7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 1/39
Area Corpus Christi, Texas,Wage Metropolitan Area, July 1977Survey
Bulletin 1950-35
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 2/39
Preface
Th is bu lle tin pro v id es re su lt s of a Ju ly 1977 su rv ey of oc cu pa tio na l
earnings and supplem entary wage bene fits in the Corpus C hristi , T exa s,
Standard Metropol i tan Stat ist ica l Area . The survey was made as part o f
the Bureau o f Labor Stat ist ics ' annual area wage survey program. It was
conducted by the Bureau's reg ional o f f ice in Dal las, Tex ., under the genera l
direct ion o f Boyd B. O 'Nea l , A ssistant Regional C omm issioner for Ope r-
ations. The surv ey could not have been accom plished without the coop er-
at ion o f the many f i rm s whose wage and sa lary data provided the basis for
the sta tistical inform ation in this bulletin. The Bureau wishes to expres s
sincere ap preciat ion for the cooperat ion received.
M ate rial in this publication is in the public domain and may be
reproduced wi thout permission o f the Fed era l Government. Pleas e credi t
the B ureau of L abo r Statistics and cite the name and number of this
publication.
Note:
A curre nt rep ort on occupational earnings and supplemen tary ben-
efits in the Corpus Ch risti area is ava ilable for the moving and storage
(July 1977) industry. Als o ava ilable are l istin gs of union wage rates fo r
bui lding trades, p r inting trades, loca l trans i t operat ing employees, loca l
truck dr ivers and helpers , and gro cery store employees. Fre e copies o f
these are ava i lable fro m the Bureau's reg ional o f f ices. (See back cover
fo r addresses . )
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 3/39
AreaWageSurvey
U.S. Department of LaborRay Marshall, Secretary
Bureau of Labor StatisticsJulius Shiskin, Commissioner
October 1977
Bulletin 1950-35
Corpus Christi, Texas,Metropolitan Area, July 1977
Contents Page Page
In tr od uc tio n 2
Tab le s:
A. Earnings, all establishments:
A l . Weekly earnings of o f f ice
w o r k e r s-------------------------------------- 3
A2. Weekly earnings of pro fes -
sional and technicalw o r k e r s ------- 4
A3. Average weekly earnings o foffice, professional, and
technical workers, by sex ----------- 5A4. Hourly earnings of mainte-
nance, toolroom , andpowerplant w ork ers -------------------- 6
A5. Hourly earnings of ma terial
movement and custodial
A6. Average hour ly earnings o f
maintenance, toolroom,powerplant, material mo ve-
ment, and custodial workers ,
A7. Percent increases in averagehourly earnings,adjusted for
employment shi fts , for se -lected occupation groups------------- 9
B. Establishment practice s and supple-
mentary wage provis ions:
B l . Minimum entrance sa lar ies
for inexperienced typists
and clerks ------------------------------------ 10
B2. Lateshift pay provisions for
fulltime manufacturing
plant w ork ers ----------------------------- 11
B3 . Scheduled wee kly hours and
days o f fu l l t ime f i rstshi ft
worker s ---------------------------------------- 12
B4. Annual paid holidays for full-
t ime w orker s -------------------------------- 13
B5. Paid vacation provisions for
fu l l time work ers ------------------------- 14
B6 . Health, insurance , and pensionplans for fu l l t ime w orkers ---------- 16
B7. Life insurance plans for
fu l l time work ers ------------------------- 17
App end ix A. Scope and method of surv ey20Appendix B. Occupational descrip tions------------- 25
For sale by the Superintendent of Documents, U.S.
GovernmentPrintingOffice, Washington, D.C. 20402, GPOBookstores, orBLS RegionalOffices listedon backcover.
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 4/39
Introduction
Th is a re a is 1 of 74 in wh ich th e U.S . D ep ar tm en t o f L a b o r' s Bu-
reau of Lab or Statistics conducts surveys of occupational earnings and re-
la ted benefi ts . (See l ist o f areas on inside back cove r . ) In each area ,
occupat ional earnings data (As er ie s ta bles ) are co l lected annually. Infor-mation on establishment pract ices and supplementary wage benefi ts (B
ser ies tables ) is obta ined every third year .
Each year a fte r a l l individual area wage surveys have been com-
pleted, two sum mary bulletins are issued. The f i rst br ings together data
for each metropol i tan area surveyed; the second presents nat ional and re -
g ional est imates, pro jected from indiv idual metropol i tan area data , for a l l
Standard Metrop olitan Statistical Are as in the United States, excluding Alaska
and Hawaii.
A m ajor considerat ion in the area wage survey program is the need
to descr ibe the leve l and movem ent o f w ages in a var iety o f labor ma rkets,
through the an alysis of (1) the leve l and distribution of wa ges by occupation,
and (2) the m ovement o f wages by occupat ional category and ski l l l ev e l .
Th e p ro g ra m dev el ops in fo rm a ti on that m ay be us ed fo r man y pur po se s,
including wage and sa lary adm inistrat ion, co l lect ive barga ining, and as-sistance in determ ining plant location. Surve y results also are used by the
U.S. Department o f Labor to make wage determinat ions under the Service
Contract Act o f i 965.
Aser i es tab l es
T a b le s A l th roug h A 6 p ro vi d e es ti m a te s of s tr a ig h t ti m e w eek ly
or hour ly earnings for workers in occupat ions common to a var iety o f
manu facturing and nonmanufacturing indus tries. Fo r the 31 larg es t survey
area s, tables A 8 through A13 provide s im i lar data for establ ishments
employing 500 work ers or m ore.
T a b le A 7 pro v id es p er ce n t ch an ge s in a ve ra ge ho urly ea rn in gs of
o ff ice c ler ica l w orke rs, e lectronic data processing w orkers, industr ia l
nurses, ski l led maintenance trades wo rkers, and unski l led plant work ers.
Where possible , data are presented fo r a l l industr ies and for manufactur ingand nonmanufacturing separate ly . Data are not presented for ski l led ma in-
tenance work ers in nonmanufactur ing because the number o f wo rkers em -
ployed in this occupational group in nonmanufacturing is too small to warrant
separate presentat ion. This table provides a m easure o f wage trends a fter
e l iminat ion o f changes in averag e earnings caused by em ployment shi fts
among establ ishments as w el l as turnover o f establ ishments included in
survey samples. Fo r fur ther deta i ls , see appendix A.
B se r i es tab l es
Th e B s e r ie s ta bl es p re se n t in fo rm a ti on on m in im um en tranc e
sa lar ies for inexper ienced typists and c lerks ; la tes hi ft pay provis ions and
pract ices for plant work ers in manufactur ing; and data sepa rate ly fo r plant
and o ff ice wo rkers on scheduled week ly hours and days o f f i rstsh i ft w ork-
ers ; paid' holiday s; paid vacation s; health, insura nce, and pens ion plans;and m ore d eta i led information on l i fe insurance plans.
Appendixes
Append ix A des cribe s the methods and concepts used in the area
wage survey p rogram. It provides information on the scope o f the area
surve y, on the ar ea 's indus trial co mp osition in man ufacturing, and on
labo r management ag r eement coverage .
Appendix B provides job descr ipt ions used by Bureau f ie ld econ-
omists to c las si fy work ers by occupat ion.
2
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 5/39
A . Earn in gs
Table A-1. Weekly earnings of of fice workers in Corpus Chris ti , Tex., July 1977Weekly earnings
(standard) Number o f w orkers rece iv ing s t ra ight - t im e w eek ly ea rn ings of ---
Average % $ $ * $ $ $ $ S * » S S S $ $ $ $ t $ S
of weekly 90 100 1 10 12 0 13 0 140 15 0 16 0 17 0 180 1 90 2 00 2 10 22 0 2 30 24 0 2 50 2 60 2 70 2 8 0 3 00
kers(standard) Mean 2 Median 2 Middle range2 and
under
100 110 1 20 1 30 1 40 1 50 16 0 17 0 18 0 190 2 00 210 2 20 23 0 24 0 2 50 2 60 270 2 80 3 00 320
$ $ $ $2 32 4 0 . 0 1 8 4. 00 17 5. 00 1 5 5 .5 0 -2 0 9 .5 0 2 - 2 7 14 20 22 26 48 17 1 19 8 9 6 6 10 7 7 1
6 5 4 0 . 0 2 0 7 . 5 0 2 0 0 .0 0 1 7 5 . 0 0 -2 5 0 . 0 0 - - 3 1 3 7 13 4 - 6 3 3 4 1 7 4 5 1
167 4 0 .0 1 74 .5 0 17 1. 00 1 5 0 .5 0 - 18 7 .5 0 2 - 2 7 11 19 19 19 35 13 1 13 5 6 2 5 3 3 2
23 4 0 . 0 2 0 8 . 0 0 2 0 9 . 0 0 1 7 9 . 5 0 - 2 2 4 . 5 0 - - - - 1 - - 2 3 3 - 3 3 3 - 2 - 2 - 1 -
18 4 0 . 0 2 1 7 . 0 0 2 1 6 . 5 0 1 8 9 . 5 0 - 2 4 1 . 5 0 - - - - 1 2 2 3 3 2 ~ 2 2 “ 1 “
71 4 0 . 0 1 9 5 .0 0 1 7 8 .5 0 1 7 2 . 5 0 - 2 1 8 . 0 0 _ - - 1 6 2 3 3 25 4 - 7 2 3 1 4 2 2 - 5 1
18 4 0 .0 2 3 1 . 0 0 2 3 0 .5 0 1 7 5 . 5 0 - 2 8 7 . 0 0 - - - - - - 1 6 - 1 1 1 1 1 5 1
53 4 0 . 0 1 83 . 00 175 .00 1 6 5 . 5 0 - 2 0 9 . 5 0 - - - 1 6 2 3 2 19 4 - 6 1 3 1 3 1 1 -
80 4 0 . 0 1 76 . 00 1 6 1 .0 0 1 4 6 . 0 0 - 1 8 6 . 0 0 - - - 3 4 15 16 4 14 5 1 2 2 1 4 - 6 3 - - -
24 4 0 . 0 2 2 1 . 00 2 3 1 . 0 0 1 8 7 . 0 0 - 2 54 . 0 0 - - ~ 2 - - 2 3 * 1 2 1 4 6 3 -
56 40 .0 156 .50 155 .50 1 4 4 . 0 0 - 1 7 1 . 0 0 - - - 3 2 15 16 4 12 2 1 1 “ “ - -
42 O of t 1 6 5 . 5 0 1 6 2 .5 0 1 4 6 . 0 0 - 1 8 6 . 5 0 2 - 2 3 3 3 3 9 4 5 - 5 - 1 - - 2 - - - -
17 4 0 .0 173 .50 1 6 4 .0 0 1 6 0 . 0 0 - 1 7 5 . 0 0 - - - - 1 3 5 4 - 3 - 1 -
25 4 0 . 0 1 6 0 .0 0 1 6 1 .0 0 1 2 5.5 0 -1 8 7. 50 2 - 2 3 3 2 - 4 5 - 2 “ ~ 2
30 4 0 . 0 1 7 1 . 0 0 1 7 4 . 50 1 5 6 . 0 0 - 1 8 8 . 0 0 - 1 4 1 - 1 2 5 7 2 - 1 4 1 - 1 - - - - -
18 4 0 .0 178 .50 1 7 6 .5 0 1 6 2 . 0 0 - 1 7 7 . 0 0 - - 1 ~ 1 2 3 7 - ~ 1 i 1 - 1 - - - -
18 4 0 . 0 162 .50 1 6 7 .5 0 1 1 9 . 0 0 - 1 9 8 . 0 0 - 1 4 1 - 1 - 4 2 - - 1 3 1 - - - - - - -
27 3 9 .5 1 1 3 .0 0 97 .50 9 2.0 0 -1 2 6 .0 0 14 2 1 5 1 1 - 1 1 1
27 39 .5 1 1 3 .0 0 9 7 .5 0 9 2 . 0 0 - 1 26 . 0 0 14 2 1 5 1 1 - 1 1 1
46 4 0 . 0 1 2 8. 5 0 1 18 .5 0 1 0 8. 00 - 14 7 .0 0 2 13 12 4 1 8 - 2 2 _ 1 - - - - 1 - - - - -
24 4 0 .0 140 .50 1 3 9 . 00 1 1 6 . 5 0 - 1 4 9 . 5 0 - 5 3 3 1 8 - 2 1 ~ - - - 1 -
22 4 0 . 0 1 1 5 .0 0 1 1 2 .0 0 1 0 8 . 0 0 - 1 1 8 . 5 0 2 8 9 1 ~ 2
2 44 4 0 . 0 1 3 9. 50 1 25 .5 0 1 14 .0 0 -1 6 0 .0 0 4 38 58 25 34 11 10 16 7 16 4 2 9 6 - 2 1 - - - 1
51 4 0 . 0 1 7 8 .0 0 1 8 1 .0 0 1 4 6 . 5 0 - 2 1 1 . 0 0 - 1 2 2 5 6 2 4 2 10 3 7 4 - 1 1 1
1 93 4 0 . 0 1 2 9 .5 0 118 .50 1 1 2 . 0 0 - 1 3 8 . 0 0 4 37 56 23 29 5 8 12 5 6 1 2 2 2 1 - - -
6 0 4 0 . 0 1 83 .- 00 1 8 0 . 5 0 1 6 0 . 0 0 - 2 1 1 . 5 0 - - - 2 5 2 3 13 1 14 3 - 9 4 - 2 1 - - - 1
3 0 4 0 . 0 2 03 .0 0 1 9 5 .5 0 1 8 2 . 0 0 - 2 1 6 . 0 0 - 3 1 10 2 7 4 - 1 1 ~ 1
30 4 0 . 0 1 6 2 . 5 0 160.00 1 4 2 . 5 0 - 1 7 6 . 0 0 - - 2 6 2 3 10 ” 4 1 “ 2 1 *
184 4 0 . 0 1 2 5 . 5 0 1 1 6 .0 0 1 10 .0 0 -1 35 .0 0 4 38 58 23 29 9 7 3 6 2 1 2 - 2 - - - - - - -21 4 0 . 0 1 4 2 . 0 0 1 4 0 . 0 0 1 3 1 . 0 0 - 1 4 8 . 0 0 - 1 2 2 5 6 2 1 1 1 - - - - -
1 63 4 0 . 0 1 2 3 . 0 0 1 1 6 .0 0 1 09 .5 0-1 3 2.0 0 4 37 56 21 24 3 5 2 5 2 2 “ 2 - - - -
19 4 0 . 0 1 6 6 .5 0 1 5 0 .5 0 1 4 5 . 0 0 - 1 5 4 . 5 0 - - 1 - 2 4 8 - - - - - - - 1 1 1 1 - - -
9 0 4 0 . 0 1 42 . 0 0 136.00 1 1 8 . 5 0 - 1 5 3 . 0 0 4 - 23 11 16 13 3 7 2 1 1 2 3 3 - 1 - - - - -
16 4 0 . 0 1 8 9 .5 0 1 8 5 .0 0 1 6 2 . 5 0 - 2 2 0 . 0 0 - - 2 1 4 1 ~ 1 3 3 * 1 - -
74 4 0 .0 1 3 2 . 0 0 1 2 9 . 0 0 1 1 8 . 5 0 - 1 4 1 . 5 0 4 - 23 11 16 11 2 3 1 1 - 2
17 4 0 . 0 1 7 0 . 5 0 1 6 1 .6 0 1 4 0 . 5 0 - 2 1 9 . 5 0 - - - 3 1 4 - 2 2 - - - 1 3 - 1 - - - - -
73 40 .0 135 .50 1 3 2. 00 11 8 .5 0 -1 4 2 .0 0 4 - 23 8 15 9 3 5 - 1 1 2 2 - - - - - - - -
65 4 0 . 0 1 3 1 . 0 0 1 2 5 . 5 0 1 1 8. 50 -1 3 8. 00 4 23 8 15 7 2 3 1 2
Occupation and industry division
ALL WORKERS
SECRETARIES ---------------------------------------
MANUFACTURING ------------------------------
NONMANUFACTURING -------------------------
SECRETARIES* CLASS B --------------------NONHANUFACTURING -------------------------
SECRETARIES* CLASS C --------------*-----MANUFACTURING ------------------------------
NONMANUFACTURING -------------------------
SECRETARIES* CLASS 0 --------------------MANUFACTURING ------------------------------
NONHANUFACTURING -------------------------
SECRETARIES* CLASS E --------------------MANUFACTURING -----------------------------
NONMANUFACTURING -------------------------
STENOGRAPHERS' -----------------------------------MANUFACTURING ------------------------------
STENOGRAPHERS. GENERAL ----------------
SWITCHBOARD OPERATORS ---------------------
NONHANUFACTURING -------------------------
SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ------------------------------
NONMANUFACTURING -------------------------
ACCOUNTING CLERKS ----------------------------
MANUFACTURING ------------------------------
NONMANUFACTURING -------------------------
ACCOUNTING CLERKS* CLASS A ---------
MANUFACTURING ------------------------------
NONMANUF ACT URI NG-------------------------
ACCOUNTING CLERKS* CLASS B---------MANUFACTURING ------------------------------
NONHANUFACTURING -------------------------
PAYROLL CLERKS ---------------------------------
KEYPUNCH OPERATORS --------------------------
MANUFACTURING ------------------------------
NONMANUF AC TU RI N6 -------------------------
KEYPUNCH OPERATORS* CLASS A -------
KEYPUNCH OPERATORS* CLASS B -------
NONMANUF AC TU RI N6 ------------------------
See footnotes at end of tables.
3
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 6/39
Table A-2. Weekly earnings o f professional and technical workers in Corpus Christ i, Tex., July 1977
Occupation and industry division
Averageweekly hours1
(standard)
Weekly earnings(standard)
Middle range 2
Number of workers receiving straight-time weekly earnings of—
t s t s t $ t $ t $ t i s $100 110 120 130 140 150 160 170 180 190 200 210 220 230
under
110 120 130 140 150 160 170 180 190 200 210 220 230 240
* * 8 $ * S $
240 260 280 300 320 340 360
260 280 300 320 340 360 380
ALL U0RKERS
COMPUTER PROGRAMMERS BUSI NESS) - - -
NONMANUFACTURI NG - - - - - - - - - - - - - - -
COMPUTER PROGRAMMERS ( BUSI NESS) •
CLASS A - - - - - - - - - - - - - - - - - - - - - - - - -
COMPUTER PROGRAMMERS ( BUSI NESS) •CLASS B - - - - - - - - - - - - - - - - - - - - - - - - -
COMPUTER OPERATORS - - - - - - - - - - - - - - - -
N0NHANUFACTURI N6 - - - - - - - - - - - - - - -
COMPUTER OPERATORS^ CLASS B - - - - -
NONMANUFACTURI NG - - - - - - - - - - - - - - -
COMPUTER OPERATORS^ CLASS C - - - - -
NONMANUFACTURI NG - - - - - - - - - - - - - - -
DRAFTERS - - - - - - - - - - - - - - - - - - - - - - - - - - -
MANUFACTURI NG -- - - - - - - - - - - - - - - - - -
DRAFTERS. CLASS A - - - - - - - - - - - - - - -
DRAFTERS. CLASS B - - - - - - - - - - - - - - -
MANUFACTURI NG -- - - - - - - - - - - - - - - - - -
4 0 . 0
4 0 . 0
$2 5 0 . 0 0
237.50
40 .
40 .
40 .
40.
40 .
40 .
40 .
40 .
40 .
40 .
172.
156.
183.
164.
121.117.
242.
249.
231.
244.
$259.00
247.50
149.50
149.00
179.50
152.00
115.00
115.00
240.00
259.50
224.50
240.00
$ $2 1 8 . 5 0 - 2 9 7 . 0 0
1 9 5 . 5 0 - 2 6 3 . 5 0
2 5 9 . 0 0 -3 3 3 . 0 0
2 3 0 . 0 0 -2 6 5 . 5 0
127
115
149
149
109.
106.
214.
22 0 .
.00-211.50
,00-179.50
.00-205.50
.00-179.50
5 0 -1 3 1 . 0 0
5 0 -1 1 8 . 0 0
5 0 -2 7 0 . 0 0
0 0 -2 7 0 . 0 0
2 6 5 . 5 0 -2 9 4 . 0 0
204.
2 2 0 .
0 0 -2 6 0 . 0 0
0 0 -2 6 0 . 0 0
22
13
Se e f o o t no t es a t e nd o f t a b l e s .
