bls_1530-84_1967.pdf

Bulletin No. 1530-84

The San Antonio, Texas, Metropolitan Area

June 1967

UNITED STATES DEPARTMENT OF LABOR

BUREAU 0̂ LABOR STATISTICS

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Area Wage Survey

The San Antonio, Texas, Metropolitan Area

June 1967

Bulletin No. 1530-84August 1967

UNITED STATES DEPARTMENT OF LABOR Willard Wirtz, Secretary

BUREAU OF LABOR STATISTICSArthur M. Ross, Commissioner

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402 - Price 25 cents


Preface

The Bureau of Labor Statistics program of annual occupational wage surveys in m etropolitan areas is d e signed to provide data on occupational earnings, and esta b lishm ent practices and supplem entary wage provisions. It yields detailed data by selected industry divisions for each of the areas studied, for geographic regions, and for the United States. A m ajor consideration in the program is the need for greater insight into (1) the movement of wages by occupational category and skill level, and (Z) the stru c ture and level of wages among areas and industry divisions.

At the end of each survey, an individual area b u lletin presents survey resu lts for each area studied. After com pletion of all of the individual area bulletins for a round of su rveys, a tw o-part sum m ary bulletin is issued. The fir s t part brings data for each of the m etropolitan areas studied into one bulletin. The second part presents inform ation which has been projected from individual m e tropolitan area data to relate to geographic regions and the United States.

E ig h ty -s ix areas currently are included in the program . Inform ation on occupational earnings is collected annually in each area. Inform ation on establishm ent p ra c tices and supplem entary wage provisions is obtained b ien n ially in m ost of the a reas.

This bulletin presents results of the survey in San Antonio, T e x ., in June 1967. The Standard M etro p olitan Statistical A rea , as defined by the Bureau of the Budget through A p ril 1966, con sists of Bexar and Guadalupe Counties. This study was conducted by the Bureau's r e gional office in Atlanta, G a., Brunswick A. Bagdon, D irector ; by J erry G. A d am s, under the direction of Jam es D. Garland. The study was under the general direction of Donald M . C ru se , A ssistan t Regional D irector for W ages and Industrial R elations.

Contents

Page

Introduction_________________________________________________________________________ 1Wage trends for selected occupational groups______________________________ 4

T a b les :

1. Establishm ents and w orkers within scope of survey andnumber studied__________________________________________________________ 3

2. Indexes of standard weekly sa laries and straigh t-tim ehourly earnings for selected occupational groups, andpercents of increase for selected periods___________________________ 4

A . Occupational earnin gs: *A -1 . Office occupations—m en and women____________________________ 6A -2 . P rofession al and technical occupations—men_________________ 8A -3 . O ffice, profession al, and technical occupations—

men and women com bined______________________________________ 9A -4 . Maintenance and powerplant occupations_____________________ 10A -5 . Custodial and m aterial m ovem ent occupations______________ 11

B. Establishm ent practices and supplem entary wage provision s:*B - l . M inim um entrance sa laries for women office w o rk ers____ 12B -2 . Shift d ifferen tia ls__________________________________________________ 12B -3 . Scheduled weekly h o u rs__________________________________________ 13B -4 . Paid holidays_______________________________________________________ 14B -5 . Paid vacation s______________________________________________________ 15B -6 . Health, insurance, and pension plans_________________________ 17B -7 . Health insurance benefits provided em ployees and

their dependents__________________________________________________ 18B -8 . Prem ium pay for overtim e w ork_______________________________ 19

Appendixes:A . Change in occupational description: S e c re ta ry _______________________ 21B. Occupational d escrip tion s_____ ____ 22

* N O TE : Sim ilar tabulations are available for otherareas. (See inside back cover.)

Union sca les , indicative of prevailing pay levels in the San Antonio area, are also available for building con struction; printing; lo ca l-tra n sit operating em ployees; and m otortruck d rivers , h elpers, and allied occupations.

iii


Area Wage Survey

The San Antonio, Tex., Metropolitan Area

IntroductionThis area is 1 of 86 in which the U .S . Departm ent of L abor's

Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide b a sis . In this area, data w ere obtained by personal v isits of Bureau field econom ists to rep resentative establishm ents within six broad industry divisions: Manufacturing; transportation, com m unication, and other public u tilities; w holesale trade; retail trade; finance, insurance, and real estate; and se r v ic e s . M ajor industry groups excluded from these studies are government operations and the construction and extractive industries. E stablishm ents having few er than a prescribed number of w orkers are om itted, because they tend to furnish insufficient em ploym ent in the occupations studied to w arrant inclusion. Separate tabulations are provided for each of the broad industry divisions which m eet publication criteria .

These surveys are conducted on a sample basis because of the u n n ecessary cost involved in surveying all establishm ents. To obtain optim um accuracy at m inimum cost, a greater proportion of large than of sm all establishm ents is studied. In combining the data, how ever, a ll establishm ents are given their appropriate weight. E s tim ates based on the establishm ents studied are presented, therefore, as relating to a ll establishm ents in the industry grouping and a rea , except for those below the m inim um size studied.

Occupations and Earnings * 3

The occupations selected for study are com m on to a variety of m anufacturing and nonmanufacturing industries, and are of the follow ing types: (1) O ffice clerica l; (2) professional and technical;(3) maintenance and powerplant; and (4) custodial and m aterial m ov em ent. Occupational c lassification is based on a uniform set of job descriptions designed to take account of interestab ishm ent variation in duties within the sam e job. The occupations selected for study are listed and described in appendix B. The earnings data following the job titles are for a ll industries combined. Earnings data for som e of the occupations listed and described , or for some industry divisions within occupations, are not presented in the A -s e r ie s tab les, because either (1) em ploym ent in the occupation is too sm all to provide enough data to m erit presentation, or (2) there is possibility of disclosu re of individual establishm ent data.

