40

$3 .60

$3 .8 0

$4 .00

*4 .2 0

* $4 .4 0 4 .60

$4 .80

$ t5 .0 0 5.20

$ t5 .40 5 .60

1.90 2 .00 2 .10 2 .20 2 .40 2 .60 2 .80 3 .00 3 . 2 0 3.40 3 .60 3 .80 4 ,0 0 4 .20 4 .4 0 4 .6 0 4 .80 5.00 5.2C 5 .40 5 «60 over

MEN - CONTINUED

TRUCKDRIVERS - CONTINUED

TRUCKDRIVERS, HEAVY (OVER 4 TONS,1,097

$ $5.31

$ $ 4 .4 1 - 5.36 20 98 150 495

150- 495- 494

28 61 28 *61

221 LO

^ 66 5.325.35

3 .6 1 - 5.36 5 .3 3 - 5 .38

__101 00 17 98

5 .33

1,831 325 23919445

872958

54 135 42 107 12 28

3 .3 8 - 4 .27 190 293 7^

\ * 2 2 f t r r *26927293

4 .0 84 .41

3 .7 1 - 4 .66 3 .4 1 - 5.17

2 229

139127 66 103 240

18190 29 138 29

3 0C5 . 1 2 36

TRUCKERS, POWER (OTHER THAN20rU K K L lr11 122 4.30 4 . 5 3

WOMEN

JANITORS, PORTERS, AND CLEANERS ----- 10365

2.74 2 . 5 92«45

2 .4 1 - 2.96 - - - - 8

8

16 29 14 25 6

19 7 - 3 3 - - 4 - - - -2 .-.0 2 .3 3 2.63

*» -»•» 2 . 2 0 162 54 54 24 154 12 26 36 10/ Q9 2 0 3 1 00 ~ ~ -

* W orkers w e re distributed as fo llow s: 59 at $5.60 to $5.80; and 2 at $5.80 to $6.00.

See footnotes at end o f tables.


19

T ab le A -5 a . Custodial and m aterial m ovem ent occupations—large establishm ents

(Average straight-time hourly earnings for selected occupations studied in establishments employing 500 workers or more by industry division, Paterson—Clifton—Passaic , N.J., June 1972)

Hourly earnings3 Num ber o f w orkers rece iv in g s tra igh t-tim e hourly earnings of-

t $ » * » t S * $ t t t ! % t t $ * * t f $

Sex, occupation, and industry d ivision of Under 2 .40 2 .50 2.60 2 .70 2 .80 2 .90 3 .00 3 .10 3 .20 3 .30 3 .40 3.60 3 .80 4 .00 4 .2 0 4 .40 4 .60 4 .80 5 .00 5 .20 5 .40 5 .60workers Mean 2 Median2 Middle range 2 t and

2. 40 under

2 .50 2 .60 2 .70 2 .60 2 .90 3 .00 3 .10 3 .20 3 .30 3 .40 3 60 3 .80 4 ,00 4 .20 4 .4 0 4.60 4 .80 5.00 5 ,20 5 .40 5 .6 0 over

HEN

$ $ $ $GUAROS AND WATCHMEN --------------------------- 262 3 .25 3.08 2 .7 5 - 3.91 19 3 7 27 21 34 2 22 29 15 3 3 2 25 - 28 6 5 11 - - -

MANUFACTURING -------------------------------- 127 3 .73 3.91 3 .0 6 - 4 .26 - - - 14 - 9 2 11 2 10 3 1 2 25 - 28 6 3 11 -NONMANUFACTURING --------------------------- 135 2 .81 2.82 2 .6 4 - 3.11 19 3 7 13 21 25 “ 11 27 5 “ 2 * * 2 “

GUAROSMANUFACTURING -------------------------------- 102 3 .79 3.95 3 .1 4 - 4 .26 - - - 14 1 2 8 2 4 2 “ 2 25 28 3 11 -

JANITORS, PORTERS, AND CLEANERS ----- 738 3 .54 3.65 3 .0 7 - 4 .06 16 23 24 70 7 9 2 46 18 10 26 77 137 16 136 112 9 - - - -MANUFACTURING -------------------------------- ABO 3.65 3 .74 3 .3 7 - 4 .07 - 10 - 50 - - - 38 10 3 13 70 77 16 120 73 - - - - - -

NONMANUFACTURING ---------------------------------- 258 3 .34 3 .44 2 .6 6 - 3 .85 16 13 24 20 7 9 2 8 8 7 13 7 60 - 16 39 9 - -

PUBLIC U T IL IT IE S ----------------------------- 102 3 .79 3.68 3 .6 3 - 4 .13 - ~ - - - 4 “ 4 2 2 52 - 16 19 3 - - ~ - -

LABORERS, MATERIAL HANDLING --------------- 691 3.74 3 .86 2 .9 9 - 4 .46 1 4 2 98 12 3 58 21 16 30 28 32 30 60 18 13 168 68 29 - - -

MANUFACTURING ----------------------------------------- 385 3.55 3.39 2 .7 1 - 4 .43 - - - 96 9 - 54 15 11 - 8 - 18 58 7 5 36 68 - - - -

NONMANUFACTURING ---------------------------------- 306 4 .0 0 4.41 3 .3 8 - 4 .46 1 4 2 2 3 3 4 6 5 30 20 32 12 2 11 8 132 * 29 - -

ORDER FILLERS ---------------------------------------------- 461 4 .71 4 .59 4 .5 4 - 4 .95 - - - - - - - - 1 - - - 16 - - - 228 2 214 - - -

PACKERS, SHIPPING -------------------------------------- 86 4.00 3.97 3 .9 2 - 4 .09 - - - _ _ 1 - - 8 _ _ _ 3 47 10 1 4 12 - - - -MANUFACTURING ----------------------------------------- 85 4.01 3 .97 3 .9 2 - 4 .09 - - - - ~ - 8 - - ~ 3 47 10 l 4 12 - - -

RECEIVING CLERKS ----------------------------------------- 131 4 .55 4.65 4 .6 0 - 4 .74 - - 1 - - - - 2 - 2 1 4 1 17 1 2 - 74 2 11 13 -

SHIPPING AND RECEIVING CLERKS ----------- 93 3*97 4.52 2 .7 9 - 4 .57 - - - - 25 1 2 1 2 - - i 8 - - - 46 - - - - 2 5

TRUCKDRIVERS ----------------------------------------------- 268 4.31 4.60 3 .8 3 - 4 .78 2 - 6 2 2 4 2 - 10 13 18 2 49 2 14 7 68 9 2 34 16 63 .8 8 - 5 .30 40 32 16 6

NONMANUFACTURING ---------------------------------- 55 3 .89 4.61 2 .8 5 - 4 .66 2 - 6 2 2 4 2 - - 2 3 1 “ ~ * i “ 28 2

TRUCKERS. POWER (FORKLIFT! -------------- 574 4 .02 4.15 3 .4 2 - 4 .63 _ - _ 64 _ - 38 _ 37 4 6 1 57 155 9 16 135 - 52 - -MANUFACTURING -------------------------------- 453 3 .86 4 .12 3 .2 3 - 4 .23 - - - - 6 4 - - 38 - 35 i - - 53 149 2 4 107 - - -

12 28 52111 *•31 1 0 '



2 0

B. E s t a b l i s h m e n t p rac t ices and s u p p le m e n ta r y w a g e p ro v is io n s

T a b le B-1. M in im u m en tra n ce sa la r ies for w o m e n o ff ic ew o rke rs

(D is tr ib u tion o f es tab lish m en ts studied in a ll in d u s tr ie s and in indu stry d iv is io n s by m in im um en trance s a la ry fo r s e le c te d c a te g o r ie s o f in exp e r ien ced w om en o f f ic e w o rk e r s , P a te r s o n —C lifto n —P a s s a ic , N .J ., June 1972)