4
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 7/39
Table A-3. Average weekly earnings of offi ce, professional, and technical workers, by sex,
in Corpus Christi, Tex., July 1977
Sex, 3 o ccupat ion , and in d u s t ry d iv i s io nNumber
of
workers
OFFI CE OCCUPATI ONS - NEN
ACCOUNTI NG CLERKS 16
OFFI CE OCCUPATI ONS - WOMEN
SECRETARI ES - - - - - - - - - - - - - - - - - - - - - - - -
MANUFACTURI NG --- - - - - - - - - - - - - - - - -NONMANUFACTURI NG - - - - - - - - - - - - - - -
232
65
167
SECRETARI ES* CLASS BNONMANUFACTURI NG - -
23
18
SECRETARI ES* CLASS CMANUFACTURI NG - - - - -
NONMANUFACTURI NG - -
71
18
53
SECRETARI ES* CLASS 0MANUFACTURI NG - - - - -
NONMANUFACTURI NG - -
80
2456
SECRETARI ES* CLASS EMANUFACTURI NG - - - - -
NONHANUFACTURI NG - -
4217
25
STENOGRAPHERS - -
MANUFACTURI NG30
18
STENOGRAPHERS* GENERAL 18
Average(mean^)
Week r̂hours1
(standard)
Weeklyearnings1(standard)
Se x , 3 occupa t ion , and in du s t ry d iv i s io n
$OFFI CE OCCUPATI ONS -
WOMEN— CONTI NUED4 0 .0 18 2 .5 0
4 0 .0 18 4 .0 0
SWI TCHBOARD OPERATORS -------------------------NONHANUFACTURI NG -----------------------------
SWI TCHBOARD OPERATOR- RECEPTI ONI STS-MANUFACTURI NG -----------------------------------
NONMANUFACTURI NG - - - - - - - - - - - - - - -
4 0 .0 20 7 .5 0 ACCOUNTI NG CLERKS - - - - - - - - - - - - - - - - -
4 0 .0 1 74 .5 0 MANUFACTURI NG - - - - - - - - - - - - - - - - - -
4 0 .0 20 8 .0 0NONMANUFACTURI NG - - - - - - - - - - - - - - -
4 0 .0 21 7 .0 0 i ACCOUNTI NG CLERKS* CLASS A - - - - - -
4 0 .0 19 5 .0 0MANUFACTURI NG - - - - - - - - - - - - - - - - - -
NONMANUFACTURI NG -----------------------------
4 0 . 0 231 . 0 0
4 0 .0 18 3 .0 0 ACCOUNTI NG CLERKS* CL ASS B -----------
MANUFACTURI NG -----------------------------------4 0 .0 17 6 .0 0 NONMANUFACTURI NG -----------------------------
4 0 . 0 221 . 0 0
4 0 .0 1 56 .5 0 PAYROLL CLERKS ---------------------------------------
4 0 .0 16 5 .5 0 KEYPUNCH OPERATORS -------------------------------4 0 .0 1 73 .5 0 MANUFACTURI NG ----------------------------------
4 0 .0 1 60 .0 0 NONMANUFACTURI NG -----------------------------
4 0 .0 17 1 .0 0 KEYPUNCH OPERATORS* CLASS A ---------
4 0 .0 1 78 .5 0
4 0 .0 16 2 .5 0
KEYPUNCH OPERATORS. CLASS B ---------
NONMANUFACTURI NG -----------------------------
Average(mean2)
Numberof
workersWeeklyhours1
(standard)
Weeklyearnings1(standard)
Se x , 3 occupat ion , and in du s t ry d iv i s io n
27 3 9 .5
$
113.00
PROFESSI ONAL AND TECHNI CALOCCUPATI ONS - NEN
COMPUTER PROGRAMMERS ( BUSI NESS)- - -27 3 9 .5 113 .00 NONHANUFACTURI NG - - - - - - - - - - - - - - -
46 o o 128.50 | COMPUTER PROGRAMMERS (BUSI NESS)*24 4 0 . 0 1 4 0. 5 0 CLASS B - - - - - - - - - - - - - - - - - - - - - - - - -
22 4 0 . 0 1 1 5 .0 0
2 28 4 0 . 0 1 3 6 .5 0
COMPUTER OPERATORS - - - - - - - - - - - - - - - -
NONHANUFACTURI NG - - - - - - - - - - - - - - -
42 4 0 . 0 1 7 1 . 5 0
1 86 4 0 . 0 1 2 8 . 5 0 COMPUTER OPERATORS* CLASS B ---------
50 4 0 . 0 177 .50NONMANUFACTURI NG - - - - - - - - - - - - - - -
23 4 0 . 0 1 9 6 .5 0 DRAFTERS ---------------------------------------------------
27 4 0 . 0 1 6 1 . 5 0 MANUFACTURI NG -----------------------------------
1 78 4 0 . 0 1 2 5 .0 0 DRAFTERS* CLASS A -----------------------------
19 4 0 . 0 1 4 1 .5 0
159 4 0 . 0 123 .00 DRAFTERS* CLASS B -----------------------------
19 4 0 . 0 1 6 6. 5 0MANUFACTURI NG -----------------------------------
89 4 0 .0 142 .00
ELECTRONI CS TECHNI CI ANS. CLASS Al
NONMANUF ACTURI N6:15 4 0 .0 192 .50 PUBLIC UTI LI TI ES -------------------------
74 4 0 . 0 1 3 2. 0 0
17 4 0 . 0 170 .50 PROFESSI ONAL AND TECHNI CAL
72 4 0 . 0 1 3 5 . 5 0OCCUPATI ONS - WOMEN
65 4 0 .0 131 .00 COMPUTER OPERATORS -------------------------------
Numberof
workers
Average(mean2)
Weeklyhours1
(standard)
Weeklyearnings1(standard)
33 4 0 . 0
$
259.5027 4 0 . 0 2 4 8. 0 0
15 O o a t 247 .00
40 4 0 . 0 1 7 1 . 0 0
37 4 0 . 0 1 63 . 00
19 4 0 . 0 1 7 8 . 0 0
17 4 0 . 0 1 6 8 .0 0
7 3 4 0 . 0 2 4 3. 50
45 4 0 . 0 2 5 0 . 5 0
25 4 0 . 0 2 81 . 50
41 4 0 . 0 2 3 1. 0 0
25 4 0 . 0 2 4 4 . 0 0
21 4 0 . 0 327 .00
“4 0 . 0 1 7 3 . 5 0
See footnotes at end of tables.
5
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 8/39
Table A-4. Hourly earnings of maintenance, toolroom, and powerp lant workers in Corpus Chris ti, Tex., July 1977
O c c u p a t i o n a n d in d u s t r y d i v i s i o n
ALL WORKERS
MAI NTENANCE CARPENTERS - - - - - - - - - - - -
MANUFACTURI NG- - - - - - - - - - - - - - - - - -
MAI NTENANCE ELECTRI CI ANS - - - - - - - - - -
MANUFACTURI NG -- - - - - - - - - - - - - - - - - -
no nm a nuf a c t ur i ng :PUBLI C UTI LI TI ES - - - - - - - - - - - - -
MAI NTENANCE PAI NTERS - - - - - - - - - - - - - -
MANUFACTURI NG --- - - - - - - - - - - - - - - - -
MAI NTENANCE MACHI NI STS - - - - - - - - - - - -
MANUFACTURI NG - - - - - - - - - - - - - - - - - -
MAI NTENANCE MECHANI CS ( MACHI NERY) -MANUFACTURI NG - - - - - - - - - - - - - - - - - -
MAI NTENANCE MECHANI CS
( MOTOR VEHI CLES) - - - - - - - - - - - - - - - - -
MANUFACTURI NG -- - - - - - - - - - - - - - - - - -
MAI NTENANCE PI PEFI TTERS - - - - - - - - - - -
MANUFACTURI NG -- - - - - - - - - - - - - - - - - -
STATI ONARY ENGI NEERS - - - - - - - - - - - - - -
Hourly earnings 4
Numberof
workers Mean 2 Median2 Middle range 2
35
33
$7 . 7 0
7.89
$7.88
7.88
$7 .1 1 -
7 .1 1 -
$8 .37
8.37
114
93
7 . 9 2
7.96
8.37
8.37
7 .3 3 -
7 .8 4 -
8 .73
8.73
20 7 .8 7 7 . 3 3 7 . 3 3 - 8 . 9 7
42
42
7.49
7.49
7.84
7.84
7.1 7 -
7 .1 7 -
8 .57
8.57
81
80
8.24
8.25
8.73
8.73
7 .8 8 -
7 .8 8 -
8 .77
8.77
223
194
7.69
7 . 7 3
8.45
8.45
7 .1 1 -
7 .1 1 -
8 .57
8.57
7345
5.395.32
4.634.63
4 .0 0 -3 .4 0 -
6 .827.84
84
84
8 . 2 8
8.28
8.45
8.45
7 .8 8 -
7 .8 8 -
8 .45
8.45
22 7 .7 5 7 .8 8 7 .5 0 - 8 .45
N u m b e r o f w o r k e r s r e c e i v in 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—
$ S S S $ $ S $ S $ % $ $ $ S $ $ $ • $ $ $ *3 .20 3 . 4 0 3 .60 3 .80 4 .00 4 . 2 0 4 . 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 2 0 5 . 4 0 5 . 6 0 5 .8 0 6 . 0 0 6 . 2 0 6 . 4 0 6 . 6 0 7 . 0 0 7 . 4 0 7 . 8 0 8 . 2 0 8 . 6 0
and
u n d e r
3 . 40 3 . 6 0 3 . 8 0 4 .00 4 .20 4 , 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 2 0 5 . 4 0 5 .60 5 . 8 0 6 . 0 0 6 . 2 0 6 . 4 0 6 . 6 0 o or
* 7 .40 7 . 8 0 8 . 2 0 8 . 6 0 9 . 0 0
2 11 7 13 2
11 - 7 13 2
7 - 4 - 3 2 19 - 20 21 38
6 - 4 - 3 - 9 - 20 19 32
2 10 - - 2 6
- - _ - - - 6 10 - 14 4 8
- - - - - - 6 10 14 4 8
4 - - - - - 5 - 20 11 41
4 - - - - - 4 - 20 11 41
_ - 2 _ 3 - 3 7 1 4 - 20 _ - 1 3 - 1 24 - 13 91 50
“ 2 ~ ~ 3 5 1 4 “ 20 “ 1 3 “ 1 14 13 91 36
10 6 1 1 4 2 1 16 _ 4 _ _ _ _ _ 2 _ 12 2 _
1 i i _
8 4 1 1 4 2 1 6 - 4 - - - 2 - 1 i i -
4 - 19 51 10
- - - ~ - - - - - - - - - - - - - - 4 - 19 51 10
“ 2 4 8 4 4
Se e foot not e s at e nd of tab le s .
6
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 9/39
Table A-5. Hourly earnings of m aterial movement and custodi al workers in Corpus Christi , Tex., July 1977
Occupation and industry division
ALL WORKERS
TRUCKO RIV ERS -------------------------------------------
MANUFACTURING -----------------------------------
NONM AN UF AC TU R IN G-----------------------------
TRUC KOR IVE RS. MEDIUM TRUCK -----------
NONHANUFACTURING -----------------------------
TRUC KDR IVE RS. TRA CTO R-T RAI LER -----
MANUFACTURING -----------------------------------
WAREHOUSEMEN -------------------------------------------
MATERIAL HANDLING LABORERS ---------------
MANUFACTURING -----------------------------------
NONMANUF AC TU RI NG -----------------------------
FORKLIFT OPERATORS -------------------------------
MANUFACTURING ----------------------------------
6UARDS -------------------------- *---------------------------
MANUFACTURING ----------------------------------
GUARDS. CLASS A ---------------------------------
MANUFACTURING -----------------------------------
GUARDS. CLASS B ---------------------------------
JA NI TO RS . POR TER S. ANO CLEANE RS -----
MANUFACTURING -----------------------------------
NONHANUFACTURING -----------------------------
Hourly earnings *
Numberof
Mean 2 Median2 Middle range 2
379$5.51
$5 . 2 5
$3 .3 9 -
$8 .25
139 3 .8 0 3 .5 0 3 .2 6 - 3.73
240 6 . 5 1 8 . 2 5 4 . 1 5 - 8 . 2 5
157 5 .5 8 4 .4 0 3 .2 7 - 8.25
116 6 . 01 8 .2 5 3 . 3 0 - 8 .25
159 6 .24 6 .60 4 .0 0 - 8 .25
35 3 . 6 5 3 . 26 3 . 1 5 - 4 . 0 0
36 4 .7 3 4 .1 5 4 .0 0 - 5 .40
83 3 .5 4 3 .35 2 .6 0 - 4 .26
61 3 . 81 3 .8 0 2 . 7 8 - 4 .35
22 2 . 81 2 .6 0 2 . 6 0 - 3 .19
108 4 . 5 1 3 . 1 0 3 . 1 0 - 6 . 4 4
47 5 . 96 6 .4 4 6 . 3 1 - 6 .5 2
298 3 . 0 6 2 . 4 5 2 . 3 5 - 3 . 0 0
53 5 . 49 6 .3 6 4 . 9 5 - 6 .6 5
38 6 . 30 6 . 4 6 6 . 1 8 - 6 . 6 5
38 6 .3 0 6 .4 6 6 .1 8 - 6.65
260 2 . 5 9 2 .35 1 i n t -n C S J 2 .60
4 02 2 . 60 2 . 3 0 2 . 3 0 - 2 . 4 0
34 4 .7 4 5 . 9 2 3 . 1 1 - 6 . 6 1
368 2 .4 0 2 .3 0 2 .3 0 - 2 .35
Number of workers receivin g straight-time h ourly earnings of—
S $ S S S % S S S S * $ S $ 8 S S $ • * S 1 ------ 1 -----
2 . 2 0 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 . 0 0 5 .40 5 .80 6 . 2 0 6 . 60 7. 0 0 7 .40 7 .80 8 . 2 0
andunder
2.40 o>
0 CM 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. 40 5.80 6 . 2 0 6 .60 7 .00 7.40 7 .80 8 . 2 0 8.60
9 3 8 47 29 46 20 9 4 1 0 1 2 5 11 5 12 19 10 129- 2 3 1 28 16 44 14 3 4 8 4 - 2 - 10 -
- 7 - 7 19 13 2 6 6 - 2 1 - 2 1 1 1 5 10 19 - - - 129
- - - - 32 22 6 6 6 - 6 1 _ 2 1 2 2 2 - 9 - - 60
- - - - 19 13 2 6 6 - 2 1 - 2 1 2 2 - - - 60
_ 7 _ 7 12 7 4 - - 4 4 _ - - 4 9 3 10 19 - - - 69
- - - - 12 7 4 - - 4 4 - - “ 4
- - 1 - - 6 - 1 - 11 - 3 1 - 2 5 - - 1 4 - - 1
3 11 16 - 2 10 8 1 6 4 14 2 - - - _ _ 6 - _ - - -
- 9 7 - 5 8 1 6 3 14 2 - - - 6 - - - - -
3 2 9 - 2 5 - - 1
- - - 4 57 - 1 - - - - - 1 - 1 - 5 28 10 1 - - -
- - - 4 3 - 1 28 10 1 - -
131 57 14 19 9 22 - 4 - - - - 1 2 7 2 2 13 14 1 _ - -
2 - - 9 - - - - - - - 1 2 7 2 2 13 14 1 - - ~
- 6 2 2 13 14 1 - - -
6 2 2 13 14 1 - - -
131 57 14 19 9 22 - 4 - - - - 1 2 1
299 51 6 7 8 3 1 - - - _ 4 4 - 1 - 6 2 10 - - - -
2 2 2 7 3 6 2 10 ~ -
297 49 6 5 1 - 1 - - - - 4 4 1
See footnotes at end of tables.
7
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 10/39
Table A-6. Averaqe hourly earnings of maintenance, toolroom,
powerplant, material movement, and custodial workers,by sex, in Corpus Christi, Tex., July 1977
Sex, 3 occupation, and industry divisionNumberof
woikeis
Average(mean*)hourly
earnings4
MAINTENAN CE* TOOLROOM* ANDPOWERPLANT OCCUPATIONS - HEN
MAINTENANCE CARPENTERS --------------------- 35$7.70
MANUFACTURING-------------------------------
33 7.89
MAINTENANCE ELECTRICIANS ----------------- 114 7.92
MANUFACTURING ------------------------------- 93 7.96n o n ma n u f a c t u r in g :
PUBLIC UTILITIES ----------------------- 20 7.87
MAINTENANCE PAINTERS ------------------------ 42 7.49
MANUFACTURING ------------------------------- 42 7.49
MAINTENANCE MACHINISTS --------------------- 81 8.24MANUFACTURING ------------------------------- 80 8.25
MAINTENANCE MECHANICS (MACHINERY) - 223 7.69
MANUFACTURING ------------------------------- 194 7 .7 3
MAINTENANCE MECHANICS(MOTOR VEHICLES) ------------------------------ 73 5.39
MANUFACTURING ------------------------------- 45 5.32
MAINTENANCE PIPEFITTERS ------------------- 84 8.28
MANUFACTURING-------------------------------
84 8.28
STATIONARY ENGINEERS ------------------------ 22 7.75
Sex, occupation, and industry divisionNumberof
workers
Average(mean2)hourly
earnings4
MATERIAL MOVEMENT ANO CUSTODIALOCCUPATIONS - HEN
TRUCKDRIVERS ---------------------------------------
MANUFACTURING --------------------------------NONMANUFACTURIN6 --------------------------
TRUCKDRIVERS* MEDIUM TRUCK ----------
NONMANUFACTURING --------------------------
TRUCKDRIVERS* TRACTOR -TRAILER -----
MANUFACTURING -------------------------------
WAREHOUSEMEN---------------------------------------
MATERIAL HANDLING LABORERS --------------MANUFACTURING -------------------------------
NONMANUFACTURING --------------------------
FORKLIFT OPERATORS ----------------------------
MANUFACTURING -------------------------------
GUARDS -------------------------------------------------
MANUFACTURING -------------------------------
GUARDS. CLASS A ------------------------------. MANUFACTURING -------------------------------
GUARDS. CLASS B ------------------------------
JANITOR S* PORTERS. AND CLEANERS -----
MANUFACTURING --------------------------------NONMANUFACTURING ----------------------------
379$5.51
139 3.80240 6.51
157 5.58116 6 . 0 1
159 6.2 4
35 3.65
36 4.73
83 3.54
61 3.8122 2.81
108 4.5147 5.96
277 3.1053 5.49
38 6.3038 6 .3 0
239 2.59
269 2.7232 4.9 0
237 2.43
See footnotes at end of tables.
8
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 11/39
Table A-7. Percent increases in average hourl y earnings, adjusted for
employment shifts, for selected occupational groups
in Corpus Christi, Tex., for selected periods
Industry and occupational group 5
Jul y 1974
to Ju ly 1975
Ju ly 1975to
Ju ly 1976
Jul y 1976to
Jul y 1977
All industries:
(‘ )(6 )
5.8 6. 6
(6) (6)
(6 )13.8 ( ‘ ) ( ‘ )10.59.39.2 8. 0 4.7
Manufacturing:
(6) (6) (6 )
(‘ )(6 )
(6 ) (6 )(6) (6)
14.2 9.2 10.4
11.4 7.0 8.5
Nonmanufacturing:
(‘ )(6 )
(6) ( 6)
(6 ) (‘ )(6 )(6) ( ‘ )
(6 )7.3 2. 1
See footnotes at end of tables.
9
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 12/39
B. Estab l ishm ent prac t ices and sup p lementary w age prov is ions
Table B-1. Minimum entrance salaries for inexperienced typ ists and clerks in Corpus Christi , Tex., July 1977
Minimum weekly straight-time salary7
Inexperienced typists
A llindustries
Manufacturing Nonm anufacturing
Based on standard week ly hours 9 of-
AUschedules
Al lschedules
Other inexperienced clerical workers
Al lindustries
Manufacturing Nonmanufacturing
Based on standard weekly hours 9 of—
Al lschedules
A ilschedules
ESTABLISHMENTS STUDIED
ESTABLISHMENTS HAVING A SPECIFIEDMINIMUM --------------------------------------------
*90 .00 AND UNDER *92 .50 -------------
*92 .50 AND UNDER *95 .00 -------------
*95 .00 AND UNDER *9 7.5 0 -------------
*97 .50 AND UNDER *10 0.0 0 -----------
* 1 0 0 . 0 0 AND UNDER *105.00*105.00 AND UNDER * 1 1 0 . 0 0
* 1 1 0 . 0 0 AND UNDER *115.00$115.00 AND UNDER * 1 2 0 . 0 0
* 1 2 0 . 0 0 AND UNDER *125.00*125.00 AND UNDER *130.00*130.00 AND UNDER *135.00*135.00 AND UNOER *140.00
*140.00 AND UNDER $145.00*145.00 AND UNDER *150.00*150.00 AND UNOER *155.00*155.00 AND UNDER *160.00*160.00$165.00
ANDAND
UNDEROVER -
*165.00
ESTABLISHMENTS HAVING NO SPECIFIEDMINIMUM ---------------------------------------------
ESTABLISHMENTS WHICH DID NOT EMPLOYWORKERS IN THIS CATEGORY -----------------
19
3
10
2
1
3
10
2
1
3
See footnotes at end of tables.
10
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 13/39
Table B-2. Late-shif t pay provisions for full -tim e manufactu ring
plant workers in Corpus Christi, Tex., July 1977
Item
PERCENT OF UORKERS
I N ESTABLI SHMENTS WI TH LATE SHIFT PROVI SI ONS - - - - -
WI TH NO PAY DI FFERENTI AL FOR LATE SHI FT WORK - - - - -
UITH PAY DI FFERENTI AL FOR LATE SHI FT WORK-------------
UNI FORM CENTS- PER-HOUR DI FFERENTI AL - - - - - - - - - - - -
UNI FORM PERCENTAGE DI FFERENTI AL - - - - - - - - - - - - - - - -
OTHER DI FFERENTI AL - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
AVERAGE PAY DI FFERENTI AL
UNI FORM CENTS- PER-HOUR DI FFERENTI AL - - - - - - - - - - - - - -
PERCENT OF UORKERS BY TYPE AND
AMOUNT OF PAY DI FFERENTI AL*
UNI FORM CENTS—1
12 CENTS -
15 CENTS -
18 CENTS -
20 CENTS -
25 CENTS -
28 CENTS -
30 CENTS -
40 CENTS -
45 CENTS -
50 CENTS -
75 CENTS -
99 CENTS -
100 CENTSr
Al l w orkers 10 Work ers on late shifts
Second shift Th ird sh ift Second sh ift T hird shift
79.3 65.6 16.5 11.5
6.3 3.9 1.5 1.3
73.1 61.6 15.0 1 0 . 2
62.6 51.1 13.5 8.7
*10.5 *10.5 1.5 1.5
30.8 62.1 30.8 66.7
2 . 6 .3
1 1 . 8 3.98 . 0 2 . 6 1 . 1 .3
1 1 . 0 1.7 -- 1 . 0 ~
8 . 0 1 . 0
- 3. 6 - .3
6 . 8 - .8
20.7 3. 8 5.1 1.3
8.5 ~ 1.5 -- 2 .3 .7- 14.5 - 3.1
8. 5 1 . 2
* Work ers on both shifts rec eive 30 cents p er hour differen tial plus an additional 3 percent for second shift and 5 percent
for third shift work.
