bls_1900-36_1976.pdf

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Area Wage SurveyGreenville-Spartanburg, South Carolina, Metropolitan Area, June 1976Bulletin 1900-36

U.S. Department of Labor Bureau of Labor Statistics d o c u m e n t c o l l e c t i o n

N.CAR. OCT Z 2 1976

Dayton & N;c;il „W fyCoPublic Library

OCT 1 4 *76

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

PrefaceThis bulletin provides resu lts of a June 1976 su rvey of

occu pation al earnings and supplem entary wage benefits in the G reen ville—Spartanburg, S .C ., Standard M etropolitan Statistical A rea (G reen v ille , P ick ens, a n d Spartanburg Counties). The su rvey was made as part of the Bureau o f L abor S tatistics ' annual area wage su rvey p rogram , w hich is designed to yield data fo r individual m etropolitan areas as w ell as national and reg ion a l estim ates fo r a ll Standard M etropolitan Statistica l A reas in the United States, excluding A laska and Hawaii.

A m a jor con sideration in the area wage survey p rogra m is the need to d e scr ib e the le v e l and m ovem ent of wages in a v a rie ty of labor m ark ets, through the analysis o f (1) the leve l and d istribution o f w ages by occupation , and (2) the m ovem ent o f w ages by occupational ca tegory and sk ill level. The p rogra m develops in form ation that m ay be used fo r many pu rp oses, in cluding wage and sa la ry adm inistration , c o lle c t iv e bargaining, and assista n ce in determ iningI plant location . Survey resu lts a lso are used by the U.S. Departm ent of Labor to make wage d e ter m inations under the S erv ice C ontract A ct of 1965.

Currently , 81 areas are included in the program . (See lis t o f a rea s on inside back c o v e r .) In each area, occupational earnings data are co lle c te d annually. In form ation on estab lish m ent p ra ctice s and supplem entary wage benefits is obtained ev e ry third year.

Each year a fter a ll individual area wage surveys have been com pleted , two sum m ary bulletins a re issued . The f ir s t brings together data fo r each m etropolitan area surveyed; the secon d presen ts national and reg ion a l estim ates, p ro je cted fr o m individual m etropolitan area data.

The G reen ville—Spartanburg survey was conducted by the Bureau 's reg ion al o ffice in Atlanta, Ga., under the genera l d irection o f J e r ry G. A dam s, A ssistan t R egional C om m ission er fo r ' O perations. The su rvey cou ld not have been accom plish ed without the coop era tion o f the many firm s w hose w age and sa la ry data provided the ba sis fo r the s ta tistica l in form ation in this bulletin. The Bureau w ishes to ex p ress s in ce re apprecia tion fo r the c o o p eration rece iv ed .


Bulletin 1900-36 September 1976Area W age Survey:G reenville-Spartanburg, South Carolina, Metropolitan Area, June 1976

U.S. DEPARTMENT OF LABOR, W. J. Usery, Jr., Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Contents Page Page

In trod u ction __________________________________________ 2 T ables— Continued

T ables:

A . Earnings:A - l . W eekly earnings o f o ffic e w o rk e r s ... 3 A -2 . W eekly earnings o f p ro fess ion a l

and tech n ica l w o r k e r s ______________ 5A -3 . A verage w eekly earnings o f o f f ic e ,

p ro fe ss io n a l, and tech n ica lw o rk e rs , by s e x ____________________ 6

A -4 . H ourly earnings o f m aintenance, to o lro o m , and powerplantw o rk e rs______________________________ 7

A -5 . H ourly earnings o f m ateria l m ovem ent and custodia lw o rk e rs______________________________ 8

A -6 . A verage hourly earnings ofm aintenance, to o lro o m , p o w e r- plant, m ateria l m ovem ent, andcustod ia l w o rk e rs , by s e x ___________ 10

A -7 . P ercen t in crea ses in average hourly earnings for selected occupational g rou ps, adjusted for em ploym ent sh ifts________________ 11

B. Establishm ent p ra ctice s andsupplem entary wage p rov is ion s :

B - l . M inim um entrance sa la ries fo r inexperienced typistsand c le rk s_____________________________ 12

B -2 . Late shift pay prov ision s forfu ll-t im e m anufacturing plantw o rk e rs________________________________13

B -3 . Scheduled w eekly hours and days o f fu ll-t im e fir s t -sh iftw o rk e rs________________________________14

B -4 . Annual paid holidays fo r fu ll-t im ew o rk e rs_______________________________ 1 5

B -5 . Paid vacation p rov is ion s forfu ll-t im e w o rk e rs____________________ 16

B -6 . Health, insurance, and pension plan prov is ion s fo r fu ll-t im e w o rk e rs_______________________________ 19

Appendix A . Scope and m ethod o f s u r v e y -------------- 21Appendix B. O ccupational d e s cr ip t io n s ___________26

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price) 85 cents. Make checks payable to Superintendent of Documents.


IntroductionThis area is 1 o f 84 in which the U.S.

Departm ent o f L a b o r 's Bureau o f L abor Statistics conducts surveys o f occupational earnings and r e lated ben efits. In this a rea , data w ere obtained by person a l v isits o f Bureau fie ld econ om ists to r e presen tative establishm ents within six broad industry d iv is ion s : M anufacturing; tran sportation , com m u n ication , and other public u tilities ; w holesale trade; reta il trade; fin an ce, insu ran ce, and rea l estate; and s e r v ice s . M ajor industry groups excluded from these studies are governm ent operations and the c o n struction and extractive industries. E stablishm ents having few er than a p re scr ib e d num ber o f w ork ers are om itted becau se o f insufficient em ploym ent in the occupations studied. Separate tabulations are p rovided fo r each o f the broad industry d iv isions w hich m eet publication c r ite r ia .

A -s e r ie s tables

T ables A - l through A -6 provide estim ates o f stra igh t-tim e w eekly o r hourly earnings fo r w o rk ers in occupations com m on to a variety o f m anufacturing and nonm anufacturing in dustries . O ccupations w ere se lected fro m the follow ing ca te g o r ie s : (a)O ffice c le r ic a l , (b) p ro fess ion a l and tech n ica l, (c) m aintenance, to o lro o m , and pow erplant, and (d) m ater ia l m ovem ent and custod ia l. In the 31 la rgest survey a re a s , tab les A - l a through A -6 a provide sim ilar data fo r establishm ents em ploying 500 w o rk ers or m ore .

Table A -7 prov ides percen t changes in a v erage hourly earnings o f o ffice c le r ica l w ork ers , e le ctron ic data p r o c e s s i n g w o rk e rs , industrial

n u rses , sk illed m aintenance trades w o rk e rs , and unskilled plant w o rk e rs . W here p o s s ib le , data are presented for a ll in du stries , m anufacturing, and nonm anufacturing. This table provides a m easu re o f wage trends after elim ination o f changes in average earnings caused by em ploym ent shifts among estab lishm ents as w ell as tu rnover o f establishm ents in cluded in survey sam ples. F o r further deta ils , see appendix A .

B -s e r ie s tables

The B -s e r ie s tables presen t in form ation on m inim um entrance sa la ries fo r o ff ic e w o rk e rs ; late shift pay p rov is ion s and p ra ctice s fo r plant w ork ers in m anufacturing; and data separately fo r plant and o ffic e w ork ers on scheduled w eekly hours and days o f f ir s t -sh ift w o rk e rs ; paid holidays; paid vacations; and health, in su ran ce, and pension plans.

A ppendixes

Appendix A d e scr ib e s the m ethods and c o n cepts used in the area wage survey p rogram . It provides in form ation on the scope o f the area su rvey , on the a re a 's industrial com position in m anu factu ring, and on labor-m an agem en t agreem ent covera g e .

Appendix B prov ides job d escr ip tion s used by Bureau fie ld econ om ists to c la s s ify w ork ers by occu pation .

2Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A. EarningsTable A-1. Weekly earnings of office workers in Greenville—Spartanburg, S.C., June 1976

Occupation and industry division

Weekly earnings 1 (standard)

N u m b e r of w o r k e f s receiving straight-time we e k l y earnings of-

am ber Averageweekly

s80

S90

S100

Sn o

t120

S130

S140

S SISO 160

S170

s180

S190

s200

S210

S220

S230

t240

ft25Q

i2*0

s -270

T ---280

orken hours1(standard) Mean 2 Median 2 Middle range2 and

under - - - - - - - - - - - - - - - - - - and

90 100 n o 120 130 140 150 160 170 ISO 190 200 21? 220 23o 240 250 260 270 280 over

$ $ $ $871 39.5 156.00 151.00 138.00-171.50 - 8 27 15 69 123 157 146 96 97 35 27 24 20 14 1 6 - 4 1 i604 40.0 155.50 150.00 139.00-171.50 - - 4 6 55 92 134 87 62 75 31 22 17 10 8 - • - 1 •

267 38.0 156.50 153.00 132.50-168.00 • 8 23 9 14 31 23 59 34 22 4 5 7 10 6 1 6 • 4 • i25 39.0 207.50 201.00 190.00-243.50 - — * - - * 2 4 * - 4 3 2 2 1 6 - 1 - -

55 39.5 195.50 198.00 182.00-213.50 • - . - 1 4 1 6 1 11 7 7 8 7 • 1 i4 4 40.0 198.00 198.00 184.50-215.00 - * * * - - 3 3 1 9 7 7 6 7 - - - ? 1 -

132 38.5 172.00 165.00 155.50-185.00 • _ • 2 1 10 37 21 20 16 8 7 5 1 * 1 364 40.0 176.00 179.00 160.00-190.00 - - - - 2 - 6 5 12 7 14 8 5 4 1 • - - •«b • —68 37.5 168.00 157.00 153.50-173.50 - - " - - 1 4 32 9 13 2 * 2 1 - - 1 - 3 — —

319 39.5 155.50 151.00 138.50-171.00 • 5 5 32 45 59 42 46 44 8 12 10 6 4 * 1232 40.0 153.00 150.00 139.50-168.00 - - - 4 27 29 52 32 33 35 a 7 5 - • • - - T • •87 38.5 163.00 158.00 138.00-176.50 - - 5 1 5 16 7 1 0 13 9 - 5 5 6 4 - - - l ... -

365 39.5 144.00 144.00 132.50-154.50 8 22 10 35 76 84 66 23 32 - • 1 2 1 5264 40.0 145.50 146.00 134.00-154.00 - - 4 2 26 63 73 50 14 32 - - - - - • • • * • .•101 38.5 139.50 132.50 109.50-155.50 - 8 18 8 9 13 1 1 16 9 - - - 1 2 1 5 - - -

61 39.5 150.00 140.50 124.00-180.00 . - 6 6 5 1 1 8 8 1 . 12 - . - 1 2 • V i25 40.0 128.50 130.00 119.00-140.00 - - 5 2 4 7 4 336 39.0 164.50 153.50 134.00-188.50 - - 1 4 1 4 4 5 1 * 12 - - 1 2 - - - i

125 40.0 159.50 153.50 138.00-184.00 • 1 2 1 9 2 2 2 2 9 5 16 2 5 9 4 «. •29 40.0 156.00 150.00 146.00-173.90 - - 1 * 1 5 7 2 5 4 3 1

33 37.5 120.50 124.50 108.50-130.00 . 1 11 2 7 1 0 2 . _ • . - • •30 37.5 118.50 120.50 105.50-130.00 - 1 11 2 7 7 2

41 38.5 159.00 161.50 140.00-188.50 - - 2 2 4 2 5 5 2 2 1 6 - 1

165 39.0 116.00 118.50 101.50-126.00 6 28 21 36 45 2 6 2 • • • - - 1 • •91 40.0 119.50 121.00 113.50-129,00 - 6 15 20 28 2 2 • - - - - - - - • - • • - -74 38.0 112.00 111.50 98.50-123.00 6 22 6 16 17 4 2 * * * - * 1 - - - r - * - -

63 38.0 103.00 100.00 98.00-108.50 3 21 23 1 1 5 • • - _ - - • • •53 38.0 102.50 100.00 94.50-107,00 3 21 1 6 . 8 5 - - * - - - * - - - * - * - -

31 39.5 124.00 122.00 112.50-133.50 1 2 4 5 6 7 1 5

64 39.5 132.00 132.50 110.00-152.50 3 1 1 1 4 10 1 0 3 1 0 1 1 • 1 - - - • • w •35 40.0 139.50 142.00 125.50-157.50 - - 2 4 5 6 3 6 9 - - - - - • - - • w • -•29 39.0 123.00 121.00 106.00-137.00 3 1 9 - 5 4 - 4 2 - 1 * - - - - - * * - -

181 39.5 125.50 122.00 110.50-138.00 1 3 29 54 32 19 19 12 9 r , 1 • 1 • • •111 39.5 127.00 124.50 115.00-139.00 - 3 5 38 24 14 12 9 670 39.0 123.50 115.00 106.50-134.00 1 - 24 16 8 5 7 3 3 i - * 1 - 1 - - - * - -

102 39.5 122.50 112.00 108.00-140.00 - 8 2 2 32 5 8 2 19 6

187 39.5 155.50 150.00 138.00-172.00 • _ 1 4 14 4 1 32 18 2 2 26 1 3 7 4 3 2 • •

102 40 .0 156.50 155.00 139.50-173r.00 - - « - 4 2 2 24 8 12 1 6 1 0 6 - - • - - - - -85 39.5 154.00 150.00 136.00-170.00 1 4 1 0 19 8 1 0 10 10 3 1 4 3 2

ALL WORKERS

SECRETARIES -------------------m a n u f a c t u r i n g ----------n o n m a n u f a c t u p i n g

PUBLIC UTILITIES

SECRETARIES, CLASS A MANUFACTURING ------------

SECRETARIES* CLASS B -----MANUFACTURING ---—NONMANUFACTURING —

SECRETARIES. CLASS CMANUFACTURING-----NONMANUFACTURING ----

SECRETARIES. CLASS D ------MANUFACTURING -------------n o n m a n u f a c t u r i n g — — ---—

STENOGRAPHERS. GENERALMANUFACTURING -----------n o n m a n u f a c t u r i n g ----- —

STENOGRAPHERS. SENIORNONMANUFACTURING ----------

TRANSCRIBING-MACHINE TYPISTS NONMANUFACTURING ----------

TYPISTS. CLASS A ----

TYPISTS. CLASS B -------------MANUFACTURINGn o n m a n u f a c t u r i n g -----

FILE CLERKS. CLASS C ----- ---n o n m a n u f a c t u r i n g ----------

MESSENGERS --------------------

s w i t c h b o a r d o p e r a t o r s -------m a n u f a c t u r i n g ---------n o n m a n u f a c t u r i n g ---

s w i t c h b o a r d o p e r a t o r -r e c e p t i o n i s t s -m a n u f a c t u r i n g ----n o n m a n u f a c t u r i n g ----------

ORDER CLERKS. CLASS B

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

See footnotes at end of tables.


Table A-1. Weekly earnings of office workers in Greenville—Spartanburg, S.C., June 1976— Continued


Weekly earnings 1 (standard) N um ber o f w ork ers re ce iv in g s tra igh t-tim e w eek ly earnings o f -

umberof

S s S S S S S S S S J S ■ s s r i s S s tweekly 80 90 100 l i f t 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 2 * 0 2 7 0 28 0

otkes hours1(standard) Mean 1 Median * Middle range 2 and

under - - - - - - - - «* - - w - - w - and

- 9 0 . 100 110 120 130 1 *0 150 160 170 180 £ 0 0 2 1 0 2 2 0 2 3 0 2 4 0 2 5 0 2 6 0 2 7 0 2 8 0 over

$ $ $ $* 3 5 3 9 , 5 1 2 * . 0 0 1 2 3 .5 0 1 1 0 . 0 0 - 1 3 * . 0 0 2 2 12 6 6 70 90 85 3 5 20 18 2 5 - - - • • . * W • —2 1 ft * 0 . 0 1 2 9 .5 0 1 2 6 .0 0 1 1 6 .5 0 - 1 3 9 ,0 0 — 1 19 * * 65 39 17 13 12 1 5 • - - - - - • W - -2 0 9 3 8 . 5 1 1 8 .5 0 1 1 8 .5 0 1 0 5 .0 0 - 1 3 2 .0 0 2 2 11 *7 26 2 5 * 6 18 7 6 1 T * •

2 9 * 0 . 0 1 1 0 .5 0 1 0 8 .0 0 1 0 0 .5 0 - 1 1 2 .0 0 15 7 5 22 5 * 0 . 0 1 0 8 .5 0 1 0 5 .0 0 1 0 0 .5 0 - 1 1 2 .0 0 - - 15 7 1 2

12 3 * 0 . 0 1 3 9 .0 0 1 * 0 . 5 0 1 2 8 . 0 0 - 1 * 9 . 5 0 2 6 6 21 2 6 3 2 13 11 4 1 - - 1 • • • • , •9 2 * 0 . 0 1 3 8 .^ 0 1 * 0 . 5 0 1 2 6 . 5 0 - 1 * 9 . 5 0 — 2 6 6 15 1 * 2 3 9 8 2 1 - - 1 - - - - - -31 3 9 . 5 1 * 2 . 0 0 1 3 * . 0 0 1 3 * . 0 0 - 1 5 2 . 0 0 - - - - 6 12 4 4 3 2

78 3 8 . 5 1 3 6 .0 0 1 3 5 .0 0 1 2 6 . 5 0 - 1 * 6 . 0 0 • • 1 11 10 25 15 11 52 8 * 0 . 0 1 * 5 . 5 0 1 * 3 . 5 0 1 3 8 .0 0 - 1 5 3 .0 0 - - - — 1 7 12 3 550 3 8 . 0 1 3 0 .5 0 1 3 * . 0 0 1 2 1 .5 0 - 1 3 8 .0 0 - - 1 11 9 18 3 8

3 3 7 * 0 . 0 1 2 7 .0 0 1 2 * . 0 0 1 1 5 .0 9 - 1 3 7 .0 0 • 3 9 8 6 8 2 6 8 41 14 2 m 1 • • - - - 4 • •2 3 6 * 0 . 0 1 2 7 .0 0 1 2 6 .0 0 1 1 4 . 5 0 —1 3 .9 .0 0 - — 20 71 4 6 4 9 3 5 13 — 1 • 1101 * 0 . 0 1 2 7 .0 0 1 2 0 .0 0 1 1 6 .0 0 - 1 3 0 .0 0 19 15 36 19 6 1 1

'4

ALL WORKERS— CONTINUED

ACCOUNTING CLERKS, CUSS 8manufacturingnonmanufacturing

BOOKKEEPING-MACHINE OPERATORS* CLASS a -----

nonmanufacturing —

PAYROLL CLERKS MANUFACTURINGnonmanufacturing —

KEYPUNCH operators* class a manufacturing nonmanufacturing

KEYPUNCH OPERATORS* CLASS 8 MANUFACTURINGNONMANUFACTURING

See footn otes at end o f tab les.


Table A-2. Weekly earnings of professional and technical workers in Greenville—Spartanburg, S.C., June 1976W e e k ly earn in gs 1

(s ta n d a rd )N u m b e r of w o r k e r s receiving straight-time we e k l y earnings of—

u m b e rS S S S S S S S S S S S $ S S s S S S s ■1 ---------

w e e k ly n o 1 2 0 1 3 0 1 4 0 1 5 0 1 6 0 1 8 0 2 0 0 2 2 0 2 4 0 2 6 0 2 8 0 3 0 0 3 2 0 3 4 0 3 6 0 3 8 0 4 0 0 4 2 0 4 4 0 4 6 0

o rk e is h o u rs1(stan d a rd M e a n 2 M e d i a n 1 M id d le r a n g e 2 and

under

1 2 0 1 3 0 1 4 0 1 5 0 1 6 0 1 8 0 2 0 0 2 2 0 2 4 0 2 6 0 2 8 0 3 0 0 3 2 0 _ 3 4 Q ■ 3 > 0 3 8 0 * 0 0 * 2 0 4 4 0 4 6 0 4 8 0

6 7 3 9 . 5$3 5 5 . 0 0

$3 4 5 . 5 0

$ $ 3 0 9 . 0 0 - 3 9 1 . 0 0 1 2 5 1 5 8 7 7 7 3 6 6

3 5 4 0 . 0 3 4 2 . 0 0 3 3 4 . 0 0 3 1 8 . 5 0 - 3 6 3 . U 0 * * * * * * * * * * 1 9 8 7 6 1 3 * * *

5 0 3 9 . 5 2 8 6 . 5 0 2 7 6 . 0 0 2 5 7 . 5 0 - 3 2 4 . 5 0 - - - - - - - 4 2 7 17 3 2 6 9 - - - - - -

4 4 3 9 . 5 2 8 8 . 5 0 2 8 4 . 0 0 2 4 4 . 0 0 - 3 1 9 . 0 0 11 5 4 8 5 3 4 4 . .3 9 4 0 . 0 2 9 5 . 0 0 2 8 8 . 0 0 2 5 0 . 0 0 - 3 2 0 . 0 0 8 3 4 8 5 3 4 * - 4 * —

4 6 3 9 . 0 2 4 2 . 0 0 2 4 8 . 0 0 2 2 3 . 0 0 - 2 6 0 . 0 0 • 1 10 11 10 1 2 1 12 9 4 0 . 0 2 4 2 . 5 0 2 4 9 . 5 0 2 2 7 . 0 0 - 2 6 0 . 0 0 * * “ * 1 * * 3 9 6 9 1 - - “ * “ - **’ * *

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

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

81 3 9 . 5 1 7 2 . 5 0 1 6 4 . 5 0 1 5 0 . 0 0 - 1 9 6 . 5 0 2 8 8 1 3 2 1 11 11 6 155 4 0 . 0 1 7 6 . 5 0 1 7 3 . 0 0 1 5 7 . 0 0 - 1 9 6 . 5 0 - 2 6 3 5 1 7 10 5 6 1 - - - - - - - • ▼ • -2 6 3 9 . 0 1 6 4 . 5 0 1 5 0 . 0 0 1 4 8 . 0 0 - 1 8 2 . 0 0 - - 2 5 8 4 1 6 “ - - - - - - - - “ ■r - “

55 4 0 . 0 1 3 6 . 5 0 1 3 4 . 0 0 1 2 5 . 0 0 - 1 4 2 . 0 0 • 2 2 16 8 3 5 1 • • - T3 2 4 0 . 0 1 3 9 . 0 0 1 3 8 . 5 0 1 2 5 . 0 0 - 1 4 4 . 0 0 “ 9 10 8 1 3 1

9 2 4 0 . 0 2 5 7 . 5 0 2 5 5 . 5 0 2 1 5 . 5 0 - 2 9 1 . 0 0 • • - . 5 4 9 7 9 1 4 11 11 7 4 5 6 T •

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

2 0 2 4 0 . 0 2 1 2 . 5 0 2 1 0 . 0 0 1 8 4 . 5 0 - 2 3 3 . 0 0 • - . 2 2 41 2 7 4 1 4 3 2 8 9 6 3 • * • •

9 9 4 0 . 0 1 9 1 . 0 0 1 8 7 . 0 0 1 7 0 . 0 0 - 2 1 0 . 0 0 - - 2 2 3 9 12 2 8 161 0 3 4 0 . 0 2 3 3 . 5 0 2 3 3 . 0 0 2 0 8 . 5 0 - 2 5 2 . 0 0 “ - * - - 2 15 1 3 2 7 2 8 9 6 3 - - - - “ T - -

1 6 6 4 0 . 0 1 8 4 . 5 0 1 7 5 . 0 0 1 5 5 . 0 0 - 2 0 5 . 0 0 1 2 7 2 1 19 3 4 2 8 2 4 1 2 8 4 5 1 • • • .