M in im u m w e e k ly s t ra ig h t- t im e s a la r y 4

E stab lish m en ts studied

E stab lish m en ts having a s p e c if ie d m in im u m _____

$ 67.50 and under $ 70 .00—________________________$ 70.00 and under $ 72 .50 ---------------------------------$ 72.50 and under $ 75 .00 ---------------------------------$ 75.00 and under $ 77 .50 ---------------------------------$ 77.50 and under $ 80 .00__________________________$ 80.00 and under $ 82 .50 ---------------------------------$ 82.50 and under $ 85 .00__________________________$ 85.00 and under $ 87 .50 ---------------------------------$ 87.50 and under $ 9 0 .00 ---------------------------------$ 90.00 and under $ 9 2 .50 ---------------------------------$92 .50 and under $ 9 5 .0 0 ---------------------------------$ 95.00 and under $ 9 7 .5 0 ---------------------------------$97 .50 and under $ 100.00_________________________$ 100.00 and under $ 102.50_______________________$ 102.50 and under $ 105.00_______________________$ 105.00 and under $ 107.50_______________________$ 107.50 and under $ 110.00------------------------------

$ 110.00 and under $ 115.00------------------------------$ 115.00 and under $ 120.00------------------------------$ 120.00 and under $ 125.00------------------------------$ 125.00 and under $ 130.00------------------------------$ 130.00 and under $ 135.00------------------------------$ 135.00 and o v e r ---------------------------------------------

E s tab lish m en ts having no s p e c if ie d m in im u m ____

E stab lish m en ts w h ich did not em p lo y w o rk e rs in th is c a te g o r y --------------------------------------------------

In exp e r ien ced typ is ts O th er in ex p e r ien c ed c le r ic a l w o rk e rs s

M anu facturing N onm anu factu ring M anu factu ring N onm anu facturing

A l l B ased on standard w eek ly hours 4 o f— A l l B ased on standard w e e k ly houre 6 o f—in d u str ies in d u str ies

A l lschedu les 37 lU 40 A l l

schedu les 37V2 40 A l lschedu les 3 7 V2 40 A l l

schedu les 371/1 40

194 94 XXX XXX 100 XXX XXX 194 94 XXX XXX 100 XXX XXX

57 26 7 13 31 6 15 85 33 10 13 52 14 22

2 1 1 - 1 - 127

12

11 -

15 -

13

14

1 - -4 2

- 15

“ - 15 3

1

6 1 - 1 5 - 3 13 4 - 2 9 1 43 1 - 1 2 1 1 5 2 - 2 3 2 -6 4 - 1 2 1 - 7 4 1 1 3 3 -3 3 1 2 - - - 4 4 2 1 - - -6 3 1 1 3 - 2 11 4 1 1 7 1 4

2 i 1 _ i _ _ 4 i 1 _ 3 1 13 i 1 - 2 1 - 3 - - - 3 1 16 2 1 1 4 - 3 7 2 - 2 5 - 33 1 - 1 2 - 2 2 1 - 1 1 - 121

11

-1

1 - 1 11

11 : : : :

2 - - - 2 1 - 3 111

1 - 2 1 -

2 1 _ 1 1 _ 1 2 _ 1 1 _ 1

1 1 _ 1 _ - - 2 2 1 1 - _ -

2 1 - 1 1 - 1 21

1 1 11

- 11





T a b le B -2 . S h ift d iffe re n tia ls

(L a te -s h ift pay p ro v is io n s fo r m anu factu ring p lan tw ork ers by typ e and am ount o f pay d if fe r e n t ia l, P a te rso n —C lifton —P a s s a ic , N .J ., June 1972)

^ A U j5 la n tw o rk e£ s ^ in jr ra n u fa c tu r in ^ = 1 0 0 _p e rc en t)_^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ _^ ^ __^ _^ ^ _^ ^ ^ ^ _^ ^ _^ ^ _>

P e rc e n t o f m anu facturing p lan tw ork ers—

L a te -s h ift pay p ro v is io nIn es tab lishm en ts having p ro v is ion s 7

fo r la te sh ifts A c tu a lly w ork ing on la te sh ifts

Second sh ift T h ird o r o th er sh ift Second sh ift T h ird o r o th er

sh ift

T o ta l______________________________________________ 78.4 65.2 16.0 4.4

No pay d if fe r e n t ia l fo r w o rk on la te sh ift_______ _ _ _ _

P a y d if fe r e n t ia l fo r w o rk on la te sh ift___________ 78.4 65.2 16.0 4.4

T yp e and am ount o f d if fe r e n t ia l:

U n ifo rm cents (p e r h ou r)___ ______________ 39.8 29.7 8.7 3.2

5 cen ts______________________________________ 6.9 _ 1.8 _7 cen ts_______ ______ ____________________ .5 .5 - -7 V2 cen ts— ______________________ _______ 3.6 - .8 -8 cen ts___________________ _________________ _ 1.0 - .3 -10 cents _______________________ __________ 18.2 11.3 4.1 .812 c e n ts ____________________________ ______ .6 - .2 -I 2 V2 c e n ts . ______________________ ______ 1.2 2.6 .4 .41 3 c ent s ___________________________________ 1.1 1.1 .2 .214 c e n ts ___________________________ _______ .5 - .1 -15 c e n ts ______________________________ ____ _ 5.8 - .818 c e n ts ______ __________ . __________ - 1.2 - .320 c e n ts ____________________________________ 1.8 3.1 .3 .322 o r 22Vz c e n ts _____________________ ___ 1.0 .5 .3 ( ' )25 c e n ts _________________________________ __ 2.2 2.1 (8 ) (8 )282/3 o r 40 c e n ts ______________ __________ 1.2 1.5 .3 .3

U n ifo rm p e rcen ta g e__________________________ 34.6 30.9 6.6 .9

5 p e rcen t___________________________________ 7.2 - 2.1 -6 p e rcen t---- ----------------------------------------- 1.1 - .2 -7 p ercen t__________________ _______________ 2.1 .5 .6 -8 p e rcen t____________________________________ .8 .8 .1 -10 p e rc e n t__________________________________ 21.0 19.4 3.6 .512 p e rc e n t__________ _________ __________ .7 2.7 .215 p e rc e n t__________________________________ 1.7 7.5 .1 .2

O ther fo rm a l pay d i f f e r e n t ia l_____________ 3.9 4.6 .7 .3



22

(P e r c e n t d is tr ibu tion o f p lan tw o rk ers and o f f ic e w o rk e r s in a l l in du stries and in indu stry d iv is ion s by schedu led w eek ly hours and days o f f i r s t - s h i f t w o rk e rs , P a te r son—C lifto n —P a s s a ic , N .J ., June 1972)

T a b le B -3 . S c h e d u le d w e e k ly hours and days

W eek ly hours and days

P la n tw o rk e rs O ff ic e w o rk e r s

A l l indu stries M anu facturing P u b lic u tilit ie s A l l indu stries M anu facturing P u b lic u tilit ie s

100 100 100 100 100 100

Under 35 hours— 5 d a y s ------------------------- -------------- — 135 hours— 5 days _____ ___ _ _____________ 7 10 - 23 16 423 5 V4 hours— 5 d a y s ------------------------------------------------------- - - - (9 ) -

36V« hours--- 5 d a y s ------------------------------------------------------- 1 - 5 7 8 1837 hours — 5 days - _______ _ ________ _ (’ ) - - 1 - -

3 7 V4 hours— 5 days - - — - ------ (’ ) - - (9 ) - -

3 7 V2 hours— 5 d a y s ------------------------------------------------------- 6 4 - 31 30 138% hours— 5 d a y s ------------------------------------------------------- (9 ) (9 ) - 5 7 440 hours— 5 days - --------- ------- 78 77 93 32 39 34O v e r 40 and under 45 hours— 5 days____ ______ 1 - - - - -

45 hours— 5 days _ _ -____ _ 3 4 (9 ) - - -

48 hou rs____________________________________________________________ 1 (’ ) - - -

5 days ---------------------------------------------------------------------------- (9 ) - - - -

6 days ___________________________________________________________ 1 (9 ) - - - -49 hours-----5 d a y s ------------------------------------------------------------ 1 2 - - - -

50 hou rs ------------------------------------------------------------------------------ 1 1 2 - - -

5 days ---------------------------------------------------------------------------- £> - 2 - - -

5 V2 days ------------------------------------------------------------------------ (9 ) - - - - -

6 days ---------------------------------------------------------------------------- i 1 - -56 hours— 7 d a y s ----------------------------------------------------------- i 1

See foo tn ote at end o f tab les .