See footnote at end of tables.
11
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 14/39
Table B-3. Scheduled weekly hours and days of full -tim e firs t-shi ft workers in Corpus Christi , Tex., July 1977
Pl ant wor ker s Of f i ce wor ker s
I t emAl l i ndustr i es Manufact uri ng No nma nu f act ur i ng Publ i c ut i l i ti es Al l i ndust r i es Manuf acturi ng Nonmanufactur i ng Publ i c uti l i t ies
PERCENT OF UORKERS BY SCHEDULEDWEEKLY HOURS ANO OAYS
ALL FULL- TI NE UORKERS - - - - - - - - - - - 100 100 100 100 100 100 100 100
35 HOURS—5 DAYS- -- -- - - - - - - - - - - - - - - - - 4 _ 7 _ 1 _ 2 _ 37 1/ 2 HOURS—5 DAY S - - - - - - - - - - - - - - - -
~ - - (12) - (12)40 HOURS—5 OAYS --- - - - - - - - - - - - - - - - - - - 80 94 69 93 95 100 94 10042 HOURS—5 DAYS -- -- - - - - - - - - - - - - - - - - - 1 2 ~ - - - -
42 1/ 2 HOURS—5 DAYS - - - - - - - - - - - - - - - - 1 1 7 - - -
44 HOURS - - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 4 1 - 25 OAYS - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 - 4 - - - - -
5 1/ 2 DAYS - - - - - - - - - - - - - - - - - - - - - - - - - 1 - 2 -
45 HOURS—5 DAYS -- - -- - -- - -- -- -- - -- - -- 7 3 10 2 _ 2 -46 HOURS—6 DAYS - - - - - - - - - - - - - - - - - - - - - ( 12) 1 _ _ _ _
48 HOURS—6 OAYS - - - - -- - -- - -- - -- - -- - -- 3 - 6 - _ _ _ _
50 HOURS—5 1/ 2 DAYS - - - - - - - - - - - - - - - - 1 - 2 - _ _ _ _
55 HOURS—5 DAYS -- -- - - - - - - - - - - - - - - - - - (12) 1 - - - - -
AVERA6E SCHEDULEDWEEKL Y HOURS
ALL WEEKLY WORK SCHEDULES - - - - - - - - - - 40. 7 40. 3 41. 0 40. 2 40. 1 40. 0 40. 1 40. 0
See footnote at end of tables.
12
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 15/39
Table B-4. Annual paid holidays for fu ll-t ime workers in Corpus Christi , Tex., July 1977
I tem
PERCENT OF WORKERS
ALL FU LL-T IRE WORKERS --------------
IN ESTABLISHMENTS NOT PROVIDING
PAID HOLIDAYS ------------------------------
IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS ------------------------------
AVERAGE NUHBER OF PAID HOLIOAYS
FOR WORKERS IN ESTABLI SHHENTSPROVI DI NG HOLIOAYS - - - - - - - - - - - -
PERCENT OF WORKERS BY NUHBEROF PAI D HOLI OAYS PROVI OEO
1 HOLI DAY - - - - - - - - - - - - - - - - - - - - - -
2 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
3 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
A HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
5 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
6 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
PLUS 1 HALF DAY - - - - - - - - - - - - -
7 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
PLUS 1 HALF DAY - - - - - - - - - - - - -
PLUS 2 HALF DAYS - - - - - - - - - - - -
8 HOLI DAYS- - - - - - - - - - - - - - - - - - - - -9 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -
10 HOLI DAYS - - - - - - - - - - - - - - - - - - - -
11 HOLI DAYS - - - - - - - - - - - - - - - - - - - -
PERCENT OF WORKERS BY TOTALPAI D HOLI DAY TINE PROVI DED13111
1 DAY OR HORE - - - - - - - - - - - - - - - - - -
2 DAYS OR HORE - - - - - - - - - - - - - - - - -
3 DAYS OR HORE - - - - - - - - - - - - - - - - -
4 DAYS OR HORE - - - - - - - - - - - - - - - - -
5 DAYS OR HORE - - - - - - - - - - - - - - - - -
6 DAYS OR HORE - - - - - - - - - - - - - - - - -
7 DAYS OR HORE - - - - - - - - - - - - - - - - -
7 1/ 2 DAYS OR HORE - - - - - - - - - - - - -
8 DAYS OR HORE- - - - - - - - - - - - - - - - -
9 DAYS OR HORE - - - - - - - - - - - - - - - - -
10 DAYS OR HORE - - - - - - - - - - - - - - - -
11 OAYS - - - - - - - - - - - - - - - - - - - - - - - -
See footnotes at end of tabl es.
Plant worker s Off i ce worker s
Al l i ndustri es Manufactur i ng Nonmanufactur i ng Publi c util iti es Al l i ndustri es Manufactur i ng Nonmanuf act uri ng Publi c util iti es
100 100 100 100 100 100 100 100
11 1 19 - (12) _ (12) -
89 99 81 io e 99 100 99 100
7. 3 8. 1 6. 5 8. 7 7. 6 8. 1 7. 5 8. 5
2 33 2 4 - 2 2 2 -
2 5 - 1 5 - -
1 - 2 - (12) - (12) _
7 11 5 7 6 15 4 221 4 33 7 22 4 28 7
~ - ~ ~ (12) - ( 12) -
12 12 11 11 10 12 _
( 12) (12) 4 - 5 _
1 ~ 2 ~ (12) - ( 12) -
4 3 6 28 9 2 11 5311 20 3 7 27 16 30 424 42 11 51 16 45 8 33
(12) 1 1 1
'
89 99 81 100 99 100 99 10087 99 78 100 99 100 99 10084 97 74 l o t 98 98 97 10082 92 74 100 96 93 97 10081 92 72 100 96 93 97 10074 82 68 93 90 78 94 9853 78 34 86 68 75 66 9041 65 23 86 56 64 54 9041 65 23 86 52 64 49 9035 63 15 58 43 62 38 3724 42 11 51 16 45 9 33
(12) 1 1 1
13
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 16/39
Table B-5. Paid vacation provisions for full -tim e workers in Corpus Christi, Tex., July 1977
Item
PERCENT OF WORKERS
ALL FULL-TIKE WORKERS ---
IN ESTABLISHMENTS NOT PR0VIDIN6
PAID VACATIONS --------------------------
IN ESTABLISHMENTS PROVIDINGPAID VACATIONS
--------------------------
LENGTH-OF-TIME PAYMENT ----------
PERCENTAGE PAYMENT -----------------
AMOUNT OF PAID VACATION AFTER : 14
6 MONTHS OF SERVICE:
UNDER I WEEK ------- --------- ----1 WEEK -----------------------------
OVER 1 AND UNDER 2 WEEKS
1 YEAR OF SERVICE:
1 WEEK ------------------------------
OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------
2 YEARS OF SERVICE:1 WEEK ------------------------------
OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------
3 YEARS OF SERVICE:
1 WEEK ------------------------------
OVER I AND UNDER 2 WEEKS2 WEEKS -----------------------------3 WEEKS -----------------------------
4 YEARS OF SERVICE:
1 WEEK -------------------------------
OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------
3 WEEKS -----------------------------
5 YEARS OF SERVICE:
1 WEEK -------------------------------
OVER 1 AND UNOER 2 WEEKS
2 WEEKS -----------------------------3 WEEKS -----------------------------
4 WEEKS -----------------------------
10 YEARS OF SERVICE:
1 WEEK------------------------------
OVER 1 AND UNOER 2 WEEKS2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS3 WEEKS -----------------------------
4 WEEKS -----------------------------
Plant workers Off ice workers
All industries Manufacturing N onm anu factu ring P ub lic u tilit ie s A ll in du str ies M an uf ac tu rin g N on ma nu fa ct ur in g P u bli c u t il it ie s
1 0 0 1 0 0 1 0 0 1 0 0 to o 10 0 10 0 10 0
4 - 7 - ( 1 2 ) _ ( 1 2 ) _
96 10 0 93 10 0 99 10 0 99 10 0
93 92 93 10 0 99 10 0 99 10 03 8
2 4 1 2
21 19 22 51 25 42 2 0 39
3 7 “ ~ 8 10 ~
49 56 45 9 24 26 23 16
3 - 5 7 8 - 10
42 44 40 84 66 74 64 84
13 12 14 9 8 8 8 16
1 0 2 0 3 7 ( 1 2 ) 2 -
72 68 75 84 91 89 91 84
6 8 5 _ 3 5 3 _ 3 2 3 7 ( 1 2 ) 2 - -
87 90 85 93 94 83 97 10 0
2 10 ~ ~
6 8 5 _ 3 5 3 _
3 2 3 7 ( 1 2 ) 2 - -
87 90 85 93 94 83 97 10 0
2 10 ~ ~
3 8 _• _ 1 5 _ _
2 2 1 7 ( 1 2 ) 2 - -
67 54 76 84 76 35 87 97
24 36 15 9 20 48 13 3
2 10
1
1
3
1 7- - - -
24 18 29 7 32 24 34 10
1 2 - ( 1 2 ) 2 - -
52 41 60 79 56 24 65 8917 36 2 8 11 50 1 2
See footnotes at end of tables .
14
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 17/39
Table B-5. Paid vacation provisions for full -tim e workers in Corpus Christi, Tex., July 1977— Continued
I t em
AMOUNT OF PAI D VA CATION AF TER 14-CONTINUED
12 YEARS OF SERV ICE:
1 WEEK ---------------------------------------
OVER 1 AND UNOER 2 WEEKS ----
2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
OVER 3 AND UNDER 4 WEEKS — 4 WEEKS -------------------------------------
15 YEARS OF SERVICE:
1 WEEK ---------------------------------------
OVER 1 AND UNDER 2 WEEKS ----
2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
OVER 3 AND UNOER 4 WEEKS ----
4 WEEKS -------------------------------------
20 YEARS OF SERVICE:
1 WEEK ---------------------------------------
OVER 1 AND UNOER 2 WEEKS ----
2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
4 WEEKS -------------------------------------
OVER 4 AND UNOER 5 WEEKS ----
5 WEEKS -------------------------------------
25 YEARS OF SERVICE:
1 WEEK---------------------------------------
OVER 1 AND UNDER 2 WEEKS —
2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
4 WEEKS -------------------------------------
5 WEEKS -------------------------------------
OVER 5 AND UNOER 6 WEEKS ----
6 WEEKS -------------------------------------
30 YEARS OF SERVICE:
1 WEEK ---------------------------------------
OVER 1 AND UNOER 2 WEEKS ----
2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
4 WEEKS -------------------------------------
5 WEEKS -------------------------------------
6 WEEKS -------------------------------------
OVER 6 AND UNOER 7 WEEKS ----
MAXIMUM VACATION AVAILABLE!
1 WEEK ---------- ----------- ----------- -------
OVER 1 AND UNDER 2 WEEKS — 2 WEEKS -------------------------------------
3 WEEKS -------------------------------------
4 WEEKS — ----------------------------------
5 WEEKS -------------------------------------
6 WEEKS -------------------------------------
7 WEEKS -------------------------------------
Plant workers Office workers
All industries Manufacturing Nonmanufacturing P ub lic u tilitie s A ll industries M anuf actur ing Nonmanufacturing P ub lic u tilitie s
i 3i - 1 7 - - _ _
23 16 29 7 31 21 34 1053 43 60 79 56 23 65 89
1 2 ~ ~ (12) 2 - _ 17 36 2 8 12 53 1 2
1 3 _ _ _ _ _ _ 1 1 7 - - -
19 11 25 7 28 14 32 1040 45 37 25 46 31 51 40
1 2 - - (12) 2 - -
34 39 29 61 25 53 17 50
1 3 _ _ _ _ _ _ 1 - 1 7 ~ -
18 9 25 7 28 12 32 1022 11 30 36 14 42 -
35 36 34 77 22 19 23 771 2 - - (12) 2 - -
18 39 3 10 14 53 3 14
11
31 7
- - - -
18 9 25 7 28 12 32 1018 7 25 28 11 33 -
22 16 26 26 19 8 22 4134 59 15 60 24 66 13 49
1 2 ~ (12) 2 - -
2 4
11
31 7
- - - -
18 9 25 7 28 12 32 1018 7 25 28 11 33 -
22 16 26 26 19 8 22 4134 59 15 60 24 66 13 49
2 4 - - - - - —
1 2 “ (12) 2 “
1 3 _ _ _ _ _ 1 - 1 7 - - - -
18 9 25 7 28 12 32 1018 7 25 28 11 33 -
22 16 26 26 19 22 4133 57 15 60 22 13 49
3 6 ~ 2 - -
1 2 (12) 2
See f o o t no t es a t e nd o f ta b l e s .
15
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 18/39
Table Bt6. Health , insurance, and pension plans for ful l-ti me workers in Corpus Christi , Tex., July 1977
I t em
PERCENT OF WORKERS
ALL FULL-TIME WORKERS ---------------------
IN ESTABLISHMENTS PR0VI0IN6 AT
LEAST ONE OF THE BENEFITS
SHOWN BELOW15------------------------------------------
LIFE INSURANCE----------------------------------------
NONCONTRIBUTORY PLANS -----------------------
ACCIDENTAL DEATH AND
DISMEMBERMENT INSURANCE ---------------------
NONCONTRIBUTORY PLANS -----------------------
SICKNESS AND ACCIDENT INSURANCE
OR SIC K LEAVE OR BOTH 15-----------------------
SICKNESS AND ACCIDENT
INSURANCE --------------------------------------------
NONCONTRIBUTORY PLANS -------------------
SICK LEAVE (FULL PAY AND NO
WAITING PERIOD) ---------------------------------
SICK LEAVE (PARTIAL PAY OR
WAITING PERIOD) ---------------------------------
LONG-TERM DISABILITY
INSURANCE -------------------------------------------------
NONCONTRIBUTORY PLANS -----------------------
HOSPITALIZATION INSURANCE -------------------
NONCONTRIBUTORY PLANS -----------------------
SUR6ICAL INSURANCE ---------------------------------
NONCONTRIBUTORY PLANS -----------------------
MEDICAL INSURANCE -----------------------------------
NONCONTRIBUTORY PLANS -----------------------
MAJOR MEDICAL INSURANCE -----------------------
NONCONTRIBUTORY PLANS -----------------------
DENTAL INSURANCE -------------------------------------
NONCONTRIBUTORY PLANS -----------------------
RETIREMENT PENSION ---------------------------------
NONCONTRIBUTORY PLANS -----------------------
Plant workers Office workers
A l l in dustr ies M anu factu rin g No nm anu fa ct uring Pu blic utilities A ll industries Manufacturing Nonmanufacturing Publ ic ut il it ies
100 100 100 100 100 100 100 100
97 100 94 10R 99 100 99 100
95 100 91 100 98 100 98 10062 70 56 96 58 70 55 87
66 71 62 86 77 88 75 9643 49 38 82 44 55 41 83
71 86- 60 100 84 85 84 99
33 44 25 14 37 8 45 1124 44 10 14 11 8 12 11
31 26 34 50 56 71 52 63
21 20 22 43 17 11 19 32
38 62 19 34 39 66 32 4317 34 5 9 23 31 20 3
94 100 90 100 99 100 98 10052 66 42 72 49 61 46 47
94 100 90 100 99 100 98 10052 66 42 72 49 61 46 47
93 100 88 100 97 100 96 10049 57 42 72 48 53 46 47
92 98 88 100 97 93 98 10048 55 43 73 46 45 47 48
25 35 17 66 26 37 23 5719 24 14 66 15 25 12 57
67 83 55 83 71 80 69 7751 67 39 58 55 59 54 37
See f o o t no t e s a t e nd o f t a b l e s .
16
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 19/39
Table B-7. Life insurance plans for fu ll-t ime workers in Corpus Christi, Tex., July 1977
Plant workers Office workers
ItemA ll industries Manufacturing A ll industries Manufacturing
A llplans 17
Noncontributoryplans 17
A llplans 17
Noncontributoryplans 17
A llplan s 17
None ontributo r yplans 17
A llplan s 17
Noncontributoryplans 17
TYPE OF PLA N AND AMOUNT OF INSURANCE
ALL FULL-TIME WORKERS ARE PROVIDED THE SAMEFLAT-SUM DOLLAR AMOUNT:
PERCENT OF ALL FULL-TIME WORKERS18-----------------------AMOUNT OF INSURANCE PROVIDED:19
55 39 49 44 38 19 24 20
ME AN -------------------------------------------------------------- $6.4 00 $ 7 ,3 00 $9,400 $10,000 $5,800 $ 6 ,5 00 $10,100 $11,600MEDIAN ---------------------------------------------------------- $5>000 $ 5 ,0 00 $10,000 $10,000 $5,000 $5 ,0 00 $5,000 $10.000MIDDLE RANGE (50 PERCENT) --------------------- S3 >000—lOt 000 $ 3,0 00 —10.000 $ 3,0 00 -1 1. 50 0 $ 5,0 00 -1 1.5 00 $ 5, 0 0 0- 5.00 0 $ 5, 0 00 - 5 .000 $ 5 ,0 0 0- 2 0 . 0 0 0 $ 5 ,0 0 0 -2 0.0 0 0MIDDLE RAN6E ( 80 PERCE NT) ---------------------
AMOUNT OF INSUR ANCE IS BASED ON A SCHEDULEWHICH INDICATES A SPECIFIED DOLLAR AMOUNT OFINSURANCE FOR A SPECIFIED LENGTH OF SERVICE:
$ 2• 00 0- 11> 500 $ 3,0 00 -1 1. 50 0 $ 3,0 00 -2 0. 00 0 $ 3.0 00 -2 0.0 00 $ 3, 0 0 0 - 1 0.0 0 0 $ 3 ,0 00 -1 0 .0 00 $ 2 ,3 0 0- 2 0 . 0 0 0 $ 3 .0 0 0 -2 0.0 0 0
PERCENT OF ALL FULL-TIME WORKERS18-----------------------AMOUNT OF INSURANCE PROVI DED19 AFTER :
2 2 4 4 2 2 4 4
6 MONTHS OF SERVICE:ME AN -------------------------------------------------------------- ( 6 ) ( 6 ) ( 6 ) lb ) ( 6 ) (6 ) lb ) (6)MEDIAN ---------------------------------------------------------- ( 6 ) ( 6 ) lb) lb ) ( 6 ) ( 6 ) lb ) (6)MIDDLE RANGE (5 0 PERCEN T) ------------------- ( 6 ) lb ) lb) (6) ( 6 ) lb ) lb) (6)MIDDLE RANGE (BO PERCENT) ------------------- ( 6 ) lb ) lb) (6) ( 6 ) lb) lb) (6>
1 YEAR OF SERVICE!
ME AN -------------------------------------------------------------- ( 6 ) lb) lb) ( 6 ) ( 6 ) lb ) lb) lb)
MEDIAN ---------------------------------------------------------- (6 ) lb ) lb ) ( 6 ) ( 6 ) lb ) lb) lb)
MIDDLE RANGE (50 PERCENT) --------------------- ( 6 ) lb) lb) (6 ) l b) lb) lb) lb )
MIDOLE RANGE (8 0 PERCEN T) --------------------- ( 6 ) lb ) lb ) (6 ) l b) lb) lb) lb)
5 YEARS OF SERVICE:
MEAN -------------------------------------------------------- lb) lb) lb) (6> lb) lb) lb) lb )MEDI AN ----------------------------------------------------- ( 6 ) ( 6 ) lb) (6) ( 6 ) ( 6 ) lb) (6)MIDDLE RANGE (50 PERCENT) ------------------- ( 6 ) ( 6 ) (6 ) (6) (6 ) lb) lb) (6)MIDDLE RAN6E (80 PERCENT) ------------------- ( 6 ) ( 6 ) (6 ) (6) lb) lb) lb) lb )
10 YEARS OF SERVICE:MEAN-------------------------------------------------------- ( 6 ) lb ) (6 ) (6) lb) lb) lb) lb)
MED I A N ---------------------------------------------------------- ( 6 ) lb ) (6 ) lb ) lb) lb) lb) lb)
MIDDLE RANGE (5 0 PERCEN T) --------------------- lb) lb) lb) lb ) lb) lb) lb) lb)
MIODLE RANGE (80 PERCENT) --------------------- lb) lb) lb ) ( 6 ) l b) lb) lb) lb)
20 YEARS OF SERVICE:ME AN -------------------------------------------------------------- lb) lb) lb) lb ) lb) lb) lb) lb )
MEDIAN ---------------------------------------------------------- lb) lb) lb ) (6 ) l b) lb) lb) lb)
MIDDLE RANGE (5 0 PERCEN T) --------------------- lb ) lb ) lb) (6) lb) lb) lb) lb)
MIDDLE RANGE (8 0 PERCE NT) --------------------- lb ) lb) lb) (6 ) lb) lb) lb) lb )
See f o o t no t es a t e nd o f t a b l e s .