4 4 4 0 . 0 1 5 6 . 0 0 1 5 0 . 5 0 1 4 5 . 0 0 - 1 6 5 . 5 0 - - 5 13 9 1 4 3 * - * * - - - - - * * “ -

2 6 4 4 0 . 0 2 3 8 . 5 0 2 3 9 . 5 0 2 1 5 . 0 0 - 2 6 5 . 0 0 - . • 1 6 2 4 5 3 4 8 51 6 8 6 2 2 _ 3 • . ? • .

1 0 9 4 0 . 0 2 2 8 . 5 0 2 2 1 . 0 0 2 1 0 . 0 0 - 2 4 9 . 5 0 - * * 1 4 2 0 2 5 22 22 4 6 - 2 - 3 - * * * *

1 0 2 4 0 . 0 2 4 8 . 0 0 2 5 1 . 5 0 2 1 7 . 5 0 - 2 6 5 . 5 0 • - _ . 6 2 0 1 4 2 9 2 2 4 2 2 . 3 . , - .

5 4 4 0 . 0 2 4 1 . 0 0 2 2 9 . 5 0 2 1 0 . 0 0 - 2 5 8 . 5 0 * * • * “ - 6 1 4 1 2 9 4 4 * 2 - 3 “ * * *

1 4 0 4 0 . 0 2 3 7 . Q 0 2 3 7 . 0 0 2 1 5 . 0 0 - 2 6 5 . 0 0 • • - - 5 9 2 8 2 8 2 2 4 6 24 5 4 0 . 0 2 2 4 . 0 0 2 2 0 . 0 0 2 0 6 . 0 0 - 2 4 4 . 0 0 “ * * * * 3 7 10 10 1 3 - 2

4 4 4 0 . 0 1 8 1 . 5 0 1 8 4 . 0 0 1 7 0 . 0 0 - 1 9 7 . 5 0 1 • 3 . 2 13 15 7 34 4 4 0 . 0 1 8 1 . 5 0 1 8 4 . 0 0 1 7 0 . 0 0 - 1 9 7 . 5 0 1 3 2 1 3 15 7 3 *

Occupation an d industry division

ALL W O R K E R S

C O M P U T E R S Y S T E M S A N A L Y S T S( B U S I N E S S ) » C L A S S A ----------------

M A N U F A C T U R I N G ----------------------

C O M P U T E R S Y S T E M S A N A L Y S T S (B U S I N E S S ) . C L A S S B ---------------

C O M P U T E R P R O G R A M M E R S ( B US IN ES S) ,

M A N U F A C T U R I N G ------ — ----- ------

C O M P U T E R P R O G R A M M E R S ( B US IN ES S) , C L A S S 8

M A N U F A C T U R I N G

C O M P U T E R P R O G R A M M E R S ( B U S I N E S S ) •

C O M P U T E R O P E R A T O R S , C L A S S A ---------

C O M P U T E R O P E R A T O R S , C L A S S B -M A N U F A C T U R I N G ----------------N O N M A N U F A C T U R I N G ------------

C O M P U T E R O P E R A T O R S , C L A S S C - M A N U F A C T U R I N G ----------------

D R A F T E R S , C L A S S A ---------------M A N U F A C T U R I N G ----------------

D R A F T E R S , C L A S S BM A N U F A C T U R I N G ----------------NONMANUFACTURING —

D R A F T E R S , C L A S S CM A N U F A C T U R I N G --------------- -

E L E C T R O N I C S T E C H N I C I A N S M A N U F A C T U R I N G -----

E L E C T R O N I C S t e c h n i c i a n s , C L A S S A- m a n u f a c t u r i n g ------------------ — ----

E L E C T R O N I C S T E C H N I C I A N S , C L A S S B- M A N U F A C T U R I N G ----------

r e g i s t e r e d i n d u s t r i a l n u r s e s m a n u f a c t u r i n g ----------------



Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,in Greenville—Spartanburg, S.C., June 1976

Numbero f

w oik en

A verage(m ean2 )

Sex, 3 occupation, and industry division W eekly heurs *

(standard)

W eekly earnings1 (standard)

Sex, 3 occupation, an d industry division

OFFICE OCCUPATIONS - MEN$126.50

OFFICE OCCUPATIONS - WOMEN— CONTINUED

39.5 180.50

OFFICE OCCUPATIONS - WOMENSWITCHBOARD OPERATOR-RECEPTIONISTS-

WAroUr AC 1 U K l i t v * * ” • * • * * •

156.00

38.039.0

156.50207.5025

U L A w w A " * r " 11 "40.0 198.00

13264

38.540.0

172.Q0176.00m a n u f a c t u r i n g -------------- ----------- --------------------------

BOOKKEEPING-MACHINE OPERATORS.

319232

39.540.0

155.50153.00163.00

CLASS -R * * * * * * * * ■ ■ ■ ■ ■ ■ ■ ■ mm mmSECRETARIES* CLASS C ———— —— —m a n u f a c t u r i n g ----------------------------------------------------NviNMANUi ACTUHiNo 8 7 38 • 5

364263161

39.5 40.0 38. S

144.00145.50139.50

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

39.5 150.00

36 39.0 164.50

STENOGRAPHERS t SENIOR -----------* -----------------------. a r 40.0 159.50

n o n m a n u f a c t u r i n g --------- -----------------------------------

TYPISTS* CLASS A ----------------------------------------------------

30

40

3T.5

38.5

118.50

159.50

PROFESSIONAL ANO TECHNICAL OCCUPATIONS - MEN

119.5038e0

NONMANUFACTURING --------------------------------------—O U n r w i t n o i o i fcn j i y(DUviNc,bbl f CuAbb D * " —* *

Average(m ean2 )

Sex, 3 occupation, and industry divisionNumber

o fworker*

A verage(m ean 2 )

Numbero f

w oikenW eekly hour* 1

standard)

W eeklyearnings1(standard)

Weekly hours 1

[standard)

W eekly earnings 1 (standard)

PROFESSIONAL ANO TECHNICALOCCUPATIONS - MEN— CONTINUED

64 39.5 132.00 COMPUTER PROGRAMMERS (BUSINESS). $35 40.0 139.50 39 39.5 292.0029 39.0 123.00 MANUFACTURING --------------------- 36 40.0 296.00

181 39.5 125.50 COMPUTER PROGRAMMERS (BUSINESS*,111 39.5 127.00 CLASS B ----------------- ---- -------- 38 39.0 247.0070 39.0 123.50 MANUFACTURING --------------------- 26 40.0 246.00

102 39.5 122.50 COMPUTER OPERATORS, CLASS B -------- 59 39.5 178.50MANUFACTURING --------------------- 41 40.0 182.00

160 39.5 151.0083 40.0 153.00 COMPUTER OPERATORS, CLASS C -------- 28 40.0 146.0077 39.5 149.50

DRAFTERS, CLASS A ---- --------------- 92 40.0 257.50414 39.5 123.5t MANUFACTURING---— ------------- 58 40.0 223.00207 40.0 129.00207 38.5 118.00 DRAFTERS, CLASS B ---- --------------- 191 40.0 213.50

m a n u f a c t u r i n g --------------------- 93 40.0 191.50n o n m a n u f a c t u r i n g ----------------- 98 40.0 234.00

29 40.0 110.SO25 40.0 108.50 DRAFTERS, CLASS C ------------------- 159 40.0 186.00

MANUFACTURING — — — — — — — — 44 40.0 156.00123 40.0 139.0092 40.0 138.00 ELECTRONICS TECHNICIANS ------------ 264 40.0 238.5031 39.5 142.00 MANUFACTURING ----- — ------------- 109 40.0 228.50

78 38.5 136.001 ELECTRONICS TECHNICIANS, CLASS A- 102 40.0 248.0028 40.0 145*50' MANUFACTURING ---------- ---------- 54 40.0 241.0050 38.0 130.50

ELECTRONICS TECHNICIANS, CLASS B- 140 40.0 237.00329 40.0 125.50; m a n u f a c t u r i n g --------------------- 45 40.0 224.00236 40.0 127.0093 40.0 121.50

p r o f e s s i o n a l a n d t e c h n i c a lOCCUPATIONS - WOMEN

COMPUTER o p e r a t o r s , c l a s s c ------- 27 40.0 126.50

r e g i s t e r e d i n d u s t r i a l NURSES ------- 44 40.0 181.5061 39.5 360.00 MANUFACTURING ----- --------------- 44 40.0 181.5031 40.0 345.00

40 40.0 297.50



Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Greenville—Spartarfburg, S.C., June 1976


Hourly earnings 4 Number of workers receiving straight-time hourly earnings of—------3----J— =“ 5----- S----

3.do 3.30 3.40 3.50Under and® under “ — “3.20

3.30 3.40 3.50 3.60

S----- 1----- 5----S-----5----- 5-----5-----5-----I-----5-----$-----J----- 5-----S-----{-----3-----S-----1----3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00

— — — — — — — — — ^ — — — — — — — and

3.80 4.00 4.20 4.40 4.6Q 4.8Q 5.00 5.20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7 . 0 0 over

ALL WORKERS

MAINTENANCE CARPENTERS ------------------------------M A NU FACTUR IN G----------------------------- ------- -------

MAINTENANCE ELE C TR IC IA N S -------------------------m a n u f a c t u r i n g -------------- ------------------- ----------

MAINTENANCE M A CH INISTS ------------------------------m a n u f a c t u r in g ---------------------------------------------

MAINTENANCE MECHANICS (M ACHINERY) - MANUFACTURING ---------------------------------------------

MAINTENANCE MECHANICS(MOTOR V E H IC LE S ) ------------------------------------------

MANUFACTURING --------------------------— -------------n o n m a n u f a c t u r in g ------------------ — -------------

P UBLIC U T I L I T I E S --------------------------------

TOOL AND D IE MAKERS -------------------------------------MANUFACTURING ------------— — ----------------------

STATIONARY ENGINEERS -------— ----------------------MANUFACTURING --------------------------------------------

BOILER TENDERS --------------------------------------------------MANUFACTURING --------------------------------------------- *

104$4.33

$4.37 4.12- 4.68 3 _ _ • 5 14 3 4 30 16 16 4 9 - _ . - • , .

87 4.38 4.37 4.23- 4.71 3 * * * 4 5 3 3 29 14 14 4 8 - - - - - - •» - -

322 4.90 4.84 4.59- 5.27 . _ • - - 3 3 13 31 35 61 55 25 39 • 52 1 3 1 . • . •

314 4.91 4.84 4.60- 5.28 - * - * * 3 3 12 30 30 61 55 25 39 - 52 1 3 - - - -

319 4.87 4.82 4.56- 5.16 _ • - 6 3 8 51 22 66 36 52 32 5 26 5 7 • •

319 4.87 4.82 4.56- 5.16 - * - - “ 6 3 8 51 22 66 36 52 32 5 26 5 7 - - - - -

598 4.76 4.79 4.51- 5.00 • - • . 10 _ 3 33 81 44 128 144 27 114 8 4 2 • • m

596 4.76 4.77 4.51- 5.00 * * * • 10 * 3 33 81 44 128 144 25 119 “ 8 4 * * 2 * *

200 5.26 5.00 4.84- 5.70 * 1 4 1 16 15 2 6 49 23 10 4 32 . 18 11 6 2101 4.93 4.97 4.38- 4.97 - - 1 - - - 16 7 - 5 49 3 - - - • • • 16 • -99 5.59 5.60 5.10- 5.70 - - - - - 1 - - 8 2 1 20 10 4 32 . - • 2 11 6 274 5.69 5.60 5.10- 6.70 * - * * “ * - 8 * * * 16 8 - 21 - - - 2 11 6 2

152 5.12 5.00 4.78- 5.47 20 8 14 27 14 13 30 9 14 * 1 2 T152 5.12 5.00 4.78- 5.47 20 8 14 27 14 13 30 9 14 - 1 2 - - -

49 4.69 4.69 4.28- 5.00 . _ • • 1 - • 9 6 5 12 2 4 7 2 135 4.54 4.40 4.19- 4.84 - “ - * 1 - 9 4 4 8 2 2 5

25 3.63 3.54 3.18- 3.84 *12 - - . 1 - 6 . - 625 3.63 3.54 3.18- 3.84 12 * - - 1 - 6 - - 6 - - -

* W o r k e r s w e r e distributed as follows: 6 at $2.90 to $3; and 6 at $3.10 to $3.20.



Table A-5. Hourly earnings of material movement and custodial workers in Greenville—Spartanburg, S.C., June 1976


ALL WORKERS

TRUCKDRIVERS ----------------- ---------------—m a n u f a c t u r in g ----------------------------n o n m a n u f a c t u r in g --------------------

P U B LIC U T I L I T I E S ------- --------

TR UCKDRIVERS. L IG H T TRUCK • MANUFACTURING -----------------------------n o n m a n u f a c t u r in g ---------------------

TRUCKDRIVERS* MEDIUM TRUCKMANUFACTURING -----------------------------NONMANUFACTURING ------------ ---------

TRUCKDRIVERS. HEAVY TRUCK(T R A IL E R ) -------------------------------------MANUFACTURING ---------------------------NONMANUFACTURING ---------

P U B LIC U T I L I T I E S ----------------------

TRUCKDRIVERS. HEAVY TRUCK (OTHER THAN T R A IL E R ) ----------------

S H IP P IN G CLERKS -------------------------------------MANUFACTURING -----------------------------------

R E C E IV IN G CLERKS -----------------------------------MANUFACTURING -----------------------------------NONMANUFACTURING -------------- -----------

S H IP P IN G AND R E C E IV IN G CLERKS - MANUFACTURING -----------------------------------

WAREHOUSEMEN ----------------- ---------------------------MANUFACTURING ------------ ---------------------

ORDER F IL L E R S -----------------------------------------------------MANUFACTURING ------- -------------------------------------NONMANUFACTURING --------------------------------------

S H IP P IN G P A C K E R S ---------------- --------------- ------------MANUFACTURING ------------ ------- -------------------------

M ATERIAL HANDLING LABORERS --------------------MANUFACTURING ---------------------------------------------NONMANUFACTURING --------------------------------------

FO R K LJFT OPERATORS ----------------------------------------MANUFACTURING ------------ ---------------------------------NONMANUFACTURING --------------------------------------

POWf -TR U C K OPERATORS (OTHERTHAN F O R K L I F T ) -----------------------------------------------

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

Hourly earnings 4 N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e h o u r l y e a r n i n g s o f —

1 --------- "5--------- 1 ---------T S S i s 1 5 $ s $ t S i S s T -------2.20 2.40 2.60 2 .80 3.00 3.20 3.40 3.60 3.80 4 .00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 6.00 6.40 6 . 8 0 7.20 7.60

workers Mean 2 Median2 Middle range 2 a n du n d e r

2.40 2,60 2.80 3»Q0 3.20 3.40 3.60 3.80 4.00 4 .20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 6.00 6.4Q 6.80 7.20 7.60 8.00

$ $ . $ $1*485 4.71 5.00 3.79- 5.82 3 36 17 18 116 72 31 318 52 25 12 40 • - 198 2 158 158 100 •» 96 * 33

624 4.14 3.79 3.79- 4.33 - - 3 8 33 21 19 312 41 21 12 40 • 12 - . 102 • • •861 5.12 5 . 5 q 3.89- 6.35 3 36 14 10 83 51 12 6 11 4 - - • - 186 2 158 56 100 • 96 - 33414 5.88 5.50 5.06- 6.95 * * - - * - - - - - - - - 128 - 156 - 1 - 96 - 33

99 2.94 3.00 2.75- 3.14 3 8 17 4 42 24 1 • .28 3.09 3.20 3.02- 3.21 - - 3 4 4 1771 2.89 3.00 2.63- 3.00 3 3 14 - 38 7 - - 1 - - - - - - - - - - - -

223 4.46 3.94 3.13- 5.00 - 25 • 4 38 6 18 15 13 4 - 58 2 2 5 • 3357 3.37 3.15 3.04- 3.52 - - - 4 29 4 6 9 3 2 . - - - -

166 4.84 5.00 3.57- 5.13 25 * 9 2 12 6 10 4 • * * - 58 2 2 3 - * * * 33

744 5.32 5.50 4.43- 6.35 3 27 13 71 32 21 12 40 . - 140 36 153 100 96301 4.67 4.43 3.79- 5.93 - - - - - 13 71 32 21 12 40 - 12 - 100 - - • •443 5.77 5.82 5.06- 6.35 - 3 • - 27 - • - - - - - - 128 36 53 100 • 96 - -261 5.82 5.50 5.06- 6.95 * * ” * * * * * “ * - - 128 36 - 1 * 96 * *

419 4.18 3.79 3.79- 5.50 - - - 10 36 15 - 232 6 - - - - - - 120 - - - - - -

44 3.95 3.89 3.54- 4.38 - - 2 - 2 7 8 4 5 11 - 5 - - -39 4.03 4.00 3.75- 4.38 - • 2 - 2 2 - 8 4 5 11 - - - 5 - - - - - -

134 3.75 3.72 3.17- 4.05 - 3 8 14 10 11 10 14 4 35 7 1 4 4 1 2 1 2 3 _74 3.85 4.00 3.50“ 4.06 • 3 • 2 8 2 5 12 4 27 5 1 1 1 • 3 - - - -60 3.64 3.33 2.90- 4.00 - * 8 12 2 9 5 2 - 8 2 - 3 4 2 1 2 - - - -

43 4.00 3.90 3.46- 4.28 . - • . 6 5 2 4 9 - 9 2 2 443 4.00 3.90 3.46- 4.28 * - - 6 5 2 4 9 - 9 2 - 2 4 - - - - -

256 3.78 3.71 3.43- 3.95 . 2 - 4 8 33 70 39 43 3b 3 3 2 2 11 _232 3.67 3.71 3.43- 3.95 - * - - 8 33 70 39 43 36 - - 3

348 3.23 3.10 2.50- 4.00 26 39 14 22 32 8 22 36 10 58 23 886 3.41 3.49 2.50- 3.83 - 24 - - 4 - 20 9 8 20 - 1 - - . _ • - - - -

262 3.17 3.00 2.47- 4.00 26 65 14 22 26 8 2 27 2 38 - 22 8

216 3.24 3.37 2.78- 3.54 . 16 42 15 17 27 48 31 1 19207 3.26 3.37 2.78- 3.54 - 14 40 10 17 27 48 31 1 19

549 3.49 3.25 2.93- 3.75 5 33 33 83 100 54 85 27 12 27 6 • 2 74 8 •374 3.11 3.09 2.93- 3.39 5 31 26 73 94 52 78 8 7175 4.29 4.30 3.75- 5.00 - 2 7 10 6 2 7 19 5 27 6 - 2 74 8 - - - - - -

866 3.57 3.51 3.24- 3.85 • 10 22 35 90 181 190 43 100 93 47 42 10 2 1 •

757 3.55 3.51 3.23- 3.82 - 10 18 31 86 151 180 40 96 71 29 35 10109 3.71 3.75 3.25- 4.25 * * 4 4 4 30 10 3 4 22 18 7 * d - 1 - - * *

71 3.44 3.51 3.25- 3.62 12 12 23 2471 3.44 3.51 3.25- 3.62 12 12 23 24



Table A-5. Hourly earnings of material movement and custodial workers in Greenville—Spartanburg, S.C., June 1976— Continued

H ou rly earnings 4 N u m b e r of w o r k e r s receiving straight-time hourly earnings of-----

Occupation and industry divisionNum ber

o fM ean 2 M e d ia n 2 M id d le range 2

S2.20

andunder

T ----------2. 4 o

1 ----------2 . 6 0

■j— 2. 8 0

i — 3.00

S3. 20

53. 40 3. 60

oCO 1

•

54 . 0 0

S4. 2 0

*4. 4 0

14. 6 0

S4 . 8 0

ss. o o

S5. 2 0

s5 . 4 0

S5. 6 0

S6. 00

i6. 4 0

S6. 6 0

%

7. 201 ---------7. 60

2.40 2. 60 2. 60 3. 00 3.20 3. 40 3. 6 0 3. 80 4 . 0 0 4. 2 0 4. 4 0 4. 6 0 4. 6 0 !?,Q0 5. 2 0 5. 40 5, 6 0 6. 0 0 6. 40 6. 80 7.20 7.60 8.00

ALL WORKERS— CONTINUED

$ $ $ $201 49 63

** * * *

GUARDS!

WATCHMEN!112

1.22069 4

17

271110

12

148

13

143JANITORS# PORTERS# AND CLEANERS -------- 2.77 2 . 7 4 2 . 3 6 - 3 . 0 7 316 115 162 14 23 14 1 5 4 - - 1 . • _ 1 2 - -

1 1



Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers.by sex, in Greenville—Spartanburg, S.C., June 1976

Sex, 3 occupation, and industry divisionN um ber

o fw oikers

Ave rage (m e an2 )

hourly earnings4

Sex, 3 occupation, and industry divisionNum ber

o fw oikers

Average (m e a n 2 )

ho urly earn ings4

M A I N T E N A N C E , T O O L R O O M , AND P O W E R P L A N T O C C U P A T I O N S - ME N

m a t e r i a l m o v e m e n t a n d c u s t o d i a lO C C U P A T I O N S - M E N — C O N T I N U E D

$

*87 4 . 3 8

M A I N T E N A N C E E L E C T R I C I A N S ---------------------------- 322314

4. 9 04. 9 1

31 9

59 8596

4 . 8 7

4 . 7 64 . 7 6

3 . 7 73. 6 7

M A I N T E N A N C E m e c h a n i c s (M AC HI NE RY ) -m a n u f a c t u r i n g ---------------------------------------- ----------- 23 2

U K U t ” r l ^ l . u K d

M A I N I LNANCt. Hb»nANlv<<)20010199

5 . 2 64 . 9 35 . 5 95 . 6 9

3,81

3*41

152152

4935

5 . 1 25 . 1 2

4 . 6 94 . 5 4

n A n U r Av 1 U K l o l u " ■

r U K I> L 1 r 1 U r L K A 1 U K 3 ■ ■ ■ ■ ■ B B B B B ■ ■ ■

3 . 5 5

2525

3. 6 3P O W E R - T R U C K O P E R A T O R S (O TH ER

m a t e r i a l m o v e m e n t a n d c u s t o d i a l G U A R D S AN D W A T C H M E N ------------------------------------------- 1. 0 0 8 2, 5 8

1, 4 8 562 48614 1 4

4. 7 14 . 1 4 • -» «n aAI'iU i Av 1 U K 1 3 , 2 3

p u b l i c u t i l i t i e s 5 . 8 8 W A T C H M E N I __

TR U L

71 2 . 8 92. 8 43,01

57166

3. 3 74 . 8 4 M A T E R I A L M O V E M E N T AN D C U S T O D I A L

O C C U P A T I O N S - W O M E N

T R U C K O R I V E R S . H E A V Y T R U C K744 5 . 3 2

5 . 7 7N U N M A N U r AL 1 U K i n i u —261

T R U C K D R I V E R S * H E A V Y TR U C K

J A N I T O R S . P O R T E R S . A N D C L E A N E R S ---- 349 2, 60



Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts, in Greenville—Spartanburg, S.C., June 1975 to June 1976

Industry and occupational group ( m e n and w o m e n combined)

June 1975 to June 1976

All industries:Office clerical____________________ _______________________ — ..Electronic data p r o c e s s i n g ______ _______________________________Industrial nu rses __________________________________________________Skilled ma in te na nc e t r a d e s ______ _______________________________Unskilled plant w o r k e r s _________ __________________________________

7 .97 .6 9 .3

1 0 .38.6

Manufacturing:Office clerical_______________________________________________________Electronic data p r o c e s s i n g ________________ ____________________Industrial n u r s e s ________________________ _______________Skilled m a in te na nc e trades . . ___________________________________Unskilled plant w o r k e r s ________________________ _______________

8.87.49.3

10.49.4

N o n m a n u f a c t u r i n g :Office clerical_______________________________________________________Electronic data p r o c e s s i n g ________________________________________Industrial nu rs es ____________________________________________________Skilled ma in te na nc e t r a d e s _____________ __________________ . .Unskilled plant w o r k e r s ____ ________ ___________ _ ______________

6.7***

6.6

* Data do not m e e t publication criteria.