2 3

T a b le B -4 . P a id holidays

(P e r c e n t d is tr ib u tion o f p lan tw o rk ers and o f f ic e w o rk e rs in a ll in d u str ies and in indu stry d iv is io n s by num ber o f paid ho lidays p ro v id ed annually , P a te rs o n —C lifto n —P a s s a ic , N .J . , June 1972)

P la n tw o rk e rs O ffic e w o rk e rs

ItemA l l indu stries M anu facturing P u b lic u tilit ie s A l l industries M anufacturing P u b lic u tilit ie s

A l l w o rk e r s ____________________________________ 100 100 100 100 100 100

W ork e rs in estab lish m en ts p rov id in gpaid h o lid a y s ______________________________________ 99 100 100 100 100 100

W ork ers in estab lish m en ts p rov id in gno pa id h o lid a y s -------------------------------------------- (9) - - - - -

N u m ber o f days

L e s s than 6 h o lid a y s ---------------------------------------- 1 _ _ (9) _ _6 h o l id a y s ____________________________________________ 2 1 - 1 2 -6 ho lidays plus 1 h a lf d ay_________________________ - - - (9) (9) -7 ho lidays — ------------------------------------------- - 6 3 (9) 3 2 -7 ho lidays plus 1 h a lf day ___________________ - - - 1 - -7 ho lidays plus 2 h a lf d a y s _______________________ - - - (9) (’ ) -8 h o l id a y s ____________________________________________ 13 16 1 10 12 18 ho lidays plus 1 h a lf d ay________________________ - 4 4 - 1 - 68 ho lidays plus 2 h a lf d a y s _______________________ 2 (9) - 2 (9) -8 ho lidays plus 4 h a lf d a y s _______________________ - - - (9) (9) -9 ho lidays - __________________________________ ___ __ 11 8 23 16 11 599 ho lidays plus 1 h a lf d ay- ------------- ------ 2 2 - 5 7 -9 ho lidays plus 2 h a lf d a y s _______________________ 2 3 - 4 7 -9 ho lidays plus 3 h a lf d a y s _________ ________ - - - (9) - -10 h o lid a y s ------------------------------------------------------- 19 2 2 - 18 27 -10 ho lidays plus 1 h a lf d a y ------------------------------ 1 - - 3 - -10 ho lidays plus 2 h a lf d ays______________________ 3 4 - 1 3 -11 ho lidays __ -___________________________________ _ 15 20 - 10 13 611 ho lidays plus 1 h a lf d a y _______________________ 1 1 - (9) 1 -

12 ho lidays plus 2 h a lf d ays___________________ -15(9 )

11 76 231

7 28

13 h o lid a y s ------------------------------------------------------- 3 4 - 3 7 -

T o ta l ho liday t im e 10

13 d ays________________________________________________ 4 4 _ 4 7 _12 days o r m o re ------------------- ----------------------- 18 16 76 26 14 2811V2 days o r m o r e ------------------------------------------- 19 17 76 26 15 2811 days o r m o r e ____________________________________ 37 41 76 38 30 3410 V2 days o r m o r e __________________________________ 38 41 76 41 30 3410 days o r m o r e ____________________________________ 59 66 76 62 65 349 V2 days o r m o r e ___________________________________ 61 68 76 67 72 349 days o r m o r e ____ _______________________________ 74 76 99 84 83 938 V2 days o r m o r e ___________________________________ 78 80 99 85 83 998 days o r m o r e _____________________________________ 91 96 99 95 96 1007V2 days o r m o r e __ _____ ____________________ . 91 96 99 96 96 1007 days o r m o r e _____________________________________ 97 99 100 99 98 1006V2 days o r m o re __________________ ____ - - 97 99 100 99 98 1006 days o r m o r e ___________________________________ - 98 100 100 99 100 1005 days o r m o r e _____________________________________ 98 100 100 99 100 1003 days o r m o r e ______________________________________ 98 100 100 100 100 1001 day o r m o r e _______________________________________ 99 100 100 100 100 100

See footnotes at end o f tables,


2 4

T a b le B -5 . P a id v aca tio n s

(Percen t distribution of p lantworkers and o fficew orkers in a ll industries and in industry d ivisions by vacation pay provisions. P ater son—Clifton—P assa ic , N. J. , June 1972)

P la n tw o rk e rs O ff ic e w o rk e rs

V aca tion p o lic yA l l in du stries M anu facturing P u b lic u t ilit ie s A l l indu stries M anu factu ring P u b lic u tilit ie s

A l l w o rk e rs _______________________________________ 100 100 100 100 100 100

M ethod o f paym ent

W o rk e rs in es tab lish m en ts p ro v id in gpaid va ca tion s--------------------------------------------------- 100 100 100 100 100 100

L e n g th -o f- t im e p aym en t------------------------------- 89 84 100 99 98 100P e rc e n ta g e paym ent--------------------------------------- 8 11 - 1 2Othe r ________________________________________________ 4 5 - ( 9) ( 9) "

W o rk e rs in e s tab lish m en ts p ro v id in gno paid va ca tion s----------------------------------------------

A m oun t o f vaca tion p a y 11 '

A f t e r 6 m onths o f s e r v ic e

U nder 1 week------------------------------------------------------- 31 41 _ 9 8 181 w eek ------------------------------------------------------------------ 25 22 40 49 58 56O ve r 1 and under 2 w e e k s ---------------------------------- 7 2 41 19 16 192 w e e k s _________________________________________________ ( ! ) 1

( ’ )- 8 1 -

O ve r 2 and under 3 w e e k s __________________________ ( ! ) - -3 w e e k s --------------------------------------------------------------- ( ’ ) - 5 -

A f t e r 1 y e a r o f s e r v ic e

U nder 1 w eek------------------------------------------------------- i 2 - - - -1 w eek_________ ____ __________ _____ ______ __ _______ 59 67 13 17 11 2O ve r 1 and under 2 w e e k s ---------------------------------- 6 8 1 1 1 12 w e e k s _________________ ___ _____ ____ _______________ 28 19 46 78 87 94O ve r 2 and under 3 w e e k s ---------------------------------- ( ’ ) - - 1 ( 9) -

3 w e e k s _________________________________________________ 2 2 11 1 1 3O ve r 3 and under 4 w e e k s ---------------------------------- 2 - 24 2 -4 w e e k s _________________________________________________ 2 1 5 ” “

A f t e r 2 y ea rs o f s e r v ic e

1 week___________________________________________________ 20 27 6 2 5 -

O ver 1 and under 2 w e e k s ---------------------------------- 19 27 1 (* ) ( 9)2 w e e k s _________________________________________________ 55 42 53 90 92 96O ve r 2 and under 3 w e e k s ---------------------------------- ( ’ > - 3 ( 9) -3 w e e k s _________________________________________________ 2 2 8 3 3 3O ver 3 and under 4 w e e k s ---------------------------------- 2 - 28 2 -4 w e e k s --------------------------------------------------------------- 2 1 5 “ “ “

A f t e r 3 y e a rs o f s e r v ic e

1 w eek___________________________________________________ 3 5 - i 1 -O ve r 1 and under 2 w e e k s ---------------------------------- 10 15 - - - -2 w e e k s _________________________________________________ 74 69 59 89 94 96O ver 2 and under 3 w e e k s ---------------------------------- 6 8 1 3 1 13 w e e k s --------------------------------------------------------------- 3 2 8 5 4 3O ver 3 and under 4 w e e k s ---------------------------------- 2 - 284 w e e k s --------------------------------------------------------------- 2 1 5 - -O ve r 4 and under 5 w e e k s ---------------------------------- 2