17
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 20/39
Table B-7. Life insurance plans for ful l-time workers in Corpus Christi, Tex., July 1977— Continued
Item
TYPE OF PLA N AND AMOUNTOF INSURANCE-CONTINUED
AMOUNT OF INSURA NCE I S BASED ON A SCHEDULEUHICH INDICATES A SPECIFIED DOLLAR AMOUNT OFINSURANCE FOR A SPECIFIED AMOUNT OF EARNIN6SI
PERCENT OF ALL FULL-TIME WORKERS18-----------------------
AMOUNT OF INSURANCE P ROVIDED 19IF :ANNUAL EARNINGS ARE $5 ,0 00 :
MEAN --------------------------------------------------------------
MEDIAN ----------------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------------MIDDLE RANGE ( 80 PERCE NT) ---------------------
ANNUAL EARNIN6S ARE SlOtOOO:MEAN --------------------------------------------------------------MEDIAN -----------------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------------
MIDDLE RANGE (80 PERCENT) ---------------------ANNUAL EARNINGS ARE $1 5,0 00 :
M E A N------- -------------------------------------------------------MEDIAN -----------------------------------------------------------HIDOLE RANGE ( 50 PERCEN T) ---------------------MIDDLE RANGE (8 0 PERCEN T) ---------------------
ANNUAL EARNINGS ARE $20,000:ME AN ---------------------------------------------------------------MEDIAN -----------------------------------------------------------MIDDLE RANGE (5 0 PERCE NT) ---------------------MIDDLE RAN6E ( 80 PERCE NT) ---------------------
AMOUNT OF INSUR ANCE I S EX PRESS ED AS A FACTOR OFANNUAL EARN INGS :20
PERCENT OF ALL FULL-TIME WORKERS18-----------------------FACTOR OF ANNUAL EARNIN6S USED TO CALCULATE
AMOUNT OF IN SU RAN CE :19 20MEAN --------------------------------------------------------------MEDIAN -----------------------------------------------------------
MIDDLE RANGE ( 50 PERCE NT) ---------------------MIDDLE RANGE (8 0 PERCE NT) ---------------------
PERCENT OF ALL FULL-TIME WORKERS COVERED BYPLANS NOT SPECIFYING A MAXIMUM AMOUNT OFIN SU RA NC E_______________—— —— —■—---------------- ------------ —
PERCENT OF ALL FULL-TIME WORKERS COVERED BYPLANS SPECIFYING A MAXIMUM AMOUNT OF
INSURANCE ------------------------------------------------------------------SPE CI FI ED MAXIMUM AMOUNT OF INSUR ANC E:19
MEAN --------------------------------------------------------------
MEDIAN -----------------------------------------------------------
MIODLE RANGE (5 0 PERC ENT) ---------------------MIDDLE RANGE (8 0 PERCEN T) ---------------------
AMOUNT OF INSURAN CE I S BASED ON SOME OTHER TYPEo f p l a n :
PERCENT OF ALL FUL.L-TIME WORKERS18------------------
Plant workers Office workers
A ll industries Manufacturing Al l industries Manufacturing
Al lplans 17
Noncontributoryplans 17
A llplans 17
Noncontributoryplans 17
Al lplans 17
N one ont ributo r yplans 17
Al lplans 17
Noncontributoryplans 17
15 5 15 5 14 4 8 2
$7,800 $5 ,9 00 $7,300 ( 6 ) $8 ,100 $7 ,3 00 $ 7,2 00 ( 6 )
$8 ,000 $3,100 $7,500 ( 6 ) $8 ,000 $ 5 , 0 0 0 $7,500 ( 6 )$ 5 , 0 0 0 - 1 1 . 0 0 0 $ 3 ,0 0 0 - 1 2 .0 0 0 $ 3 ,0 0 0 - 1 0 .0 0 0 ( 6 ) $ 8,0 00 -1 0.0 00 $ 3,1 00 -1 0.0 00 $ 3,0 00 -1 0.0 00 ( 6 )$ 3 , 0 0 0 - 1 2 . 0 0 0 $ 3 , 0 0 0 - 1 2 .0 0 0 $ 3 , 0 0 0 - 1 1 .0 0 0 ( 6 ) $ 5,0 00 -1 1.0 00 $ 3,0 00 -1 2.0 00 $ 3,0 00 -1 0.0 00 (6)
$13 ,500 $13,100 $1 1,000 (6) $14 ,500 $ 16 ,2 00 $10 ,7 00 ( 6 )$ 1 2 , 0 0 0 $10,000 $11,000 (6) $12 ,000 $20,00 0 $1 2 ,5 00 (6)
$ 10 ,0 00 -1 5. 00 0 $ 3, 70 0- 22 .0 00 $ 1 0 , 0 0 0 - 1 2 . 5 0 0 ( 6 ) $ 1 2 , 0 0 0 - 2 0 . 0 0 0 $ 3 , 7 0 0 - 2 0 . 0 0 0 $ 3 *0 0 0 - 1 5 . 0 0 0 ( 6 )$ 3 , 7 0 0 - 2 2 . 0 0 0 $ 3, 00 0- 22 .0 00 $ 3, 00 0- 15 .0 00 (6) $ 1 0 , 0 0 0 - 2 2 . 0 0 0 $ 3, 00 0- 22 .0 00 $ 3, 00 0- 15 .0 00 ( 6 )
$19 ,700 $16,700 $1 4,800 ( 6 ) $23 ,00 0 $1 9,20 0 $1 6,40 0 (6)$20 ,000 $10,000 $15,000 (6) $25 ,000 $ 20 ,0 00 $1 5,00 0 (6)
$ 1 4 , 0 0 0 - 2 5 . 0 0 0 $ 10 ,0 00 -3 0. 00 0 $ 1 0, 00 0 -1 5 .0 0 0 (6) $ 2 0 , 0 0 0 - 2 5 . 0 0 0 $ 1 0 , 0 0 0 - 2 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6)$ 1 0 , 0 0 0 - 3 0 . 0 0 0 $ 6 , 2 0 0 - 3 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6) $ 1 4 ,0 0 0 - 3 0 . 0 0 0 $ 6 , 2 0 0 - 3 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6)
$24 ,900 $ 21,000 $15 ,4 00 (6) $30 ,600 $2 2,80 0 $1 9,70 0 (6)$20 ,000 $ 15,000 $ 15,00 0 (6) $35 ,000 $20,00 0 $1 5,00 0 ( 6 )
$ 1 5 , 0 0 0 - 3 5 . 0 0 0 $ 1 0 , 0 0 0 - 4 2 . 0 0 0 $ 1 5 , 0 0 0 - 1 5 . 0 0 0 (6) $ 2 0 , 0 0 0 - 3 5 . 0 0 0 $ 1 5 , 0 0 0 - 2 0 . 0 0 0 $ 1 5 , 0 0 0 - 3 0 . 0 0 0 (6)
$ 10 ,0 00 -4 2. 00 0 $ 7, 50 0- 42 .0 00 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6) $ 15 ,0 00 -4 2. 00 0 $ 7,5 00 -4 2. 00 0 $ 15 ,0 00 -3 0. 00 0 (6)
20 16 26 16 44 34 60 44
1.21 1 . 2 3 1 .28 1 .42 1 .70 1 .70 1 .47 1 .591.00 1.00 1.00 1.00 2.00 2.00 1.00 1.00
1 . 0 0 - 1 . 0 0 1 . 0 0 - 1 . 0 0 1 . 0 0 - 1 . 0 0 1 . 0 0 - 2 . 5 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0
1. 0 0 - 2 . 0 0 1 . 0 0 - 2 . 5 0 1 . 0 0 - 2 . 5 0 1 . 0 0 - 2 . 5 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1 . 0 0 - 2 .5 0 1 .0 0 - 2 .5 0
18 13 24 13 27 24 44 28
2 2 2 2 17 10 16 16
$7 3,800 ( 6 ) ( 6 ) ( 6 ) $78 ,900 $9 7,60 0 $ 106,900 $1 0 6,900$5 0,000 ( 6 ) ( 6 ) ( 6 ) $ 100,000 $100,000 $100,000 $100,000
$ 5 0 ,0 0 0 - 1 0 0 . 0 0 0 ( 6 ) (6 ) (6) $ 5 0 , 0 0 0 -1 0 0 . 0 0 0 $ 1 0 0 ,0 0 0 - 1 00 . 0 0 0 $ 1 0 0 ,0 0 0 - 1 0 0 .0 0 0 $ 1 0 0 , 0 0 0 - 1 0 0 . 0 0 0
$ 5 0 , 0 0 0 - 1 0 0 . 0 0 0 ( 6 ) ( 6 ) (6) $ 5 0 ,0 0 0 -1 0 0 .0 0 0 $ 5 0, 0 00 - 10 0 .0 0 0 $ 5 0 , 0 0 0 - 2 0 0 . 0 0 0 $ 5 0 , 0 0 0 - 2 0 0 . 0 0 0
2 - 6 - 1 - 4 -
See footnotes at end of tables.
18
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 21/39
Footnotes
Some of these standard footnotes may not apply to this bulletin.
1 Standard hours re f le c t the wo rkweek fo r wh i ch employees rece i ve
thei r regular s traight t ime salaries (exc lu sive o f pay for ove rt ime at reg -ular and/or premium ra tes ) , and the earnings correspond to these weeklyhours.
2 The mean is computed for each job by to tal ing the earnings o fal l wo rkers and div iding by the number o f work ers. The median des ig-nates posi t ion— hal f o f the work ers rec e ive the same or m ore and hal f re -ceiv e the same or less than the rate shown. The middle rang e is definedby tw o rates of pay; a fourth of the wo rke rs earn the same or les s thanthe lower of these ra tes and a fourth earn the same or m ore than thehigher rate.
3 Earn ings data re l a t e on l y to wo rkers whose sex i den t if ica t ion wasprovided by the establishment.
4 Excludes premium pay for overt im e and for work on weekends,holidays, and late shifts.
5 Est imates for periods ending prior to 1976 re late to men only for
ski l l ed maintenance and unski l led plant work ers. A l l o ther estimates r e-late to men and women.
6 Data do not meet publicat ion cri te ria or data not avai lable .7 Fo rm al l y es tabl ished m in imum regu lar st ra i gh t time h i r ing sa l -
aries that are paid for standard workweeks.8 E x c l u d e s w o r k e r s i n s u b c l e r i c a l jo b s s u ch as m e s s e n g e r .
9 Data are presen ted fo r a l l s tandard workweeks combined , and fo rthe most common standard workweeks reported.
10 Includes all plant wo rke rs in establishm ents curr ently ope rat -ing late shi fts , and establ ishments whose form al provis ions co ver lateshifts, e ven though the establishm ents w ere not curr ently operating lateshifts.
11 Less than 0.05 percent.12 Le ss than 0.5 per cent.
13 A ll combinations of full and half days that add to the same amountare combined; for examp le, the proport ion o f worker s r ece iv ing a to tal o f
10 days includes those w ith 10 full days and no ha lf days, 9 full da ys and2 half days, 8 full days and 4 half days, and so on. Pro por tions thenwere cumulated.
19
14 Includes payments other than "length of time, " such as percentageof annual earnings or flatsum payments, converted to an equivalent timebasis; for example, 2 percent of annual earnings was considered as 1 week'spay. Periods o f serv ice are chosen arbi trar ily and do not necessarily re-flect individual provisions for progression; for example, changes in pro-
portions at 10 years include changes between 5 and 10 years. Estimatesare cumulative. Thus, the proportion elig ible for at least 3 weeks' payafter 10 years includes those elig ible for at least 3 weeks' pay after fewer years of service.
15 Estimates listed after type of benefit are for all plans for whichat least a part of the cost is borne by the employer. "Noncontributoryplans" include only those financed entirely by the employer. Excluded arelega lly required plans, such as workers' disability compensation ,̂ .social se-curity, and railroad retirement.
16 Unduplicated total of workers receiving sick leave or sickness andaccident insurance shown separately below. Sick leave plans are l imited tothose which definitely establish at least the minimum number of days' paythat each employee can expect. Informal sick leave allowances determinedon an individual basis are excluded.
17 Estimates under "A ll plans" relate to all plans for which at least
a part of the cost is borne by the employer. Estimates under "Noncontrib-utory plans" include only those financed entirely by the employer.8 For "All industries," all fulltime plant workers or office workers
equal 100 percent. For "Manufacturing," all full tim e plant workers oroffice workers in manufacturing equal 100 percent.
19 The mean amount is computed by multiplying the number of workersprovided insurance by the amount of insurance provided, totaling the prod-ucts, and dividing the sum by the number of workers. The median indicatesthat half of the workers are provided an amount equal to or smaller and halfan amount equal to or la rger than the amount shown. Middle range (50 pe r-cent)— a fourth of the workers are provided an amount equal to or less thanthe smaller amount and a fourth are provided an amount equal to or morethan the larger amount. Middle range (80 percent)— 10 percent of the work-ers are provided an amount eqhal to or less than the smaller amount and 10percent are provided an amount equal to or more than the larger amount.
20 A factor of annual earnings is the number by which annual earnings
are multiplied to determine the amount of insurance provided. For example,a factor of 2 indicates that for annual earnings of $10,000 the amount ofinsurance provided is $20, 000.
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 22/39
Scope and Method
of Survey
Data on area wages and related benefits are obtained by personalvisits of Bureau field representatives at 3year interva ls. In each of theintervening years, information on employment and occupational earnings iscollected by a combination of personal vis it, mail questionnaire, and telephoneinterview from establishments participating in the previous survey.
In each of the 74 1 areas currently surveyed, data are obtained fromrepresentative establishments within six broad industry divisions: Manufac-turing; transportation, communication, and other public utilities; wholesaletrade; retai l trade; finance, insurance, and real estate; and serv ices . Majorindustry groups excluded from these studies are government operations andthe construction and extractive industries. Establishments having fewer thana prescribed number of workers are omitted because of insufficient employ-ment in the occupations studied. Separate tabulations are prov ided for eachof the broad industry divisions which meet publication criteria.
These surveys are conducted on a sample basis. The samplingprocedures involve deta iled stratification of all establishments within thescope of an individual area survey by industry and number of employees.From this stratified universe a probability sample is selected, with eachestablishment having a predetermined chance of selection. To obtain optimumaccuracy at minimum cost, a greater proportion of large than small establish-ments is selected . When data are combined, each establishment is weightedaccording to its probability of selection, so that unbiased estimates aregenerated. For example, if one out of four establishments is se lected, it isgiven a weight of 4 to represent it sel f plus three others. An alternate ofthe same original probability is chosen in the same industrysize classifi-cation if data are not available from the original sample member. If nosuitable substitute is available, additional weight is assigned to a samplemember that is similar to the missing unit.
Occupations and earnings
Occupations selected for study are common to a varie ty of manufac-turing and nonmanufacturing industries, and are of the following types: (1)Office clerical; (2) professional and technical; (3) maintenance, toolroom,and powerplant; and (4) material movement and custodial. Occupationalclassification is based on a uniform set of job descriptions designed to takeaccount o f inter establishment variation in duties within the same job.Occupations selected for study are listed and described in appendix B.
1 Included in the 74 areas are 4 studies conducted by the Bureau under contract. These areas are
Akron, Ohio; Birmingham, Ala.; Norfolk-Virginia Beach-Portsmouth and Newport News-Hampton, Va.—N. C.;
and Syracuse, 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.
Unless otherwise indicated, the earnings data following the job ti tlesare for a ll industries combined. Earnings data for some of the occupationslisted and described, or for some industry divisions within the scope of thesurvey, are not presented in the Ase rie s tables because either (1) employ-ment in the occupation is too small to provide enough data to merit presen-tation, or (2) there is possibil ity of disclosure of individual establishmentdata. Separate men's and women's earnings data are not presented when thenumber of workers not identified by sex is 20 percent or more of the menor women identified in an occupation. Earnings data not shown separatelyfor industry divisions are included in data for all industries combined.Likew ise, for occupations with more than one lev el, data are included inthe overa ll class ification when a subclassification is not shown or informationto subclassify is not available.
Occu p a t i on a l em p l oym en t a n d ea rn i n gs da t a a r e sh own fo r fu l l t i m e
workers , i.e ., those hired to work a regular weekly schedule. Earningsdata exclude premium pay fo r over time and for work on weekends, holidays,and late shifts. Nonproduction bonuses are excluded, but cost of livin gallowances and incentive bonuses are included. Weekly hours for off iceclerical and professional and technical occupations ref er to the standardworkweek (rounded to the nearest half hour) for which employees re ceiveregular straighttime salaries (exclusive of pay for overtime at regularand/or premium rates). Average weekly earnings for these occupationsare rounded to the nearest half dollar. Ve rtical lines within the distributionof workers on some Atab les indicate a change in the size of the classintervals.
These surveys measure the leve l of occupational earnings in an areaat a particular time. Comparisons of individual occupational averages over
time may not r eflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example,proportions of workers employed by high or lowwage firm s may change,or highwage workers may advance to better jobs and be replaced by newworkers at lower rates . Such shifts in employment could decrease anoccupational average even though most establishments in an area increasewages during the year. Changes in earnings of occupational groups, shown intable A 7, are better indicators of wage trends than are earnings changes forindividual jobs within the groups.
Average earnings refl ect composite, areawide estimates. Industriesand establishments differ in pay level and job staffing, and thus contributedifferently to the estimates for each job. Pay averages may fai l to reflec taccurately the wage differential among jobs in individual establishments.
Average pay levels for men and women in selected occupationsh ld b d fl diff i f h i hi
Electronic data processing Skilled maintenance
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 23/39
should not be assumed to reflect differences in pay of the sexes withinindividual establishments. Factors which may contribute to differencesinclude progression within established rate ranges (only the rates paidincumbents are collected ) and performance of specific duties within thegenera l survey job descriptions. Job descriptions used to classify employeesin these surveys usually are more generalized than those used in individualestablishments and allow for minor differences among establishments inspecific duties performed.
Occupational employment estimates represent the total in all estab-lishments within the scope of the study and not the number actually surveyed.Because occupational structures among establishments diffe r, estimates of
occupational employment obtained from the sample of establishments studiedserve only to indicate the rela tive importance of the jobs studied. Thesedifferences in occupational structure do not affect materially the accuracy ofthe earnings data.
Wage trends for selected occupational groups
The percent increases presented in table A7 are based on changesin average hourly earnings of men and women in establishments reportingthe trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of employ-ment shifts among establishments and turnover of establishments includedin survey samples. The percent increases, however, are still affected byfactors other than wage increases. Hirings, layo ffs, and turnover mayaffect an establishment average for an occupation when workers are paidtinder plans providing a range of wage rates fo r individual jobs. In periodsof increased hiring, for example, new employees may enter at the bottomof the range, depressing the average without a change in wage rates.
The percent changes relate to wage changes between the indicateddates. When the time span between surveys is other than 12 months, annualrates are shown. (It is assumed that wages increase at a constant ratebetween surveys.)
Occupations used to compute wage trends are:
Office clerical
Secretaries
Stenographers, generalStenographers, senior Typists, classes
A and BFile clerks, classes A,
B, and CMessengersSwitchboard operators 2
Office cler ical— Continued
Order clerks, classes
A and BAccounting clerks,
classes A and BBookkeeping.machine
operators, class BPayroll clerksKeypunch operators,
classes A and B
In 1977, switchboard operators are included in the wage trend computation for all except the following
areas: Canton, Chicago, Cincinnati, Davenport-Rock Island-Moline, Houston, Huntsville, Jackson, New Orleans,
Portland (Oregon), ProVidence-Warwick-Pawtucket, Richmond, San Antonio, Seattle—Everett, South Bend,
and Wichita.
Computer systemsanalysts, classesA, B, and C
Computer programmers,classes A, B, and C
Computer operators,classes A, B, and C
CarpentersElectriciansPaintersMachinistsMechanics (machinery)Mechanics (motor vehicle)Pipefitters Too l and die makers
Industrial nurses Unskilled plant
Registered industrialnurses
Janitors, porters, andcleanersMaterial handling laborers
Percent changes for individual areas in the program are computedas follows:
*
1. Average earnings are computed for each occupation forthe 2 years being compared. The averages are derivedfrom earnings in those establishments which are in thesurvey both years; it is assumed that employmentremains unchanged.
2. Each occupation is assigned a weight based on itsproportionate employment in the occupational group inthe base year.
3. These weights are used to compute group averages.Each occupation's average earnings (computed in step 1)is multiplied by its weight. The products are totaledto obtain a group average.
4. The ratio o f group averages for 2 consecutive years iscomputed by dividing the average for the current yearby the average for the earli er year. The result—expressed as a percent— less 100 is the percent change.
For a more detailed description of the method used to computethese wage trends, see "Improv ing Area Wage Survey Indexes ," MonthlyLabor Review, January 1973, pp. 5257.