B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Greenville—Spartanburg, S.C., June 1976

Inexperienced typists Other inexperienced clerical w o r k e r s 5

M i n i m u m we e k l y straight-time salary4 Allindustries

Manufacturing Nonman uf ac tu ri ng

All

Manufacturing N o n m a n u f a c t u r ing

B a s e d on standard we ek ly hours 6 o - B a s e d on standard we ek ly hours 6 o —

Allschedules 40

Allschedules 40

Allschedules 40

Allschedules 40

e s t a b l i s h m e n t s s t u d i e d --------------- 165 98 XXX 67 XXX 165 98 XXX 67 XX X

e s t a b l i s h m e n t s h a v i n g a s p e c i f i e dMINIMUM — --------- ----------— ------------ 30 22 22 8 6 57 34 34 23 15

UNDER 5 8 0 . 0 0 ---------------------------- 1 • - 1 -

5 8 0 . 0 0 AND UNDER 5 8 2 . 5 0 -------------- - - - - - 2 - - 2 -5 8 2 . 5 0 AND UNDER 5 8 5 . 0 0 -------------- - • • - - - - - -5 8 5 . 0 0 AND UNDER 5 8 7 . 5 0 -------------- - - - - • 1 - - 1 -5 8 7 . 5 0 AND UNDER 5 9 0 . 0 0 --------- ---- 1 - - 1 • - - - - -5 9 0 . 0 0 AND UNDER 5 9 2 . 5 0 -------------- 1 - • 1 1 5 1 1 4 45 9 2 . 5 0 AND U.-DER 5 9 5 . 0 0 — --------- 1 1 1 - • 2 1 1 1 15 9 5 . 0 0 AND U n DER 5 9 7 . 5 0 -------- -— 1 - - 1 1 5 4 4 1 15 9 7 . 5 0 AND UNDER 5 1 0 0 . 0 0 ----------- 1 1 1 - - 5 2 2 3 2

5 1 0 0 . 0 0 AND UNDER 5 1 0 5 . 0 0 --- ------ 12 11 11 1 1 17 11 11 6 4Slob.00 AND UNDER 5 1 1 0 . 0 0 --- ------ 5 5 5 - - 12 11 11 15 1 1 0 . 0 0 AND UNDER 5 1 1 5 . 0 0 ---------- 3 2 2 1 - 2 2 2 -5 1 1 5 . 0 0 AND UNDER 5 1 2 0 . 0 0 ---------- 1 1 1 - • - - - -5 1 2 0 . 0 0 AND UNDER 5 1 2 5 . 0 0 --------- 1 - - 1 1 2 1 1 1 15 1 2 5 . 0 0 AND UNDER 5 1 3 0 . 0 0 -----— — 1 • - 1 1 1 • - 1 I5 1 3 0 . 0 0 AND UNDER 5 1 3 5 . 0 0 -----— — - - - - - - - - - -5 1 3 5 . 0 0 AND U N D E k 5 1 4 0 . 0 0 — -----— - - - - - _ - - - -5 1 8 0 . 0 0 AND UNDER 5 1 4 5 . 3 0 ----------- - - - - - - - -5 1 4 5 . 0 0 AND UNDER 5 1 5 0 . 0 0 ----------- 1 1 1 - - 1 1 1 -$ 1 5 0 . 0 3 AND OYER ----------------------- 1 - - 1 1 1 - - 1 1

ESTABLISHMENTS HAVING n o s p e c i f i e dM I N I M U M ----------------------------- -------- 15 8 XXX 7 XXX 62 35 XXX 27 XXX

ESTABLISHMENTS WHICH DIO NOT EMPLOYWORKERS IN TH I S CATEGORY ------------ 180 68 XXX 52 XXX 46 29 XXX 17 XXX



Table B-2. Late shift pay provisions for full-time manufacturing plant workers in Greenville—Spartanburg, S.C., June 1976(All full-time manufacturing plant w o r k e rs = 100 percent)

ItemAll w o r k e r s 7 W o r k e r s on late shifts

Second shift Third shift Second shift Third shift

P E R C E N T OF W O R K E R S

IN E S T A B L I S H M E N T S W I T H L A T E S H I F T P R O V I S I O N S ------ 89 . 7 8 4 . 6 21 .8 16.8

W I T H NO PAT D I F F E R E N T I A L FO R L A T E S H I F T WO R K ------ 48. 1 9.0 13.2 2. 4W I T H PA Y D I F F E R E N T I A L FO R L A T E S H I F T W O R K ----------- 4 1 . 7 75 . 6 8.6 14.4

U N I F O R M L E N T S - P E R - H O U R D I F F E R E N T I A L ---------------- 36 . 6 70 .2 7.7 13.9U N I F O R M P E R C E N T A G E D I F F E R E N T I A L ---------------------- 5.0 5.3 .9 .5O T H E R D I F F E R E N T I A L ---------------------------------------- - * - *

A V E R A G E PA Y D I F F E R E N T I A L

U N I F O R M C E N T S - P E R - H O U R D I F F E R E N T I A L ------------------- 12.3 10.4 11.6 8. 2U N I F O R M P E R C E N T A G E D I F F E R E N T I A L ------------------------- 9. 2 8.7 9.7 7.5

P E R C E N T OF W O R K E R S BY TY PE AN D A M O U N T OF P A Y D I F F E R E N T I A L

U N I F O R M C E N T S - P E R - H O U R :S C E N T S ---------------------------------------------------- 2.7 36 . 3 .8 9. 47 C E N T S ---------------------------------------------------- 1.5 - .4ft C E N T S ---------------------------------------------------- 3. 2 2.7 .ft .510 C E N T S -------------------------------------------------- 11.4 .4 2.5 .111 C E N T S -------------------------------------------------- .5 1.1 .2 .212 C E n TS -------------------------------------------------- 1.3 2.3 .4 .313 C E N T S -------------------------------------------------- - .5 -1A C E N T S -------------------------------------------------- - 3.0 - .915 C E N T S -------------------------------------------------- 11.6 11.5 1.7 1.420 C E N T S -------------------------------------------------- 3.5 9. 8 1.224 C E n TS -------------------------------------------------- .9 .9 -25 C E n TS -------------------------------------------------- 1.7 - ”

U N I F O R M P E R C E N T A G E :5 P E R C E N T ------------------------------------------------- - 1 . 0 - .27 AND U N D E R 8 P E R C E N T -------------------------------- 1.5 .7 . 1 (9)10 P E R C E N T ----------------------------------------------- 3.6 3. 6 .8 .2



Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Greenville—Spartanburg, S.C., June 1976Plant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing No nm an uf ac tu ri ng Public utilities All industries Manufacturing Nonmanuf ac tu ri ng Public utilities

P E R C E N T OF W O R K E R S BY S C H E D U L E D W E E K L Y H O U R S A N D D A Y S

ALL F U L L - T I M E W O R K E R S --------------- 100 100 100 100 100 100 100 100

20 H O U R S - 5 O A Y S ---------------------------- (10) 1 •32 H O U R S - 5 D A Y S ---------------------------- (10) - 2 _ • • -3A H O U R S - A O A Y S ---------------------------- (10) (10) - . (10) (10) - -35 H O U R S -------------------------------------- 1 1 1 A 1 8 -

A 1/2 D A Y S ------------------------------- - . - 3 7 -

5 D A Y S ------------------------------------ 1 1 1 - 1 1 1 -36 H O U R S - 5 O A Y S ---------------------------- - - - - (10) 1 -36 1/2 H O U R S - 5 D A Y S ---------------------- - - - - 2 5 -37 H O U R S - 5 D A Y S ---------------------------- - _ - - 2 5 -

37 1/2 H O U R S - 5 D A Y S ---------------------- 2 2 d o ) - 7 1 1A 3A38 H U U R S - 5 O A Y S --------------------------- (10) - 2 - 1 2 -38 1/2 H O U R S - 5 D A Y S ---------------------- (10) . 1 • - -38 3/ A H O U R S - 5 D A Y S ---------------------- - - - - (10) . 1 -AO H O U R S -------------------------------------- 60 60 60 7A 82 98 62 58

a d a y s --------------— — - — - — ------ 1 1 - • _ - -A 1/2 D A Y S ------------------------------- 3 A - . 2 A • -5 D A Y S ------------------------------------ 56 56 59 7A 79 9A 61 586 D A Y S ------------------------------------ (10) - 1 - (10) - (10)

A 2 H O U R S - 5 1/2 O A Y S ---------------------- - - - • 1 • 1 8A2 1/2 H O U R S - 5 D A Y S ---------------------- (10) . 2 8 1 - 2 -AA H O U R S -------------------------------------- 1 1 1 - (10) (10) - -

5 1/2 D A Y S ------------------------------- 1 1 1 - (10) (10) - -6 d a y s ------------------------------------ (10) (10) - - • - -

A 5 H O U R S - 5 D A Y S ---------------------------- 6 3 2A 6 •A6 H O U R S --------------- ---------------------- 1 1 1 - -

5 1/2 D A Y S ------------------------------- 1 1 - - - - -6 O A Y S ------------------------------------ (10) (10) 1 - . • -

A8 H O U R S -------------------------------------- 26 31 3 - • - -S O A Y S ------------- ---------------------- A 4 - . - -6 D A Y S ------------------------------------ 23 27 3 • - • -

50 H O U P S ------------------------------------- (10) - 3 13 - - -5 O A Y S ------------------------------------ (10) - 1 6 • - - -5 1/2 D A Y S ------------------------------- (10) - 1 7 - - -

A V E R A G E S C H E D U L E D W E E K L Y H O U R S

ALL W E E K L Y WO R K S C H E D U L E S ------------- r\j A 2 . 7 A 1.3 A l . B 39 . 5 39 . 9 38 . 9 39 . 3

See footnote at end of tables.


Table B-4. Annual paid holidays for full-time workers in Greenville—Spartanburg, S.C., June 1976

Item

Plant w o r k e r s Office w o r k e r s

All industries Manufacturing Nonman uf ac tu ri ng Public utilities All industries Manufacturing No nmanufacturing Public utilities

p e r c e n t o f w o r k e r s

a l l F U L L - T I M E W O R K E R S --------------- 100 100 100 100 100 100 100 100

IN E S T A B L I S H M E N T S n o t p r o v i d i n gP A I D H O L I D A Y S ---------------------------- 2 (10) 11 - 1 (10) 1 *

IN e s t a b l i s h m e n t s p r o v i d i n gP A I D H O L I D A Y S ---------------------------- 98 99 89 100 99 99 99 100

A V E R A G E N U M B E R O F P A I D H O L I D A Y S

FO R W O R K E R S IN E S T A B L I S H M E N T SP R O V I D I N G H O L I D A Y S --------------------- 6. 4 6. 5 5.9 8.6 7.0 7.5 6.4 8. 5

P E R C E N T OF W O R K E R S BY N U M B E ROF P A I D H O L I D A Y S P R O V I D E D

2 H O L I D A Y S ----------------------------------- 4 4 3 - 1 1 (10) -3 H O L I D A Y S ----------------------------------- 4 1 15 - 1 (10) 2 *4 H O L I D A Y S ----------------------------------- 3 4 1 7 2 3 1 85 H O L I D A Y S ----------------------------------- 29 29 31 - 25 14 37 *6 H O L I D A Y S ----------------------------------- 16 16 13 8 22 16 30 117 H O L I D A Y S ----------------------------------- 12 14 4 13 7 11 1 6

P L U S 4 h a l f O A Y S ---------------------- - - - - (10) - (10) "8 H O L I D A Y S ----------------------------------- 6 7 2 5 10 8 12 109 H O L I D A Y S ----------------------------------- 15 17 8 16 22 33 7 2310 H O L I D A Y S --------------------------------- 7 6 10 50 8 9 7 4211 H O L I D A Y S --------------------------------- 1 1 1 - 2 2 1 *12 H O L I O A Y S --------------------------------- (10) - 1 - (10) * (10)

P E R C E N T OF W O R K E R S BY T O T A LP A I D H O L I D A Y T I M E P R O V I D E D 11

2 D A Y S OH M O R E ----------------------------- 98 99 89 100 99 99 99 1003 D A Y S OR M O R E ----------------------------- 94 96 86 100 98 98 98 1004 D A Y S OR M O R E ----------------------------- 90 94 70 100 97 98 97 1005 O A Y S OR M O R F ----------------------------- 87 91 69 93 95 94 95 926 D A Y S O R M O R E --------- ---------- -------- 58 62 38 93 70 80 58 927 D A Y S O R M O R E --------- — — ----- — ----- 42 45 26 85 48 64 29 829 DA Y S OR M O R E ------ ------------------- — 29 31 22 71 41 52 28 769 D A Y S OR M O R E ----------------------------- 23 24 19 66 32 44 16 6510 O A Y S OR M O R E ---------------------------- 8 7 12 50 10 11 8 4 2

1 1 D A Y S O R M O R E --------- -------- ----- ---- 1 1 2 2 2 2



Table B-5. Paid vacation provisions for full-time workers in Greenville—Spartanburg, S.C., June 1976Plant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing Nonman uf ac tu ri ng Public utilities All industries Manufacturing Nonmanuf ac tu ri ng Public utilities

P E R C E N T O F W O R K E R S

a l l f u l l - t i m e W O R K E R S --------------- 100 100 100 100 100 100 100 100

IN e s t a b l i s h m e n t s n o t p r o v i d i n gP A I D V A C A T I O N S -------------------------- 1 1 3 - 1 (10) 1 -

IN e s t a b l i s h m e n t s P R O V I D I N Gp a i d v a c a t i o n s ------ -------------------- 99 99 97 100 99 99 99 100l e n g t h - o f - t i m e p a y m e n t -------------- AO 28 96 9A 92 88 99 95P E R C E N T A G E P A Y M E N T ------------------- 58 71 1 6 7 12 1 5O T H E R P A Y M E N T --------------- ----- ----- (10) (10) * - (10) (10) ” “

A M O U N T O F P A I D V A C A T I O N A F T E R * 12

6 M O N T H S OF S E R V I C E *U N D E R 1 W E E K ------------------- ----- 33 35 23 6 10 8 12 51 W E E K ---------------------------------- 8 6 19 A0 59 58 59 A2O V E R 1 AN D U N D E R 2 W E E K S -------- 1 - A 3 6 7 A 6

1 Y E A R O F S E R V I C E *U N D E R 1 W E E K ------------------------- 1 1 - - - -1 W E E K --------------------------------- 83 87 67 A5 26 28 2A 32O V E R 1 AN D U N D E R 2 W E E K S -------- 1 1 - - (10) 1 *2 w e e k s -------------------------------- 12 9 28 55 70 71 68 68

O V E R 2 AN D U N D E R 3 W E E K S -------- (10) - 2 - 3 - 7 “3 W E E K S -------------------------------- 1 2 “ - (10) (10) * '

2 Y E A R S O F S E R V I C E *U N D E R 1 W E E K ------------------------- 1 1 - - - “ “1 W E E K --------------------------------- 67 73 39 23 13 16 9 15O V E R 1 AN D U N D E R 2 W E E K S -------- 1 2 - - 1 1 1 •2 W E E K S -------------------------------- 27 20 57 77 83 82 83 85

O V E R 2 AN D U N D E R 3 W E E K S -------- 1 1 2 - 3 - 73 W E E K S -------------------------------- 1 2 * - (10) (10)

3 Y E A R S O F S E R V I C E *U N D E R 1 W E E K ------------------------- 1 1 - - " ~1 W E E K --------------------------------- A9 57 IS 6 7 9 5 5

O V E R I AN D U N D E R 2 W E E K S -------- 6 7 - - (10) 1 *2 W E E K S -------------------------------- AO 31 80 9A 89 89 3o 95

O V E R 2 AND U N D E R 3 W E E K S -------- 1 1 2 - 3 7 *3 W E E K S -------------------------------- 2 2 - (10) (10) ”

A Y E A R S O F S E R V I C E *U N D E R 1 W E E K ------------------------- 1 1 - - - *1 W E E K --------------------------------- A7 5A 15 6 7 9 5 5O V E R 1 AND U N D E R 2 W E E K S -------- A 5 “ - (10) 1 “ *2 W E E K S -------------------------------- AA 35 80 9A 85 83 88 ^5

O V E R 2 AN D U N D E R 3 W E E K S -------- 1 1 2 - 5 3 7 •3 W E E K S -------------------------------- 2 2 2 A "

5 Y E A R S OF S E R V I C E *U N D E R 1 W E E K ------------------------- 1 1 - - • “1 W E E K --------------------------------- A 3 9 - 1 1 2

O V E R I AND U N D E R 2 W E E K S -------- (10) - 2 - (10) 1 •2 W E E K S -------------------------------- 79 80 76 95 70 60 83 98

O V E R 2 AND U N D E R 3 W E E K S -------- 3 3 t - 6 A 9 “3 W E E K S — — — — — — — — — 11 13 4 5 21 3A 5 2O V E R 3 AN D U N O E R A W E E K S -------- (10) * (10) “ (10) (10)

See footnotes at end of table.


Table B-5. Paid vacation provisions for full-time workers in Greenville—Spartanburg, S.C., June 1976— Continued

Item

amount of paid vacation after 12C O N T I N U E D

10 Y E A R S OF S E R V I C E :U N D E R 1 W E E K ---------------1 WE EK ------------------------2 W E E K S ----------------------O V E R 2 AND U N D E R 3 W E E K S3 W E E K S ----------------------O V E R 3 AND U N O F R A W E E K SA W E E K S ----------------------O V E R A AN D U N D E R 5 W E E K S

12 Y E A R S OF S E R V I C E :U N D E R 1 WE E K ---------------1 WE E K ------------------------2 W E E K S ----------------------O V E R 2 AND U N D E R 3 W E E K S3 W E E K S ----------------------O V E R 3 AN D U N D E R A W E E K SA W E E K S ----------------------O V E R A AN D U N D E R 5 W E E K S

15 Y E A R S OF S E R V I C E :U N D E R 1 W E E K ---------------1 W E E K ------------------------2 W E E K S ----------------------O V E R 2 AN U U N D E R 3 W E E K S3 W E E K S ----------------------O V E R 3 AN U U N D E R A W E E K SA W E E K S ----------------------O V E R 5 ANU U N D E R 6 W E E K S

20 Y E A R S OF S E R V I C E :U N D E R I WE E K ---------------1 W E E K ------------------------2 W E E K S -----------------------O V E R 2 AN D U N D F R 3 WE E K S3 W E E K S -----------------------o v e r 3 a n d u n d e r a w e e k sA W E E K S -----------------------5 W E E K S ---------------------7 W E E K S -----------------------

25 Y E A R S OF S E R V I C E :U N D E R 1 WE E K ----------------1 W E E K ------------------------2 W E E K S -----------------------O V E R 2 AND U N D E R 3 W E E K S3 W E E K S -----------------------O V E R 3 AND U N D E R A W E E K S A W E E K S -----------------------5 W E E K S -----------------------6 W E E K S -----------------------7 W E E K S -----------------------


Plant w ork ers O ffice w ork ers

A ll industries M anufacturing N onm anufacturing P u blic utilities A ll industries M anufacturing Nonm anufacturing P u blic utilities

i 1A 3 i - i i 2 -

58 59 51 26 27 28 26 183 3 2 - 2 2 2 -

26 2A 3A 7A 59 5A 67 82(10) - (10) - (10) - (10) -

7 8 1 - 10 15 3 -1 1 “ “ * *

1 1 .A 3 9 - 1 1 2 -

56 58 51 26 27 28 26 183 3 2 - 2 2 2 -

27 26 39 7A 56 A8 67 82(10) (10) - (10) - (10) -

7 8 1 - 13 21 3 -1 1 “ * • * *

1 1 _ -A 3 9 - 1 1 2 -

26 22 AA 18 16 13 19 1A1 1 1 - 1 2 (10) -

51 58 23 31 53 A7 60 A21 - 3 - (10) • 1 -

1A 13 18 50 28 37 17 AA1 1 * * *

1 1 _A 3 9 - 1 1 2 .

25 21 AA 18 15 12 19 1A1 1 1 - 1 2 (10) -

A6 53 15 8 29 3A 22 A(10) (10) (10) - (10) -

16 1A 2A 57 A7 A2 53 755 5 A 17 6 9 2 71 1 “ * * “ *

1 1 _ _ _A 3 9 - 1 1 2 -

25 21 AA 18 15 12 19 1A1 1 1 - 1 2 (10) -

A2 A8 15 8 27 31 22 A(10) - (10) - (10) - (10) -

16 16 13 19 37 33 A3 309 8 1A 51 17 21 12 50

(10) 1 5 (10) - (10) 21 1


Table B-5. Paid vacation provisions for full-time workers in Greenville—Spartanburg, S.C., June 1976— ContinuedPlant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing N o n m a n u f actur ing Public utilities All industries Manufacturing N o n m anuf actur ing Public utilities

a m o u n t o f p a i d v a c a t i o n a f t e r 12 -C O N T I N U E D

30 Y E A R S OF S E R V I C E : *U N D E R 1 W E E K ------------------------- 1 1 - - - - •I W E E K --------------------------------- 4 3 9 - i 1 22 W E E K S ------------ ----- -------------- 25 21 44 18 15 12 19 14

O V E R 2 AN D U N D E R 3 W E E K S — ----- 1 1 i - 1 2 (10)3 W E E K S -------------------------------- 42 48 15 8 27 31 22O V E R 3 AN D U N D E R 4 W E E K S -------- (10) - (10) - (10) - (10)4 W E E K S -------------------------------- 15 16 11 6 36 33 39 10

5 W E E K S 7 5 17 63 16 17 15 70

6 W E E K S -------------------------------- 2 2 1 5 2 4 (10> 2

7 W E E K S -------------------------------- 1 1

* Estimates of provisions for longer periods of service are identical.