2 5

T a b le B -5 . Pa id vacations----Continued

(P e rcen t distribution of p lantworkers and officew orker s in a ll industries and in industry divisions by vacation pay provisions, P ater son—Clifton—P assa ic , N. J . , June 1972)

Plantworkers OfficeworkersVacation policy

A ll industries Manufacturing Public utilities A ll industries Manufacturing Public utilities

Amount of vacation pav 11— Continued

After 4 years of service

1 week__________________________________________ 3 5 - 1 1 -Over 1 and under 2 weeks______________________ 9 12 - - - -2 weeks________________________________________ 74 70 59 89 92 96Over 2 and under 3 weeks_____________________ 7 9 1 3 1 13 weeks________________________________________ 4 3 8 5 5 3Over 3 and under 4 weeks________ ___________ 2 - 28 - - -4 weeks________________________________________ 2 1 5 - - -Over 4 and under 5 weeks- ___________________ - - * 2 - *


1 week__________________________________________ 1 2 _ - _ _Over 1 and under 2 weeks_____________________ 1 2 - - - -2 weeks________________________________________ 72 72 51 71 75 74Over 2 and under 3 weeks_____________________ 6 7 1 3 1 13 weeks---------------------------------------------------- 17 15 16 23 24 24Over 3 and under 4 weeks---------------------------- 2 - 28 - - -4 weeks---------------------------------------------------- 2 1 5 - -5 weeks________________________________________ - - - 2 -


1 week____________________ :--------------------------- 1 2 . - - -Over 1 and under 2 weeks_____________________ 1 2 - - - -2 weeks________________________________________ 16 19 (9) 11 13 10Over 2 and under 3 weeks---------------------------- 5 5 - 1 2 -3 weeks---------------------------------------------------- 63 60 64 80 76 86Over 3 and under 4 weeks---------------------------- 6 6 28 1 1 -4 weeks________________________________________ 7 6 8 5 7 45 weeks________________________________________ - - - 2 - -


1 week__________________________________________ 1 2 - - - -Over 1 and under 2 weeks---------------------------- 1 2 - - - -2 weeks_________________________________________ 15 18 (9) 9 10 9Over 2 and under 3 weeks______________________ 5 5 - 2 4 -

3 weeks_______________ _______________________ 62 58 64 79 75 87Over 3 and under 4 weeks---------------------------- 8 8 28 2 2 -

4 weeks_________________________________________ 7 7 8 6 9 45 weeks---------------------------------------------------- * - - 2 - -


1 week------------------------------------------------------ 1 2 _ _ - _Over 1 and under 2 weeks---------------------------- 1 2 - - - -

2 weeks_________________________________________ 11 13 (9) 6 6 5Over 2 and under 3 weeks_____________________ 2 2 1 2 -3 weeks________________________________________ 56 56 46 60 45 87Over 3 and under 4 weeks_____________________ 4 5 - 3 6 -4 weeks________________________________________ 23 21 23 28 40 9Over 4 and under 5 weeks_____________________ 2 - 28 - - -5 weeks________________________________________ (9) 2 2 (9)



26

Ta b le B-5 . Pa id vacations----Continued

(Percent distribution of plantworkers and o fficew orker s in a ll industries and in industry divisions by vacation pay provisions, P ater son—Clifton—P assa ic , N. J. , June 1972)

Plantworkers Officeworker sVacation policy

All industries Manufacturing Public utilities A ll industries Manufacturing Public utilities

Amount of vacation pay 11---Continued


1 week__________________________________________ i 2 _ _ _ _

Over 1 and under 2 weeks______________________ i 2 - - - -2 weeks_________________________________________ n 12 (9) 6 6 5Over 2 and under 3 weeks______________________ (9) - - - -3 weeks_________________________________________ 28 25 8 32 27 25Over 3 and under 4 weeks______________________ 4 5 - 2 3 -4 weeks_________________________________________ 46 44 61 52 55 69Over 4 and under 5 weeks______________________ 2 - 28 - - -

5 weeks _______________________________________ 7 9 1 9 10 16 weeks_________________________________________ (9) - 2 (9) - (9)


1 week------------------------- ------ — _ _ _ ------------ 1 2 _ _ _ .

Over 1 and under 2 weeks---------------------------- 1 2 - - - -2 weeks---------------------------------------------------- 11 12 (9) 6 6 5Over 2 and under 3 weeks______________________ (9) - - - -3 weeks_________________________________________ 24 21 8 20 18 25Over 3 and under 4 weeks---------------------------- 2 3 - 1 - _4 weeks_________________________________________ 36 38 11 51 51 8Over 4 and under 5 weeks______________________ 2 (9) 28 - - -5 weeks_________________________________________ 21 20 50 21 23 61Over 5 and under 6 weeks---------------------------- 1 1 1 1 1 16 weeks _____________________________________ - 1 1 2 (9) 1 (9)


1 week------------------------------------------------------ 1 2 _ _ _ _

Over 1 and under 2 weeks---------------------------- 1 2 - - - -

2 weeks_________________________________________ 1 1 12 (9) 6 6 5Over 2 and under 3 weeks______________________ (9) - - - - -

3 weeks_________________________________________ 24 21 8 20 18 25Over 3 and under 4 weeks______________________ 2 3 - 1 - -

4 weeks_________________________________________ 35 36 11 49 45 8Over 4 and under 5 weeks---------------------------- 2 (9) 28 - - -

5 weeks_________________________________________ 19 19 50 23 27 61Over 5 and under 6 weeks---------------------------- 1 1 1 1 1 16 weeks_________________________________________ 3 4 2 1 3 (9)

Maximum vacation available

1 week__________________________________________ 1 2 _ - _ _

Over 1 and under 2 weeks______________________ 1 2 - - - -

2 weeks_________________________________________ 11 12 (9) 6 6 5Over 2 and under 3 weeks______________________ (9) - - - -

3 weeks _______________________________________ 24 21 8 20 18 25Over 3 and under 4 weeks______________________ 2 3 - 1 - -

4 weeks_________________________________________ 35 36 11 48 45 8Over 4 and under 5 weeks______________________ 2 (9) 28 - - -

5 weeks---------------------------------------------------- 19 19 50 24 27 61Over 5 and under 6 weeks______________________ (9) - 1 (9) - 16 weeks_________________________________________ 4 5 2 2 4 (9)



27

T a b le B -6 . Health, insurance, and pension plans

( Percent of plantworkers and officeworkers in a ll industries and in industry divisions employed in establishments providing health, insurance, or pension benefits, Paterson—Clifton—Passaic, N. J ., June 1972)

Type of benefit and financing12

Plantworkers Officeworkers

A ll industries Manufacturing Public utilities A ll industries Manufacturing Public utilities

All workers--------------------------------------- 100 100 100 100 100 100

Workers in establishments providing atleast 1 of the benefits shown below_________ 99 100 100 99 99 100

Life insurance -------- ----- ---- 91 93 99 94 96 99Noncontributory plans ____ _______ . 83 87 78 73 71 80

Accidental death and dismembermentinsurance — --- ----- _ — ------ 70 74 78 71 74 80

Noncontributory plans__________________ 65 67 78 57 54 80Sickness and accident insurance or

sick leave or both13______________________ 72 66 99 89 85 99

Sickness and accident insurance_______ 51 52 69 47 53 34Noncontributory plans --- ------- _ 46 47 69 37 35 34

Sick leave (full pay and nowaiting period)________________________ 35 27 22 73 68 52

Sick leave (partial pay orwaiting period) - ------- ------------ 5 4 30 5 1 43

Long-term disability insurance--- ----------- 13 12 29 30 37 38Noncontributory plans_______________ — 10 10 24 12 19 20

Hospitalization insurance -------------------- 97 100 100 98 99 100Noncontributory plans----------------------- 91 96 93 73 80 81

Surgical insurance_________________________ 97 100 100 98 98 100Noncontributory plans----------------------- 91 96 93 73 79 81

Medical insurance_________________________ 91 94 100 94 96 99Noncontributory plans__________________ 86 91 93 70 75 80

Major medical insurance--- ------ ---- 61 57 70 90 87 95Noncontributory plans__________________ 51 51 63 58 54 92

Dental insurance__________________________ 17 14 28 7 12 5Noncontributory plans----------------------- 16 12 28 5 7 5

Retirement pension________________________ 84 86 91 77 76 90Noncontributory plans----------------------- 79 81 90 69 69 90



28

Footnotes

A ll of these standard footnotes may not apply to this bulletin.