Establishment practices and supplementary wage provisions
The incidence of selected establishment practices and supplementary
wage provisions is studied for fulltime plant workers and office workers.Plant workers include nonsupervisory workers and working supervisorsengaged in nonoffice functions. (Cafeter ia workers and route workers areexcluded in manufacturing industries, but included in nonmanufacturingindustries.) Office workers include nonsupervisory workers and workingsupervisors performing cle rica l or related functions. Lead workers andtrainees are included among nonsupervisory workers. Administrative, execu-tive , professional and part time employees as well as construction workersutilized as separate work forces are excluded from both the plant and officeworker categories.
Minimum entrance salaries (table B l) . Minimum entrance salariesfor office workers relate only to the establishments visited . Because of theoptimum sampling techniques used and the probabil ity that large establish-ments are more likely than small establishments to have formal entrance
rates above the subclerical level, the table is more representative of policiesin medium and large establishments. (The "X 's " shown under standard
service . Vacation plans commonly provide for a larger amount of vacationpay as service lengthens Counts of plant or of fice workers by length of
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 24/39
g (weekly hours indicate that no meaningful totals are applicable.)
Shift differen tials— manufacturing (table B2 ). Data were collectedon policies o f manufacturing establishments regarding pay different ials forplant workers on late shifts. Establishments considered as having pol iciesare those which (1) have prov isions in writing covering the operation of lateshifts, or (2) have operated late shifts at any time during the 12 monthspreceding a survey. When establishments have several different ials whichvary by job, the differential applying to the majority of the plant workers isrecorded. When establishments have differentia ls which apply only to certainhours of work, the differential applying to the majority of the shift hours isrecorded.
For purposes of this study, a late shift is either a second (evening)shift which ends at or near midnight or a third (night) shift which starts at ornear midnight.
Differentials for second and third shifts are summarized separatelyfor (1) establishment policies (an establishment's different ials are weighted byall plant workers in the establishment at the time of the survey) and (2)effective practices (an establishment's differentials are weighted by plantworkers employed on the specified shift at the time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,insurance, and pension plains. Provisions which apply to a majority of theplant or office workers in an establishment are considered to apply to allplant or office workers in the establishment; a practice or provision isconsidered nonexistent when it applies to less than a majority. Holidays;vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees whowill eventually become eligible.
Scheduled weekly hours and days (table B 3). Scheduled weeklyhours and days refer to the number of hours and days per week which ful l-time firs t (day) shift workers are expected to work, whether paid for atstraighttime or overtime rates.
Paid holidays (table B4). Holidays are included only if they aregranted annually on a formal basis (provided for in written form or estab-lished by custom). They are included even though in a particular yearthey fall on a nonworkday and employees are not granted another day off .Employees may be paid for the time off or may receiv e premium pay inlieu of time off.
Data are tabulated to show the percent of workers who (1) are grantedspecific numbers of whole and half holidays and (2) are granted speci fied
amounts of total holiday time (whole and half holidays are aggregated).Paid vacations (table B5). Establishments report their method of
calculating vacation pay (time basis, percent of annual earnings, flatsumpayment, etc.) and the amount of vacation pay granted. Only basic formalplans are reported. Vacation bonuses, vacationsavings plans, and "extended"or "sabbatical" benefits beyond basic plans are excluded.
For tabulating vacation pay granted, all provisions are expressedon a time basis. Vacation pay calculated on other than a time basis isconverted to its equivalent time period. Two percent of annual earnings,for example, is tabulated as 1 week's vacation pay.
Also, provisions after each specified length of service are relatedto all plant or of fice workers in an establishment regardless of length of
pay as service lengthens. Counts of plant or of fice workers by length of service were not obtained. The tabulations of vacation pay granted present,ther efore, statistical measures of these provisions rather than proportionsof workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B6and B7L Health,insurance, and pension plans include plans for which the employer payseither all or part of the cost. The cost may be (1) underwritten by acommercial insurance company or nonprofit organization, (2) covered by aunion fund to which the employer has contributed, or (3) borne directly bythe employer out of operating funds or a fund set aside to cover the cost.A plan is included even though a majority of the employees in an establish-ment do not choose to part icipate in it because they are required to bear
part of its cost (provided the choice to participate is available or willeventually become available to a majority). Lega lly required plans such associal security, railroad retirement , workers ' disability compensation, andtemporary disability insurance3 are excluded.
Life insurance includes formal plans providing indemnity (usuallythrough an insurance policy) in case of death of the covered worker.Information is also provided in table B7 on types of life insurance plansand the amount of coverage in all industries combined and in manufacturing.
Accidental death and dismemberment is limited to plans whichprovide benefit payments in case of death or loss of limb or sight as adirect result of an accident.
Sickness and accident insurance includes only those plans whichprovide that predetermined cash payments be made directly to employees
who lose time from work because of illness or injury, e.g., $50 a weekfor up to 26 weeks of disability.
Sick leave plans are l imited to formal plans 4 which provide forcontinuing an employee's pay during absence from work because of illness.Data collected distinguish between (1) plans which provide full pay with nowaiting period, and (2) plans which either prov ide partial pay or requ ire awaiting period.
Temporary disability insurance which provides benefits to covered workers disabled by injury or illiM.
which 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 employees
contribute. 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,
employees and employers ccfntribute; in New York, employees contribute up to a specified maximum
and employers pay 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
more than they would if they were covered by the State fund; in New York, employees can agree
to contribute more if the State rules 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.
22
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 25/39
Lon gterm disabi l i ty insurance plans pro vide payments to to tal lydisabled em ployees upon the expirat ion o f thei r paid s ick leave and/or s ick -ness and accident insurance, or after a predetermined period o f disabi l i ty(typ ica lly 6 months). Paym ents are made unti l the end of the disa bil ity, amaximum age, or e l ig ibi l i ty for ret i remen t benefi ts . Ful l or par t ial pay-ments are almost always reduced by social secu ri ty , w ork ers ' d isabi l i tycompen sation, and priva te pension benefits payable to the disabled employ ee.
Hosp i tal izat ion, surg ical , and med ical insurance plans reportedin these surveys provide fu l l or part ial payment for basic serv ice s rendered.Hospi tal i zat ion insurance cove rs hospi tal room and board and may coverother hospital expenses. Surg ical insurance covers surgeons ' fees. Med ical
insurance cover s doctors ' fees fo r home, o f f i ce , or hospi tal cal ls . Plansres t r i c t ed to pos t operat i v e med i ca l care o r a doc to r ' s care fo r m ino rai lments at a work er 's place o f employment a re not considered to be
med ical insurance.
M ajor medical insurance covera ge appl ies to serv ic es which gobeyond the basic s erv ice s covere d under hospi tal i zat ion, surg ical , andmed ical insurance. Ma jor med ical insurance typical ly (1) requires that a"dedu ct ible" ( e .g . , $50) be m et befo re benefi ts beg in, (2 ) has a co insurancefeatu re that requ ires the insured to pay a portion (e .g., 20 percen t) of certain expenses, and (3) has a speci f i ed do l lar m aximum of benefi ts (e .g . ,$ 10,000 a yea r).
Dental insurance plans provide norm al dental serv ice benefi ts ,usual ly for f i l l ings, extract ions, and X ray s. Plans which provide benefi ts
only for ora l sur gery or repairing accident damage are not reported.
Ret i rem ent pension plans provide for regular payments to the ret i re efor l i fe . Inc luded are deferred pro f i t sh aring plans which provide the opt ionof purchasing a l i fetim e annuity.
Labo rmanagement ag reement cove rage
Th e fo ll ow in g ta bu la tio n show s the p er ce n t of fu ll t im e pla nt andoff ice work ers employed in establ ishments in the Corpus Christ i area inwhich a union contract o r contracts covered a ma jori ty o f the work ers inthe respect ive categories , July 1977:
P l an t wo rkers O f f i c e wo rkers
A l l i ndus t r ie s------------------------
Manufacturing ______________
Nonmanufacturing__________
Pu blic ut iliti es __________
25 840 -
13 10
60 49
An establishm ent is con sidered to have a contract cove ring a ll pi ant,or o f f i ce wo rkers i f a m ajori ty o f such worker s is covered by a labormanagement agreemen t. Th ere fore , a l l o ther plant or o f f i ce wo rkers areemployed in establ ishments that e i ther do not have labormanagement con-trac ts in effec t, or have co ntracts that apply to few er than half of their
plant or o f f i ce w orke rs. Est imates are not nec essa ri ly represen tat ive o fthe extent to which al l workers in the area may be covered by the provis ionsof laborm anagem ent agreemen ts, because sm al l establ ishments are excludedand the industrial scope o f the surve y is l imited .
Industrial composition in manufacturing
T w o f if th s o f the w o rk ers wi th in the sc op e o f the su rv ey in theCorpus Christ i area were employed in manufacturing f i rms. The fo llowingpresen ts the m ajor indus try groups and sp ecific industries as a perce nt ofal l manufacturing:
Industry groups
Chemicals and all ied
products__________________________29Food and kindred products_____17Pet roleu m and coal products __16P r i m ary m e t a l i n d u s t r ie s _____ 12
App arel and other text i l ep ro d u ct s_________________________ 7
Tra nspo rt a ti on eq uipm en t — ___ 5
Specific industries
Pe t ro l eum re f in ing _____________ 16Industrial inorganic ___________
c h e m i c a l s ______________________ 15Industrial organic
c h e m i c a l s ______________________ 14
Pr im ary non fe rrous meta l s __
11Men 's and boys ' furnishings— 5Ship and boatbuilding and
re p a i r i n g _______________ , ______ 5
Th is in fo rm ati on is ba se d on es ti m ate s of to ta l em plo ym en t d e ri vedfrom universe m aterials comp i led before actual survey. Propo rt ions invarious industry div is ions may di f fer from proport ions based on the resul tsof the surve y as shown in appendix table 1.
A d i t b l 1 E t bli h t d k i thi f d b t di d
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 26/39
Append ix tab le 1. Establishments and workers wi thi n scope o f survey and number studied
in Corpus Christi, Tex.,1July 1977
Number of establ i shment s Wor ker s i n establ i shments
I ndustry di visi on2
empl oyment Wi t hi n scope of st udyStudi ed
ment s i n scopeof st udy
Wi t hi n scopeof st udy2
Studi ed Total 4Ful l - t i me Ful l -t i me
Number Percent plant workers of f i ce workers Total 4
ALL DIVISIONS ------------------------------------------------- 170 80 26. 436 100 16*008 3.182 18.892
MANUFACTURING--------------------------------------------------------
50 42 27 9.906 37 6. 860 673 8. 605NONMANUFACTURING--------------- -----------------------------------
TRANSPOR TATIO N* COMMUNICATION* AND
“ 128 53 16*530 63 9*148 2. 509 10. 287
OTHER PUBLIC UTILITIES5 --------------------------------- 50 18 8 3.257 12 1.891 498 2. 511WHOLESALE TRADE ----------------------------------------------- 50 16 4 1*343 5 ( 6> C81 465RETA IL TRADE ----------------------------------------------------- 50 56 21 7.512 28 C6> ) 4. 501FINA NCE* I NSURANCE. AND REAL ESTATE ------------ 50 13 5 1*443 5 C7) C61 804SERVI CES8 ------------------------------------------------------------ 50 25 15 2*975 11 ( ‘ ) c6> 2.006
1 The Corpus Christi Standard Metropolitan Statistical Area , as defined by the Office of Management and Budget through Feb rua ry 1974, consists of Nueces and San Pat ricio Counties. The "wo rke rs within scope of study" estimates shown in this table provide a reason ably accurate
descriptio n of the size and composition of the labor force included in the survey. Estimates are not intended, however, f or co mparisio n with other employment indexes to measure employment
trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payro ll perio d studied, and (2) sm all establishm ents are excluded from the scope
of the survey.2 The 1972 edition of the Standard Industrial Classification Manual was used to classify
establishments by industry division. However, all government operations are excluded from the
scope of the survey.3 Includes all establishments with total employment at or above the minimum limitation. All
outlets (within the area ) of companies in industrie s such as trade , finance, auto repa ir ser vice , and motion picture theaters are considered as 1 establishment.
4 Includes executive, profession al, part-time, and other workers excluded from the separate
plant and office categories.
5 Abbreviated to "public utilities" in the A- and B-se ries tables. Taxicabs and services incidental to water transportation are excluded. The Corpus Christi transit system is municipally operated and is excluded by definition from the scope of the study.
6 This division is represented in estimates for "all industries" and "nonmanufacturing" inthe A- and B-ser ies tables. Separate presentation of data is not made for one or more of the following reaso ns: (1) Employment is too small to provide enough data to meri t separ ate study, (2)the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is po ssibility of disclosure of individual establishment data.
7 Worke rs from this entire division are represented in estimates for " all industries" and
"nbnmanufacturing" in the A-se ries tables, but from the rea l estate portion only in estimates for "all industries" and "nonmanufacturing" in the B-s eri es tables. Separate presentation of data is not made for one or m ore o f the reas ons given in footnote 6.
8 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural service s.
24
Appendix B.
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 27/39
ppOccupationalDescriptions
The p ri m a ry pu rp os e of pre p a ri ng jo b des cr ip ti on s fo r the Bu -reau 's wage surveys is to assist i ts f ie ld sta ff in c lassi fy ing into appro-
pr ia te occupat ions workers who are employed under a var iety o f pay ro l l
t i t les and di f ferent work arrangements from establ ishment to establ ish-ment and from area to area . This permits the grouping o f occupat ional
wage rates represent ing comp arable job content. Because o f this empha-
sis on interestabl ishment and interare a com parab i l ity o f occupational
content, the Bureau's job descr ipt ions may d i f fer s igni f icant ly from those
in use in individua l establishments or those prepar ed for other purposes.
In apply ing these job descr ipt ions, the Bureau's f ie ld economists a re
instructed to exclude working supervisors; apprent ices; lea rners; beg in-
ners; and pa rt t ime, tempo rary, and probat ionary work ers. Handicapped
work ers whose earnings are reduced because o f their handicap are a lso
excluded. Tra ine es are excluded from the survey except for those re-
ceiv ing onthe job tra ining in some o f the lower leve l pro fessiona l andtechnical occupations.
OfficeS E C R E T A R Y
Assigned as a personal secr etary , norm al ly to one indiv idual .Maintains a close and highly respo nsive relationsh ip to the day toda y activ-
i t ies o f the sup ervisor . Works fa i r ly independently receiv ing a minimum of
deta i led supervis ion and guidance. Pe r form s var ied c ler ica l and secre tar ia l
duties requiring a knowledge of offic e routine and understanding of the
organizat ion, prog ram s, and procedures re la ted to the work o f the su pervisor .
Exclusions
Not a l l posi t ions that are t it led "se cre tar y" possess the above
cha racter ist ics . Examples o f posi t ions which are excluded from the defin i t ion
are as fo l lows:
SECRE T ARY— Cont inued
Exclusions— Continued
a. Position s which do not meet the "pe rso na l" secr eta ry concept
descr ibed above;
b. Stenographers not fu l ly tra ined in secreta r ia l type duties;
c. Stenograph ers servin g as offic e assistants to a group of pr o-
fessiona l , technica l , or mana ger ia l persons;
d. Assistanttype posi t ions which enta i l more di f f i cul t or more re -
sponsible techn ica l , adm inistrat ive, or supe rvisory duties which
are not typica l" o f se creta r ia l w ork, e .g . , A dm inistrat ive Assis t-ant, or Executive Assistant;
Listed below are s evera l occupat ions for which revised descr ipt ions or t i t les are being introduced
in this su rvey:
Order c l e rk
Payro l l c l e rk
Secr e ta r y
Switchboard operator
Switchboard operatorrecept ionist
Tra n scri b in g m ach in e ty p is t
Machine too l operator ( too lroom )
T oo l and di e m aker
Guard
Shipper and receiver
(previously surveyed
as shipping and
receiv ing c lerk) .
T ru ck d ri ve r
Th e Bur ea u has di sc on tin ue d co ll ec ti n g da ta fo r r tab ul a tin g m ach in e op era to r. W ork er s p re v io u sl y
class i f ied as watchmen are now classi f ied as guards under the revised descr ipt ion.
25
SECRETARY— Continued
Exclusions Continued
SECRET ARY— Continued
Classi f icat ion by Lev el Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 28/39
Exclusions— Continued
e. P osition s which do not fit any of the situations l isted in thesect ions below t i t led " L ev el o f Supervisor , " e .g . , secre tary to the
president o f a company that employs, in a l l, over 5,000 persons;
f . T ra inees .
C lass i f ica t i on by Le ve l
Secre tary jobs which m eet the above cha racter ist ics are matched at
one o f f i ve levels a ccording to (a ) the leve l o f the secreta ry 's su pervisor
within the company's organ izationa l s tructure and, (b) the lev el of the
sec reta ry 's resp onsibi l i ty . The chart fo l lowing the explanat ions o f these twofactors indicates the level o f the se cretary for each combinat ion o f thefactors.
Lev e l o f Secr e ta r y ' s Superv i so r ( LS )
Secre tar ies should be matched at one o f the four LS levels descr ibed
below according to the level o f the sec reta ry 's supe rvisor wi thin the companyorganizat ional structure.
LS—1
LS—2
LS—3
a. Sec retary to the sup ervisor or head o f a smal l o rganizat ional
unit (e.g. , few er than about 25 or 30 pers ons ); or
b. Sec retary to a nonsupervisory sta ff sp ecia l ist , pro fessional
emp loyee, adm inistrat ive o ff ic er or assistant, ski l led technic ian
or exper t . (NOTE: M a ny compani es a ss i gn s tenographers ,
rather than s ecre tar ies as descr ibed above, to this leve l o fsuperv i so r y o r nonsuperv i so ry w orker . )
a . Se cretary to an executive or man ager ia l person whose respon-
sib il ity is not equ ivalent to one of the sp ecific lev el situations in
the definition for LS—3, but whose orga nization al unit norm ally
numbers at least se vera l dozen employees and is usually div ided
into organ ization al segm ents which are often, in turn, further
subdivided. In some com panies, this le ve l includes a wide range
of organizat ional echelons; in others, only one or two; or
b. S ecr eta ry to the head of an individual plaint, facto ry, etc., (or
other equiva lent level o f o f f ic ia l ) that employs, in a l l , few er
than 5,000 persons.
a . Sec retary to the chairman o f the board or president o f a company
that em ploys, in all , fe w er than 100 perso ns; or
b. Secreta ry to a co rporate o ff icer (o ther than chairman o f the
board or preside nt) of a company that emp loys, in all , ov er 100
but few er than 5, 000 persons ; o r
c. Sec retary to the head ( imm ediate ly below the o ff ice r leve l ) over
e i ther a ma jor corporatewide funct ional ac t iv i ty (e .g . , m arket ing,
researc h, op erat ions, industr ia l re la t ions, etc . ) or a m ajo i
geographic or organizat ional segment (e .g . , a reg ional headquar-
ters; a m ajor div is ion) o f a company that employs, in a l l ,
ove r 5,000 but fewer than 25,000 employees ; or
d. Se cre tar y to the head of an individual plant, fac tory , etc.,
(or other equiva lent le vel o f o f f ic ia l ) that employs, in a l l,
over 5,000 persons; or
Classi f icat ion by Lev el— Continued
e. Sec retary to the head o f a large and important orga nizat ional
segment (e .g . , a middle m anagement supervisor o f an organ i-
zational segm ent often involving as many as seve ra l hundred
persons ) o f a company that employs, in a l l , ov er 25,000 persons.
LS—4 a. S ec reta ry to the chairma n of the board or presid ent of a company
that emp loys, in all , ove r 100 but few er than 5,000 perso ns; or
b. Secreta ry to a corp orate o ff ice r (o ther than the chairman o f
the b oard or president ) o f a company that employs, in a l l ,
ov er 5, 000 but fe w er than 25, 000 pe rson s; or
c. S ecreta ry to the head, im med iate ly below the corporate o ff ice r
leve l , o f a m ajor segment or subsidiary o f a company that
employs, in a l l , ov er 25,000 persons.
NO TE : The term "corpo rate o ff ice r " used in the above LS def-
in i tion refers to those o ff ic ia ls who have a s igni f icant corporatewide p o l icy-
making ro le wi th regard to m ajor company ac t iv i t ies . The t i t le "v ice
pre side nt," though norm al ly ind icat ive o f this ro le , does not in a l l cases
ident i fy such posi t ions. V ice presidents whose pr im ary respon sibi l ity is .to
act persona l ly on indiv idual cases or transact ions (e .g . , approve o r deny
indiv idual loan or cred i t act ions; adm inister indiv idual trust accounts; di -rect ly supervise a c ler ic a l sta ff ) are not con sidered to be "corpo rate
o ff ic ers " f or purposes o f apply ing the defin i tion.
Leve l o f Secr e ta r y ' s Respons ib i li ty ( LR )
Th is fa c to r ev a lu at es the na tu re o f the w or k re la ti on sh ip be tw ee n
the secr eta ry and the sup ervis or, and the extent to which the secr eta ry is
expected to exe rcise in i t ia t ive and judgment. Sec retar ies should be matched
at LR —1 or LR —2 descr ibed below according to their le ve l o f resp onsibi l ity .
Lev e l o f Respons ib il it y 1 ( LR—1)
Pe r form s var ied sec reta r ia l dut ies including or comparable to most
of the fol lowing :
a . Answers te lephones, greets persona l ca l lers, and opens in-
coming mai l .
b. Answ ers te lephone requests which have standard answers. May
reply to requests by sending a form le tter .
c . Review s corresponde nce, m emoranda , and reports prepared by
others for the sup ervisor 's s ignature to ensure procedura l and
typographica l accuracy.
d. Maintains su pe rviso r 's calend ar and mak es appointments as
instructed.
e. Typ es, takes and transc r ibes dictat ion, and f i l es .