Table B-6. Health, insurance, and pension plans for full-time workers in Greenville—Spartanburg, S.C., June 1976Plant w o r k e r s Office w o r k e r s

ItemAll industries Manufacturing No nm an uf ac tu ri ng Public utilities All industries Manufacturing No nm an uf ac tu ri ng Public utilities

P E R C E N T OF W O R K E R S

AL L F U L L - T I M E W O R K E R S --------------- 100 100 100 100 100 100 100 100

IN e s t a b l i s h m e n t s P R O V I D I N G AT L E A S T ON E O F TH E B E N E F I T S S H O W N B E L O W 13-------------------------------- 99 99 98 100 99 99 99 100

L I F E I N S U R A N C E --------- ------------------- 98 99 94 100 99 99 97 100N O N C O N T R I B U T O R Y P L A N S ---------------- 52 52 48 78 53 66 37 73

A C C I D E N T A L D E A T H ANOD I S M E M B E R M E N T I N S U R A N C E --------------- 68 67 7-2 80 71 65 78 87N O N C O N T R I B U T O R Y P L A N S — ----— ------- 41 41 40 78 43 46 39 84

S I C K N E S S AND A C C I D E N T I N S U R A N C EOR SI C K L E A V E OR B O T H 14---------------- 73 74 68 80 71 80 60 67

S I C K N E S S AN D A C C I D E N TI N S U R A N C E -------------------------------- 63 69 36 25 32 45 15 11N O N C O N T R I B U T O R Y P L A N S ------------- 28 32 9 17 20 27 11 7

s i c k l e a v e (Fu l l p a y a n d n o

W A I T I N G PE RI OD ) ----------------------- 7 2 29 23 47 50 44 24S I C K L E A V E (P AR T I A L PA Y OR

W A I T I N G PE RI OD ) ---------------------- 6 4 12 37 13 15 10 36

L O N G - T E R M D I S A B I L I T YI N S U R A N C E --------------------------- ------ 12 9 27 42 42 33 52 48N O N C O N T R I B U T O R Y P L A N S --------— ----- 4 2 11 40 17 12 22 46

h o s p i t a l i z a t i o n i n s u r a n c e ------------- 97 98 95 100 99 99 99 100n o n c o n t r i b u t o r y p l a n s ---------------- 50 51 45 91 50 54 45 93

S U R G I C A L I N S U R A N C E ----------------------- 97 98 95 100 99 99 99 100N O N C O N T R I B U T O R Y p l a n s ---------------- 50 51 45 91 50 54 45 93

M E O I C A L i n s u r a n c e ------------------------- 87 86 89 98 96 97 96 97n o n c o n t r i b u t o r y p l a n s ---------------- 41 41 43 91 48 50 44 93

m a j o r m e d i c a l i n s u r a n c e ---------------- 91 91 93 100 99 99 99 100n o n c o n t r i b u t o r y p l a n s ---------------- 45 45 43 91 49 50 47 9 3

d e n t a l i n s u r a n c e -------------------------- 5 4 11 30 8 6 11 17n o n c o n t r i b u t o r y p l a n s ---------------- 4 4 7 30 5 6 3 17

R E T I R E M E N T P E N S I O N ---------------- ------ 70 76 46 87 64 89 79 89n o n c o n t r i b u t o r y p l a n s ---------------- 65 69 42 87 76 77 75 89



Footnotes

A ll o f these standard footn otes m ay not apply to this bu lletin .

1 Standard hours r e fle c t the w orkw eek fo r w hich em ployees re ce iv e their regu lar s tra ig h t-tim e sa la rie s (e x clu sive o f pay fo r ov ertim e at reg u lar a n d /or prem iu m ra tes ), and the earnings corresp on d to these w eekly h ours.

2 The m ean is com puted fo r each job by totalling the earnings o f all w ork ers and dividing by the num ber o f w o rk e rs . The m edian designates position — half o f the w ork ers re ce iv e m o re and half re ce iv e le s s than the rate shown. The m idd le range is defined by two rates o f pay: a fourth o f the w ork ers earn le s s than the low er o f these rates and a fourth earn m ore than the h igher rate .

3 Earnings data relate on ly to w ork ers w hose sex identification was provided by the estab lishm ent.

4 E xcludes p rem iu m pay fo r ov ertim e and fo r w ork on w eekends, holidays, and late sh ifts.

* F o rm a lly estab lished m inim um regu lar stra igh t-tim e h iring sa la ries that are paid fo r standard w orkw eeks.

6 E xcludes w ork ers in su b c le r ica l job s such as m e ssen g er .7 Data are p resen ted fo r all standard w orkw eeks com bined, and for

the m ost com m on standard w orkw eeks reported .8 Includes all plant w ork ers in establishm ents cu rren tly operating

late sh ifts, and establishm ents w hose fo rm a l p rov is ion s co v e r late sh ifts, even though the establishm ents w ere not cu rren tly operating late sh ifts.

9 L e ss than 0.05 percen t.10 L e ss than 0.5 percen t.11 A ll com binations o f fu ll and half days that add to the sam e amount

are com bined ; fo r exam ple, the p roportion o f w ork ers rece iv in g a total o f 1 0 days includes those with 10 fu ll days and no half days, 9 fu ll days and 2 half days, 8 fu ll days and 4 half days, and so on. P rop ortion s then w ere cum ulated.

12 Includes paym ents other than "length o f t im e ," such as percen tage o f annual earnings o r fla t-su m paym ents, converted to an equivalent tim e ba sis ; fo r exam ple, 2 percen t o f annual earnings w as con s id ered as 1 w eek 's pay. P e r io d s o f s e r v ice are chosen a rb itra r ily and do not n e ce s sa r ily r e fle c t individual p rov is ion s fo r p ro g re ss io n ; fo r exam ple, changes in p roportion s at 10 years include changes between 5 and 10 y e a rs . E stim ates are cum ula tive . Thus, the p roportion e lig ib le fo r at le a st 3 w eek s ' pay after 10 years includes those e lig ib le fo r at lea st 3 w eek s ' pay after few er years o f s e r v ice .

13 E stim ates lis ted after type o f benefit are fo r all plans fo r whichat lea st a part o f the co s t is borne by the em p lo y e r . "N oncontribu toryplans" include on ly those financed en tire ly by the em p loyer . Excluded are leg a lly requ ired plans, such as w ork ers d isa b ility com pensation , soc ia l secu rity , and ra ilroad retirem en t.

14 Unduplicated toteil o f w ork ers rece iv in g s ick leave or sick n ess and accident insurance shown separately below . Sick leave plans are lim ited to those which defin ite ly establish at lea st the m inim um num ber o f da ys ' pay that each em ployee can expect. In form al s ick leave allow ances determ ined on an individual ba sis are excluded.


Appendix AA rea wage and related benefits data are obtained by p erson a l v is its

o f Bureau fie ld represen tatives at 3 -y e a r in terva ls . 1 In each o f the in terven ing y e a rs , in form ation on em ploym ent and occupational earnings is co lle c te d by a com bination o f p erson a l v is it , m ail qu estion naire , and telephone in te r v iew fro m establishm ents participating in the p reviou s survey.

In each o f the 8 4 2 areas curren tly su rveyed , data are obtained fro m representative establishm ents within six b road industry d iv isions: M anufacturing; tran sportation , com m unication , and other public u tilities ; w holesa le trade; reta il trade; finance, in su ran ce , and rea l estate; and s e r v ice s . M ajor industry groups excluded fro m th ese studies are governm ent operations and the construction and extractive in du stries . Establishm ents having few er than a p re sc r ib e d num ber o f w ork ers are om itted becau se of in su fficient em ploym ent in the occupations studied. Separate tabulations are provided fo r each o f the broad industry d iv isions w hich m eet publication cr ite r ia .

T hese su rveys are conducted on a sam ple b a s is . The sam pling p roced u res involve detailed stratifica tion o f all establishm ents within the scope o f an individual area survey by industry and num ber o f em p loyees . F ro m this stra tified universe a probability sam ple is se le cted , with each establishm ent having a p redeterm in ed chance o f se le ct ion . To obtain optim um accu ra cy at m inim um cost, a g rea ter p roportion o f la rge than sm all e sta b lish m ents is se lected . When data are com bined, each establishm ent is w eighted accord in g to its probability o f se le ct ion , so that unbiased estim ates are generated. F o r exam ple, if one out o f fou r establishm ents is se le cted , it is given a weight o f four to represent it se lf plus three oth ers. An alternate o f the sam e orig in a l probability is chosen in the sam e in d u stry -s ize c la s s if i cation i f data are not available fro m the orig in a l sam ple m em b er . If no suitable substitute is availab le, additional weight is assigned to a sam ple m em b er that is s im ila r to the m issin g unit.O ccupations and earnings

O ccupations se lected fo r study are com m on to a v ariety o f m anufacturing and nonm anufacturing in du stries , and are o f the follow ing types: (1)O ffice c le r ic a l; (2) p ro fess ion a l and tech n ica l; (3) m aintenance, to o lro o m , and pow erplant; and (4) m ateria l m ovem ent and custod ia l. O ccupational c la ss ifica tio n is based on a uniform set o f job descrip tion s designed to take account o f in terestablishm ent variation in duties within the sam e job . O ccupations se lected fo r study are lis ted and d escr ib ed in appendix B. U nless oth erw ise indicated , the earnings data follow ing the job titles are for

1 Personal visits were on a 2-year cycle before July 1972.2 Included in the 84 areas are 14 studies conducted by the Bureau under contract. These areas are Akron,

Ohio; Austin, Tex.; Binghamton, N. Y. —Pa.; Birmingham, Ala.; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, Fla.; Lexington—Fayette, Ky.; Melbourne—Titusville—Cocoa, Fla.; Norfolk—Virginia Beach— Portsmouth and Newport News—Hampton, Va. —N. C .; Poughkeepsie—Kingston—Newburgh, N .Y .; Raleigh— Durham, N .C.; Stamford, Conn.; Syracuse, N.Y. ; Utica—Rome, N.Y. ; and Westchester County, N.Y. In addition, the Bureau conducts more limited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

all industries com bined. Earnings data fo r som e o f the occupations lis ted and d e scr ib e d , o r fo r som e industry d iv isions within the scope of the su rvey , are not p resen ted in the A -s e r ie s ta b les , becau se either (1) em ploym ent in the occupation is too sm all to provide enough data to m erit presentation , o r (2) th ere is p o ss ib ility o f d is c lo su re o f individual establishm ent data. Separate m en 's and w om en 's earnings data are not presen ted when the num ber o f w ork ers not iden tified by sex is 20 percen t o r m ore o f the m en o r wom en iden tified in an occupation . Earnings data not shown separately fo r industry d iv isions are included in data fo r a ll indu stries com bined. L ik ew ise , data are included in the o v e ra ll c la ss ifica tio n when a su bcla ss ifica tion o f e le c tro n ics tech n ic ia n s , s e c r e ta r ie s , o r tru ck d r iv ers is not shown o r in form ation to su b c la ss ify is not availab le.

O ccupational em ploym ent and earnings data are shown fo r fu ll-tim e w o rk e rs , i .e . , those h ired to w ork a regu lar w eekly schedule. Earnings data exclude prem iu m pay fo r ov ertim e and fo r w ork on w eekends, h olidays, and late sh ifts. N onproduction bonuses are exclu ded , but c o s t -o f- l iv in g allow ances and incentive bonuses are included . W eekly hours fo r o ffice c le r ica l and p ro fe ss io n a l and tech n ica l occu pation s re fe r to the standard w orkweek (rounded to the n earest half hour) fo r w hich em ployees rece iv e regu lar stra igh t-tim e sa la ries (exclu sive o f pay fo r ov ertim e at regu lar an d /or prem iu m ra tes). A verage w eekly earnings fo r these occupations are rounded to the n earest half d o llar.

T hese surveys m easu re the lev e l o f occupational earnings in An area at a p a rticu la r tim e. C om parisons o f individual occupational averages ov er tim e m ay not r e fle ct expected wage changes. The averages fo r individual jobs are a ffected by changes in w ages and em ploym ent patterns. F o r exam ple, p roportion s o f w ork ers em ployed by h igh- o r low -w age firm s m ay change, o r h igh-w age w ork ers m ay advance to better jobs and be rep laced by new w ork ers at low er rates. Such shifts in em ploym ent could d ecrea se an occupational average even though m ost establishm ents in an area in crea se w ages during the year . Changes in earnings o f occupational g rou ps, shown in table A -7 , are better in d icators o f wage trends than are earnings changes fo r individual job s within the groups.

A verage earnings re fle ct com p osite , areaw ide estim ates. Industries and establishm ents d iffe r in pay le v e l and job staffing, and thus contribute d ifferently to the estim ates fo r each job . Pay averages m ay fa il to re flect a ccu rate ly the wage d ifferentia l among job s in individual establishm ents.

A verage pay lev e ls fo r m en and w om en in se lected occupations should not be assum ed to r e fle ct d iffe ren ces in pay o f the sexes within individual estab lishm ents. F a ctors w hich m ay contribute to d ifferen ces include p ro g re ss io n within estab lish ed rate ranges (only the rates paid incum bents are co lle cted ) and p er form a n ce o f sp e c ific duties within the general su rvey job d escr ip tion s . Job descr ip tion s used to c la ss ify em ployees in these su rveys usually are m o re gen era lized than those used in individual establishm ents and allow fo r m in or d iffe ren ces am ong establishm ents in sp e c ific duties p e r form ed .


O ccupational em ploym ent estim ates represen t the total in all estab lishm ents within the scop e o f the study and not the num ber actually surveyed . B ecau se occu pation al stru ctu res am ong establishm ents d iffe r , estim ates o f occu pation al em ploym ent obtained fro m the sam ple o f establishm ents studied serv e only to indicate the re lative im portance o f the job s studied. T hese d iffe ren ces in occu pation al stru ctu re do not affect m a teria lly the accu ra cy o f the earn ings data.

W age trends fo r se le cted occu pation al groups

The percen t in cre a se s p resen ted in table A - 7 are based on changes in average h ourly earn ings fo r establishm ents reporting the trend job s in both the current and previou s year (m atched estab lishm ents). The data are adjusted to rem ove the e ffe ct on average earn ings o f em ploym ent shifts am ong establishm ents and tu rnover o f establishm ents included in survey sa m ples. The percen t in cr e a s e s , h ow ever, are s till a ffected by fa ctors oth er than wage in cr e a s e s . H irin gs, la y o ffs , and tu rn over m ay affect an establishm ent average fo r an occupation .when w ork ers are paid under plans provid in g a range o f w age rates fo r individual jo b s . In periods o f in cre a se d h iring , fo r exam ple , new em p loyees enter at the bottom of the range, depressin g the average without a change in wage rates.

The percen t changes relate to wage changes betw een the indicated dates. When the tim e span betw een surveys is other than 12 m onths, annual rates are shown. (It is assum ed that w ages in crea se at a constant rate betw een su rvey s .)

O ccupations used to com pute wage trends are:

O ffice c le r ic a l (men and women"):

S e cre ta r ie sStenograph ers, genera l S tenograph ers, sen ior T y p ists , c la sse s A and B F ile c le rk s , c la s se s A,

B , and C M essen gersO rd er c le rk s , c la sse s A

and BAccounting c le rk s ,

c la sse s A and B B ookke eping -m ach in e

o p e ra to rs , c lass B P a y ro ll c lerk s Keypunch o p e ra to rs ,

c la sse s A and B Tabulating-m achine

o p e ra to rs , c lass B

E lectron ic data p ro ce ss in g (men and w om en ):

C om puter system s an alysts , c la sse s A , B , and C

E le ctro n ic data p ro ce ss in g (men and w om en)— Continued

Com puter p ro g ra m m e rs , c la sse s A , B , and C

C om puter o p e ra to rs , c la sse s A , B , and C

Industrial n urses (men and w om en ):

R eg istered industrial nurses

Skilled m aintenance (men and w om en ):

C arpenters E lect rician s P ainters M achinistsM echanics (m achinery) M echanics (m otor v eh ic le ) P ipe fitters T oo l and die m akersU nskilled plant (men and

w om en):Ja n itors, p o r te r s , and

c lean ersM ateria l handling la b orers

P ercen t changes fo r individual areas in the p rogra m are com puted as fo llow s :

1. Each occupation is assigned a w eight based on its p r o portionate em ploym ent in the occu pation al group in the base year .

2. T h ese w eights are used to com pute group av erages.Each occu p a tion ’ s average (m ean) earnings is m ultip lied by its w eight. The products are totaled to obtain a group average.

3. The ratio o f group averages fo r 2 con secu tive years is com puted by dividing the average fo r the current year by the average fo r the e a r lie r year . The result— e x p re sse d as a percen t— le ss 100 is the p ercen t change.

F o r a m o re detailed d escr ip tion o f the m ethod used to com pute these wage tren d s, see "Im provin g A rea W age Survey In d e x e s ," Monthly L abor R ev iew , January 1973, pp. 52 -57 .

E stablishm ent p ra ctice s and supplem entary wage p rov is ion s

The in ciden ce o f se le cted estab lishm ent p ra c tice s and supplem entary wage p rov is ion s is studied fo r plant w ork ers and o ff ic e w ork ers . Plant w ork ers include n on su perv isory w ork ers and w orking su p erv isors engaged in n onoffice functions. (C a feteria w ork ers and route w ork ers are excluded in m anufacturing in du str ies , but in cluded in nonm anufacturing in d u str ies .) O ffice w ork ers include n on su p erv isory w ork ers and working su p erv isors perform in g c le r ic a l o r related functions. Lead w ork ers and tra in ees are included among n on su p erv isory w o rk e rs . A dm in istra tive , execu tive , and p ro fe ss io n a l em p loyees and construction w ork ers u tilized as separate w ork fo r c e s are excluded fro m both the plant and o ffic e w ork er ca teg or ies .

M inim um entrance sa la ries (table B - l ) . M inim um entrance sa la ries fo r o ffic e w ork ers relate only to the estab lishm ents v isited . B ecause o f the optim um sam pling techniques used and the p ro b a b ility ' that large estab lish m ents are m o re lik e ly than sm all estab lishm ents to have form al entrance rates above the su b c le r ica l le v e l, the table is m o re representative o f p o lic ie s in m edium and large estab lishm ents.

Shift d ifferen tia ls— m anufacturing (table B -2 ) . Data w ere co llectedon p o lic ie s o f m anufacturing establishm ents regarding pay d ifferentia ls fo r plant w ork ers on late sh ifts . E stablishm ents con s id ered as having p o lic ies are those w hich (1) have prov is ion s in w riting coverin g the operation o f late sh ifts, o r (2) have operated late shifts at any tim e during the 12 months preced in g a survey. When establishm ents have se v e ra l d ifferentia ls which vary by jo b , the d ifferen tia l applying to the m a jo r ity o f the plant w ork ers is reco rd e d . When establishm ents have d ifferen tia ls w hich apply only to certain hours o f w ork , the d ifferen tia l applying to the m a jo r ity o f the shift hours is record ed .

F or pu rposes o f this study, a late shift is e ither a second (evening) shift w hich ends at o r near m idnight o r a th ird (night) shift which starts at or near m idnight.

D ifferen tia ls fo r secon d and th ird shifts are su m m arized separately fo r (1) establishm ent p o lic ie s (an estab lish m en t's d ifferen tia ls are weighted by


all plant w ork ers in the establishm ent at the tim e o f the su rvey) and (2) e ffe ct iv e p ra ctice s (an estab lish m en t's d ifferentia ls are w eighted by plant w ork ers em ployed on the sp e cifie d shift at the tim e o f the survey).

Scheduled w eekly h ours; paid h olidays; paid vacations; and health , in su ran ce , and pension p la n s. P ro v is io n s w hich apply to a m a jor ity o f the plant o r o ffic e w ork ers in an establishm ent are con s id ered to apply to all plant o r o ffic e w ork ers in the establishm ent; a p ra ctice o r p rov is ion is con s id ered nonexistent when it applies to le s s than a m a jority . H olidays; vacation s ; and health, in su ran ce , and pension plans are con sidered applicable to em p loyees curren tly e lig ib le fo r the benefits as w ell as to em ployees who w ill eventually b ecom e e lig ib le .

Scheduled w eekly hours and days (table B -3 ) . Scheduled w eekly hours and days re fe r to the num ber o f hours and days p er w eek w hich fu lltim e fir s t (day) shift w ork ers are expected to w ork , w hether paid fo r at stra igh t-tim e o r ov ertim e rates.

Paid holidays (table B -4 ) . H olidays are included only i f they are granted annually on a fo rm a l basis (provided fo r in w ritten fo rm o r estab lished by custom ) and em p loyees are paid fo r the tim e o ff. They are included even though in a pa rticu la r year they fa ll on a nonworkday and em ployees are not granted another day o ff.

Data are tabulated to show the percen t o f w ork ers who (1) are granted sp e c ific num bers o f whole and half holidays and (2) are granted sp ecified amounts o f total holiday tim e (whole and half holidays are aggregated).

Paid vacations (table B -5 ) . Establishm ents report th eir m ethod o f calculating vacation pay (tim e b a s is , percen t o f annual earn ings, fla t-su m paym ent, e tc .) and the amount o f vacation pay granted. Only b a s ic form al plans are reported . V acation bon u ses, v acation -sav in gs plans, and "exten ded" o r "sa b b a tica l" benefits beyond b a s ic plans are excluded.

F o r tabulating vacation pay granted, all p rov ision s are ex p ressed on a tim e b a s is . V acation pay calcu lated on other than a tim e ba sis is converted to its equivalent tim e period . Two percen t o f annual earn ings, fo r exam ple, is tabulated as 1 w eek 's vacation pay.

A lso , p rov is ion s after each sp ecified length o f se rv ice are related to a ll plant o r o ffic e w ork ers in an establishm ent rega rd less o f length o f s e r v ice . V acation plans com m only provide fo r la rg e r amount o f vacation pay as se rv ice lengthens. Counts o f plant o r o ffic e w ork ers by length o f se rv ice w ere not obtained. The tabulations o f vacation pay granted p resen ts , th e re fo r e , sta tistica l m easu res o f these p rov is ion s rather than proportion s o f w ork ers actually receiv in g sp e c ific ben efits.