1 Standard hours r e f le c t the w o rk w eek fo r which em p loyees r e c e iv e th e ir regu la r s t ra igh t - t im e sa la r ie s (e x c lu s iv e o f pay fo r o v e r t im e at regu la r and/or p rem iu m ra te s ) , and the earnings co r respon d to these w eek ly hours.

2 The m ean is computed f o r each job by totaling the earn ings o f a l l w o rk e r s and d iv id ing by the number o f w o rk e rs . The m ed iandesignates posit ion— half o f the em p lo yees surveyed r e c e iv e m o r e than the rate shown; ha lf r e c e iv e le ss than the ra te shown. The m idd lerange is defined by 2 rates o f pay; a fourth o f the w o rk e rs earn less than the lo w e r o f these ra tes and a fourth earn m o r e than the h igher rate.

3 Exc ludes p rem iu m pay fo r o v e r t im e and fo r w o rk on weekends, ho lidays , and late shifts .4 T h ese s a la r ie s r e la te to f o r m a l ly estab lished m in im um starting (h ir ing ) regu la r s t ra igh t - t im e sa la r ie s that a re paid fo r standard

w orkw eeks.5 Exc ludes w o rk e rs in su b c le r ica l jobs such as m essen ge r .6 Data a re p resen ted f o r a l l standard w orkw eeks combined, and fo r the m os t com m on standard w o rkw eeks reported .7 Includes a l l p lan tw orkers in estab lishm ents cu rren t ly operating late shifts , and estab lishm ents whose f o r m a l p ro v is io n s c o v e r late

shifts , even though the es tab lishm ents w e r e not cu rren t ly operating late shifts.8 L e s s than 0.05 percent.9 L e s s than 0.5 percent.10 A l l com binations of fu ll and ha lf days that add to the same amount a re com bined; fo r exam ple , the p ro p or t ion o f w o rk e r s r ec e iv in g a

to ta l o f 9 days includes those w ith 9 fu l l days and no ha lf days, 8 fu l l days and 2 ha lf days, 7 fu l l days and 4 ha lf days, and so on. P ro p o r t io n sthen w e re cumulated.

11 Includes payments other than " len g th o f t im e , " such as percen tage o f annual earn ings o r f la t -su m paym ents, con ver ted to an equiva lent t im e bas is ; fo r exam p le , a payment o f 2 pe rcen t of annual earnings was con s id e red as 1 w e e k 's pay. P e r i o d s o f s e r v ic e w e r e chosen a r b i t r a r i l y and do not n e c e s s a r i l y r e f l e c t the individual p rov is ion s fo r p ro g ress io n . F o r exam p le , the changes in p roport ion s ind icated at 10 y ea r s ' s e rv ic e include changes in p ro v is io n s occu rr in g between 5 and 10 y ea rs . E s t im a tes a re cum ulative . Thus, the p ro p or t ion e l ig ib le f o r 3 w eeks ' pay or m o r e a fte r 10 y ea rs inc ludes those e l ig ib le f o r 3 w eek s ' pay or m o re a f te r f e w e r y ea rs o f s e rv ic e .

12 E s t im a tes l is ted a fte r type of benefit a re fo r a l l plans fo r which at leas t a par t o f the cost is borne by the em p lo ye r . "N on con tr ibu to ry p lans" include on ly those plans f inanced en t i r e ly by the em p loye r . Exc luded a re l e g a l ly r eq u ired plans, such as w o rk m en 's com pensation , soc ia l secu r ity , and ra i l r o a d re t i rem en t .

13 Unduplicated to ta l o f w o rk e r s r e c e iv in g s ick leave o r s ickness and accident insurance shown sepa ra te ly be low . Sick leave plans are l im i ted to those which de f in i te ly es tab lish at leas t the m in im um number o f days1 pay that can be expected by each em p loyee . In fo rm a l s ick l e a v e a l lowances d e te rm in ed on an ind iv idual bas is a re excluded.


A p pen d ix . O ccupationa l D escr ip tio n s

The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.

O F F I C E

BILLER, MACHINE

Prepares statements, bills, and invoices on a machine other than an ordinary or electro- matic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, billers, machine, are classified by type of machine, as follows:

Biller, machine (billing machine). Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine.

Biller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of business transactions.

Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand.

Class B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department.

CLERK, ACCOUNTING

Performs one or more accounting clerical tasks such as posting to registers and ledgers: reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents: assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system.

The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting.

CLERK, ACCOUNTING— Continued

Positions are classified into levels on the basis of the following definitions.Class A . Under general supervision, performs accounting clerical operations which

require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions through previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks.

Class B. Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes.

CLERK, FILE

Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions.

Class A . Classifies and indexes file material such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks.

Class B . Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files.

Class C. Performs routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files.

CLERK, ORDERReceives customers' orders for material or merchandise by mail, phone, or personally.

Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating o( customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received/ and check shipping invoices with original orders.

CLERK, PAYROLL

Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's name, working days, time, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: The Bureau has discontinued collecting data for oilers and plumbers.

29


30

COMPTOMETER OPERATOR

Primary duty is to operate a Comptometer to perform mathematical computations. This job is not to be confused with that of statistical or other type of clerk, which may involve fre quent use of a Comptometer but, in which, use of this machine is incidental to performance of other duties.

KEYPUNCH OPERATOR

Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape.

Positions are classified into levels on the basis of the following definitions.

Class A . Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators.

Class B. Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers-to supervisor problems arising from erroneous items or codes or missing information.

MESSENGER (Office Boy or Girl)

Performs various routine duties such as running errands, operating minor office machines such as sealers or mailers, opening and distributing mail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty.

SECRETARY

Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fa irly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following:

a. Receives telephone calls, personal callers, and incoming mail, answers routine inquiries, and routes technical inquiries to the proper persons;

b. Establishes, maintains, and revises the supervisor's files;

c. Maintains the supervisor's calendar and makes appointments as instructed;

d. Relays messages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy;

f. Performs stenographic and typing work.

May also perform other clerical and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor.

Exclusions

Not all positions that are titled "secretary" possess the above characteristics. Examples of positions which are excluded from the definition are as follows:

a. Positions which do not meet the "personal" secretary concept described above;

b. Stenographers not fully trained in secretarial type duties;

c. Stenographers serving as office assistants to a group of professional, technical, or managerial persons;

d. Secretary positions in which the duties are either substantially more routine or substantially more complex and responsible than those characterized in the definition;

e. Assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typical of secretarial work.

SECRETARY— Continued

NOTE: The term "corporate officer, " used in the level definitions following, refers to those officials who have a significant corporate-wide policymaking role with regard to major company activities. The title "vice president," though normally indicative of'this role, does not in all cases identify such positions. Vice presidents whose primary responsibility is to act personally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for purposes of applying the following level definitions.

Class A

1. Secretary to the chairman of the board or president of a company that employs, in all, over 100 but fewer than 5,000 persons; or

2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5,000 but fewer than 25,000 persons; or

3. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,000 persons.