S EC RE T A RY — C on tin ue d STENOG RAPHER — Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 29/39
Le vel o f Respon sibi l ity 2 (LR —2)
Pe r form s duties descr ibed under LR —1 and, in addi t ion per form s
tasks requ ir ing g reate r judgment, in i t ia t ive, and knowledge o f o f f ice funct ions
including or comparable to most o f the fo l lowing:
a . Screens te lephone and persona l ca l lers, determining w hich can
be handled by the su perviso r 's subordinates or other o ff ices.
b. Answers requests which require a deta i led knowledge o f o f-
f ice procedures or co l lect ion o f information from fi les or
other o ff ices. May s ign rout ine correspondence in own orsuperv i so r ' s name.
c. Com pi les or assists in com pi l ing per iod ic reports on the basiso f gen era l instruct ions.
d. Schedules tentative appointments without pr ior clearanc e. A s-
sembles necessary background m ater ia l for scheduled meet ings.
Makes arrangements fo r meet ings and conferences.
e . Expla ins sup ervisor 's requ irements to other employees in sup er-
v iso r 's unit . (A lso types, takes dictat ion, and f i l es . )
The fo ll ow in g ch ar t show s th e le v e l o f the se c re ta ry fo r ea ch LS
and LR combination.
L e v e l o f s e c r e t a r y 's
superv i so r
LS—1____
LS—2____ LS—3 ____
LS —4 ____
Le ve l o f sec r e ta r y ' s r espons ib il it y
LR—1
Class E
Class D
Class C
Class B
LR —2
Class D
Class C
Class B
Class A
S T E N O G R A P H E R
Pr im ar y duty is to take dictation using shorthand, and to tran scrib e
the dictation. May a lso type from wr i t ten copy. May operate from a
stenographic pool . May occasion al ly tran scr ibe from vo ice recordings (i f
pr im ary duty is transcr ibing from record ings, see Transcr ibingM achine
T yp is t) .
NO TE : This job is dist inguished from that o f a secre tary in that a
secre tary n orm al ly works in a confident ia l re la t ionship wi th only one manager
or executive and per form s m ore responsible and discret iona ry tasks as
descr ibed in the secre tary job defin it ion.
Stenographer , Genera l
Dictat ion invo lves a norm al rout ine vocabulary. May mainta in f i l es ,
keep s imple reco rds, or pe r form other re la t ive ly routine c ler ica l tasks.
Stenographer , Senior
Dictat ion invo lves a var ied technica l or specia l i zed vocabularysuch as in lega l brie fs or rep orts on scien tific rese arch . May also set up
and mainta in f i l e s , keep rec ords, etc .
OR
Pe r form s stenographic duties requir ing s igni f icant ly greater in-
dependence and resp ons ibil ity than stenogra pher, gen eral, as evidenced by
the fol lowing : Work requ ires a high degre e of stenograp hic speed andaccuracy; a thorough working knowledge o f g enera l business and o ff ice pro -cedure; and o f the speci f ic business operat ions, organizat ion, po l ic ies,
procedu res, f i l es , w orkflow, etc . Uses this knowledge in per forming steno-
graphic duties and responsible cle rica l tasks such as maintaining fol low -
up f i l es ; assemb l ing m ater ia l fo r reports, m emoranda, and letters; com-
posing s imple letters from genera l instruct ions; reading and rout ing incoming
m ail; and answ ering routine questions, etc.
T R AN S C R IB IN G M A C H IN E T Y P IS T
Pr im ar y duty is to type copy o f vo ice recorded dictat ion which does
not invo lve v ar ied technica l or spec ia l i zed vocabulary such as that used in
lega l br ie fs or rep orts on scient i f ic resea rch. May a lso type from wr i t ten
copy. May mainta in f i l es , keep s imple record s, or p er form other re la t ive ly
routine c ler ica l tasks. (See Stenographer defin i t ion for workers invo lvedwith shorthand dictation.)
T Y P IS T
Uses a type wr i ter to make copies o f var ious m ater ia ls or to make
out bil ls after calculations have been made by another person. May include
typing o f stenci ls , mats, or s im i lar m ater ia ls f or use in dupl icat ing
proc esses . May do c ler ica l work invo lv ing li t t le specia l tra ining, such
as keeping s imp le record s, f i ling records and reports, or sor t ing and
distribut ing incoming m ai l .
Class A . Pe r form s one or mo re o f the fo l lowing: Typing ma ter ia l
in f ina l form when it invo lves combining m ater ia l from s evera l sources; o r
respons ibi l ity fo r correc t spel l ing, sy l labicat ion, punctuat ion, etc . , o f tech-
nica l or unusual words or for eign language ma teria l; or planning layoutand typing of com plicated sta tistica l tables to maintain un iformity and
balance in spacing. May type routine form le tter s, varying details to suit
c i rcumstances.
Class B. Pe r form s one or mo re o f the fo l lowing: Copy typing from
rough or c lear dra fts ; or routine typing o f forms , insurance po l ic ies , etc . ;
or setting up simp le standard tabulations; or copying mo re com plex tables
alrea dy set up and spaced prop erly.
F I L E C L E R K
Fi les , c lass i f ies , and retr ieves m ater ia l in an establ ished f i l ing
system. May pe r form c ler ica l and manual tasks required to mainta in f i l es .
Posi t ions are c lass i f ied into levels on the basis o f the fo l lowing defin it ions.
FILE CLERK— Continued ORDER CLERK— Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 30/39
Class A . Cla ssi f ies and indexes f i l e m ater ia l such as correspond -
ence, reports, tech nica l documents, etc . , in an established f i l ing system
containing a number o f var ied subject matter f i l es . May a lso f i l e this
m ate rial* TMay keep re cord s of various types in conjunction with the fi les.
May lead a smal l group o f lower lev el f i l e c lerks.
Class B. Sorts , codes, and f il es unclassi f ied m ater ia l by s imple
(subject ma tter ) headings or part ly c lassi f ied m ater ia l by f iner subheadings.
Prep ares s imple re la ted, index and cros srefe ren ce a ids. As requested,
locates c lea r ly ident i f ied m ater ia l in f i l es and forwards ma ter ia l . May p er-
form re la ted c ler ic a l tasks required to mainta in and serv ice f i l es .
Class C. Pe r form s routine f i l ing o f ma ter ia l that has a l ready been
class i f ied or which is ea si ly c las si f ied in a s imple se r ia l c lass i f icat ion
system (e .g . , a lphabet ica l , chronolog ica l , or numer ica l ) . As requested,
locates read i ly ava i lable mater ia l in f i les and forwards m ater ia l ; and may
fi l l out wi thdrawal charge. May per form simple c ler ica l and manual tasks
required to mainta in and serv ice f i l es .
MESSENGER
Pe rfo rm s various routine duties such as running erran ds, ope rating
mino r o ff ice machines such as sea lers or m ai lers, opening and distr ibut ing
m ai l , and other minor c ler ica l work. Exclude posit ions that require operat ion
of a mo tor veh icle as a significant duty.
S W I TC H B O A R D O P E R A T O R
Operates a te lephone switchboard or console used wi th a pr ivate
branch exchange (P BX ) system to re lay, incoming, outgo ing, and intrasystem
cal ls . May provide information to ca l lers, record and transm it me ssages,
keep record o f ca l ls placed and to l l charges. Besides operat ing a te lephone
switchboard or console , may a lso type or pe r form routine c ler ica l work
( typing or routine c le r ica l work may occupy the ma jor port ion o f the wo rke r 's
t ime , and is usual ly per form ed whi le a t the swi tchboard or console ) . Chief or
lead operators in establ ishments em ploying more than one operator are
excluded. Fo r an op era tor who also acts as a reception ist, see Switchboard
Ope r ato r Re ceptioni s t.
S W IT C H B O AR D O P E R A T O R R E C E P T I O N I S T
At a sing lepo sition telephone sw itchboard or conso le, acts both asan opera tor— see Switchboard Opera tor— and as a recept ionist . Recep t ionist 's
work invo lves such duties as greet ing v is i to rs; determining nature o f v is i to r 's
business and providing app ropr iate information; re ferr ing v is i tor to appro-
priate person in the orga nization or c ontacting that person by telephone and
arranging an appointment; keeping a log o f v is i tors.
O R D E R C L E R K
Rece i ves wr i t ten o r ve rba l cus tomers ' purchase o rder s fo r m a te r i a l
or mercha ndise fro m customers or sa les people. Work typica l ly invo lves
some com binat ion o f the fo l lowing duties: Quot ing pr ices; determ ining ava i la-
bi l i ty o f o rdered i tems and suggest ing subst itutes when necessary; advis ing
expected del ivery date and method o f del iver y ; reco rding order and customer
information on order sheets; checking order sheets for accuracy and
adequacy o f information recorded; ascer ta ining credi t ra t ing o f customer ;
furnishing custom er wi th acknowledgement o f receipt o f o rder ; fo l lowingup
to see that ord er is del ivered by the speci f ied date or to let customer know
of a delay in del ivery ; mainta ining ord er f i l e ; checking shipping invo ice
aga inst or ig ina l order .
Exclude wo rke rs paid on a com miss ion basis or whose duties include
any o f the fo l lowing: Receiv ing orders for serv ice s rather than for m ater ia l
or m erchandise; providing customers wi th consul tative advice using knowl-
edge ga ined from engineer ing or extensive technica l tra ining; emphasizing
sel l ing ski l ls ; handl ing m ater ia l o r merchand ise as an integra l part o f the job.
Posi t ions are c lass i f ied into levels according to the fo l lowingdefinitions:
Class A . Handles ord ers that invo lve mak ing judgments such as
choosing which sp eci f ic product or ma ter ia l from the establ ishment 's product
l ines wi l l sat is fy the custom er 's needs, or determining the pr ice to be quoted
when pr ic ing invo lves more than mere ly re ferr in g to a pr ice l ist or making
some simple mathematica l ca lculat ions.
Class B . Handles orders invo lv ing items which have readi ly iden-
t i f i ed uses and appl icat ions. May refe r to a cata log, m anufacturer 's manual,
or s im i lar document to insure that prop er i tem is supplied or to ver i fy
pr i ce o f o rder ed i t em.
A C C O U N T IN G C LERK
Pe r form s one or m ore accounting c ler ica l tasks such as post ing to
reg isters and ledg ers; rec onci l ing bank accounts; v er i fy ing the internal con-sistency, comp leteness, and mathematica l accuracy o f accounting documents;
assigning p rescr ibe d accounting distr ibut ion codes; exam ining and ver i fy ing
for c ler ica l accuracy var ious types o f reports, l i s ts , ca lculat ions, posting,
etc .; or prepar ing s imp le or assist ing in prepar ing more compl icated journal
vouch ers. May work in eithe r a manual or automated accounting system.
Th e work re q u ir es a kn ow ledg e o f c le r ic a l m etho ds and o ff ic e
pract ices and proced ures which re la tes to the c ler ica l processing and re -
cording of transactions and accounting inform ation. With experie nce , the
wo rker typica l ly becomes fam i l iar wi th the bookkeeping and accounting term s
and procedu res used in the assigned w ork, but is not required to have a
knowledge of the form al princ iples o f bookkeeping and accounting.
Posi t ions are c lass i f ied into levels on the basis o f the fo l lowing
definitions:
Class A . Under genera l supervis ion, per form s accounting c ler ica l
operations w hich req uire the application of exp erienc e and judgment, for
exam ple, c ler ica l ly processing comp l icated or nonrepet i t ive accounting trans -
act ions, se lect ing among a substantia l var iety o f pres cr ibed accounting codes
and c lassi f icat ions , or tracing transact ions through previous accounting
act ions to determine source o f discrepancies. May be assisted by one or
m ore c lass B accounting c lerks.
Class B. Under c lose supervis ion, fo l lowing deta i led instruct ions
and standardized proc edure s, per form s one or more routine accounting
cler ic a l op erat ions, such as post ing to led gers , cards, or worksheets
ACCOUNTING CLERK— Continued MACHINE BILLER— Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 31/39
where identification of items and locations of postings are c lea rly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few pres crib ed
accounting codes.
B O O K K E E P IN G M A C H IN E O P E R A T O R
Opera tes a bookkeeping ma chine (with or without a typ ew riter ke y-
board ) to keep a r eco rd o f business trams actions.
Class A. Keeps a set of records requiring a knowledge of and
exper ience in basic bookkeeping pr inciples, and fam i l iar i ty wi th the structureof the part icular accounting system used. Determines prop er records and
distribution of debit and credit items to be used in each phase of the work.
May prep are c onsolidated rep orts, balamce sheets, and other reco rds by hand.
Class B . Keeps a reco rd o f one or more phases or sect ions o f a
set of record s usually requiring l ittle knowledge of bas ic bookkeeping. Phas es
or sections include accounts payab le, pa yro ll , custo m ers' accounts (not in-
c luding a s imple type o f bi ll ing d escr ibed under machine bi l le r ) , cost dis-
tribution, expense distribution, inven tory contro l, etc. May check or assist
in prepa ration of tria l balances and prep are c ontrol sheets fo r the accounting
department.
M A C H IN E B ILLER
Pre pa res statemen ts, b il ls, and invoices on a machine other than
an ordinary or e lectroma tic typew r i ter . May a lso keep records as to bi l l ings
or shipping charges or p er form other c ler ica l work incidenta l to bi l ling
operat ions. Fo r wage study purpo ses, machine bi l lers are c lassi f ied by type
of mach ine, as fol lows:
Bi l l ingma chine bi l le r . Uses a specia l bi l l ing machine (combinat ion
typing and adding mac hine) to prep are bil ls and invoices from cus tom ers'
purchase orde rs, interna l ly p repared orde rs, shipping memoranda , etc .
Usu ally involves a pplication of pre deter min ed discounts and shipping charges
and entry of neces sary ex tensions, which may or may not be computed on
the bil l ing ma chine, and totals which a re autom atically accumulated by
machine. The operation usually involves a larg e num ber of carbon copies of
the bil l being prepared and is often done on a fanfold machine.
Professional and Technical
C O M P U T ER S Y S T EM S A N A LY S T , B U SINES S
Analyzes business problems to formu late procedures fo r so lv ing
them by use of electron ic data proc essin g equipment. Develops a complete
descr ipt ion o f a l l speci f icat ions needed to enable program me rs to prepare
required dig i ta l computer program s. Work invo lves most o f the fo l lowing :
Ana lyzes subjec tm atter operations to be automated and iden tifies conditions
and cr i ter ia required to achieve sa t is factory resul ts ; spec i f ies number and
types of rec ord s, fi le s, and documents to be used; outlines actions to be
per form ed by personnel and computers in suff ic ient deta i l for presentat ion
to management and for programm ing ( typica l ly this invo lves preparat ion o f
work and data flow cha rts); coordinates the development of test problem s and
Bookkeepingmachine b i l ler . Uses a bookkeeping machine (with or
wi thout a typew r i ter keyboard) to prepare cu stomers ' bi l l s as part o f the
accounts rece ivab le operation. Ge nera lly involve s the simultaneous entry of
f igures on custom ers ' l edger reco rd. The machine automatica lly accumulates
figures on a number of ve rtic al columns and computes and usually prints
autom atically the debit or credit b alances. Does not involve a knowledge
of bookkeeping. Works from un iform and standard types of sales and
credi t s l ips.
P A Y R O L L C L ER K
Pe r form s the c ler ica l tasks necessary to process p ayro l ls and to
ma inta in 'payro l l records. Work invo lves most o f the fo llowing: Proce ssingwo rke rs ' time or production records; adjusting wo rkers ' records for changes
in wage rates , su pplementa ry bene fits, or tax deductions; editing pa yroll
l i s t ings aga inst source records ; trac ing and correct ing erro rs in list ings;
and assist ing in preparat ion o f per iodic summ ary p ayro l l reports. In a non
automated pa yro l l system, computes wages. Work may require a pract ica l
knowledge o f governm enta l regulat ions, company pay ro l l po l icy , or the
computer system for processing payro l ls .
K E Y P U N C H O P E R A T O R
Operates a keypunch machine to record or ver i fy a lphabetic and/or
numeric data on tabulating cards or on tape.
Pos itions are cla ssifie d into leve ls on the basis of the fol lowing
definitions:
Class A . Work requ ires the application of exp erience and judgmentin selecting proced ures to be fol low ed and in searching for, interp reting,
se lect ing, or coding i tems to be keypunched from a var iety o f source
documents. On occas ion may also pe rform some routine keypunch work.
May tra in inexper ienced keypunch operators.
Class B . W ork is routine and repe titive. Under close supervision
or fo l lowing speci f ic p rocedures or instruct ions, works from var ious stand-
ard ized source documents which have been coded, and follows spe cified
procedures which have been p rescr ibe d in deta i l and require l i t t le or no
select ing, coding, or interpret ing o f data to be recorded. Refers to su-
pe rvisor problems ar is ing from erroneous i tems or codes or missing
information.
CO MPU TER SYSTEMS ANAL YS T, BUSINESS— Cont inued
part ic ipates in tr ia l runs o f new and revised systems; and recommends
equipment changes to obta in more e ffect ive ov era l l operat ions. (NOTE:
Wo rkers per form ing both systems analysis and programm ing should be
cla ssifie d as system s ana lysts i f this is the sk il l used to determine th eir pay.)
Does not include emp loyees pr im ar i ly responsible for the man-
agement or supervis ion o f o ther e lectro nic data processing em ployees,
or systems analysts pr im ar i ly concerned wi th scien t i f ic or engineer ing
prob l ems .
COMP UTER SYSTEMS ANALYS T, BUSINESS— Continued
Fo r wage study purposes system s analysts are cla ssi f ied as fo l lows:
COMPU TER PROGRAMMER, BUSINESS— Continued
program s; prepares instructions for operat ing personnel dur ing product ion
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 32/39
Fo r wage study purposes, system s analysts are c la ssi f ied as fo l lows:
Class A . Works independently or under only genera l di rect ion on
complex problems invo lv ing a l l phases o f systems analysis . Prob lem s are
complex because o f dive rse sources o f input data and mult ipleuse req uire-
ments of output data. (F or exam ple, develops am integra ted production
scheduling, inventory con trol, cost analysis, and sales analysis rec ord in
which eve ry i tem of each type is autom atica l ly processed through the fu l l
system of records and appropr iate fo l lowup act ions are in i t ia ted by the
comp uter . ) Confers wi th persons concerned to determine the data processing
problems and advises su bjectma tter personne l on the impl icat ions o f new o r
revised systems o f data proces sing operat ions. Makes recomm endations, i f
needed, for ap prova l o f major systems insta lla t ions o r changes and forobtaining equipment.
May p rovide functional di rect ion to lowe r le vel systems analysts
who are assigned to ass ist .
Class B . Works independently or under only genera l di rect ion on
problems that are re la t iv e ly uncom pl icated to analyze, plan, program , and
operate. Prob lems are o f l imi ted com plex i ty because sources o f input data
are homogeneous and the output data are clos ely related . (Fo r exam ple,
develops system s fo r maintaining dep ositor accounts in a bank, maintaining
accounts receivab le in a reta i l establ ishment, or mainta ining inventory
accounts in a manufactur ing or wholesa le establ ishment.) Confers wi th
persons concerned to determine the data proces sing problems and advises
subjectm atter personnel on the imp l icat ions o f the data processing systems
to be applied.
O R
Works on a segment o f a complex data process ing scheme o r system ,
as describ ed for class A . Work s independently on routine assignmen ts and
receive s instruct ion and guidance on complex assignments. Work is rev iewed
for accuracy o f judgment, compl iance w i th instruct ions, and to insure
prop er a l ignment with the overa l l system.
Class C. Works under imm ediate supervis ion, carry ing out analyses
as assigned, usually of a single ac tivity. Assign men ts are ^designed to develop
and expand prac t ica l ex per ience in the ap pl ication o f procedures and ski l ls
required for systems analysis work. Fo r example, may assist a higher lev el
systems analyst by prepar ing the deta i led speci f icat ions required by pr o-
gram me rs from ir iformation developed by the higher lev el analyst.
C O M P U T ER P RO G RA M M ER, B U SINES S
Converts statements o f business problem s, typica l ly prepared by a
systems analyst , into a sequence o f deta i led instruct ions which are re -
quired to so lve the problems by automatic data processing equipment.
Work ing f r om cha r ts o r d i ag rams , the prog ram mer deve lops the pr e -
cise instructions which, when entere d into the com puter s ystem in coded
language, cause the manipulation o f data to achieve de sired resul ts . Work
invo lves m ost o f the fo l lowing: Appl ies knowledge o f computer capa-
bi l i t ies , m athem atics, log ic employed by compu ters, and part icula r sub-
je c t m a tt e r in vo lv ed to an a ly ze ch ar ts and d ia gr am s o f the p ro b le m to
be program med ; develops sequence o f prog ram steps; wr i tes deta i led flow
charts to show ord er in which data w i l l be processed ; converts these
charts to coded instruct ions for machine to fo l low; tests and corre cts
program s; prepares instructions for operat ing personnel dur ing product ion
run; analyzes, rev iew s, and a l ters programs to increase operat ing e f f i -
c iency or adapt to new requirem ents; m ainta ins records o f progra m de-
velopment and revis ions. (NOTE : Wo rkers per form ing both systems anal -
y si s and pro g ra m m in g sh ou ld be c la s s if ie d as sys te m s an al ys ts i f th is is
the sk i l l used to determ ine the ir pay.)