Health, in su ran ce, and pension plans (table B -6 ) . Health, in su ran ce, and pension plans include plans fo r which the em p loyer pays either all o r part o f the cost. The cost m ay be (1) underw ritten by a com m ercia l insurance com pany o r nonprofit organ ization , (2) covered by a union fund to

w hich the em p loyer has contributed, o r (3) borne d irectly by the em p loyer out o f operating funds o r a fund set aside to c o v e r the cost. A plan is included even though a m a jor ity o f the em ployees in an establishm ent do not choose to participate in it becau se they are requ ired to bear part o f its cost (provided the ch o ice to participate is available o r w ill eventually becom e available to a m a jo r ity ). L egally requ ired plans such as so c ia l secu rity , r a ilroad retirem en t, w o rk e r s ' d isab ility com pensation , and tem pora ry d isability in su ra n ce 3 are excluded.

L ife insurance includes form a l plains providing indem nity (usually through an insurance p o licy ) in case o f death o f the covered w ork er .

A cciden ta l death and d ism em berm ent is lim ited to plains which provide benefit paym ents in case o f death o r lo s s o f lim b o r sight as a d irect resu lt o f an accident.

S ickness and accident insurance includes only those plams w hich provide that predeterm in ed cash paym ents be made d irectly to em ployees who lose tim e fro m w ork becau se o f illn ess o r in ju ry , e .g ., $ 50 a w eek fo r up to 26 w eeks o f d isab ility .

S ick leave plains are lim ited to form al p la n s4 which provide fo r continuing am e m p lo y e e 's pay during absence fro m w ork because o f illn e ss . Data co lle cted distinguish between (1) plans w hich provide fu ll pay with no waiting p eriod , and (2) plans which either provide partial pay o r requ ire a waiting period .

L on g -term d isab ility insurance plans provide payments to totally d isabled em p loyees upon the expiration o f their paid sick leave a n d /or s ick ness and accident in su ran ce , o r after a p redeterm in ed period o f disability (typ ically 6 m onths). Paym ents are made until the end o f the d isab ility , a m axim um age, o r e lig ib ility fo r retirem en t ben efits. Full o r partial paym ents are alm ost always reduced by so c ia l secu rity , w o rk e rs ' d isability com pensation , and private pension benefits payable to the disabled em ployee.

H osp ita lization , su rg ica l, and m ed ica l insurance plans reported in these su rveys provide fu ll o r partia l payment fo r ba sic se rv ice s rendered.

3 Temporary disability insurance which provides benefits to covered workers disabled by injury or illnesswhich is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode Island. Establishment plans which meet only the legal requirements are excluded from these data, but those under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the State law are included. In Rhode Island, benefits are paid out of a State fund to which only employeescontribute. In each of the other three States, benefits are paid either from a State fund or through a private plan:

State fund financing: In California, only employees contribute to the State fund; in New Jersey, employeesand employers contribute; in New York, employees contribute up to a specified maximum and employerspay the difference between the employees' share and the total contribution required.

Private plan financing: In California and New Jersey, employees cannot be required to contribute morethan they would if they were covered by the State fund; in New York, employees can agree to contribute more if the State mles that the additional contribution is commensurate with the benefit provided.

Federal legislation (Railroad Unemployment Insurance Act) provides temporary disability insurance benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance.

4 An establishment is considered as having a formal plan if it specifies 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 are excluded.


H osp ita lization insurance cov ers hospital room and board and m ay cover other h ospital expen ses. S u rg ica l insurance cov ers su rgeon s ' fe e s . M edical insurance cov ers d o c to r s ' fees fo r h om e, o ff ic e , o r hospital ca lls . Plans re s tr ic te d to p o s t-o p e ra tiv e m ed ica l care o r a d o c to r 's care fo r m inor ailm ents at a w o rk e r 's p lace o f em ploym ent are not con sidered to be m ed ica l insurance.

M ajor m ed ica l insurance coverage applies to se rv ice s w hich go beyond the b a s ic s e r v ice s covered under hosp ita lization , su rg ica l, and m ed ica l insu ran ce. M ajor m ed ica l insurance typ ica lly (1) requ ires that a

"d ed u ctib le " (e .g ., $50 ) be m et b e fore benefits begin , (2) has a coinsurance feature that requ ires the insured to pay a portion (e .g ., 20 percen t) of certa in exp en ses, and (3) has a sp ecified d o lla r m axim um o f benefits (e .g ., $ 10, 000 a y ear).

Dental insurance plans provide n orm al dental se rv ice ben efits, usually fo r f illin g s , ex traction s , and X -r a y s . P lans w hich provide benefits only fo r o ra l su rgery o r repairing accident dam age are not reported .

R etirem ent pension plans provide fo r regu lar paym ents to the retiree fo r life . Included are d e ferred p ro fit-sh a rin g plans w hich provide the option o f purchasing a life tim e annuity.


Appendix table 1. Establishments and workers within scope of survey and number studied in Greenville—Spartanburg, S.C.,1 June 1976

N um ber o f es tablishm ents W orkers in establishm ents

Industry d iv is io n 2em ploym ent in es ta b lish

m ents in scope o f study

Within scope o f studyStudiedWithin scope

o f stu dy5 Studied T ota l4 F u ll-t im e F u ll-t im eNumber P ercent plant w ork ers o ffice w ork ers T ota l4

ALL D I VISIONS-------------------------- **»■---- - 463 165 1 2 7 ,6 7 3 100 9 5 ,6 0 2 1 1 ,4 6 2 7 3 ,5 2 1

m a n u f a c t u r i n g ------------------------------- ----- 50 275 98 9 7 ,1 9 3 76 7 8 ,3 0 9 6 ,3 4 0 5 5 ,1 4 1n o n m a n u f a c t u r i n g --------- ------ ---- -----------

t r a n s p o r t a t i o n , c o m m u n i c a t i o n , a n d* 188 67 3 0 ,4 8 0 24 1 7 ,2 9 3 5 ,1 2 2 1 8 ,3 8 0

o t h e r PUBLIC u t i l i t i e s 5 ------------ — ----- 50 33 14 5 ,4 9 1 4 3 ,4 5 4 810 4 ,1 1 0w h o l e s a l e t r a o e ------------------------------- 50 34 8 2 ,7 4 9 2 ( 6> ( 6> 770r e t a i l TRADE —1 50 63 19 1 4 ,6 9 4 12 (6> ( 6) 8 ,8 8 3FINANCE, INSURANCE, a n d r e a l e s t a t e ------- 50 20 10 3 ,1 1 2 2 <7) ( 6> 2 ,0 7 0SERVICES ...............

50 38 16 4 ,4 3 4 3 < 6) <6> 2 ,5 4 7

1 The G reen v ille—Spartanburg Standard M etropolitan Statistica l A rea , as defined by the O ffice o f M anagement and Budget through F eb ru ary 1974, con s ists o f G reen v ille , P ick en s , and Spartanburg C ounties. The "w ork ers within scop e o f study" estim ates shown in this table p rov ide a reasonably accu rate d escr ip tion o f the s ize and com position o f the labor fo r c e included in the survey. Estim ates are not intended, h ow ever, fo r com p a rison w ith other em ploym ent indexes to m easu re em ploym ent trends o r lev e ls s in ce (1) planning o f w age su rveys req u ires establishm ent data com piled con siderab ly in advance o f the p a y ro ll p er iod studied, and (2) sm all estab lishm ents are excluded fro m the scop e o f the survey.

2 The 1967 edition o f the Standard Industrial C la ss ifica tion Manual was used to c la ss ify in g establishm ents by industry d iv ision .5 Includes all establishm ents with total em ploym ent at o r above the m inim um lim itation . A ll outlets (within the area) o f com panies in industries such as tra d e , finance, auto repair s e rv ice , and

m otion p ictu re theaters are con sid ered as 1 establishm ent.4 Includes execu tive , p ro fe ss io n a l, p a rt -tim e , and other w ork ers excluded fro m the separate plant and o ffic e ca te g o r ie s .5 A bbrev ia ted to "pu blic u tilit ie s " in the A - and B -s e r ie s ta b les . T axicabs and s e rv ice s incidental to w ater transportation are excluded.4 This d iv ision is represen ted in estim ates fo r "a ll in d u str ie s " and "nonm anufacturing" in the A -s e r ie s ta b les , and fo r "a ll in d u str ie s " in the B -s e r ie s ta b les . Separate presentation o f data is

not m ade fo r one o r m ore o f the fo llow ing rea son s : (1) Em ploym ent is too sm all to p rov id e enough data to m erit separate study, (2) the sam ple was not designed in itia lly to perm it separatepresentation , (3) resp on se w as insu fficien t o r inadequate to perm it separate p resen tation , and (4) th ere is p oss ib ility o f d is c lo s u re o f individual establishm ent data.

7 W ork ers fro m this entire d iv ision are rep resen ted in estim ates fo r "a ll in d u stries" and "nonm anufacturing" in the A -s e r ie s ta b le s , but fro m the rea l estate p ortion only in estim ates fo r "a ll in d u str ies" and "nonm anufacturing" in the B -s e r ie s tab les . Separate presentation o f data is not m ade fo r one o r m ore o f the reason s given in footnote 6.

8 H otels and m ote ls ; laundries and other p erson a l s e r v ic e s ; business s e r v ic e s ; autom obile rep a ir , rental, and parking; m otion p ictu res ; nonprofit m em bersh ip organ ization s (excluding re lig iou s and ch arita b le organ iza tion s); and engineering and arch itectu ra l s e r v ic e s .

Industrial com position in m anufacturing

O ver th re e -fo u rth s o f the w ork ers within the scop e o f the survey in the G reen v ille— Spartanburg area w e re em ployed in m anufacturing f ir m s . The follow in g p resen ts the m a jor industry groups and sp e c ific industries as a percen t o f a ll m anufacturing:

Industry groups S p ec ific industries

T extile m ill p ro d u c ts _____________48A p p are l and other tex tile

p ro d u c ts __________________________ 11C h em ica ls and a llied products . .1 1 M ach in ery , except e le c tr ica l — 9 E le c tr ic a l equipm ent and

s u p p lie s_________________________ 6

T his in form ation is based on estim ates o f total em ploym ent derived fro m u n iverse m a ter ia ls com p iled b e fo re actual survey. P rop ortion s in various industry d iv ision s m ay d iffe r fro m p rop ortion s based on the resu lts o f the su rvey as shown in appendix tab le 1.

L abor-m anagem en t agreem ent coverage

The follow ing tabulation shows the percen t o f fu ll-t im e plant and o f f ic e w ork ers em ployed in estab lishm ents in the G reen v ille—Spartanburg area in which a union contract or con tracts cov e re d a m a jority o f the w ork ers in the resp ectiv e ca te g o r ie s , June 1976:

Plant w ork ers O ffice w ork ers

A ll in d u s tr ie s__________________ 11 3M anufacturing______________ 11N onm anufacturing__________ 14 7

Pu blic u tilit ie s__________ 65 45

An establishm ent is con sid ered to have a contract coverin g all plant o r o ffic e w ork ers i f a m a jority o f such w ork ers is cov ered by a labor-m an agem ent agreem ent. T h e re fo re , a ll other plant o r o f f ic e w ork ers are em ployed in establishm ents that either do not have la b or -m anagem ent con tracts in e ffe c t , o r have con tracts that apply to few er than half o f their plant or o ffic e w o rk e rs . E stim ates are not n e ce s s a r ily representative o f the extent to w hich all w ork ers in the area m ay be cov ered by the p rov is ion s o f labor-m anagem ent agreem en ts , b ecau se sm all establishm ents are excluded and the industrial scope o f the survey is lim ited .

W eaving m ills , synthetics----- 15W eaving m ills , c o tto n ------------ 14P la s tics m ateria ls and

sy n th etics____________________ 9T extile fin ish ing, except

w o o l __________________________ 6Knitting m i l l s --------------------------- 5S pecia l industry m a ch in ery — 5


Appendix B. Occupational Descriptions

The p rim a ry pu rpose o f preparing job d escrip tion s fo r the B u reau 's wage su rveys is to a ss ist its fie ld staff in c lassify in g into appropriate occupations w ork ers who are em ployed under a varie ty o f p a yro ll titles and different w ork arrangem ents fro m establishm ent to establishm ent and fro m area to area . This perm its the grouping o f occupational wage rates representing com parable job content. B ecau se o f this em phasis on in terestablishm ent and in terarea com parability o f occupational content, the B u reau 's job d escr ip tion s m ay d iffer sign ificantly fro m those in use in individual establishm ents o r those p rep ared fo r other p u rposes. In applying these job d escr ip tion s , the B ureau 's fie ld econ om ists are in stru cted to exclude w orking su p e rv iso rs ; ap pren tices; le a rn e rs ; beg in n ers; tra in ees ; and handicapped, p a rt -t im e , tem p ora ry , and probationary w ork ers .

OFFICESECRETARY SECRET ARY— Continued

A ssign ed as p erson a l se c re ta ry , n orm ally to one individual. M aintains a c lo se and highly respon sive relationsh ip to the d a y -to -d ay w ork o f the su p erv isor . W orks fa ir ly independently rece iv in g a m inim um o f detailed su pervision and guidance. P e r fo rm s v aried c le r ic a l and se cre ta r ia l duties, usually including m ost o f the fo llow in g :

a. R ece iv es telephone c a lls , p erson a l c a lle r s , and incom ing m a il, answ ers routine in q u ir ies , and routes tech n ica l inquiries to the p rop er p erson s;

b. E sta b lish es, m aintains, and rev ises the su p e rv iso r 's file s ;

c . M aintains the su p e rv iso r 's calendar and makes appointments as in stru cted ;

d. Relays m essa ges fro m su p e rv iso r to su bordinates;

e. R eview s corre sp o n d e n ce , m em orandum s, and reports p repared by others fo r the su p e rv iso r 's signature to assu re p roced u ra l and typographic a ccu racy ;

f. P e r fo rm s stenograph ic and typing w ork .

May a lso p e r fo rm other c le r ic a l and se c re ta r ia l tasks o f com parable nature and d ifficu lty . The w ork typ ica lly requ ires knowledge of o ffic e routine and understanding o f the organ ization , p ro g ra m s , and procedu res related to the w ork o f the su p erv isor .

Beginning with calendar y ear 1976 su rvey s , the Bureau has grouped occupations studied in its area wage surveys into job fam ilies in o rd e r to presen t in form ation on related occupations in sequen ce. Job fam ilies have not been titled , h ow ever, since doing so might have added extraneous elem ents to the job m atching p r o ce s s .

The Bureau has a lso rev ised sev era l occupational t it le s . The rev ised titles m o re n early re fle ct usual w ord ord er and are m ore descr ip tive o f the su rvey jo b s .

R ev ised occupational descrip tion s are being in troduced this y ear fo r : O rder c le rk ; p a yro ll c lerk ;sw itchboard op era tor; sw itchboard o p e ra to r -re ce p t io n is t ; tran scrib in g -m ach in e typist (p reviou sly titled tran scrib in g -m ach in e op era tor); m a ch in e -too l op era tor (too lroom ); and to o l and die m aker. They are the resu lt o f the B u reau 's p o licy of p e r io d ica lly review ing area wage survey occupational descr ip tion s in o rd e r to take into account tech n olog ica l developm ents and to c la r ify descr ip tion s so that they are m ore readily understood and uniform ly in terpreted . Even though the rev ised d escrip tion s re fle ct b a s ica lly the sam e occupations as p rev iou sly defined, som e reporting changes may o c cu r becau se o f the rev is ion s .


SECR ETAR Y— Continued

E xclusions

Not all position s that are titled " s e c r e ta r y " p o sse ss the above ch a ra cte r is t ic s . E xam ples o f position s w hich are excluded fro m the definition are as fo llow s :

a. P osition s w hich do not m eet the "p e rso n a l" se cre ta ry concept d escr ib ed above;

b. Stenographers not fu lly tra ined in se cre ta r ia l-ty p e duties;

c . Stenographers serv ing as o ffic e assistants to a group o f p r o fe ss io n a l, tech n ica l, o r m anageria l p erson s ;

d. S ecre ta ry position s in w hich the duties are either substantially m o re routine o r substantially m o re com plex and respon sib le than those ch a ra cterized in the definition;

e. A ssistan t-type position s w hich in volve m ore d ifficu lt o r m ore respon sib le tech n ica l, adm in istrative, su p erv isory , o r sp ecia lized c le r ica l duties w hich are not typ ica l o f se c re ta r ia l w ork.

N O T E :1 The te rm "co rp o ra te o f f i c e r , " used in the le v e l definitions following^ re fe rs to those o ffic ia ls who have a sign ificant corporatew ide policym aking ro le with regard to m a jo r com pany a ctiv ities . The title "v ic e p r e s id e n t ," though n orm ally indicative o f this r o le , does not in all cases identify such p os ition s . V ice presidents w hose p r im a ry respon sib ility is to act p erson a lly on individual cases o r tran saction s (e .g ., approve o r deny individual loan o r cred it actions; adm in ister individual trust accounts; d irectly su perv ise a c le r ic a l staff) are not con s id ered to be "co rp o ra te o f f ic e r s " fo r pu rposes o f applying the fo llow ing le v e l d e fin ition s.

C lass A

1 . S ecre ta ry to the chairm an o f the board o r president o f a com pany that em p loys , in a ll, o v e r 100 but few er than 5, 000 p e rso n s ; o r

2. S ecre ta ry to a corp ora te o f f ic e r (other than the chairm an o f the b oa rd o r p resid en t) o f a com pany that em p loys , in a ll, o v e r 5 ,0 00 but fe w e r than 25, 000 p e r so n s ; o r

3. S e cre ta ry to the head, im m ediately below the corp ora te o ff ic e r le v e l, o f a m a jo r segm ent o r su bsid iary o f a com pany that em p loys , in a ll, o v e r 25 ,000 p e r s o n s .

C lass B

1 . S ecre ta ry to the chairm an o f the board o r president o f a com pany that em p loys , in a ll, few er than 100 p e rso n s ; o r

2. S e cre ta ry to a corp ora te o f f ic e r (other than the chairm an o f the board o r president) o f a com pany that em p loys , in a ll, o v e r 100 but few er than 5, 000 p e r so n s ; o r

SEC RE T ARY— Continue d

3. S ecre ta ry to the head, im m ediately below the o ff ic e r le v e l, ov er e ither a m a jor corporatew ide functional activity (e .g ., m arketing, r e se a rch , op era tion s , industria l re la tion s , e tc .) ox; a m a jo r geograph ic o r organizationa l segm ent (e .g ., a region al headquarters; a m a jo r d iv ision ) o f a com pany that em p loys , in all, ov er 5, 000 but few er than 25, 000 em p loyees ; or

4. S ecre ta ry to the head o f an individual plant, fa ctory , etc . (or oth er equivalent le v e l o f o ffic ia l) that em p loys , in a ll, o v e r 5 ,000 p erson s ; o r

5. S ecre ta ry to the head o f a la rge and im portant organizational segm ent (e .g ., a m iddle m anagem ent su p erv isor o f am organizational segm ent often involving as many as se v e ra l hundred p erson s) o r a com pany that em p loys , in a ll, o v e r 25 ,000 p e r s o n s .

C lass C

1 . S ecre ta ry to an execu tive o r m anageria l p erson w hose resp on sib ility is not equivalent to one o f the sp e c ific le v e l situations in the definition fo r c lass B , but w hose organizationa l unit n orm ally num bers at least se v e ra l dozen em p loyees and is usually divided into organizational segm ents which are often , in turn, further subdivided. In som e com panies, this le v e l in cludes a w ide range o f organ izationa l ech elon s ; in o th ers , only one o r tw o; o r

2. S ecre ta ry to the head o f an individual plant, fa ctory , e tc . (or other eauivalent le v e l o f o ffic ia l) that em p loys , in a ll, few er than 5 ,000 p e r so n s . * 1 2

C lass D

1. S ecre ta ry to the su p erv isor o r head o f a sm all organizational unit (e .g ., few er than about 25 o r 30 p e rso n s); o r

2. S ecre ta ry to a n on su perv isory sta ff sp e cia lis t , p ro fess ion a l em p loy ee , adm inistrative o f f ic e r , o r assistant, sk illed technician , o r expert. (NOTE: Many com panies assign stenograph ers, rather than se c re ta r ie s asd e scr ib e d above, to this le v e l o f su p erv isory o r n on su perv isory w ork er .)

STENOGRAPHER

P rim a ry duty is to take dictation using shorthand, and to tra n scr ib e the dictation . May a lso type fro m w ritten copy. May operate fr o m a stenograph ic poo l. May o cca s io n a lly tra n scr ib e fr o m v o ice record in gs (if p r im a ry duty is tran scrib in g fro m re co rd in g s , see T ran scrib in g-M ach in e T yp ist).

NOTE: This jo b is d istinguished fro m that o f a secre ta ry in that ase cre ta ry n orm ally w orks in a confidential relationsh ip with only one m anager o r execu tive and p e r fo rm s m o re resp on sib le and d iscretion a ry tasks as d e scr ib e d in the se cre ta ry job defin ition.

Stenographer, G eneral

D ictation in volves a n orm al routine vocabu lary . May maintain f ile s , keep sim ple r e c o r d s , o r p e r fo rm oth er re la tive ly routine c le r ic a l task s.


STENOGRAPH ER— Continued

Stenographer, SeniorD ictation in volves a varied tech n ica l o r sp ecia lized vocabu lary

such as in leg a l b r ie fs o r reports on sc ie n tific re se a rch . May also set up and m aintain f i le s , keep r e co r d s , etc.

ORP e r fo rm s stenograph ic duties requiring sign ificantly grea ter in

dependence and resp on sib ility than stenographer, general, as ev idenced by the follow ing: W ork requ ires a high degree o f stenographic speed anda ccu ra cy ; a thorough w orking knowledge o f general business and o ffic e p r o cedure; and o f the sp e c ific bu siness op era tion s , organ ization , p o lic ie s , p ro ce d u re s , f i l e s , w ork flow , etc. U ses this knowledge in perform ing stenographic duties and resp on sib le c le r ic a l tasks such as maintaining follow up f ile s ; assem bling m a teria l fo r re p o rts , m em orandum s, and le tters ; com posing sim ple le tters fr o m general in stru ction s; reading and routing incom ing m ail; and answ ering routine qu estion s, etc.

TRANSCR1BING-MACHINE TYPISTP r im a ry duty is to type copy o f v o ice r e co rd e d dictation w hich does

not involve v aried tech n ica l o r sp ecia lized vocabu lary such as that used in legal b r ie fs o r reports on sc ie n tific re se a rch . M ay a lso type from written copy. May m aintain f i le s , keep sim ple r e co r d s , o r p e r fo rm other re la tive ly routine c le r ica l ta sk s . (See Stenographer defin ition fo r w ork ers involved with shorthand dictation .)