Class B

1. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or

2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 100 but fewer than 5,000 persons; or

3. Secretary to the head, immediately below the officer level, over either a major corporate-wide functional activity (e.g., marketing, research, operations, industrial relations, etc.) ^ r a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer them 25,000 employees; or

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, over 5,000 persons; or

5. Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organizational segment often involving as many as several hundred persons) or a company that employs, in all, over 25,000 persons.

Class C

1. Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for class B, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; >̂r

2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, fewer than 5,000 persons.

Class D

1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer thanabout 25 or 30 persons); or

2. Secretary to a nonsupervisory staff specialist, professional employee, administrative officer, or assistant, skilled technician or expert. (NOTE: Many companies assignstenographers, rather than secretaries as described above, to this level of supervisory or nonsupervisory worker.)

STENOGRAPHER

Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Transcribing-Machine Operator, General).

NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition.

Stenographer, General

Dictation involves a normal routine vocabulary. May maintain files, keep simple records, or perform other relatively routine clerical tasks.


31

STENOGRAPHER— Continued

Stenographer, SeniorDictation involves a varied technical or specialized vocabulary such as in legal briefs

or reports on scientific research. May also set up and maintain files, keep records, etc.OR

Performs stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: Work requires a highdegree of stenographic speed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, memorandums, and letters: composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc.

SWITCHBOARD OPERATORClasB A . Operates a single- or multiple-position telephone switchboard handling incoming,

outgoing, intraplant or office calls. Performs full telephone information service or handles complex calls, such as conference, collect, overseas, or similar calls, either in addition to doing routine work as described for switchboard operator, class B, or as a full-time assignment. ("Fu ll" telephone information service occurs when the establishment has varied functions that are not readily understandable for telephone information purposes, e.g., because of overlapping or interrelated functions, and consequently present frequent problems as to which extensions are appropriate for calls.)

Class B. Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. May handle routine long distance calls and record tolls. May perform limited telephone information service. ("L im ited" telephone information service occurs i f the functions of the establishment serviced are readily understandable for telephone information purposes, or if the requests are routine, e.g., giving extension numbers when specific names are furnished, or if complex calls are referred to another operator.)

These classifications do not include switchboard operators in telephone companies who assist customers in placing calls.

SWITCHBOARD OPERATOR-RECEPTIONISTIn addition to performing duties of operator on a single-position or monitor-type switch

board, acts as receptionist and may also type or perform routine clerical work as part of regular duties. This typing or clerical work may take the major part of this worker's time while at switchboard.

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)Operates one or a variety of machines such as the tabulator, calculator, collator, inter

preter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they may also operate EAM equipment.

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)---Continued

Positions are classified into levels on the basis of the following definitions.

Class A . Performs complete reporting and tabulating assignments including devising difficult control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregular or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of machines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards.

Class B. Performs work according to established procedures and under specific instructions. Assignments typically involve complete but routine and recurring reports or parts of larger and more complex reports. Operates more difficult tabulating or electrical accounting machines such as the tabulator and calculator, in addition to the simpler machines used by class C operators. May be required to do some wiring from diagrams. May train new employees in basic machine operations.

Class C. Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work.

TRANSCRIBING-MACHINE OPERATOR, GENERAL

Primary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or similar machine is classified as a stenographer.’

TYPIST

Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail.

Class A . Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances.

Class B . Performs one or more of the following: Copy typing from rough or clear drafts; or routine typing of forms, insurance policies, etc.; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L

COMPUTER OPERATOR

Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a programer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment with required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programer; and maintains operating records. May test and assist in correcting program.

For wage study purposes, computer operators are classified as follows:

Class A. Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested and introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators.

Class B. Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing

COMPUTER OPERATOR— Continued

of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonable time. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programed corrective steps, or using standard correction techniques.

OR

Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed.

Class C. Works on routine programs under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine programs. Usually has received some formal training in computer operation. May assist higher level operator on complex programs.

COMPUTER PROGRAMER, BUSINESS

Converts statements of business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagrams, the programer develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation


32

COMPUTER PROGRAMER, BUSINESS— Continued

of data to achieve desired results. Work involves most of the following: Applies knowledge ofcomputer capabilities, mathematics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be programed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects programs; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions. (NOTE: Workers performing both systems analysis and programing should be classified as systems analysts i f this is the skill used to determine their pay.)

Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or programers primarily concerned with scientific and/or engineering problems.

For wage study purposes, programers are classified as follows:Class A . Works independently or under only general direction on complex problems which

require competence in all phases of programing concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programing actions needed to efficiently utilize the computer system in achieving desired end products.

At this level, programing is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program.

May provide functional direction to lower level programers who are assigned to assist.

Class B . Works independently or under only general direction on relatively simple programs, or on simple segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or formats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine record-keeping type operations.

ORWorks on complex programs (as described for class A) under close direction of a higher

level programer or supervisor. May assist higher level programer by independently performing less difficult tasks assigned, and performing more difficult tasks under fairly close direction.

May guide or instruct lower level programers.Class C. Makes practical applications of programing practices and concepts usually

learned in formal training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures.

COMPUTER SYSTEMS ANALYST, BUSINESSAnalyzes business problems to formulate procedures for solving them by use of electronic

data processing equipment. Develops a complete description of all specifications needed to enable programers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programing (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised systems; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workers performing both systems analysis and programing should be classified as systems analysts if this is the skill used to determine their pay.)

Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or systems analysts primarily concerned with scientific or engineering problems.

For wage study purposes, systems analysts are classified as follows:Class A. Works independently or under only general direction on complex problems in-

volving all phases of systems analysis. Problems are complex because of diverse sources of input data and multiple-use requirements of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment.

May provide functional direction to lower level systems analysts who are assigned to assist.

Class B. Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of the data processing systems to be applied.

ORWorks on a segment of a complex data processing scheme or system, as described for

class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alinement with the overall system.

Class C. Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by programers from information developed by the higher level analyst.

DRAFTSMANClass A . Plans the graphic presentation of complex items having distinctive design

features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form, function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level draftsmen.

Class B. Performs nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes,multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy.

Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress.

DRAFTSMAN- TRACER

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.)

AND/ORPrepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress.

ELECTRONIC TECHNICIANWorks on various types of electronic equipment or systems by performing one or more

of the following operations: Modifying, installing, repairing, and overhauling. These operations require the performance of most or all of the following tasks: Assembling, testing, adjusting,calibrating, tuning, and alining.

Work is nonrepetitive and requires a knowledge of the theory and practice of electronics pertaining to the use of general and specialized electronic test equipment; trouble analysis; and the operation, relationship, and alinement of electronic systems, subsystems, and circuits having a variety of component parts.


33

ELECTRONIC TECHNICIAN— Continued

Electronic equipment or systems worked on typically include one or more of the following: Ground, vehicle, or airborne radio communications systems, relay systems, navigation aids; airborne or ground radar systems; radio and television transmitting or recording systems; electronic computers; m issile and spacecraft guidance and control systems; industrial and medical measuring, indicating and controlling devices; etc.

(Exclude production assemblers and testers, craftsmen, draftsmen, designers, engineers, and repairmen of such standard electronic equipment as office machines, radio and television receiving sets.)

NURSE, INDUSTRIAL (Registered)

A registered nurse who gives nursing service under general medical direction to ill or injured employees or other persons who become ill or suffer an accident on the premises of a factory or other establishment. Duties involve a combination of the following; Giving first aid to the ill or injured; attending to subsequent dressing of employees* injuries; keeping records of patients treated; preparing accident reports for compensation or other purposes; assisting in physical examinations and health evaluations of applicants and employees; and planning and carrying out programs involving health education, accident prevention, evaluation of plant environment, or other activities affecting the health, welfare, and safety of all personnel. Nursing supervisors or head nurses in establishments employing more than one nurse are excluded.