Does not include employees pr im ar i ly responsible for the man-
agement or sup ervis ion o f o ther e lectronic data process ing employees,
or progra m me rs pr im ar i ly concerned wi th scien t i f ic and/or engineer ing
prob l ems .
Fo r wage study purposes, p rogram m ers are c la ssi f ied as fo l lows:
Class A . Works independently o r under only gen era l di rect ion
on complex p roblems which require competence in a l l phases o f pro -
gramm ing concepts and pract ices. Working fro m diagrams and charts
which ident i fy the nature o f desired resul ts , ma jor proces sing steps to
be accomp l ished, and the re la t ionships between var ious steps o f the prob-
lem so lv ing rout ine; plans the fu l l range o f program ming act ions heeded
to e f f ic ient ly ut i l i ze the computer system in achieving d esired end products.
At this lev el , program ming is di f f i cul t because computer equip-
ment must be organized to produce seve ra l interre la ted but divers e prod-
ucts fro m numerous and diverse data e lements. A w ide va r iety and ex-
tensive number o f interna l proces sing actions must occur . This requiressuch actions as deve lopme nt of com mon ope rations w hich can be re -
used, establishme nt of linkage points between operation s, adjustments to
data when progra m requiremen ts exceed com puter storage cap aci ty , and
substantial manipulation and resequencing o f data elements to form a
highly integrated program.
May provide funct ional di rect ion to lower leve l progra m me rs who
are assigned to assist .
Class B . Works independently or under only genera l di rect ion on
relat iv e ly s imple program s, or on s imple 'Segments o f com plex progra m s.
Prog ram s (or segme nts) usual ly proces s information to produce data in two
or three v ar ied sequences or forma ts. Reports and l ist ings are produced by
ref in ing, adapt ing, arra ying, or making minor addi t ions to or delet ions frominput data which are readi ly ava i lable . Whi le numerous reco rds may be
proce ssed, the data have been ref ined in pr ior act ions so that the ac curacy
and sequencing of data can be tested by using a few routine check s. Ty pic ally ,
the program dea ls wi th rout ine recordkeeping operat ions.
O R
Works on comp lex program s (as descr ibed for c lass A) under
c l o se d i r ec t ion o f a h i gher l eve l prog ram me r o r superv i so r . May ass is t
higher lev el progra m me r by independently per form ing less di f f i cul t tasks
assigned, and per form ing mo re di f f i cul t tasks under fa i r ly c lose direct ion.
ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 33/39
Th is c la ss if ic a ti o n ex cl ud es re p a ir e rs o f such stan da rd e le c tr on icequipment as common offic e m achines and household radio and telev ision
sets; product ion assem blers and testers; wo rkers whose pr ima ry duty is
serv ic ing e lectronic test instruments; technic ians who have adm inistrat ive
or supe rvisory respons ibi l ity ; and dra fte rs, designers, and pro fession al
engineers.
Posi t ions are c lassi f ied into lev els on the basis o f the fo l lowing
definitions:
Class A . App lies advanced techn ical knowledge to solve unusually
complex problems ( i .e . , those that typica l ly cannot be so lved so le ly by
reference to manufacturers ' manuals or s im i lar documents) in working on
elect ron ic equipment. Exam ples of such prob lems include location and
densi ty o f c i rcui try , e lectroma gnet ic radiat ion, iso la t ing mal funct ions, and
frequent engine ering changes. Work involve s: A detailed understanding of
the interre la t ionships o f c i rcui ts ; exerc is ing independent judgment in per-
forming such tasks as making c i rcui t a nalyses, ca lculating wave form s,
tracing relationships in signal flow; and regu larly using comp lex test in-
struments (e .g . , dual trace o sci l loscope s, Qm eters, deviat ion m eters,
pulse generators ) .
Work may be reviewed by su pervisor ( frequently an engineer or
designe r ) for genera l compl iance wi th accepted pract ices . May provide
technica l guidance to lowe r le vel technic ians.
Class B. Appl ies comprehensive technica l knowledge to so lve c om-plex problem s ( i .e . , those that typica l ly can be so lved so le ly by prop er ly
interpret ing man ufacturers ' manuals or s im i lar documents) in working on
electronic equipment. Work invo lves: A fam i l iar i ty wi th the interre la t ion -
ships of circuits; and judgment in determ ining work sequence and in selecting
tools and testing instrum ents, usually less com plex than those used by the
class A technician.
Maintenance, Toolroom, and PowerplantM A I N T E N A N C E C A R P E N T E R
Pe r form s the ca rpentry duties necessa ry to construct and mainta in
in good repair building woodwork and equipment such as bins, cribs, counters,
benches, part i t ions, doors, f loors , sta i rs , c asings, and tr im made o f wood
in an establishm ent. Wo rk involves most of the fol lowin g: Planning andlaying out o f work from bluepr ints, drawings, mod els , or verba l instruct ions;
using a va riety of ca rpen ter 's handtools, portable p owe r tools , and standard
mea suring instrum ents; making stand ard shop computations rela ting to
dimensions o f work; and select ing mater ia ls neces sary fo r the work. In
genera l , the w ork o f the maintenance carpenter requires rounded tra ining
and exper ience usual ly a cquired through a form al apprent iceship or equiva lent
training and experience.
M A I N T E N A N C E E L E C T R I C I A N
Pe r form s a var iety o f e lec tr ica l trad e funct ions such as the in-
sta l la t ion, maintenance, or rep a ir o f equipment for the generat ion, distr i -
but ion, or ut i l i za t ion o f e le ctr ic energy in an establ ishment. Work invo lves
most o f the fo l lowing: Insta l l ing or repa ir ing any o f a var iety o f e lectr ic a l
Rece ives technica l guidance, as required, from s upervisor or higher
leve l technic ian, and work is rev iewed for sp eci f ic compl iance wi th accepted
pract ices and work assignments. May provide technica l guidance to lower
level technic ians.
Class C. Appl ies working technica l knowledge to per form simple or
routine tasks in work ing on elec tron ic equipment, fol lowing deta iled in-
structions which cover v i r tua l ly a l l procedures. Work typica l ly invo lves such
tasks as: Assist ing higher lev el technic ians by per form ing such act iv i t ies as
replacing components, w ir ing c i rcui ts , and taking test readings; repa ir ing
simp le electr on ic equipment; and using tools and common test instruments
(e .g . , mu lt imeters, audio s ignal generators, tube teste rs, osc i l loscopes ) . Isnot required to be fam i l iar wi th the interre la t ionships o f c i rcui ts . This
knowledge, how ever , may be acquired through assignments designed to in-
crea se com petence ( including class room trainin g) so that wo rke r can advance
to higher lev el technic ian.
Rec eives technica l guidance, as required, fro m su pervisor or higher
lev el technician. Work is typ ically spot checked, but is given detailed
review when new or advanced assignments are invo lved.
REG IS T ERED IN D U S T R IA L N U RSE
A reg istered nurse who g ives nursing serv ic e under genera l med ica l
direct ion to i l l or in jured employees or other persons who become i l l or
suffer an accident on the prem ises o f a factory or other establ ishment.
Duties invo lve a combination of the fol low ing: Giving firs t aid to the i l l orinjured; attending to subsequent dress ing of em ploy ees ' injuries ; keeping
records o f pat ients treated; p repar ing a ccident reports for compensat ion orother purpos es; a ssisting in phy sical exam inations and health evaluations of
applicants and em ployee s; and planning and carryin g out progra m s in volving
health education, accident preve ntion, evaluation of plant environm ent, or
other act iv i t ies a ffect ing the hea l th, w el fare, and sa fety o f a l l personnel .
Nursing supervisors or head nurses in establ ishments employing m ore than
one nurse are excluded.
M A IN T EN A N C E ELEC T R IC IA N — C on tin ue d
equipment such as genera tors, trans form ers, switchboards, contro l lers,
c i rcui t break ers, mo tors, heat ing uni ts , conduit sys tems, or other trans -
mission equipment; working from bluepr ints, drawings, layouts, or other
speci f icat ions; locat ing and diagnosing trouble in the e lectr ica l system orequipment; workin g standard com putations relating to load requirem ents of
wir ing or e lec tr ica l equipment; and using a var iety o f e lectr ic ian 's handtoo ls
and mea suring and testing instrumen ts. In gen eral, the work of the main-
tenance e lec tr ic ian requires rounded tra ining and exper ience usual ly acquired
through a form al apprent iceship or equiva lent tra ining and exp er ience.
M A I N T E N A N C E P A I N T E R
Paints and rede cora tes w alls , woodwo rk, and fixtures o f am estab -
l ishment. Work invo lves the fo l lowing: Knowledge o f sur face pecu l iar i t ies
and types o f pa int req uired for di f ferent appl icat ions; prepar ing sur face fo r
painting by rem oving old fin ish or by placing putty or fi l le r in nail holes
MAINTENANCE PAINTER— Continued
and inter stice s; and applying paint with spray gun or brush. May mix colo rs,
MAINTENANCE PIPEFITTER
Insta l ls or repa irs water , steam, gas, or other types of pipe and
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 34/39
and inter stice s; and applying paint with spray gun or brush. May mix colo rs,
oils , white lead, and other paint ingredien ts to obtain prop er co lor or con-
sistency. In gen eral, the work o f the maintenance pa inter requ ires rounded
tra ining and exper ience usual ly acquired through a form al apprent iceship or
equivalent training and experience.
M A IN T EN A N C E M A C H IN IS T
Produces replacement parts and new parts in making repa irs o f
meta l parts o f m echanica l equipment operated in an establ ishment. Work in-
vo lves m ost o f the fo l lowing: Interpret ing wr i t ten instruct ions and sp eci f ica-
tions; planning and laying out of work; using a va riety of ma chinist's handtools
and prec ision mea suring instrume nts; setting up and operating standard
machine too ls ; shaping o f meta l parts to c lose to leran ces; m aking standard
shop computations relating to dimensions of wo rk, too ling, fe eds , and speeds
of machining; knowledge o f the working prope rt ies o f the common meta ls ;
se lect ing standard m ater ia ls , parts , and equipment required for this work;
and fitting and assem bling parts into mec han ical equipment. In genera l, the
ma chinist 's work norma l ly requires a rounded tra ining in machineshop
pract ice usual ly acquired through a form al apprent iceship or equiva lent
tra ining and exper ience.
M A IN T E N A N C E M EC H A N IC ( M A C H IN ERY )
Repa irs m achinery or m echanica l equipment o f an establ ishment.
Work invo lves most o f the fo l low ing: Examining machines and mechanica l
equipment to diagnose source of troub le; disman tling or partly disman tling
mach ines and perf orm ing rep airs that mainly involve the use of handtools inscraping and f i t t ing parts; replacing broken or defect ive parts wi th i tems
obta ined from stock; order ing the product ion o f a replacement part by a
machine shop or sending the machine to a machine shop for major repa irs;
prepar ing wr i t ten speci f icat ions for m ajor rep a irs or fo r the product ion o f
parts ord ered from machine shops; reassem bl ing machines; and making a l l
neces sary adjustments for operat ion. In gene ra l , the work o f a machinery
maintenance m echanic requ ires rounded training and exp erience usually
acquired through a form al apprent iceship o r equiva lent tra ining and ex-
per ience. Excluded from this c lassi f icat ion are workers whose pr im ary
duties involve setting up or adjusting machines.
M A IN T EN A N C E M EC H A N IC (M O T O R V EH IC LE )
Repa irs automobi les, buses, m otortrucks, and tractors o f an estab-l ishment. Work invo lves most o f the fo l lowing: Examining automotive
equipment to diagnose source of trouble; d isassem bling equipment and p er -
form ing repa irs that involve the use of such handtools as wren ches , gauges ,
dr i l l s , or specia l i zed equipment in disassembl ing or f i t t ing parts; replacing
broken or d efect ive parts fro m stock; gr inding and adjust ing va lve s; re -
assem bling and install ing the various asse mb lies in the vehicle and making
nec essa ry adjustments; and aligning whee ls, adjusting brakes and l ights, or
tightening body bolts. In gen era l, the work of the m otor vehicle m aintenance
mech anic requ ires rounded training and experie nce usually acqu ired through
a forma l apprent iceship or equiva lent tra ining and exper ience.
Th is c la ss if ic a ti on do es no t in clud e m ec han ic s who re p a ir cu st om er s'
vehic les in automobi le repa ir shops.
Insta l ls or repa irs water , steam, gas, or other types o f pipe and
pipefittings in an establishm ent. Work involves most of the fol low ing: Laying
out work and mea suring to locate position of pipe from draw ings or other
wr i t ten speci f icat ions; cutt ing var ious s izes o f pipe to correct lengths wi th
chisel and ha mm er or oxyacety lene torch o r pipecutt ing machines; threading
pipe with stocKs and dies; bending pipe by handd riven or po we rdriv en
mach ines; a ssem bling pipe with couplings and fastening pipe to hangers;
mak ing standard shop computations relating to pres su res, flow , and size of
pipe requ ired; and making standard tests to determ ine whether finished p ipes
meet speci f icat ions. In gene ra l , the work o f the maintenance pipefi t ter
requ ires rounded training and experien ce usu ally acquired through a forma l
apprent iceship or equiva lent tra ining and exper ience. Workers pr ima r i ly
engaged in in stall ing and repairin g b uilding sanitation or heating systems
are excluded.
M A I N T E N A N C E S H E E T M E T A L W O R K ER
Fab r icates, insta l ls , and mainta ins in good repa ir the sheetm eta l
equipment and fixtures (such as machine guards, grea se pans, shelves,
locke rs, tanks, vent i la tors, chutes, ducts, me ta l roo fing ) o f an establ ishment.
Work invo lves mos t of the fol lowing : Planning and laying out all types of
sheetm eta l maintenance work from bluepr ints, models , or other sp eci f ica-
tions; setting up and operating all a vailab le types of sh eetm etal working
mach ines; using a va riety of handtools in cutting, bending, form ing, shaping,
fitting, and assem bling; and install ing she etm etal articles as required. In
genera l , the work o f the maintenance s heetm eta l worke r requ ires rounded
training and experien ce usually acquired through a form al a pprenticeship or
equivalent training and experience.
M I L L W R I G H T
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
requ ired. Work involves m ost of the fol low ing: Planning and laying out work;
interpret ing bluepr ints or other sp eci f icat ions; using a var iety o f handtools
and rigging ; making standard shop computations relating to stres ses , strength
of m ate rials, and centers of gravity ; al igning and balancing equipment;
selectin g standard tools , eq uipment, and parts to be used; and install ing and
maintaining in good ord er pow er trans m ission equipment such as drive s and
speed reducers. In genera l , the m i l lwr ight 's work norma l ly requires a
rounded training and exp erience in the trade ac quired through a form al
apprenticeship or equivalent training and experience.
M A I N T E N A N C E T R A D E S H E L P E R
Assists one or more work ers in the skil led maintenance trade s, by
per form ing speci f ic or ge nera l dut ies o f les ser ski l l , such as keeping a
work er suppl ied wi th mater ia ls and too ls ; c leaning working area , machine,
and equipment; ass isting journeym an by holding ma terials o r tools; and
per form ing other unskil led tasks as directed by journeyman. The kind o f
work the helper is perm itted to per fo rm var ies from trade to trade: In
some trades the helper is confined to supplying, l i fting , and holding m ateria ls
and tools, and deeming work ing a reas; and in others he is perm itted to
per fo rm specia l i zed machine operat ions, or parts o f a trade that are a lso
per form ed by work ers on a fu l l t ime ba sis .
MACHINE-TOOL OPERATOR (TOOLROOM)
Spe cia l i zes in operat ing one or mo re than one type o f machine
TOO L AND DIE MAKER — Continued
setting up and operating variou s machine tools and related equipment; using
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 35/39
too l (e .g . , j ig bore r , gr inding machine, engine la ther , m i l l ing machine) to
machine meta l fo r use in making or mainta ining j ig s, f ix tures, cutting too ls ,
gauges, or m eta l dies or molds used in shaping or forming m eta l or
nonm eta l l ic m ater ia l (e .g . , plast ic , plaste r , rubber , g lass) . Work typica l ly
invo lves: Planning and per forming di f f i cul t machining operat ions which
requ ire com plicated setups or a high degre e of accurac y; setting up machine
tool or tools (e .g., insta ll cutting tools and adjust guides, stops, work ing
tab les, and other co ntrols to handle the siz e of stock to be machined;
determine prop er feeds, speeds, too l ing, and operat ion sequence or se lect
those presc r ibed in drawings, bluepr ints, or layouts) ; using a var iet y o f
precis ion measur ing instruments; making nec essary adjustments during
machining operat ion to achieve requis i te dimensions to ver y c lose to leran ces.
Ma y be require d to select pro per coolants and cutting and lubricating o ils,
to recog nize when tools need dressin g, and to dress tools. In gen eral, the
work o f a machinetoo l opera tor ( too lroom ) at the ski l l l eve l ca l led for in
this c las si f icat ion requires extensive knowledge o f machineshop and too l -
room pract ice usual ly acquired through con siderable onthe job tra ining and
exper i ence .
Fo r cross ind ustry wage study purposes, this c lassi f icat ion does not
include m achinetoo l ope rators ( too lroom) employed in too l and die jobbing
shops.
T O O L AN D DI E M A K E R
Constructs and repa irs j igs , f ix tu res, cutting too ls , gauges, or
meta l dies or molds used in shaping or forming m eta l or nonmeta l l ic
m ater ia l (e .g . , plast ic , plaste r , rubber , g lass) . Work typica l ly invo lves:P l a n n i n g and lay ing out work according to mod els , bluepr ints, drawings, or
other wr i t ten or ora l speci f icat ions; understanding the working prop ert ies o f
common meta ls and a l loys; se lect ing appropr iate ma ter ia ls , too ls , and
proce sses required to complete task; making necessa ry shop computations;
Material Movement and Custodial
T R U C K D R IV E R
Drives a truck wi thin a c i ty or industr ia l area to transport
m ater ia ls , mercha ndise, equipment, or workers between var ious types o f
establishm ents such as: Manu facturing plants, freigh t depots, ware hous es,
wholesa le and reta i l establ ishments, or between reta i l establ ishments and
custom ers ' houses or places o f b usiness. May a lso load or unload truckwith or wi thout helpe rs, make minor mechanica l repa irs , and keep truck in
good working order . Sa lesroute and over thero ad d r ivers a re excluded.
Fo r wage study purposes, truck dr ivers are c la ssi f ied by type and
rated capacity of truck, as fol lows :
T ru ck d r iv e r , lig ht truc k
(straigh t truck, under (IV 2 tons, usually 4 wh eels)
T ru ck d ri ve r , m ed iu m truck
(stra ight truck, IV2 to 4 tons inclusive , usually 6 wh eels)
T ru ck d ri ve r , he avy truck
(straight truck, ove r 4 tons, usually 10 wh eels)
T ru ck d r iv e r , t r a c to r t r a il e r
var ious too l and die make r 's handtoo ls and p recis ion measur ing instruments;
working to ver y c lose to lerance s; heattreat ing m eta l parts and f in ished tools
and dies to achieve requ ired qua lities; fitting and assem bling parts to p re-
scr ibed to lerances and a l lowances. In genera l , the too l and die ma ker 's
work requires rounded tra ining in machineshop and too lroom pra ct ice
usually acqu ired through form al apprenticeship or equivalent training and
exper ience.
Fo r cross ind ustry wage study purposes, this c lassi f icat ion does not
include too l and die makers who (1) are employ ed in tool and die jobbing
shops or (2) produce forgin g dies (die sink ers).
S T A T IO N A RY EN G IN EER
Ope rates and maintains and may also s upe rvise the opera tion of
stationary engines and equipment (mech anica l or ele ctr ica l) to supply the
establ ishment in which employed wi th pow er , heat , r e fr igera t ion, or a i r
conditioning. Work involve s: Ope rating and maintaining equipment such as
steam engines, a i r comp ressors , ge nerato rs, mo tors, turbines, vent i la t ing
and refr igera t ing equipment, steam b oi lers and bo i ler fe d water pumps;
making equipment repa irs; and keeping a record o f operat ion o f m achinery,
tem pera ture, and fuel consumption. May also sup ervise these operation s.
Head or chie f engineers in establ ishments em ploying m ore than one engineer
are excluded.
B O I L E R T E N D E R
Fire s stat ionary bo i lers to furnish the establ ishment in which em -
ployed with heat, powe r, or steam. Feed s fuels to fire by hand or
operates a mecha nica l stoke r , gas, or o i l burner ; and checks wa ter and
safety va lves . May c lean, o i l , or a ssist in repa ir ing bo i lerro om equipment.
S H IP P ER A N D REC EIV ER
Pe r form s c ler ic a l and physica l tasks in connect ion wi th shipping
goods of the establishm ent in which employed and receiving incoming
shipments. In per form ing daytoda y, routine tasks, fo l lows establ ished
guidelines. In handling unusual nonroutine prob lem s, rec eive s spec ific guid-
ance from su pervisor or other o ff ic ia ls . May direc t and coordinate theact ivities of othe r wo rke rs engaged in handling goods to be shipped or be ing
r ece i ved .