TYPISTU ses a ty pew riter to m ake cop ies o f various m ateria ls o r to make

out b ills after ca lculations have been m ade by another p erson . May in clude typing o f s te n c ils , m ats, o r s im ila r m ateria ls fo r use in duplicating p r o c e s s e s . May do c le r ic a l w ork involving little sp ecia l training, such as keeping sim ple r e co r d s , filing re co rd s and re p o rts , o r sorting and distributing incom ing m ail.

C lass A. P e r fo rm s one o r m o re o f the fo llow in g : Typing m a teria lin final fo rm when it in volves com bining m a teria l fro m sev era l so u rce s ; o r resp on sib ility fo r c o r r e c t spellin g , sy lla b ica tion , punctuation, e tc ., o f te ch n ica l o r unusual w ords o r fore ign language m a teria l; o r planning layout and typing o f com plica ted sta tistica l tables to m aintain uniform ity and balance in spacing. May type routine fo rm le tte rs , varying details to suit c ircu m sta n ces .

C lass B . P e r fo rm s one o r m ore o f the fo llow in g : Copy typing fromrough or c le a r drafts ; o r routine typing o f fo rm s , insurance p o lic ie s , e tc .; o r setting up sim ple standard tabulations; o r copying m ore com plex tables a lready set up and spaced p rop erly .

FILE CLERKF ile s , c la s s if ie s , and re tr iev es m a teria l in an estab lished filing

system . May p e r fo rm c le r ic a l and manual tasks requ ired to maintain file s . P osition s are c la ss ifie d into le v e ls on the basis o f the follow ing defin itions.

C lass A . C la ss ifie s and indexes file m ateria l such as c o rr e sp o n d en ce , re p o rts , tech n ica l docum ents, e tc ., in an estab lished filing system containing a num ber o f v aried su bject m atter f i le s . May a lso file this m a teria l. May keep re co rd s o f various types in conjunction with the file s . May lead a sm all group o f low er lev e l file c le rk s .

FILE CLERK— Continued

C lass B . S orts , cod es , and file s u n classified m a teria l by sim ple (su bject m atter) headings o r partly c la s s ifie d m a teria l by fin er subheadings. P rep a res sim ple related index and c r o s s -r e fe r e n c e aids. As requ ested , locates c lea r ly identified m a teria l in file s and forw ards m a teria l. May p e r fo rm related c le r ic a l tasks requ ired to maintain and se rv ice f ile s .

C lass C. P e r fo rm s routine filing o f m a teria l that has a lready been c la ss ifie d o r w hich is ea s ily c la ss ifie d in a sim ple s e r ia l c la ss ifica tion system (e .g ., a lphabetica l, ch ron o log ica l, o r num erical).. As requ ested , lo ca tes readily available m a teria l in file s and forw ards m a teria l; and m ay fill out w ithdraw al charge. May p e r fo rm sim ple c le r ic a l and manual tasks requ ired to m aintain and se r v ice f ile s .

MESSENGER

P e r fo rm s various routine duties such as running erra n d s , operating m in or o ffice m achines such as se a le rs o r m a ile r s , opening and distributing m a il, and other m inor c le r ic a l w ork . Exclude position s that requ ire operation o f a m otor veh ic le as a sign ificant duty.

SW ITCHBOARD O P E R A T O R

O perates a telephone sw itchboard o r con so le used with a private branch exchange (P B X ) system to re lay in com in g, outgoing, and in trasystem ca lls . May provide in form ation to c a lle r s , r e co rd and transm it m e ssa g e s , keep re co rd o f ca lls p laced and to ll ch a rg es . B esides operating a telephone sw itchboard o r con so le , may also type or p e r fo rm routine c le r ica l w ork (typing o r routine c le r ic a l w ork m ay occu py the m a jo r portion o f the w o rk e r 's tim e , and is usually p e r fo rm e d while at the sw itchboard o r con so le ). Chief o r lead op era tors in establishm ents em ploying m o re than one opera tor are excluded. F o r an op era tor who a lso acts as a recep tion ist, see Sw itchboard O p era tor -R ecep tion is t.

SW ITCHBOARD O PERA TO R -REC EPTIO N IST

At a sin g le -p os ition telephone sw itch board o r con so le , acts both as an op erator— see Sw itchboard O perator— and as a recep tion ist. R ecep tion ist's w ork in volves such duties as greeting v is ito r s ; determ ining nature o f v is ito r 's bu siness and providing appropriate in form ation ; re ferr in g v is ito r to appropriate person in the organization or contacting that person by telephone and arranging an appointm ent; keeping a log o f v is ito r s .

ORDER CLERK

R ece iv es w ritten o r verb a l cu s to m e rs ' pu rch ase o rd e rs fo r m ateria l o r m erch an d ise fr o m cu stom ers o r sa les peop le . W ork typ ica lly involves som e com bination of the follow ing duties: Quoting p r ic e s ; determ ining ava ila b ility of ord ered item s and suggesting substitutes when n e ce ssa ry ; advising expected d e livery date and m ethod o f d e livery ; record in g o rd e r and custom er in form ation on o rd e r sheets; checking o rd e r sheets fo r a ccu ra cy and adequacy o f in form ation re cord ed ; ascerta in in g cred it rating o f custom er; furnishing cu stom er with acknow ledgem ent o f rece ip t o f o rd e r ; fo llow in g-u p to see that o rd e r is d e livered by the sp ecified date o r to let custom er know o f a delay in d e livery ; m aintaining o rd e r file ; checking shipping in voice against o r ig in a l o rd e r .


ORDER CLERK— Continued

Exclude w ork ers paid on a com m ission ba sis o r w hose duties include any o f the fo llow in g : R eceiv in g ord e rs fo r s e rv ice s rather than fo r m a teria lo r m erch an dise ; provid in g custom ers with consultative advice using knowledge gained fro m engineering o r extensive tech n ica l train ing ; em phasizing selling sk ills ; handling m ateria l o r m erchandise as an in tegra l part o f the job .

P osition s are c la ss ifie d into lev e ls accord in g to the follow ing defin ition s:

C lass A . Handles o rd e rs that involve making judgm ents such as choosing w hich sp e c ific product o r m a teria l fro m the estab lishm ent's product lines w ill sa tis fy the cu sto m e r 's n eeds, o r determ ining the p r ic e .to be quoted when pric in g in volves m ore than m e re ly re ferr in g to a p r ice lis t o r making som e sim ple m athem atical ca lcu lations.

C lass B . Handles o rd e rs involving item s w hich have readily iden tified uses and applications. May re fe r to a cata log , m an u factu rer 's manual, o r s im ila r docum ent to insure that p ro p e r item is supplied o r to v e rify p r ice o f o rd e re d item .

ACCOUNTING CLERK

P e r fo rm s one o r m ore accounting c le r ic a l tasks such as posting to re g is te rs and led g ers ; recon cilin g bank accounts; verify in g the internal con s isten cy , com p leten ess , and m athem atical a ccu ra cy o f accounting docum ents; assign ing p re sc r ib e d accounting distribution cod es ; exam ining and verify in g fo r c le r ic a l a ccu racy various types o f re p o rts , l is ts , ca lcu lations, posting, e tc .; o r preparing sim ple o r assisting in preparing m ore com plicated jou rna l vou ch ers. May w ork in either a manual o r autom ated accounting system .

The w ork requ ires a knowledge o f c le r ic a l m ethods and o ffice p ra ctice s and p roced u res w hich relates to the c le r ic a l p ro ce ss in g and r e cord ing o f tran saction s and accounting in form ation . With e x p erien ce , the w ork er ty p ica lly b e co m e s fam ilia r with the bookkeeping and accounting term s and p roced u res used in the assigned w ork , but is not requ ired to have a knowledge o f the fo rm a l pr in cip les o f bookkeeping and accounting.

P osition s are c la ss ifie d into lev e ls on the basis o f the follow ing defin ition s.

C lass A . Under general su perv ision , p e r fo rm s accounting c le r ic a l operations w hich requ ire the application o f ex perien ce and judgm ent, fo r exam ple, c le r ica lly p ro ce ss in g com plicated o r nonrepetitive accounting tra n s action s , se lectin g among a substantial v ariety o f p re s c r ib e d accounting codes and c la s s ifica tio n s , o r tracin g tran saction s though previous accounting actions to determ ine sou rce o f d iscrep a n cies . M ay be assisted by one o r m ore c la ss B accounting c le rk s .

C lass B . Under c lo se su pervision , follow ing detailed in stru ction s and standardized p ro ce d u re s , p er form s one o r m ore routine accounting c le r ica l op eration s , such as posting to le d g e rs , ca rd s , o r w orksheets w here iden tifica tion o f item s and location s of postings are c le a r ly indicated; ch e ck ing a ccu ra cy and com pleten ess o f standardized and repetitive re co rd s or accounting docum ents; and coding docum ents using a few p re scr ib e d accou n ting cod es .

BO OKKEEPIN G-M ACH IN E O PERATO R

O perates a bookkeeping m achine (with o r without a typew riter k ey board ) to keep a r e co rd o f bu siness tran sa ction s.

C lass A . K eeps a set o f re co rd s requiring a knowledge o f and experien ce in b a s ic bookkeeping p r in c ip le s , and fam ilia rity with the structure o f the pa rticu la r accounting system used. D eterm ines p rop er re co rd s and d istribution o f debit and cred it item s to be used in each phase o f the w ork. May prepare consolidated re p o rts , balance sh eets , and other record s by hand.

C lass B . K eeps a r e co r d o f one o r m ore phases o r sections o f a set o f re co rd s usually requ iring little knowledge o f ba sic bookkeeping. Phases or., sections include accounts payable , p a y ro ll, cu s to m e rs ' accounts (not in cluding a sim ple type o f b illing d e scr ib e d under m achine b ille r ) , cost d is tribution , expense d istribution , inventory con tro l, e tc . May check o r assist in preparation o f tr ia l ba lances and p repare con tro l sheets fo r the accounting departm ent.

MACHINE B IL L E R

P rep a res statem ents, b i lls , and in voices on a m achine other than an ord in ary o r e le ctro m a tic typew riter . M ay a lso keep record s as to billings o r shipping charges o r p e r fo rm other c le r ic a l w ork incidental to b illing operations. F o r wage study p u rp o se s , m achine b ille r s are c la ss ifie d by type o f m ach ine, as fo llow s:

B illin g -m ach in e b i l le r . U ses a sp ecia l billing m achine (com bination typing and adding m a ch in e ) to prepare b ills and in voices fro m cu s to m e rs ’ purchase o r d e r s , in ternally p repared o r d e rs , shipping m em orandum s, etc . U sually in volves application o f predeterm in ed discounts and shipping charges and entry o f n e ce ssa ry exten sion s, w hich m ay o r m ay not be com puted on the b illin g m ach ine, and totals w hich are autom atically accum ulated by m achine. The operation usually involves a la rge num ber o f carbon cop ies o f the b ill being p repared and is often done on a fanfold m achine.

B ookkeeping-m ach ine b i l le r . U ses a bookkeeping m achine (with or without a ty pew riter keyboard) to p repare cu s to m e rs ' b ills as part o f the accounts rece iv ab le operation . G enerally involves the sim ultaneous entry o f figu res on c u s to m e rs ' led ger re co rd . The m achine autom atically accum ulates figu res on a num ber o f v e rt ica l colum ns and com putes and usually prints autom atically the debit o r cred it ba la n ces. Does not involve a knowledge o f bookkeeping. W orks fro m uniform and standard types o f sa les and cred it s lip s .

P A Y R O L L CLERK

P e r fo rm s the c le r ic a l tasks n e ce ssa ry to p ro ce s s p a yro lls and to m aintain p a yro ll r e co r d s . W ork in volves m ost o f the fo llow in g : P ro ce ss in gw o rk e r s ' tim e o r production r e co r d s ; adjusting w o rk e rs ' re cord s fo r changes in wage ra tes , supplem entary ben efits , o r tax deductions; editing pa yroll listings against sou rce r e co r d s ; tracin g and co rre ct in g e r ro r s in listin gs; and assisting in preparation o f p e r io d ic sum m ary p a yro ll rep orts . In a non- autom ated p a yro ll system , com putes w ages. W ork m ay require a p ra ctica l knowledge o f governm ental regu lation s, com pany pa yro ll p o licy , o r the com puter system fo r p ro ce ss in g p a y ro lls .


KEYPUNCH O PERA TO R

O perates a keypunch m achine to r e co rd or v e r ify alphabetic a n d /or num eric data on tabulating card s or on tape.

P osition s are c la ss ifie d into leve ls on the basis o f the follow ing defin itions.

C lass A . W ork requ ires the application o f experien ce and judgm ent in se lectin g p roced u res to be fo llow ed and in search in g fo r , in terpretin g, se le ct in g , o r coding item s to be keypunched fro m a variety o f sou rce docum ents. On o cca s io n m ay a lso p e r fo rm som e routine keypunch w ork. May train in exp erien ced keypunch op era tors .

C lass B . W ork is routine and repetitive . Under c lo se su pervision o r follow ing sp e c ific p roced u res o r in stru ction s , w orks from various standard ized sou rce docum ents w hich have been coded , and fo llow s sp ecified p roced u res w hich have been p r e sc r ib e d in detail and requ ire little o r no se lectin g , coding, o r in terpreting o f data to be record ed . R efers to su p e r v iso r p rob lem s arisin g fr o m erron eou s item s o r codes o r m issin g info rm ation.

TABULATIN G-M ACHINE O PERA TO R

O perates one o r a varie ty o f m achines such as the tabu lator, c a lcu la tor, c o lla to r , in te rp re te r , s o r te r , reproducing punch, etc . E xcluded

TABULATIN G-M ACH INE O PERA TO R— Continued

fro m this defin ition are w orking su p e rv iso rs . A lso excluded are op era tors o f e le c tro n ic d igital com pu ters, even though they m ay also operate e le c tr ic accounting m achine equipm ent.

P osition s are c la ss ifie d into lev e ls on the ba sis o f the follow ingdefin ition s.

C lass A . P e r fo rm s com plete reporting and tabulating assignm ents including devising difficu lt con tro l panel w iring under gen era l su pervision . A ssignm ents typ ica lly involve a v ariety o f long and com plex reports w hich often are ir re g u la r o r n on recu rrin g , requ iring som e planning o f the nature and sequencing o f op era tion s , and the use o f a v ariety o f m ach in es. Is typ ica lly involved in training new op era tors in m achine operations o r training low er lev e l op era tors in w iring fro m d iagram s and in the operating sequences o f long and com plex rep orts . D oes not include position s in w hich w iring respon sib ility is lim ited to se lection and in sertion o f p rew ired boa rd s.

C lass B . P e r fo rm s w ork accord in g to estab lished p roced u res and under sp e c ific in stru ction s. A ssignm ents ty p ica lly in volve com plete but routine and recu rrin g reports o r parts o f la rg e r and m o re com plex rep orts . O perates m ore difficu lt tabulating o r e le c t r ic a l accounting m achines such as the tabulator and ca lcu la tor , in addition to the s im p le r m achines used by c la ss C o p e ra to rs . May be requ ired to do som e w iring from d iagram s. May train new em p loyees in b a s ic m achine opera tion s .

C lass C . Under sp e c ific in stru ction s , operates sim ple tabulating or e le c tr ic a l accounting m ach ines such as the s o r te r , in te rp re te r , reproducing punch, co lla to r , e tc . A ssignm ents ty p ica lly in volve portion s of a w ork unit, fo r exam ple, individual sorting o r co llating runs, o r repetitive operation s . May p e r fo rm sim ple w iring fro m d ia gram s, and do som e filing w ork.

PROFESSIONAL AND TECHNICALCOM PUTER SYSTEMS A N ALYST, BUSINESS

A nalyzes bu siness p rob lem s to form ulate p roced u res fo r solving them by use o f e le c tro n ic data p ro ce ss in g equipm ent. D evelops a com plete descr ip tion o f all sp ecifica tion s needed to enable p rogra m m ers to p rep a re requ ired digital com puter p ro g ra m s. W ork in volves m ost o f the fo llow in g : A nalyzes su b ject-m a tter operations to be autom ated and identifies conditions and c r ite r ia requ ired to ach ieve sa tis fa ctory resu lts ; sp ecifie s num ber and types o f r e co r d s , f i le s , and docum ents to be used; outlines actions to be p e r form ed by person n el and com puters in su fficien t detail fo r presentation to m anagem ent and fo r program m in g (typ ically this involves preparation o f w ork and data flow ch arts); coord inates the developm ent o f test p rob lem s and participates in tr ia l runs o f new and rev ised system s; and recom m ends equipm ent changes to obtain m ore e ffectiv e o v e ra ll operations. (NOTE: W ork ers perform in g both"system s analysis and program m ing should be c la s s ified as system s analysts i f this is the sk ill used to determ ine th eir pay.)

D oes not include em ployees p r im a rily resp on sib le fo r the m an agem ent o r su pervision o f other e le c tro n ic data p ro ce ss in g em p loyees , o r system s analysts p r im a rily concern ed with sc ie n tific o r engineering p rob lem s.

COM PUTER SYSTEMS AN ALYST, BUSINESS----ContinuedF o r wage study p u rp oses , system s analysts are c la ss ifie d as fo llow s:C lass A. W orks independently o r under only general d irection on

com plex p rob lem s involving all phases o f sy stem an alysis. P rob lem s are com plex becau se o f d iverse so u rce s o f input data and m u ltip le -u se req u ire m ents o f output data. (F or exam ple , develops an integrated production scheduling, inventory con tro l, cost an a lys is , and sa les analysis r e co rd in w hich every item o f each type is autom atica lly p ro ce s s e d through the fu ll system o f re co rd s and appropriate follow up actions are initiated by the com pu ter.) C on fers with p erson s con cern ed to determ ine the data p rocess in g prob lem s and advises su b ject-m a tter p erson n el on the im p lica t io n s 'o f new or re v ise d system s o f data p ro ce ss in g opera tion s . M akes recom m en dations, if needed, fo r approval o f m a jo r system s in stallations o r change? and for obtaining equipm ent.

May provide functional d irection to low er le v e l system s analysts who are assigned to a ss is t .

C lass B . W orks independently o r under only general d irection on prob lem s that are re la tive ly uncom plicated to analyze, plan, p ro g ra m , and operate . P rob lem s are o f lim ited com plex ity becau se sou rces o f input data are hom ogeneous and the output data are c lo se ly related . (F or exam ple,


CO M PU TER SYSTEM S A N A L Y S T , BUSINESS— Continued

develops system s fo r m aintaining depos itor accounts in a bank, maintaining accounts rece iv a b le in a reta il estab lishm ent, o r maintaining inventory accounts in a m anufacturing o r w holesa le estab lishm ent.) C on fers with person s con cern ed to determ ine the data p ro ce ss in g prob lem s and advises su b ject-m a tter person n el on the im plications o f the data p ro ce ss in g system s to be applied.

OR

W orks on a segm ent o f a com plex data p ro ce ss in g sch em e o r system , as d e scr ib e d fo r c la ss A. W orks independently on routine assignm ents and re ce iv e s instru ction and guidance on com plex assignm ents. W ork is review ed fo r a ccu ra cy o f judgm ent, com plian ce with in stru ction s, and to insure p ro p e r alignm ent with the o v e ra ll system .

C lass C . W orks under im m ediate su perv ision , carry in g out analyses as assign ed , usually o f a single activity. A ssignm ents are designed to develop and expand p ra ctica l experien ce in the application o f p roced u res and sk ills requ ired fo r system s analysis w ork . F o r exam ple, m ay assist a h igher lev e l system s analyst by preparing the detailed sp ecifica tion s requ ired by p r o gra m m ers fro m in form ation developed by the higher le v e l analyst.

COM PUTER PROGRAM M ER, BUSINESSConverts statem ents o f bu siness p ro b le m s , typ ica lly p repared by a

system s analyst, into a sequence o f detailed in structions w hich are r e qu ired to so lve the p rob lem s by autom atic data p ro ce ss in g equipm ent. W orking fro m charts o r d ia gram s, the p rog ra m m er develops the p r e c ise in stru ction s w hich , when entered into the com puter system in coded language, cause the manipulation o f data to ach ieve d es ired resu lts . W ork in volves m ost o f the fo llow in g : A pplies knowledge o f com puter capab ilit ie s , m ath em atics, lo g ic em ployed by com pu ters, and p a rticu lar subje c t m atter involved to analyze charts and diagram s of the p rob lem to be p rogram m ed ; develops sequence o f p rogra m steps; w rites detailed flow charts to show o rd e r in w hich data w ill be p r o ce s se d ; converts these charts to coded instructions fo r m achine to fo llow ; tests and co rre c ts p ro g ra m s; p rep a res in structions fo r operating p erson n el during production run; an alyzes, rev iew s, and a lters p rogram s to in crea se operating e f f i c ien cy o r adapt to new requ irem ents; m aintains re co rd s o f p rogra m d e velopm ent and re v is io n s . (NOTE: W orkers p erform in g both system s analy s is and program m in g should be c la ss ifie d as system s analysts i f this is the sk ill used to determ ine th eir pay.)

D oes not include em ployees p rim a rily respon sib le fo r the m anagem ent o r su pervision o f other e le c tro n ic data p ro ce ss in g em p loyees , o r p rog ra m m ers p r im a rily con cern ed with sc ien tific a n d /or engineering p ro b le m s.

F o r wage study p u rp oses , p rogram m ers are c la ss ifie d as fo llow s:C lass A . W orks independently o r under only general d irection

on com plex p rob lem s w hich requ ire com petence in all phases o f p r o gram m ing concepts and p ra c tice s . W orking fro m diagram s and charts w hich identify the nature o f d e s ire d resu lts , m a jo r p ro ce ss in g steps to be accom plish ed , and the relationsh ips between various steps o f the p ro b lem solving routine; plans the fu ll range o f program m in g actions needed to e ffic ien tly u tilize the com puter system in achieving d es ired end products.

31

CO M PU TER PRO G RAM M ER, BUSINESS— Continued

At this le v e l, p rogram m in g is d ifficu lt becau se com puter equipm ent m ust be organ ized to produce sev era l in terre la ted but d iverse p r o ducts fr o m num erous and d iv erse data elem ents. A wide variety and ex ten sive num ber o f internal p ro ce ss in g actions m ust o c cu r . This requ ires such actions as developm ent o f com m on operations which can be r e used, establishm ent o f linkage points between op eration s , adjustm ents to data when p rogra m requ irem ents exceed com puter storage capacity , and substantial m anipulation and resequencing o f data elem ents to fo rm a highly integrated program .

May provide functional d irection to low er leve l p rogram m ers who are assigned to a ss is t .

C lass B . W orks independently o r under only general d irection on re la tive ly sim ple p ro g ra m s, o r on sim ple segm ents o f com plex p rogra m s. P ro g ra m s (or segm ents) usually p ro ce s s in form ation to produce data in two o r th ree v aried sequences o r form ats . R eports and listings are produced by refin ing , adapting, array ing , o r making m inor additions to o r deletions fro m input data w hich are readily availab le. W hile num erous record s m ay be p r o ce s se d , the data have been refined in p r io r actions so that the accu racy and sequencing o f data can be tested by using a few routine checks. T yp ica lly , the p rog ra m deals with routine recordk eep in g operations.