M A IN T E N A N C E A N D P O W E R P L A N T

CARPENTER, MAINTENANCE

Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.ELECTRICIAN, MAINTENANCE

Performs a variety of electrical trade functions such as the installation, maintenance, or repair of equipment for the generation, distribution, or utilization of electric energy in an establishment. Work involves most of the following: Installing or repairing any of a variety of electrical equipment such as generators, transformers, switchboards, controllers, circuit breakers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and testing instruments. In general, the work of the maintenance electrician requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.ENGINEER, STATIONARY

Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or electrical) to supply the establishment in which employed with power, heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipmentsuch as steam engines, air compressors, generators, motors, turbines, ventilating and refrigerating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded.

FIREMAN, STATIONARY BOILERFires stationary boilers to furnish the establishment in which employed with heat, power,

or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.

HELPER, MAINTENANCE TRADESAssists one or more workers in the skilled maintenance trades, by performing specific

or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding materials or tools; and performing other unskilled tasks as directed by journeyman. The kind of work the helper is permitted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding materials and tools, and cleaning working areas; and in others he is permitted to perform specialized machine operations, or parts of a trade that are also performed by workers on a full-time basis.MACHINE-TOOL OPERATOR, TOOLROOM

Specializes in the operation of one or more types of machine tools, such as jig borers, cylindrical or surface grinders, engine lathes, or milling machines, in the construction of machine-shop tools, gages, jigs, fixtures, or dies. Work involves most of the following: Planning and performing difficult machining operations; processing items requiring complicated setups or a high degree of accuracy; using a variety of precision measuring instruments; selecting feeds, speeds, tooling, and operation sequence; and making necessary adjustments during operation to achieve requisite tolerances or dimensions. May be required to recognize when tools need dressing, to dress tools, and to select proper coolants and cutting and lubricating oils. For cross-industry wage study purposes, machine-tool operators, toolroom, in tool and die jobbing shops are excluded from this classification.

MACHINIST, MAINTENANCE

Produces replacement parts and new parts in making repairs of metal parts of mechanical equipment operated in an establishment. Work involves most of the following; Interpreting written instructions and specifications; planning and laying out of work; using a variety of machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for his work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience.

MECHANIC, AUTOMOTIVE (Maintenance)

Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassembling equipment and performing repairs that involve the use of such handtools as wrenches, gages, drills, or specialized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

This classification does not include mechanics who repair customers' vehicles in automobile repair shops.

MECHANIC, MAINTENANCE

Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble;dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shop; reassembling machines; and making all necessary adjustments for operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines.

MILLWRIGHT

Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of materials, and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience.

PAINTER, MAINTENANCE

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail


34

holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCEInstalls or repairs water, steam, gas, or other types of pipe and pipefittings in an

establishment. Work involves most of the following: Laying out of work and measuring to locateposition of pipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded.

SHEET-METAL WORKER, MAINTENANCEFabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures

(such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out alltypes of sheet-metal maintenance work from blueprints, models, or other specifications; setting

P A IN T E R , M A IN T E N A N C E — Continued

up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent trainingand experience.

TOOL AND DIE MAKER

(Die maker; jig maker; tool maker; fixture maker; gage maker)Constructs and repairs machine-shop tools, gages, jigs,' fixtures or dies for forgings,

punching, and other metal-forming work. Work involves most of the following: Planning andlaying out of work from models, blueprints, drawings, or other oral and written specifications; using a variety of tool and die maker's handtools and precision measuring instruments; understanding of the working properties of common metals and alloys; setting up and operating of machine tools and related equipment; making necessary shop computations relating to dimensions of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication as well as of finished tools and dies to achieve required qualities; working to close tolerances; fitting and assembling of parts to prescribed tolerances and allowances; and selecting appropriate materials, tools, and processes. In general, the tool and die maker's work requires a rounded training in machine-shop and toolroom practice usually acquired through a formal apprenticeship or equivalent training and experience.

For cross-industry wage study purposes, tool and die makers in tool and die jobbing shops are excluded from this classification.

S H E E T -M E T A L W ORKER, M A IN T E N A N C E — Continued

C U S T O D IA L A N D M A T E R IA L M O V E M E N T

GUARD AND WATCHMAN

Guard. Performs routine police duties, either at fixed post or on tour, maintaining order, using arms or force where necessary. Includes gatemen who are stationed at gate and check on identity of employees and other persons entering.

Watchman. Makes rounds of premises periodically in protecting. property against fire, theft, and illegal entry.

JANITOR, PORTER, OR CLEANER

(Sweeper; charwoman; janitress)Cleans and keeps in an orderly condition factory working areas and washrooms, or

premises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following; Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and other refuse: dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers who specialize in window washing are excluded.

LABORER, MATERIAL HANDLING

(Loader and unloader; handler and stacker; shelver; trucker; stockman or stock helper; warehouseman or warehouse helper)

A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are excluded.

ORDER FILLER(Order picker; stock selector; warehouse stockman)

Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties.

PACKER, SHIPPINGPrepares finished products for shipment or storage by placing them in shipping con

tainers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type

PACKER, SHIPPING— Continued

and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded.SHIPPING AND RECEIVING CLERK

Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other materials. Shipping work involves; A knowledge of shipping procedures, practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. May direct or assist in preparing the merchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and maintaining necessary records and files.

For wage study purposes, workers are classified as follows:Receiving clerkShipping clerkShipping and receiving clerk

TRUCKDRIVER

Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or men between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Driver-salesmen and over-the-road drivers are excluded.

For wage study purposes, truckdrivers are classified by size and type of equipment, as follows: (Tractor-trailer should be rated on the basis of tra iler capacity.)

Truckdriver (combination of sizes listed separately)Truckdriver, light (under l'/z tons)Truckdriver, medium (IV2 to and including 4 tons)Truckdriver, heavy (over 4 tons, tra iler type)Truckdriver, heavy (over 4 tons, other than tra iler type)

TRUCKER, POWEROperates a manually controlled gasoline- or electric-powered truck or tractor to transport

goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.

For wage study purposes, workers are classified by type of truck, as follows:Trucker, power (forklift)Trucker, power (other than forklift)

☆ U. S. GOVERNMENT PRINTING OFFICE; 1972— 746-183 /26Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A rea W age SurveysA lis t o f the latest ava ilab le bulletins is presented below. A d ire c to ry o f area wage studies including m ore lim ited studies conducted at the request

o f the Em ploym ent Standards Adm in istra tion o f the Departm ent o f Labor is ava ilab le on request. Bulletins m ay be purchased from the Superintendent o f Documents, U.S. Governm ent Prin ting O ffice , Washington, D .C ., 20402, or from any o f the BLS reg ion a l sales o ffic es shown on the inside front cover.

Bulletin numberA rea and p rice

Akron, Ohio, July 1971 1 __________________________________ 1685-87, 40 centsA lban y-S ch enectady-Troy , N .Y ., M ar. 1972--------------- 1725-49, 30 centsAlbuquerque, N. M ex ., M ar. 1972 1 ______________________ 1725-59, 35 centsAllentown—Bethlehem—Easton, Pa.—N .J ., M ay 19721 .. 1725-87, 35 centsAtlanta, Ga., May 1972 1__________________________________ 1725-77, 45 centsB altim ore , Md., Aug. 1971________________________________ 1725-16, 35 centsBeaumont—P ort ArthuxÔrange, T ex ., May 1972--------- 1725-69, 30 centsBinghamton, N .Y ., July 1971 1____________________________ 1725-6, 35 centsB irm ingham , A la ., M ar. 1972_____________________________ 1725-58, 30 centsBoise C ity, Idaho, Nov. 1971______________________________ 1725-27, 30 centsBoston, M ass., Aug. 1971__________________________________ 1725-11, 40 centsBuffalo, N .Y ., Oct. 1971___________________________________ 1725-34, 45 centsBurlington, Vt., Dec. 1971_________________________________ 1725-25, 25 centsCanton, Ohio, M ay 1972 1------------------------------------------- 1725-75, 35 centsCharleston, W. Va., M ar. 19721--------------------------------- 1725-63, 35 centsCharlotte, N .C ., Jan. 1972 1_____________ _________________ 1725-48, 35 centsChattanooga, Tenn.—Ga., Sept. 1971---------------------------- 1725-14, 30 centsChicago, III., June 1971 1______________-__________________ 1685-90, 70 centsCincinnati, Ohio—Ky.—Ind., Feb . 1972____________________ 1725-56, 35 centsC leveland, Ohio, Sept. 1971_______________________________ 1725-17, 40 centsColumbus, Ohio, Oct. 1971----------------------------------------- 1725-19, 30 centsD allas, T ex ., Oct. 1971____________________________________ 1725-26, 35 centsDavenport—Rock Island—M olin e , Iowa—III., Feb . 1972 1725-55, 35 centsDayton, Ohio, Dec. 1971 1__________________________________ 1725-36, 35 centsD enver, C olo ., Dec. 1971 1 ________________________________ 1725-44, 35 centsDes M oines, Iowa, May 1972 1___________________________ 1725-86, 35 centsD etro it, M ich., Feb . 1972__________________________________ 1725-68, 40 centsDurham, N .C ., A p r . 1,972 1 ________________________________ 1725-64, 30 centsF ort Lauderdale—Hollywood and West Pa lm