Shippers typica l ly are responsible fo r most o f the fo l lowing:
Ve r i fy ing that orde rs are accurate ly f i l l ed by comp ar ing i tems and quantit ies
of goods gathered for shipm ent against documents; insuring that shipments
are proper ly packaged, ident i f ied wi th shipping informa tion, and loaded into
transport ing vehic les; prepar ing and keeping record s o f goods shipped, e .g . ,
ma ni fests , b i l l s o f lading.
Re ceive rs typ ica l ly are responsible for most o f the fo l lowing:
Ve r i fy ing the correctnes s o f incoming shipments by compar ing i tem s and
quanti ties unloaded aga inst bi l ls o f lading, inv o ices, ma ni fests , storage
SHIPPER AND RECEIVER— Continued
i t th d h ki f d d d i i th t t i l h di i t l t i d t t i
MATERIAL HANDLING LABORER— Continued
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 36/39
rece ipts, or other reco rds ; checking for damaged goods; insuring that
goods are app ropria tely identified for routing to departments within theestabl ishment; prepar ing and keeping records o f goods received .
For wage study purposes, work ers are c lassi f ied as fo l lows:
Shipper
Re c e i v e r
Shipper and receiver
W A REH O U S EM A N
As directed, per form s a var iety o f w arehousing duties which require
an understanding of the establishm ent's storage plan. Work involves m ost
o f the fo l lowing: Ver i fy in g ma ter ia ls (or merch andise) aga inst receiv ing
documents, noting and reporting discrep anc ies and obvious dam ages; routing
m ater ia ls to presc r ibed storage locat ions; stor ing, stacking, or pa l let i z ingm ater ia ls in accordance wi th presc r ibed s torage methods; rearranging and
taking inventory o f stored ma ter ia ls ; examining stored m ater ia ls and re -
port ing deter iorat ion and damage; removing mate r ia l from storage and
prepar ing i t for shipment. May operate hand or power trucks in per forming
warehousing duties.
Exclude work ers whose prim ary duties involve shipping and re -
ceiv ing work (see Shipper and Receiver and Shipping Packer ) , order f i l l ing
( see Order F i l l e r ) , o r opera t ing power trucks ( see Powe r Truck Opera to r ).
O R D E R F IL L E R
Fi l ls shipping o r trans fer o rders for f in ished goods from stored
merchandise in accordance wi th speci f icat ions on sa les s l ips, custom ers '
ord ers , or other instructions. May, in addition to fi l l ing ord ers and indicatingi tems f i l l ed or om itted, keep records o f outgo ing orde rs, requ is i tion addi-
t iona l stock or report short supplies to su pervisor , and per form other re la ted
duties.
S H IP P IN G P A C KER
Prep ares f in ished products for shipment or storage by placing them
in shipping con tainers, the sp ecific op erations perf orm ed being dependent
upon the type, size , and number of units to be packed, the type of c ontainer
em ployed, and method of shipment. Work re qu ires the placing of items in
shipping containers and may involve one or mor e of the fol low ing: Know ledge
of var ious i tems o f stock in ord er to ver i fy content; se lect ion o f appropr iate
type and size of container; inse rting enclos ures in container; using ex ce lsior
or other m ater ia l to prevent breaka ge or damage; c los ing and sea l ing
container; and applying labels or e ntering identifying data on container.
Pac kers who a lso make wooden boxes or crates are excluded.
M A T E R I A L H A N D L IN G L A B O R E R
A work er employed in a warehouse, manufactur ing plant, store, or
other establishmen t whose duties involve one or m ore of the fol lowin g:
Loading and unloading various m ateria ls and merch and ise on or from freigh t
cars, trucks, or other transport ing d evices; unpacking, shelv ing, or placing
ma ter ia ls or merchandise in prop er storage locat ion; and transport ing
ma ter ia ls or merchandise by handtruck, ca r , or wheelbarrow. Longshore
wo rke rs, who load and unload ships, are exclude d.
P O W E R T R U C K O P E R A T O R
Operates a manual ly contro l led gaso l ine or e lectr icpow ered truck
or tra cto r to transp ort goods and m ate rials of a l l kinds about a wareh ouse,
manufacturing plant, o r other establishm ent.
Fo r wage study purposes, workers are c lassi f ied by type o f pow er
truck, as fol lows :
Fo rk l i f t opera to r
Pow ertruc k operator (o ther than fork l i ft )
GUARD
Protec ts prop erty from theft or damage, or persons from hazards
or interfere nc e. Duties involve ser ving at a fixed post, making round? onfoot or by motor veh ic le , or escort ing persons or property . May be deputized
to make arres ts. May a lso help v is i tors and customers by answer ing
questions and giving directions.
Guards employed by establ ishments which provide protect ive s er -
vices on a contract basis are included in this occupation.
Fo r wage study purposes, guards are c lassi f ied as fo l lows:
Guard A
Enforces regulations designed to prevent breaches o f secur ity .
Ex ercis es judgm ent and uses discretio n in dealing with em ergen cies and
secu rity violations encountered. Determ ines whether firs t response should
be to interven e d irectly (asking for assistance when deemed nec essa ry and
time allow s), to keep situation under su rveil lan ce, o r to report situation
so that it can be handled by approp riate authority. Duties re qu ire spe-
cializ ed training in methods and techniques of protectin g se curity areas.
Com monly, the guard is required to dem onstrate continuing physical fitness
and pro fic iency wi th f i rearm s or other sp ecia l weapons.
Guard B
Ca rr ies out instruct ions pr im ar i ly or iented toward insur ing that
emerge ncies and secur i ty v io la t ions are readi ly disco vered and reported to
approp riate authority. Interven es direc tly only in situations which require
minim al action to sa feguard property or persons. Duties require minimaltraining. Com monly, the guard is not requ ired to demonstrate phy sical
f i tness. May be armed, but genera l ly is not required to demonstrate
pro fic iency in the use o f f irearm s or sp ecia l weapons.
JA N IT O R , P O R T E R , O R C LE A N E R
Cleans and keeps in an orde rly condition factory w orking areas and
washroom s, or prem ises o f an o ff ice , apartment house, or com me rcia l or
other establishmen t. Duties involve a combination of the fol low ing: Sweeping,
mopping or scrubbing, and polishing floors ; rem oving chips, trash, and other
refuse; dusting equipment, furn iture, or fixture s; polishing metal fixtures or
trimm ings ; prov iding supplies and min or maintenance servic es; and cleaning
lava tor ies, showers, and restroom s. Wo rkers who specia l i ze in window
washing are excluded.
Service Contract
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 37/39
Act Surveys Th e fo ll ow in g a re as are su r-
veyed period ical ly for use in admin-istering the Serv ice C ontract Actof 1965. Surve y results are pub-l ished in re leases which are ava i la-ble, at no cost, while supp lies last
from any o f the BLS reg ional o f f i cesshown on the back cover.
A laska (statewide)Albany, Ga.Alexandria, La.Alpena, Standish, and
Taw as C it y, M ich .Ashev i l l e , N .C .Atlantic City, N.J.Augu sta, Ga .—S.C.Austin, Tex.Bakersf ie ld, Cal i f .Baton Rouge, La.Batt le Creek , M ich.
Beaumont—Por t Arth urOrange, Tex .B iloxi—Gu lfpor t and
Pascagoula, Miss.Bremerton, Wash.Bridgeport , Norwalk, and
Stamford, Conn.Brunswick, Ga.
Cedar Rapids, IowaCha mpa ign—Urba na—Ra ntou l, 111.Charleston, S.C.Cheyenne, Wyo.C lark svil le—Ho pkin svil le, Tenn.—Ky.Colorado Springs, Co lo .
Columbia, S.C.Columbus, Miss.
Crane, Ind.De ca tur , 111.Des Moines, IowaDothan, Ala.Duluth—Su pe rio r, Minn.—W is.El Paso, Tex ., and Alam ogordo—Las
Cruces, N. Mex.Eugene—Sp ringfie ld and M edfordr
Klamath Fa l ls—Grants Pass— Roseburg, Oreg.
Faye t t ev i l l e , N .C .Fi tchburg—Le om inste r, Mass.
Fo rt R iley —Junction City, Kans.
Fo rt Smith, A rk. —Okla.Fo rt Wayne, Ind.Fre derick —Hagerstown—
Cha mber sburg, Md.—Pa.Gadsden and Anniston, Ala.
Goldsboro , N.C . 'Grand Island—Ha stings, N ebr.Guam, T e rr i t o ry o fHa rrisbu rg—Lebanon, Pa.La Crosse , W i s .Laredo , Tex .Lawton, Okla.Lexington—Fay ette, Ky.Lima, OhioLogan sport— Peru , Ind.Lo w er Ea stern Shore, Md.—Va.—Del.Macon, Ga.Madison, Wis.Maine (statewide)M cAllen —Ph arr —Edinburg and
B r owns vi l le —Har lingen— San Benito, Tex.Meridian, Miss.Middlesex, Monmouth, and
Ocean Cos., N.J.Mobi le and Pensaco la, A la.—Fla.Montana (statewide)Na shv il le—Davidson, Tenn.New BernrJacksonvi ll e , N.C.New Hampshire (statewide)New London—No rw ich , Conn.—R.I.
North Dakota (statewide)No rthern New Yo rkOrlando, Fla.Oxnard—Sim i Valley —Ventura, Ca li f.Phoenix , Ariz .
Pine Bluff, Ark .Pueblo, Colo.Puerto RicoRa leigh—Durham, N.C.Reno, Nev.Rive rs ide—San B ernardino—
Ontario , Cal i f .Salina, Kans.Salina sSea side—Mo nterey , Cali f.Sandusky, Ohio
Santa B arba ra—Santa M aria— Lompoc, Cal i f .
Savannah, Ga.
Selma, A la.ShermanDenison, Tex .Shreveport , La.South Dakota (statewide)Southern Idaho
Southwestern V irg in iaSp rin gfield , 111.Sp ringfield—Chicopee—Holyoke,
M ass .—Conn.Stockton, Cali f. Taco m a, Wa sh . Ta m pa —St. P et e rs b u rg , F la . Top ek a, Kans . Tu ls a , Ok la.Upper Peninsu la, Mich.V allejo —Fa irfield —Napa, Cali f.Vermont (statewide)Vir gin Islands of the U.S.Waco and Ki l l een—Tem ple, Tex .Wa terloo—Cedar Fa l ls , Iowa
West Texas PlainsWest Virg in ia (statewide)W ilmin gton , De l.—N.J .—Md.Yakim a, R ichland—Kennew ick, and
Wa lla Walla—Pendleton,Wash .—Or eg.
A L S O A V A I L A B L E —
An annual report on salaries foraccountants, auditors, chief account-ants, attorneys, job analysts , di rec -tors o f personnel , buyers, chem ists ,
engineers, engineering technic ians,dra f t e rs , and c l e r i ca l employeesis avai lable . Order as BLS Bul le-t in 1931, Nat ional Survey o f P ro -fess ional , Adm inistrat ive , Technicaland C ler ica l Pay, Ma rch 1976, $1.35a copy, from any o f the BLS re -gional sales office s shown on theback cover, or from the Superin-tendent of Documents, U.S. Go vern -ment P rint ing Off ice , Washington,D.C. 20402.
Area Wage
S
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 38/39
Surveys
A l ist o f the latest bullet ins avai lable is presented below. Bul let insmay be purchased from any o f the BLS reg ional o f f i ces shown on the backcove r, or from the Superintendent o f Documents, U.S. Government Print ingOf fice, Washington, D .C. 20402. Make checks payable to Superintendent ofDocuments. A di rec tory o f occupational wage surveys, covering the years1950 through 1975, is available on request.
Bulletin numberArea and pr i ce *
Akr on, Ohio, D ec. 1976 1 _________________________________________ 1900-76, 85 centsAlbany—Schenectady—Tr oy , N .Y., Sept. 1976 _________________ 1900-59, 55 centsAnah eim—Santa Ana—Gar den Gr ove ,
C ali f., Oct. 1976 ___________________ _ ______________________________ 19 00 -67 , 75 ce ntsAt la nt a, G a ., Ma y 1977 ___________________________________________ 19 50-1 7, $1 .20Ba ltim ore , M d., Aug . 1976 _ ______________________________________ 19 00 -52, 85 ce nts
B il l ings, M ont., July 1976 _______________________________________ 1900-39, 55 centsBi rm ing ha m , A la ., M ar . 1977___________________________________ 1950 -8, 85 centsBoston, M ass ., Aug. 1976 _______________________________________ 1900-53, 85 centsBuffa lo, N.Y ., Oct. 1976 _________________________________________ 1900-70, 75 centsCanton, Ohio, Ma y 1977 1 ________________________________________ 1950-28, $1.10
Cha ttanooga , Term .—Ga ., Sept. 1976 ___________________________ 1900-57, 55 centsCh ica go , 111., M ay 1976 _______________________________ _ __________ 1900 -32, $ 1.05Cin cin na ti, Ohio —K y.—In d. , M ar . 1 976________________________ _ 1900-7, 75 centsCleveland, Ohio, Sept. 1976 _ _____________________________________ 19 00 -62 , 95 centsColumbus, Ohio, Oct. 1976 ______________________________________ 1900-68, 75 centsCorpus Ch risti , Te x., July 1977 1 ______________________________ 1950 -35, $ 1.00Dal las—For t Worth, T ex ., Oct. 1976 ___________________________ 1900-63, 85 centsDa venp ort—Roc k Island—M olin e, Iowa —111., Feb. 1977 1 _____ 1950-26, $1.10Dayton, Ohio, Dec. 1976 _________________________________________ 1900-78, 85 centsDaytona Beach, Fla ., Aug. 1976 ________________________________ 1900-45, 45 centsDen ver—Bo ulde r, Colo., Dec. 1976 _____________________________ 1900-73, 85 centsDetro i t , Mich., Mar. 1977 _______________________________________ 1950-13, $1.20Fre sno , C ali f., June 1977 _______________________________________ 1950-30, 70 centsG ai n es vil le, F la ., Sept. 1976 ____________________________________ 1900 -54, 45 centsGreen Bay, W is., July 1976 _________________________________ _ ___ 1900-37, 55 cents
Gre ens bor o—Wins ton-Salem —High Point,N .C ., A ug . 1 976 ___________________________________________________ 190 0-4 7, 65 cen ts
G ree nv il le—Spartanbu rg, S.C ., June 1977 ____ , _________________ 1950-33, 70 centsH ar tfo rd , C onn., M ar . 1977 ______________________________________ 1950 -9, 80 centsHouston, Tex ., Apr. 1976 ________________________________________ 1900-26, 85 centsHu nt svi lle, A la ., Fe b. 1977 1_____________________________________ 1950 -4, $1 .40
Ind ian ap olis , Ind ., Oct. 1976 _____________________________________ 1900 -58, 75 cents
Ja ck so n, M is s ., Jan . 1977 1 _____________________________________ 1950-2, $1.50 Jack so nv ill e, F la ., Dec . 1976 1__________________________________ 19 00 -80 , 85 ce ntsKansas City, M o.-K an s., Sept. 1976 1 _________________________ 1900-6 0, $ 1.05Los Ange les—Long Beach, C ali f., Oct. 1976 __________________ 1900-77, 85 centsLo uis vil le, K y.—Ind., Nov. 1976 ________________________________ _ 1900-69, 55 cents
A re a
M em ph is, Ten n.—A rk .—M is s. , Nov. 1976 1_____________________ M ia m i, F la ., O ct. 197 6___________________________________________
Milwaukee, Wis., Apr. 1977 ____________________________________ Min nea polis—St. Pa ul, M inn.—W is., Jan. 1977 ________________ Nas sau—Su ffo lk, N. Y ., June 1977 _______________________________ New ark, N.J., Jan 1977 __________________________________________ N ew Or le an s, L a ., Jan. 1977 1___________________________________ New Yo rk , N .Y . -N .J . , May 1977 ________________________________ Nor folk—Vir ginia Beach—Portsm outh, Va.—
N.C ., M ay 1977 ___________________________________________________ No rfolk—Vir ginia Bea ch—Portsm outh and
New port News—Hampton, Va .—N.C ., M ay 1977 _____________ Nor theas t Penn sylvania , Aug. 1976 ____________________________ Oklahoma City, Ok la., Aug. 1976 _______________________________ Om aha , N eb r. —Io w a, Oct . 197 6__________________________________ Pate rson —Clifton—Pa ssa ic, N.J., June 1977 __________________ Philad elphia, Pa .—N.J., Nov. 1976 1 ____________________________ Pittsburgh, Pa., Jan. 1977 ______________________________________
Port land, Maine, Dec. 19761 ___________________________________ Port land, Oreg.—Wash., May 1 9 7 7 1 ____________________________ Po ug hk eep sie , N .Y ., June 1977i_________________________________ Pough keepsie—Kingston—Newb urgh, N .Y ., June 1976 ____ , ___ Pr ovidenc e—Wa rwic k—Paw tucke t, R. I.—
M ass ., June 1977 1_______________________________________________ Richm ond, Va ., June 1977 1 _____________________________________ St. L ou is , M o.—111., Ma r. 1977 __________________________________ Sa cra m en to, C al if. , De c. 1976 __________________________________ Saginaw, Mich., Nov. 19761 _____________________________________ Salt Lake City—Ogden, Utah, Nov. 1976 _______________________ San An ton io, T e x ., M ay 1977 1___________________________________ San Diego , Ca l i f . , Nov. 1976 ____________________________________ San Fra nc isco—Oakland, Cali f., M ar. 19 77 ___________________
San Jose, Ca li f., M ar. 1977, _____________________________________
Seattle—Ev ere tt, Wash ., Jan 1977 1 _____________________________ South Bend, Ind., M ar. 1976 ___ _ ________________________________
Sy ra cu se , N .Y ., July 1976 _______________________________________ T o le d o, Oh io—M ic h ., M ay 1977__________________________________ T re n to n , N .J ., Sept. 19 76 ________________________________________ Wa shington, D .C. —Md .—V a ., M ar. 1977 _______________________
Wich ita, Ka ns., Ap r. 1977 1 _____________________________________
W orces ter, Ma ss., Apr. 1977 ______ _ ____________________________ Y or k , P a ., Fe b. 1977 _____________________________________________
* Prices are determined by the Government Printing Offic e and are subject te
1 Data on establishment practices and supplementary wage provisions are also
Bulletin numberand p rice *
1900-7 5, 85 cents
1900-66, 75 cents
1950-14 , $ 1.101950-3 , $ 1.60
1950-27 , $ 1.001950-7, $1.601950-5, $ 1.601950-31 , $ 1.20
1950-20) 70 cents
1950-21, 70 cents1900-4 3, 65 cents1900-4 2, 55 cents1900-6 1, 55 cents1950-34, 70 cents1900-6 4, $ 1.101950-1, $1.50
1900-7 2, 85 cents1950-32, $ 1.201950-25, 70 cents1900-5 5, 55 cents
1950-22 , $ 1.201950-2 3, $ 1.101950-10, $ 1.201900-71 , 55 cents1900-74, 75 cents1900-65 , 55 cents
1950-2 4, $ 1.101900-79 , 55 cents1950-2 9, $ 1.201950-1 9, $ 1.00
1950-12, $ 1 . 2 0
1900-5 , pp cents1900-44 , 55 cents
1950- 18, 80 cents1900-56 , 55 cents1950-11 , $ 1.20
1950-1 6, $ 1.101950-15, 70 cents1950-6, $1.10
i change,
presented.
U.S.DepartmentofLaborBureauofLaborStatisticsWashington D C 20212
PostageandFeesPaidU.S. Departmentof Labor
7/21/2019 bls_1950-35_1977.pdf
http://slidepdf.com/reader/full/bls1950-351977pdf 39/39
Washington,D.C. 20212
OfficialBusinessPenaltyforprivateuse,$300
Bureau of Labor Statist ics Regional Offices
Rag ion I
1603JFKFederalB uildingGovernmentCenterBoston,Mass.02203Phone: 223-6761 (AreaCode617)
Connecticut
MaineMassachusettsNewHampshireRhodeIslandVermont
Region V
9thFloor, 230S.DearbornSt.Chicago,III. 60604Phone: 353-1880 (AreaCode312)
IllinoisIndianaMichiganMinnesotaOhioWisconsin
Region II
Suite34001515BroadwayNewYork,N.Y. 10036Phone: 399-5406 (AreaCode212)
NewJersey
NewYorkPuertoRicoVirginIslands
Region VI
SecondFloor555GriffinSquareBuildingDallas,Tex.75202Phone: 749-3516 (AreaCode214)
ArkansasLouisianaNewMexicoOklahomaTexas
Regi on 111
3535MarketStreet,P.O.Box13309Philadelphia, Pa. 19101Phone: 596-1154 (AreaCode215)
Delaware
DistrictofColumbiaMarylandPennsylvaniaVirginiaWestVirginia
Regions VII and VIII
FederalOfficeBuilding911WalnutSt.,15thFloorKansasCity, Mo. 64106Phone : 374-2481(AreaCode816)
VII VIII
Iowa ColoradoKansas MontanaM is sour i Nor th DakotaNebraska South Dakota
Utah
Wyoming
ThirdClassMail
Lab-441
Region IV
Suite540>371 PeachtreeSt., N.E.Atlanta,Ga. 30309Phone:881-4418 (AreaCode404)
Alabama
FloridaGeorgiaKentuckyMississippiNorthCarolinaSouthCarolinaTennessee
Regions IX and X
450GoldenGateAve.Box36017SanFrancisco, Calif. 94102Phone:556-4678 (AreaCode415)
IX X
Arizona AlaskaCal ifornia IdahoHawaii OregonNevada Was hin gto n