ORW orks on com plex p rogram s (as d escr ib ed fo r c lass A) under

c lo se d irection o f a h igher le v e l p rogra m m er o r su p erv isor . May assist h igher le v e l p rog ra m m er by independently perform in g less d ifficu lt tasks assign ed , and p erform in g m o re d ifficu lt tasks under fa ir ly c lo se d irection .

May guide o r instruct low er le v e l p rog ra m m ers .

C lass C . M akes p ra ctica l applications o f program m ing p ra ctices and concepts usually learned in form a l training co u rse s . A ssignm ents are designed to develop com petence in the application o f standard p r o cedures to routine p ro b le m s. R ece ives c lo se su pervision on new aspects o f assignm ents; and w ork is review ed to v e rify its a ccu racy and con form ance with requ ired p ro ce d u re s .

COM PUTER O PERA TO R

M onitors and operates the control con sole o f a digital com puter to p r o ce s s data accord in g to operating in stru ction s, usually prepared by a p rog ra m m er. W ork includes m ost o f the fo llow in g : Studies in stru ction s todeterm ine equipm ent setup and operation s ; loads equipment with requ ired item s (tape r e e ls , ca rd s , e tc .) ; sw itches n e ce ssa ry auxiliary equipm ent into c ircu it , and starts and operates com pu ter; m akes adjustm ents to com puter to c o r r e c t operating prob lem s and m eet sp ecia l conditions; review s e r ro r s m ade during operation and determ ines cause o r re fe rs p rob lem to su perv is o r o r p ro g ra m m e r; and m aintains operating r e co rd s . May test and assist in co rre ct in g p rogra m .

F o r wage study p u rp oses , com puter op era tors are c la ss ifie d asfo llow s:

C lass A . O perates independently, o r under on ly general d irection , a com puter running p rogram s with m ost o f the fo llow ing ch a ra cte r is tics : Newprogram s are frequently tested and in troduced; scheduling requirem ents are


CO M PU TER O PER ATO R — Continued

o f c r it ica l im portan ce to m in im ize downtim e; the p rogram s are o f com plex design so that iden tifica tion o f e r r o r sou rce often requ ires a w orking knowledge o f the total p rog ra m , and alternate p rogram s may not be availab le. May give d irection and guidance to low er le v e l op e ra to rs .

C lass B . O perates independently, o r under only general d irection , a com puter running p rogram s with m ost o f the follow ing ch a ra cte r is t ics ; M ost o f the p rogram s are estab lished production runs, typ ica lly run on a regu larly recu rrin g b a s is ; there is little o r no testing o f new program s requ ired ; alternate p rogram s are p rovided in case o r ig in a l p rogra m needs m a jor change or cannot be co rre c te d within a reasonably short tim e . In com m on e r r o r situations, diagnoses cause and takes co rre c t iv e action . This usually in v o lves applying p rev iou s ly program m ed co rre c t iv e steps, o r using standard co rre ct io n techniques.

OR

O perates under d irect su pervision a com puter running p rogram s or segm ents o f p rogram s with the ch a ra cte r is tics d e scr ib e d fo r c lass A. May ass is t a h igher le v e l op era tor by independently perform in g le s s d ifficu lt tasks assign ed , and perform in g d ifficu lt tasks fo llow ing detailed in stru ction s and with frequent review o f operations p er form ed .

C lass C . W orks on routine p rogram s under c lo se su pervision . Is expected to develop w orking knowledge o f the com puter equipm ent used and ability to detect p rob lem s in volved in running routine p rogra m s. Usually has rece iv ed som e fo rm a l training in com puter operation . May ass is t h igher leve l opera tor on com plex p ro g ra m s.

D RAFTE R

C lass A . P lans the graphic presentation o f com plex item s having d istin ctive design features that d iffe r sign ifican tly fro m established drafting preced en ts . W orks in c lo se support with the design o r ig in a tor , and may recom m en d m inor design changes. A nalyzes the e ffect o f each change on the details o f fo rm , function , and position al relationsh ips o f com ponents and parts . W orks with a m inim um o f su p erv isory assista n ce . Com pleted w ork is review ed by design or ig in a tor fo r con sisten cy with p r io r engineering determ inations. May either p repare drawings o r d irect their preparation by low er lev e l d ra fters .

C lass B . P e r fo rm s nonroutine and com plex drafting assignm ents that requ ire the application o f m ost o f the standardized drawing techniques regu larly used. Duties typ ica lly involve such w ork as: P rep a res workingdrawings o f su bassem blies with irreg u la r shapes, m ultiple functions, and p re c ise position al relationsh ips between com ponents; prepares arch itectu ra l draw ings fo r construction o f a building including detail drawings o f foundation s , w all section s , f lo o r plans, and roof. U ses accepted form u las and manuals in making n e ce ssa ry com putations t o determ ine quantities of

D RAFTER— Continued

m a teria ls to be used, load ca p a cities , strengths, s t r e s s e s , etc. R ece iv es in itia l in stru ction s, requ irem en ts, and advice fro m su p erv isor . C om pleted w ork is checked fo r tech n ica l adequacy.

C lass C . P rep a res detail draw ings o f single units o r parts fo r engineering, con stru ction , m anufacturing, o r repa ir pu rp oses. Types of drawings p repared include is o m e tr ic p ro jection s (depicting three dim ensions in accurate sca le ) and section a l v iew s to c la r ify position ing o f com ponents and convey needed in form ation . C onsolidates details fr o m a num ber of sou rces and adjusts o r tran sp oses sca le as requ ired . Suggested m ethods o f approach , applicable p reced en ts , and advice on sou rce m ateria ls are given with in itial assignm ents. Instructions are le s s com plete when assignm ents recu r. W ork m ay be sp ot-ch eck ed during p r o g re ss .D R A F T E R -T R A C E R

C opies plans and drawings p repared by others by placing tracing cloth o r paper ov er drawings and tracin g with pen o r pen cil. (Does not include tracin g lim ited to plans p r im a rily consisting o f straight lines and a la rge sca le not requ iring c lo se delineation .)

A N D /O R

P rep a res sim ple o r repetitive draw ings o f ea s ily v isu a lized item s. W ork is c lo se ly su pervised during p r o g r e s s .

ELECTRONICS TECHNICIAN

W orks on various types o f e le c tro n ic equipm ent and related devices by perform in g one or a com bination o f the follow ing: Installing, m aintaining,repa irin g , overhau ling, trou b lesh ootin g , m od ify in g , constructin g , and testing. W ork requ ires p ra ctica l application o f tech n ica l knowledge o f e le c tro n ics p r in c ip le s , ability to determ ine m alfu nction s, and sk ill to put equipm ent in requ ired operating condition.

The equipm ent— consistin g o f e ither m any different kinds o f c ircu its o r m ultiple repetition of the sam e kind o f c ircu it— in clu des , but is not lim ited to , the follow ing: (a) E lectron ic transm itting and rece iv in g equipment (e .g .,radar, rad io , te le v is io n , te lephon e, son a r , navigational a ids), (b) digital and analog com pu ters, and (c) in dustria l and m ed ica l m easuring and con tro llin g equipm ent.

This c la ss ifica tio n excludes re p a ire rs o f such standard e le ctron ic equipm ent as com m on o ffic e m achines and household radio and te lev is ion sets; production assem b lers and te s te r s ; w ork ers w hose prim a ry duty is serv icin g e le c tro n ic test instrum ents; tech n icians who have adm inistrative o r su p erv isory resp on sib ility ; and d ra fte rs , d e s ig n e rs , and p ro fess ion a l en g in eers .

P osition s are c la ss ifie d into lev e ls on the ba sis of the follow ing d e fin ition s.

C lass A . A pplies advanced tech n ica l knowledge to solve unusually com plex prob lem s ( i .e . , those that typ ica lly cannot be solved so le ly by ^reference to m a n u factu rers ' manuals o r s im ila r docum ents) in w orking on


e le c tro n ic equipm ent. Exam ples o f such p rob lem s include location and density o f c ircu itry , e lectrom a gn etic radiation , isolatin g m alfunctions, and frequent engineering changes. W ork involves.: A detailed understanding o fthe in terrelationsh ips o f c ircu its ; e x e rc is in g independent judgm ent in p e r form ing such tasks as making c ircu it an alyses, calculating wave fo rm s , tracin g relationships in signal flow ; and regu larly using com plex test in strum ents (e .g ., dual tra ce o s c i l lo s c o p e s , Q -m e te r s , deviation m e te rs , pulse generators).

ELECTRONICS TECHNICIAN— Continued

W ork m ay be review ed by su p erv isor (frequently an engineer o r design er) fo r genera l com pliance with accepted p ra c tice s . May provide tech n ica l guidance to low er le v e l tech n icians.

C lass B . A pplies com prehen sive tech n ica l knowledge to solve co m plex p rob lem s ( i .e . , those that typ ica lly can be so lved so le ly by p rop erly interpreting m anu factu rers ' manuals o r s im ila r docum ents) in w orking on e le c tro n ic equipm ent. W ork in volves: A fam ilia rity with the in terre la tion ships o f c ircu its ; and judgment in determ ining w ork sequence and in selecting too ls and testing instrum ents, usually le ss com plex than those used by the c lass A technician.

R ece iv es tech n ica l guidance, as requ ired , fro m su p erv isor o r h igher leve l tech n ician , and w ork is review ed fo r sp e c ific com pliance with accepted p ra ctice s and w ork assignm ents. May provide tech n ica l guidance to low er lev e l tech n icians.

M AINTENANCE CARPEN TER

P e r fo rm s the carpentry duties n e ce ssa ry to construct and maintain in good repa ir building w oodw ork and equipm ent such as bins, c r ib s , coun ters, ben ch es , p artition ?, d o o rs , f lo o r s , s ta irs , casin gs, and tr im made o f wood in an* establishm ent. W ork involves m ost o f the fo llow in g : Planning andlaying out o f w ork fro m blueprin ts, draw ings, m od e ls , o r verba l in stru ction s; using a v ariety o f carp en ter 's handtools, portable pow er to o ls , and standard m easu ring in strum ents; making standard shop com putations relating to d im ensions o f w ork ; and selecting m ateria ls n e ce ssa ry fo r the w ork. In g en era l, the w ork o f the m aintenance carpenter requ ires rounded training and ex perien ce usually acqu ired through a fo rm a l apprenticeship o r equivalent braining and ex p erien ce .

MAINTENANCE ELECTRICIAN

P e r fo rm s a variety o f e le c tr ic a l trade functions such as the in stallation , m aintenance, o r repair o f equipm ent fo r the generation , d is tr ibution, o r utilization o f e le c tr ic energy in an establishm ent. W ork involves m ost o f the fo llow in g : Installing o r repairing any o f a variety o f e le c tr ic a lequipm ent such as gen era tors , tra n s fo rm e rs , sw itch boards, c o n tro lle rs , c ir cu it b re a k e rs , m o to rs , heating units, conduit sy stem s, o r other tra n sm ission equipm ent; w orking fr o m blueprin ts, draw ings, layou ts, o r other sp ecifica tion s ; locating and diagnosing trou ble in the e le c tr ic a l system or equipm ent; w orking standard com putations relating to load requirem ents o f

C lass C . A pplies w orking tech n ica l knowledge to p e r fo rm sim ple o r routine tasks in working on e le c tro n ic equipm ent, follow ing detailed in structions w hich cover v irtua lly all p ro ce d u re s . W ork typ ica lly involves such tasks as: A ssistin g h igher lev e l technicians by p erform in g such activ ities asreplacing com ponents, w iring c ircu its , and talking test readings; repairing sim ple e le c tro n ic equipm ent; and using too ls and com m on test instrum ents (e .g ., m u ltim eters , audio signal gen era tors , tube te s te rs , o s c illo s c o p e s ) . Is not requ ired to be fa m ilia r with the in terrelationships o f c ircu its . This know ledge, h ow ever, m ay be acqu ired through assignm ents designed to in crea se com petence (including c la s s r o o m training) so that w ork er can advance to h igher lev e l technician .

R ece iv es tech n ica l guidance, as requ ired , fro m su p erv isor o r h igher le v e l technician . W ork is typ ica lly spot checked, but is given detailed review when new o r advanced assignm ents are involved.REGISTERED INDUSTRIAL NURSE

A re g is te re d nurse who gives nursing se rv ice under general m ed ica l d irection to il l o r in jured em p loyees o r other p erson s who becom e ill o r su ffer an accident on the p rem ises o f a fa ctory o r other establishm ent. Duties in volve a com bination o f the fo llow in g : Giving fir s t aid to the ill o rin jured ; attending to subsequent d ressin g o f em ployees* in ju ries ; keeping re co rd s o f patients treated ; preparing accident reports fo r com pensation or other p u rp oses ; assisting in ph ysica l exam inations and health evaluations o f applicants and em p loyees ; and planning and carry in g out program s involving health education , accident preven tion , evaluation o f plant environm ent, o r other activ ities affecting the health, w e lfa re , and safety o f all personnel. Nursing su p erv isors o r head n urses in establishm ents em ploying m ore than one nurse are excluded.

ELECTRONICS TECHNICIAN— Continued

w iring o r e le c tr ic a l equipm ent; and using a v ariety o f e le c tr ic ia n 's handtools and m easuring and testing instrum ents. In gen era l, the w ork o f the m ain tenance e le c tr ic ia n requ ires rounded training and experien ce usually acqu ired through a fo rm a l apprenticeship o r equivalent training and experien ce .

M AINTENANCE PAIN TER

Paints and red ecora tes w a lls , w oodw ork , and fixtures o f an estab lishm ent. W ork involves the fo llow in g : Knowledge o f su rface pecu lia r itiesand types o f paint requ ired fo r different applications; preparing su rface fo r painting by rem oving old fin ish o r by placing putty o r f i l le r in nail holes and in te rs t ice s ; and applying paint with spray gun o r brush . May m ix c o lo r s , o i ls , white lead , and other paint ingredients to obtain proper co lo r o r con sisten cy . In gen era l, the w ork o f the m aintenance painter requ ires rounded training and ex perien ce usually acqu ired through a fo rm a l apprenticeship or equivalent training and ex perien ce .

MAINTENANCE MACHINIST

P rod u ces rep lacem ent parts and new parts in making repairs o f m etal parts o f m ech an ica l equipm ent operated in an establishm ent. W ork involves m ost o f the fo llow in g : Interpreting w ritten instructions and sp e c if ica tion s ; planning and laying out o f w ork ; using a v ariety o f m ach in ist's handtools

MAINTENANCE, TOOLROOM, AND POWERPLANTMAINTENANCE ELECTRICIAN— Continued


M AINTENANCE MACHINIST— Continuedand p re c is io n m easu ring instrum ents; setting up and operating standard m achine to o ls ; shaping o f m etal parts to c lo se to le ra n ce s ; making standard shop com putations relating to dim ensions o f w ork , too lin g , fe e d s , ana speeds o f . m achin ing; knowledge o f the working p rop erties o f the com m on m eta ls ; se lectin g standard m a te r ia ls , p a rts , and equipm ent requ ired fo r this w ork ; and fitting and assem bling parts into m ech an ica l equipm ent. In gen era l, the m a ch in ist 's w ork n orm ally requ ires a rounded training in m a ch in e-sh op p ra ctice usually acqu ired through a fo rm a l apprenticesh ip o r equivalent training and ex p erien ce .

M AINTENANCE MECHANIC (M ACHINERY)

R epairs m ach in ery o r m ech an ica l equipm ent o f an establishm ent. W ork involves m ost o f the fo llow in g : Exam ining m achines and m ech an ica lequipm ent to d iagnose sou rce o f trou b le ; dism antling o r partly dism antling m achines and perform in g repa irs that m ainly in volve the use o f handtools in scrap in g and fitting p a rts ; rep lacing broken o r defective parts with item s obtained fro m stock ; ord erin g the production o f a replacem ent part by a m achine shop o r sending the m achine to a m achine shop fo r m a jor rep a irs ; preparin g w ritten sp ecifica tion s fo r m a jo r rep a irs o r fo r the production o f parts o rd e re d fr o m m achine shops; reassem blin g m ach in es; and making all n e ce s sa ry adjustm ents fo r operation . In g en era l, the w ork o f a m ach in ery m aintenance m ech an ic requ ires rounded training and ex perien ce usually acqu ired through a fo rm a l apprenticesh ip o r equivalent training and e x p e r ien ce . E xcluded fro m this c la ss ifica tio n are w ork ers w hose p rim a ry duties in volve setting up o r adjusting m ach in es.

M AINTENANCE MECHANIC (M OTOR VEHICLE)

R epairs au tom obiles, b u ses , m otortru ck s , and tra c to rs o f an esta b lishm ent. W ork in volves m ost o f the fo llow in g : Exam ining autom otiveequipm ent to diagnose sou rce o f trou b le ; d isassem blin g equipm ent and p e r form in g rep a irs that in volve the use o f such handtools as w ren ch es , gauges, d r ills , o r sp ecia lized equipm ent in d isassem blin g o r fitting parts ; rep lacing broken o r defective parts fr o m stock ; grinding and adjusting v a lv es ; r e assem bling and installing the variou s a ssem blies in the veh ic le and making n e ce ssa ry adjustm ents; and aligning w heels, adjusting brakes and lights, o r tightening body b o lts . In g en era l, the w ork o f the m otor veh ic le m aintenance m ech an ic requ ires rounded training and ex p erien ce usually acqu ired through a fo rm a l apprenticesh ip o r equivalent training and ex p erien ce .

This c la ss ifica tio n does not include m ech an ics who repa ir cu s to m e rs ' v eh ic les in autom obile rep a ir shops.

MAINTENANCE PIPEFITTER

Installs o r rep a irs w ater, steam , gas, o r other types o f pipe and pipefittings in an establishm ent. W ork in volves m ost o f the follow ing : Layingout w ork and m easu ring to lo ca te position o f pipe fro m draw ings o r other w ritten sp e cifica tio n s ; cutting various s ize s o f pipe to c o r r e c t lengths with ch ise l and h am m er o r oxyacetylen e to r ch o r p ip e-cu ttin g m a ch in es; threading pipe with stock s and d ies ; bending pipe by han d-driven o r p ow er-d r iv en m ach in es; assem bling pipe with couplings and fastening pipe to han gers; making standard shop com putations relating to p r e s s u r e s , flow , and s ize o f pipe requ ired ; and making standard tests to determ ine whether fin ished pipes

M AINTENANCE P IP EFITTE R — Continued

m eet sp ecifica tion s . In gen era l, the w ork o f the m aintenance p ipefitter requ ires rounded training and exp erien ce usually acquired through a form al apprenticesh ip o r equivalent training and ex p erien ce . W ork ers p r im a rily engaged in installing and repairing building sanitation o r heating system s are exclu ded .

MAINTENANCE S H E E T -M E T A L W ORKER

F a b rica te s , in sta lls , and m aintains in good rep a ir the sh eet-m eta l equipm ent and fix tu res (such as m achine guards, g rea se pans, sh elves, lo c k e rs , tanks, v en tila tors , chutes, ducts, m etal roofing) o f an establishm ent. W ork in volves m ost o f the fo llow in g : Planning and laying out all types o fsh eet-m eta l m aintenance w ork fr o m blu eprin ts , m od els , o r other sp e c if ica tion s ; setting up and operating all availab le types o f sh eet-m eta l working m ach in es; using a varie ty o f handtools in cutting, bending, form in g, shaping, fitting, and assem bling ; and installing sh eet-m eta l a r tic le s as requ ired . Tp gen era l, the w ork o f the m aintenance sh eet-m eta l w ork er requ ires rounded training and exp erien ce usually acqu ired through a fo rm a l apprenticeship or equivalent training and experien ce .

MILLW RIGHT

Installs new m achines o r heavy equipm ent, and dism antles and insta lls m achines o r heavy equipm ent when changes in the plant layout are requ ired . W ork involves m ost o f the fo llow in g : Planning and laying out w ork ;in terpreting blueprints o r other sp e c ifica tio n s ; using a v ariety o f handtools and rigg ing; making standard shop com putations relating to s t re s s e s , strength o f m a te r ia ls , and centers o f gravity ; aligning and balancing equipm ent; se lectin g standard to o ls , equipm ent, and parts to be used; and installing and m aintaining in good o rd e r pow er tra n sm iss ion equipm ent such as drives and speed red u cers . In gen era l, the m illw rig h t 's w ork n orm ally requ ires a rounded training and ex p erien ce in the trade acqu ired through a form al appren ticesh ip o r equivalent training and ex p erien ce .

M AINTENANCE TRADES H ELPE R

A ss is ts one o r m o re w ork ers in .th e sk illed m aintenance tra d es , by p er form in g s p e c ific o r g en era l duties o f le s s e r sk ill, such as keeping a w ork er supplied with m a teria ls and to o ls ; cleaning w orking area , m achine, and equipm ent; assistin g journeym an by holding m ateria ls o r to o ls ; and p erform in g other unskilled tasks as d irected by journeym an. The kind o f w ork the h elper is perm itted to p e r fo rm v a r ies fr o m trade to trade: Insom e trades the h e lp er is confined to supplying, liftin g, and holding m ateria ls and to o ls , and cleaning w orking a rea s ; and in others he is perm itted to p e r fo rm sp ecia lized m achine op era tion s , o r parts o f a trade that are also p e r fo rm e d by w ork ers on a. fu ll-t im e b a s is .

M ACH IN E-TO OL O PE R A TO R (TOOLROOM )

S p ecia lizes in operating one o r m o re than one type o f m achine to o l (e .g ., jig b o r e r , grinding m ach in e, engine lathe, m illing m achine) to m achine m etal fo r use in making o r m aintaining jig s , fix tu res , cutting to o ls , gauges, o r m etal d ies o r m olds used in shaping o r form ing m etal o r n onm etallic m a teria l (e .g ., p la s t ic , p la ste r , rubber, g la ss ). W ork typ ica lly in v o lv e s : Planning and perform in g d ifficu lt m achining operations w hichrequ ire com plica ted setups o r a high degree o f a ccu ra cy ; setting up m achine


too l o r tools (e .g ., in sta ll cutting too ls and adjust guides, stops, working ta b les , and oth er con tro ls to handle the s ize o f stock to be m achined; determ ine p rop er feed s , speeds, too lin g , and operation sequence o r se lect those p re scr ib e d in draw ings, b lueprin ts, o r layouts); using a v ariety o f p re c is io n m easu ring instrum ents; making n e ce ssa ry adjustm ents during m achining operation to ach ieve requ isite d im ensions to v e ry c lose to le ra n ce s . May be requ ired to se le ct p rop er coolants and cutting and lubricating o ils , to recogn ize when too ls need d ress in g , and to d ress to o ls . In gen era l, the w ork o f a m a ch in e -too l opera tor (too lroom ) at the sk ill lev e l ca lled fo r in this c la ss ifica tion requ ires extensive knowledge o f m ach in e-sh op and to o lroom p ra ctice usually acqu ired through con siderab le o n -th e -jo b training and ex perien ce .