Beach, F la ., A p r. 1972 1_________________________________ 1725-74, 35 centsF ort Worth, T ex ., Oct. 1971....................................... ........ 1725-21, 30 centsGreen Bay, W is ., July 1971_______________________________ 1725-3, 30 centsG reen v ille , S .C ., May 1972---------------------------------------- 1725-66, 30 centsHouston, T ex ., A pr. 1972__________________________________ 1725-79, 35 centsHuntsville, A la ., February 1972 1 ------------------------------ 1725-50, 35 centsIndianapolis, Ind., Oct. 1971-------------------------------------- 1725-23, 30 centsJackson, M iss ., Jan. 1972_________________________________ 1725-38, 30 centsJacksonville , F la ., Dec. 1971...................... ........................ 1725-39, 30 centsKansas C ity, Mo.—Kans., Sept. 1971--------------------------- 1725-18, 35 centsLaw rence—H averh ill, M ass.—N.H ., June 1972 1----------- 1725-81, 35 centsL itt le Rock—North L itt le Rock, A rk ., July 1971---------- 1725-4, 30 centsLos Angeles—Long Beach and Anaheim -Santa Ana-

Garden G rove, C a lif., M ar. 1972------------------------------ 1725-76, 45 centsL o u isv ille , Ky.—Ind., Nov. 1971 1 ------------------------------- 1725-29, 35 centsLubbock, T ex ., Mar/ 1972 1 --------------------------------------- 1725-57, 35 centsM anchester, N .H ., July 1971______________________________ 1725-2, 30 centsM em phis, Tenn.—A rk ., Nov. 1971 1----------------------------- 1725-40, 35 centsM iam i, F la ., Nov. 1971................................................. ........ 1725-28, 30 centsMidland and Odessa, T ex ., .Tan. 1972 1----------------------- 1725-37, 30 centsM ilwaukee, W is., May 19721_____________________________ 1725-83, 45 cents

Bulletin numberA rea and p rice

M inneapolis—St. Paul, M inn., Jan. 1972 1--------------------- 1725-45, 50 centsMuskegon—Muskegon Heights, M ich., June 19721 ______ 1725-85, 35 centsNew ark and Jersey C ity, N .J., Jan. 1972 1_______________ 1725-52, 50 centsNew Haven, Conn., Jan. 1972 1 ____________________________ 1725-41, 35 centsNew O rleans, La., Jan. 1972_______________________________ 1725-35, 30 centsNew York, N .Y ., Apr. 1971__________ _________________ ____ 1685-89, 65 centsN orfo lk—Portsm outh and New port News—

Hampton, Va., Jan. 1972_________________________________ 1725-42, 30 centsOklahoma C ity, Okla., July 1971 1________________________ 1725-8, 35 centsOmaha, Nebr.—Iowa, Sept. 1971 1_________________________ 1725-13, 35 centsPaterson—C lifton—P a s s a ic , N .J., June 1972 1 ___________ 1725-88, 40 centsPhiladelphia, Pa.—N .J., Nov. 1971 1_______________________ 1725-62, 50 centsPhoenix, A r iz . , June 1971____________________________ _____ 1685-86, 30 centsPittsburgh , Pa ., Jan. 1972_________________________________ 1725-46, 40 centsPortland, M aine, Nov. 1971 1 ______________________________ 1725-22, 35 centsPortland, O reg.—Wash., May 1971------------------------------- 1685-85, 35 centsPoughkeepsie—Kingstorr-Newburgh,

N .Y . , June 1972 1------------------------------------------------------ 1725-80, 35 centsProv iden ce—Pawtucket—W arw ick, R .I.—M ass .,

M ay 1972........................................... ....................................... 1725-70, 30 centsR aleigh , N .C ., Aug. 1971—_______________________________ — 1725-5, 30 centsRichmond, Va., M ar. 1972 1__________________________ _____ 1725-72, 35 centsR ochester, N .Y . (o ffic e occupations on ly), July 1971 1__ 1725-7, 35 centsR ock ford , III., June 19721------------------------------------------- 1725-84, 35 centsSt. Lou is, Mo.—111., M ar. 1972_____________________________ 1725-61, 35 centsSalt Lake C ity, Utah, Nov. 1971___________________________ 1725-24, 30 centsSan Antonio, T ex ., May 1972_______________________________ 1725-67, 30 centsSan Bernard ino—R ivers id e—Ontario, C a lif.,

Dec. 1971____________________________________________ _______- 1725-43, 30 centsSan D iego, C a lif., Nov. 1971 1_____________________ _______ 1725-32, 35 centsSan F ran c isco—Oakland, C a lif., Oct. 1971 1______________ 1725-33, 50 centsSan Jose, C a lif., M ar. 1972_________________________________ 1725-65, 30 centsSavannah, Ga., May 1972 1_________________________________ 1725-73, 35 centsScranton, Pa ., July 1971_______ ..__________________________ 1725-1, 30 centsSeattle—E vere tt, Wash., Jan. 1972__________________ ______ 1725-47, 30 centsSioux F a lls , S. Dak., Dec. 1971__________________ ____ ____ 1725-30, 25 centsSouth Bend, Ind., M ay 1972 1_______________________________ 1725-60, 35 centsSpokane, Wash., June 1971________________________________ 1685-88, 30 centsSyracuse, N .Y ., July 1971 1 ................................................... 1725- 10, 35 centsTampa—St. P e tersbu rg , F la ., Nov. 1971 1________ ____— 1725-31, 35 centsToledo, Ohio—M ich., A pr. 1972 1--------- ----------------------- 1725-78, 35 centsTrenton, N .J., Sept. 1971__________________________________ 1725-12, 30 centsUtica—Rom e, N .Y ., July 1971 1____________________________ 1725-9, 35 centsWashington, D.C.—M d —Va., A pr. 1971___________ ____ ___ 1685-56, 40 centsW aterbury, Conn., M ar. 1972 1____________________________ 1725-53, 35 centsW aterloo, Iowa, Nov. 1971_________________________________ 1725-20, 30 centsW ichita, Kans., A pr. 1972 1________________________________ 1725-82, 35 centsW orces ter, M ass., May 19721 ___________________ ________ 1725-71, 35 centsYork, Pa ., Feb. 1972 1------------------------------------------------ 1725-54, 35 centsYoungstown-W arren, Ohio, Nov. 1971 1__________________ 1725-51, 35 cents

Data on establishment practices and supplementary wage provisions are also presented.Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

U.S. DEPARTMENT OF LABOR FIRST CLASS MAILBUREAU OF LABOR STATISTICS

WASHINGTON. D.C. 20212POSTAGE AND FEES PAID

U.S. DEPARTMENT OF LABOR

OFFICIAL BUSINESSPENALTY FOR PRIVATE USE, $300


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