F o r c ro s s -in d u stry wage study p u rp oses , this c la ss ifica tion does not include m a ch in e -too l op era tors (too lroom ) em ployed in too l and die jobbing shops.

M A CH IN E -TO O L O PER ATO R (TOOLROOM)— Continued

TOOL AND DIE M AKER

Constructs and repa irs j ig s , fix tu res , cutting to o ls , gauges, o r m etal dies o r m olds used in shaping or form in g m etal o r nonm etallic m a teria l (e .g ., p la st ic , p la ster , rubber, g la ss). W ork typ ica lly in voIves: Planning and laying out w ork accord in g to m o d e ls , b lueprin ts, draw ings, o r other w ritten o r o ra l sp ecifica tion s ; understanding the w orking p rop erties o f com m on m etals and a lloys ; selecting appropriate m a ter ia ls , to o ls , and p r o c e s s e s requ ired to com plete task; making n e ce ssa ry shop com putations; setting up and operating various m achine too ls and related equipm ent; using various too l and die m a k er 's handtools and p re c is io n m easuring instrum ents;

w orking to v ery c lo se to le ra n ce s ; h eat-treatin g m etal parts and fin ished too ls and dies to ach ieve requ ired qu alities; fitting and assem bling parts to p r e scr ib e d to le ra n ces and allow ances. In gen era l, the too l and die m a k er 's w ork requ ires rounded training in m ach in e-sh op and to o lro o m p ra ctice usually acqu ired through fo rm a l apprenticeship o r equivalent training and experien ce .

F or c ro s s -in d u stry wage study p u rp oses , this c la ss ifica tion does not include to o l and die m akers who (1) are em ployed in too l and die jobbing shops o r (2) p roduce forgin g dies (die sin k ers).

STATIONARY ENGINEER

O perates and m aintains and m ay a lso su pervise the operation o f stationary engines and equipm ent (m echan ica l o r e le c tr ica l) to supply the establishm ent in w hich em ployed with p ow er, heat, re frig era tion , o r a ir - conditioning. W ork in volves : Operating and maintaining equipment such assteam engines, a ir c o m p r e s s o rs , gen era tors , m o to rs , tu rb in es, ventilating and re frig era tin g equipm ent, steam b o ile rs and b o i le r - fe d w ater pum ps; making equipm ent rep a irs ; and keeping a re co rd o f operation o f m ach in ery , tem pera tu re , and fuel consum ption. May a lso su pervise these operations. Head o r ch ief engineers in establishm ents em ploying m ore than one engineer are exclu ded .

BOILER TENDER

F ire s stationary b o ile rs to furn ish the establishm ent in which e m ployed with heat, p ow er, o r steam . F eeds fuels to f ir e by hand or operates a m ech an ica l stok er, gas, o r o il bu rner; and checks w ater and safety va lves. May clean , o i l , o r assist in repairing b o ile rro o m equipm ent.

TO OL AND DIE M AKER— Continued

MATERIAL MOVEMENT AND CUSTODIALTRUCKDRIVER

D rives a tru ck within a city o r industria l area to tran sp ort m a ter ia ls , m erch a n d ise , equipm ent, o r w ork ers between various types o f establishm ents such as: M anufacturing plants, freight depots, w areh ou ses , w holesale andretail estab lishm ents, o r between reta il establishm ents and cu s to m e rs ' houses o r p la ces o f bu sin ess. May also load o r unload tru ck with o r without h e lp e rs , m ake m in or m ech an ica l rep a irs , and keep truck in good working o rd e r . S a les -rou te and o v e r -th e -r o a d d riv ers are exclu ded .

F o r wage study p u rp oses , tru ck d riv ers are c la ss ifie d by s ize and type o f equipm ent, as fo llow s : (T r a c to r -t ra ile r should be rated on the basisof tr a ile r capacity .)

T ru ck d riv e r , light truck (under IV2 tons)T ru ck d riv er , m edium truck ( 1V2 to and including 4 tons)T ru ck d river , heavy truck (tra ile r ) (over 4 tons)T ru ck d river , heavy truck (other than tra ile r ) (ov er 4 tons)

SHIPPING AND RECEIVING CLERKP rep a res m erchandise fo r shipm ent, o r r e ce iv e s and is respon sib le

fo r incom ing shipm ents o f m erchandise o r oth er m a te r ia ls . Shipping w ork

SHIPPING AND RECEIVING CLERK— Continued

in vo lves : A knowledge o f shipping p r o ce d u re s , p ra c tice s , routes, availablem eans o f tran sportation , and rates; and preparing record s o f the goods shipped, making up b ills o f lading, posting weight and shipping ch a rges, and keeping a file o f shipping re co rd s . M ay d irect o r assist in preparin g the m erchandise fo r shipm ent. R eceiv in g w ork in vo lves : V erify in g o r d irectin gothers in verify in g the co rre ctn e ss o f shipm ents against b ills o f lading, in v o ic e s , o r other r e co r d s ; checking fo r shortages and re jectin g dam aged goods; routing m erchandise o r m ateria ls to p rop er departm ents; and maintaining n e ce ssa ry re co rd s and files .

F o r wage study p u rp oses , w ork ers are c la ss ifie d as fo llow s:

Shipping c lerkR eceiv in g clerkShipping and rece iv in g clerk

WAREHOUSEMANAs d irected , p e r fo rm s a varie ty o f w arehousing duties which require

an understanding o f the estab lish m en t's storage plan. W ork in volves m ost


W AREHOUSEMAN— Continued

o f the fo llow in g : V erify in g m ateria ls (or m erch an dise) against rece iv in gdocum ents, noting and reporting d iscrep a n cies and obvious dam ages; routing m ateria ls to p re sc r ib e d storage loca tion s ; storin g , stacking, o r pa lletizing m a teria ls in a ccord a n ce with p re sc r ib e d storage m ethods; rearranging and talking inventory o f stored m a ter ia ls ; exam ining stored m ateria ls and r e porting d eterioration and dam age; rem oving m a teria l fro m storage and preparin g it fo r shipm ent. May operate hand or pow er trucks in p erform in g w arehousing duties.

Exclude w ork ers w hose p rim a ry duties in volve shipping and rece iv in g w ork (see Shipping and R eceiv in g C lerk and Shipping P a ck er ), o rd e r filling (see O rd er F il le r ) , o r operating pow er tru cks (see P o w e r-T ru ck O perator).

ORDER F IL L E R

F ills shipping o r tra n sfer o rd e rs fo r fin ished goods fro m stored m erchandise in a ccord a n ce with sp ecifica tion s on sa les s lip s , cu s to m e rs ' o r d e rs , o r other in stru ction s. M ay, in addition to fillin g ord ers and indicating item s filled o r om itted , keep re co rd s o f outgoing o r d e rs , requ isition additional stock o r report short supplies to su p e rv iso r , and p e r fo rm other related du ties.

SHIPPING PACKER

P rep a res fin ished products fo r shipm ent o r storage by placing them in shipping con ta in ers , the s p e c ific operations p er form ed being dependent upon the type, s iz e , and num ber o f units to be packed , the type o f container em ployed , and m ethod o f shipm ent. W ork requ ires the placing o f item s in shipping containers and m ay involve one o r m ore o f the fo llow in g : Knowledgeo f various item s o f stock in o rd e r to v e r ify content; se lection o f appropriate type and s ize o f container; inserting e n closu res in container; using e x ce ls io r o r oth er m a teria l to prevent breakage o r dam age; closin g and sealing container; and applying labels o r entering identifying data on container. P a ck ers who a lso m ake w ooden boxes o r crates are excluded.M ATER IAL HANDLING LABO RER

A w ork er em ployed in a w arehou se, m anufacturing plant, s to re , or other establishm ent w hose duties involve one or m ore o f the fo llow in g : Loading and unloading various m ateria ls and m erchandise on o r fro m freight

M A TE R IA L HANDLING LABORER— Continued

c a rs , tru ck s , o r other transporting d e v ice s ; unpacking, shelving, o r placing m ateria ls o r m erchandise in p rop er storage location ; and transporting m ateria ls o r m erchandise by handtruck, ca r , o r w heelbarrow . L ongshore w o rk e rs , who load and unload sh ips, are exclu ded .

P O W ER -T RU CK O PERA TO R

O perates a m anually con tro lled g a so lin e - o r e le c tr ic -p o w e r e d truck o r tra c to r to tran sport goods and m ateria ls o f a ll kinds about a w arehou se, m anufacturing plant, o r other establishm ent.

F o r wage study p u rp oses , w ork ers are c la ss ifie d by type o f p ow er- tru ck , as fo llow s:

F ork lift operatorP o w e r-tru ck op era tor (other than fork lift)

GUARD AND W ATCHM AN

G uard. P e r fo rm s routine p o lice duties, e ither at fixed post o r on tou r , m aintaining o r d e r , using arm s o r fo r ce w here n e ce ssa ry . Includes guards who are stationed at gate and check on identity o f em ployees and other p erson s en tering .

W atchm an. M akes rounds o f p re m ise s p e r io d ica lly in protecting prop erty against f ir e , theft, and ille g a l entry.

JANITOR, P O R T E R , OR CLEAN ER

Cleans and keeps in an o rd e r ly condition fa ctory w orking areas and w ash room s, o r p re m ise s o f an o f f ic e , apartm ent house, o r co m m e rcia l or oth er establishm ent. Duties in volve a com bination o f the fo llow in g : Sweeping,m opping or scru bb in g , and polish ing f lo o r s ; rem oving chips, trash , and other re fu se ; dusting equipm ent, fu rn itu re, o r fix tu res ; polish ing m etal fixtu res o r tr im m in gs ; provid ing supplies and m in or m aintenance se r v ice s ; and cleaning la v a to r ie s , sh ow ers , and r e s tro o m s . W ork ers who sp ecia lize in window washing are exclu ded .


Area Wage SurveysA list of the latest available bulletins or bulletin supplements is presented below. A directory of area wage studies including m ore limited studies conducted at the request of the Employment

Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional offices shown on the back cover. Bulletin supplements may be obtained without cost, where indicated, from BLS regional offices.

Bulletin numberArea and price *

A kron , Ohio, D ec. 1 9 7 5 _________________________________________________________________ 1850-80, 45 centsAlbany—Schenectady—T roy , N .Y ., Sept. 1975 *_________________________________________ 1850-63, $1.20Anaheim —Santa Ana—G arden G rove, C a lif., Oct. 1975*_______________________________ 1850-75, 85 centsA tlanta, G a., May 1976 — _____________________________________________________________ 1900-30, 85 centsAustin, T ex ., D ec. 1975 1______________________________________________________________ 1850-83, 75 centsB a ltim ore , M d., Aug. 1975 * ____________________________________________________________ 1850-62, $1 .30B illin gs, M ont., July 1976_______________________________________________________________ 1850-46, 65 centsBinghamton, N .Y .—P a., July 1975 ______________________________________________________ 1850-50, 65 centsB irm ingham , A la ., M ar. 1 9 7 6 '_________________________________________________________ 1900-11, 95 centsBoston, M a ss ., Aug. 1975 1______________________________________________________________ 1850-58, $1 .50B uffalo, N .Y ., Oct. 1975*________________________________________________________________ 1850-69, 95 centsCanton, Ohio, M ay 1976_______________________________________________________________ 1900-28, 55 centsChattanooga, Tenn.—Ga., Sept. 1975 1__________________________________________________ 1850-67, 85 centsC h icago, 111., May 1976!_________________________________________________________________ 1900-32, $1.05Cincinnati, Ohio—Ky.—Ind., M ar. 1976__________________________________________________ 1900-7 , 75 centsC leveland, Ohio, Sept. 1975_____________________________________________________________ 1850-64, $1 .30Colum bus, Ohio, Oct. 1 97 5 1 ____________________________________________________________ 1850-78, 95 centsCorpus C h risti, T ex ., July 1975________________________________________________________ 1850-37, 65 centsD allas—F ort W orth, T e x ., Oct. 19751 _________________________________________________ 1850-59, $1 .50D avenport—R ock Island—M oline, Iowa—111., F eb . 1976________________________________ 1900-25 , 55 centsDayton, Ohio, D ec. 1975_________________________________________________________________ 1850-73, 45 centsDaytona Beach, F la ., Aug. 1975________________________________________________________ 1850-47, 65 centsD enver—B oulder, C o lo ., D ec. 1975_____________________________________________________ 1850-82, 75 centsD etroit, M ich ., M ar. 1976 *L_____________________________________________________________ 1900-15, $1.25F ort Lauderdale—H ollyw ood and W est P a lm B ea ch -

B oca Raton, F la ., A pr. 1976__________________________________________________________ 1900-20, 55 centsF resn o , C a lif., June 1976 j___________________________________________________________ 1900-29, 55 centsG ain esv ille , F la ., Sept. 1975 ___________________________________________________________ 1850-57, $1 .10G reen Bay, W is., July 1975 1 ___________________________________________________________ 1850-44, 80 centsG reen sb oro -W in ston -S a lem -H igh Point, N .C ., Aug. 1975___________________________ 1850-49, 65 centsG reen ville—Spartanburg, S .C ., June 1976*____________________________________________ 1900-36, 85 centsH artford, Conn., M ar. 1976__________________________________________________ .__________ 1900-14, 55 centsHouston, T ex ., A p r. 1976________________________________________________________________ 1900-26, 85 centsH untsville, A la ., Feb. 19761_____________________________________________________________ 1900-17, 55 centsIndianapolis, Ind., Oct. 1975 * __________________________________________________________ 1850-66, 95 centsJacks on, M iss ., Feb. 1976 ______________________________________________________________ 1900-8 , 55 centsJacksonville , F la ., D ec. 1975 __________________________________________________________ 1850-81, 45 centsKansas City, M o.—K ans., Sept. 1975___________________________________________________ 1850-55, 80 centsLexington-F ayette , K y., Nov. 19751 ___________________________________________________ 1850-84, 75 centsLos A ngeles—Long Beach, C a lif., Oct. 1975 1___________________________________________ 1850-86, $1.15L ou isv ille , Ky.—Ind., Nov. 1975 _______________________________________________________ 1850-79, 45 centsM elbourne—T itusville—C ocoa, F la ., Aug. 1975________________________________________ 1850-54, 65 centsM em phis, Tenn.—A rk.—M iss ., Nov. 1975 ______________________________________________ 1850-85, 45 cents

Bulletin numberArea and price *

M i a m i , F l a . , O c t . 1 9 7 5 __________________________________________________________________________________ 1 8 5 0 - 7 6 , 9 5 c e n t sM i lw a u k e e , W i s . , A p r . 1 9 7 6 __________________ ________________________________________________________ 1 9 0 0 - 2 2 , 8 5 c e n t sM i n n e a p o l i s —S t, P a u l , M in n .—W i s . . J a n . 1 9 7 6 — ___________________________________ . _________ 1 9 0 0 - 3 , 9 5 c e n t sN a s s a u - S u f f o l k , N . Y . , J u n e 1 9 7 6 _____________________________________________________________________ 1 9 0 0 - 3 5 , 8 5 c e n t sN e w a r k , N .J . , J a n . 1 9 7 6 _____________________________________________________________________________ 1 9 0 0 - 1 0 , 8 5 c e n t sN e w O r l e a n s , L a . , J a n . 1 9 7 6 _________________________________________________________________________ 1 9 0 0 - 2 , 7 5 c e n t sN e w Y o r k , N . Y . - N . J . , M a y 1 9 7 5 1 ___________________________________________________________________ 1 8 5 0 - 4 5 , $ 1 . 1 0N o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h , V a .—N .C . , M a y 1 9 7 6 * _______________________________ 1 9 0 0 - 2 7 , 8 5 c e n t sN o r f o l k —V i r g i n i a B e a c h —P o r t s m o u t h a n d N e w p o r t N e w s —

H a m p t o n , V a .—N .C . , M a y 1 9 7 6 * ____________________________________________________________________ 1 9 0 0 - 3 3 , 8 5 c e n t sN o r t h e a s t P e n n s y l v a n i a , A u g . 1 9 7 5 _________________________________________________________________ 1 8 5 0 - 5 2 , 6 5 c e n t sO k la h o m a C i t y , O k l a . , A u g . 1 9 7 5 ____________________________________________________________________ 1 8 5 0 - 5 1 , 6 5 c e n t sO m a h a , N e b r .—I o w a , O c t . 1 9 7 5 _______________________________________________________________________ 1 8 5 0 - 5 6 , $ 1 . 1 0P a t e r s o n —C l i f t o n - P a s s a i c , N .J . , J u n e 1 9 7 5 * ____________________________________________________ 1 8 5 0 - 3 8 , 8 0 c e n t sP h i l a d e l p h i a , P a .—N .J . , N o v . 1 9 7 5 ________________________ ,_________________________________________ 1 8 5 0 - 6 5 , 8 5 c e n t sP i t t s b u r g h , P a . , J a n . 1 9 7 6 * ___________________________________________________________________________ 1 9 0 0 - 1 , $ 1 . 1 5P o r t l a n d , M a in e , N o v . 1 9 7 5 ______________________________________________________________________________ 1 8 5 0 - 7 2 , 4 5 c e n t sP o r t l a n d , O r e g . —W a s h . , M a y 1 9 7 5 ______________________________________________________________ 1 8 5 0 - 4 0 , 7 5 c e n t sP o u g h k e e p s i e , N . Y . , J u n e 1 9 7 5 * ______________________________________________________________________ 1 8 5 0 - 7 0 , 6 5 c e n t sP o u g h k e e p s i e —K in g s t o n - N e w b u r g h , N .Y . , J u n e 1 9 7 5 * ___________________________________________ 1 8 5 0 - 6 8 , 7 5 c e n t sP r o v i d e n c e —W a r w ic k —P a w t u c k e t , ;R . I .—M a s s . , J u n e 1 9 7 6 ___________________________________ 1 9 0 0 - 3 1 , 7 5 c e n t sR a l e i g h —D u r h a m , N . C . , F e b . 1 9 7 6 ______________________- ___________________________________________ 1 9 0 0 - 1 8 , 5 5 c e n t sR i c h m o n d , V a . , J u n e 1 9 7 6 _______________________________________________________________________________ 1 9 0 0 - 3 4 , 6 5 c e n t sS t. L o u i s , M o .—111., M a r . 1 9 7 6 * _______________________________________________________________________ 1 9 0 0 - 1 9 . $ 1 .2 5S a c r a m e n t o , C a l i f . , D e c . 1 9 7 5 _________________________________________________________________________ 1 8 5 0 - 8 7 , 4 5 c e n t sS a g in a w , M i c h . , N o v . 1 9 7 5 _______________________________________________________________________________ 1 8 5 0 - 7 1 , 3 5 c e n t sS a lt L a k e C i t y —O g d e n , U ta h , N o v . 1 9 7 5 * ____________________________________________________________ 1 8 5 0 - 7 4 , 7 5 c e n t sS a n A n t o n i o , T e x . , M a y 1 9 7 6 _________________________________________________________________________ 1 9 0 0 - 2 3 , 6 5 c e n t sS a n D i e g o , C a l i f . , N o v . 1 9 7 5 ____________________________________________________________________________ 1 8 5 0 - 7 7 , 4 5 c e n t sS a n F r a n c i s c o —O a k la n d , C a l i f . , M a r . 1 9 7 6 ______ __________________________________________________ 1 9 0 0 - 9 , 9 5 c e n t sS a n J o s e , C a l i f . , M a r . 1 9 7 6 _____________________________________________________________________________ 1 9 0 0 - 1 3 , 7 5 c e n t sS e a t t le —E v e r e t t , W a s h . , J a n . 1 9 7 6 ______________________________________________________________ 1 9 0 0 - 6 , 6 5 c e n t sS o u th B e n d , I n d . , M a r . 1 9 7 6 ___________________________________________________________________________ 1 9 0 0 - 5 , 5 5 c e n t sS t a m f o r d , C o n n . 1 2 _______________________________________________________________________________________S y r a c u s e , N . Y . , J u ly 1 9 7 5 _______________________________________________________________________________ 1 8 5 0 - 4 3 , 6 5 c e n t sT o l e d o , O h io —M i c h . , M a y 1 9 7 6 _________________________________________________________________________1 9 0 0 - 2 4 , 5 5 c e n t sT r e n t o n , N .J . , S e p t . 1 9 7 5 1 _____________________________________________________________________________ 1 8 5 0 - 6 0 , $ 1 . 2 0U t ic a —R o m e , N . Y . , J u ly 1 9 7 5 * _________________________________________________________________________ 1 8 5 0 - 4 8 , 80 c e n t sW a s h i n g t o n , D . C .—M d .—V a . , M a y . 1 9 7 6 , ______________________________________________________ j 1 9 0 0 - 1 2 , 8 5 c e n t sW e s t c h e s t e r C o u n t y , N .Y . , M a y 1 9 7 5 * _____________________________________________________________ 1 8 5 0 - 5 3 , 8 0 c e n t sW i c h i t a , K a n s . , A p r . 1 9 7 6 ______________________________________________________________________________ 1 9 0 0 - 2 1 , 5 5 c e n t sW o r c e s t e r , M a s s . , A p r . 1 9 7 6 __________________________________________________________________________ 1 9 0 0 - 1 6 , 5 5 c e n t sY o r k , P a . , F e b . 1 9 7 6 _ ___________________________________________________________________________________ 1 9 0 0 - 4 , 5 5 c e n t s ,

* Prices are determined by the Government Printing O ffice and are subject to change.1 Data on establishment practices and supplementary wage provisions are also presented.2 To be surveyed.


U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212

Official BusinessPenalty for private use, $300

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Bureau of Labor Statistics Regional OfficesRegion I

1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region II Suite 3400 1515 Broadway New York, N.Y. 10036 Phone: 971-5405 (Area Code 212)

New Jersey New York Puerto Rico Virgin Islands

Region III3535 Market Street,P.O. Box 13309Philadelphia, Pa. 19101Phone: 597-1154 (Area Cade 215)

DelawareD istrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Region IV Suite 5401371 Peachtree St., N.E.Atlanta, Ga. 30309Phone: 526-5418 (Area Code 404)

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Region V9th Floor, 230 S. Dearborn St.Chicago, III. 60604Phone: 353-1880 (Area Code 312)

Illino isIndianaMichiganMinnesotaOhioWisconsin

Region VI Second Floor555 Griffin Square; BuildingDallas, Tex. 75202Phone: 749-3516 (Area Code 214)

Arkansas Louisiana New Mexico Oklahoma Texas

Regions VII and V III Federal Office Building 911 Walnut St., 15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816)

Regions IX and X 450 Golden Gate Ave.Box 36017San Francisco, Calif. 94102 Phone: 556-4678 (Area Code 415)

VIIIowaKansasMissouriNebraska

VIIIColorado Montana North Dakota South Dakota UtahWyoming

IXArizonaCaliforniaHawaiiNevada

XAlaskaIdahoOregonWashington


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