Occupational em ploym ent and earnings data are shown for fu ll-tim e w o rk ers, i. e. , those hired to work a regular weekly schedule in the given occupational classification . Earnings data exclude p re m ium pay for overtim e and for work on weekends, holidays, and late sh ifts. Nonproduction bonuses are excluded, but c o st-o f-liv in g

bonuses and incentive earnings are included. W here weekly hours are reported, as for office c le rica l occupations, reference is to the standard workweek (rounded to the nearest half hour) for which em ployees receive their regular straigh t-tim e sa laries (exclusive of pay for overtim e at regular a n d /or prem ium rates). Average weekly earnings for these occupations have been rounded to the nearest half dollar.

The averages presented reflect com posite, areawide e stim ates. Industries and establishm ents differ in pay level and job staffing and, thus, contribute differently to the estim ates for each job. The pay relationship obtainable from the averages may fail to reflect accurately the wage spread or differential m aintained among jobs in individual establishm ents. S im ilarly , differences in average pay levels for m en and women in any of the selected occupations should not be assum ed to reflect differences in pay treatm ent of the sexes within individual establishm ents. Other possible factors which may contribute to differences in pay for m en and wom en include: D ifferences in progression within established rate ran ges, since only the actual rates paid incumbents are collected ; and differences in specific duties perform ed, although the w orkers are appropriately classified within the sam e survey job description. Job descriptions used in classifyin g em ployees in these surveys are usually m ore generalized than those used in individual establishm ents and allow for minor differences among establishm ents in the specific duties perform ed.

Occupational em ploym ent estim ates represent the total in a ll establishm ents within the scope of the study and not the number actually surveyed. Because of differences in occupational structure among establish m en ts, the estim ates of occupational employment obtained from the sam ple of establishm ents studied serve only to indicate the relative im portance of the jobs studied. These differences in occupational structure do not m aterially affect the accuracy of the earnings data.

Establishm ent P ractices and Supplementary Wage Provisions

Inform ation is presented (in the B -s e r ie s tables) on selected establishm ent practices and supplementary wage provisions as they relate to plant and office w orkers. A dm in istrative, executive, and profession al em p loy ees, and force-accou n t construction w orkers who are utilized as a separate work force are excluded. "P la n t w o rk ers" include working forem en and a ll nonsupervisory w orkers (including lead- m en and trainees) engaged in nonoffice functions. "O ffice w o rk ers"

1


2

include working supervisors and nonsupervisory w orkers perform ing clerica l or related functions. Cafeteria w orkers and routem en are excluded in m anufacturing industries, but included in nonmanufacturing industries.

M inim um entrance sa laries for wom en office w orkers (table B -l ) relate only to the establishm ents visited. They are presented in term s of establishm ents with form al m inim um entrance salary policies.

Shift differential data (table B -2 ) are lim ited to plant w orkers in manufacturing industries. This inform ation is presented both in term s of (1) establishm ent policy, 1 presented in term s of total plant worker em ploym ent, and (2) effective practice, presented in term s of w orkers actually em ployed on the specified shift at the time of the survey. In establishm ents having varied d ifferen tials, the amount applying to a m ajority was used o r , if no amount applied to a m ajority , the c lassification "o th e r " was used. In establishm ents in which som e la te -sh ift hours are paid at norm al ra tes , a differential was recorded only if it applied to a m ajority of the shift hours.

The scheduled weekly hours (table B -3) of a m ajority of the fir s t-sh ift w orkers in an establishm ent are tabulated as applying to all of the plant or office w orkers of that establishm ent. Scheduled weekly hours are those which fu ll-tim e em ployees w ere expected to work, whether they were paid for at straigh t-tim e or overtim e rates.

Paid holidays; paid vacations; health, insurance, and pension plans; and prem ium pay for overtim e work (tables B -4 through B -8) are treated statistically on the basis that these are applicable to all plant or office w orkers if a m ajority of such w orkers are eligible or may eventually qualify for the practices listed. Sums of individual item s in tables B -2 through B -8 m ay not equal totals because of rounding.

Data on paid holidays (table B -4 ) are lim ited to data on h olidays granted annually on a form al b asis ; i. e. , (1) are provided forin written fo rm , or (2) have been established by custom . Holidays ordinarily granted are included even though they may fa ll on a nonworkday, even if the w orker is not granted another day off. The first part of the paid holidays table presents the number of whole and half holidays actually granted. The second part com bines whole and half holidays to show total holiday tim e .

The sum m ary of vacation plans (table B -5 ) is lim ited to fo r m al p o lic ies , excluding inform al arrangem ents whereby time off with pay is granted at the d iscretion of the em ployer. E stim ates exclude vacation-savings plans and those which offer "extend ed " or "sa b b a tic a l" benefits beyond basic plans to w orkers with qualifying lengths of service . Typical of such exclusions are plans in the steel, alum inum , and can industries. Separate estim ates are provided according to em ployer practice in computing vacation paym ents, such as tim e paym ents, percent of annual earnings, or fla t-su m am ounts. H ow ever, in

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

the tabulations of vacation pay, paym ents not on a tim e basis w ere converted to a time b asis; for exam ple, a paym ent of 2 percent of annual earnings was considered as the equivalent of 1 w eek 's pay.

Data are presented for a ll health, insurance, and pension plans (tables B -6 and B -7) for which at least a part of the cost is borne by the em ployer, excepting only legal requirem ents such as w orkm en's com pensation, social secu rity , and railroad retirem en t. Such plans include those underwritten by a com m ercia l insurance company and those provided through a union fund or paid directly by the em ployer out of current operating funds or from a fund set aside for this purpose. Selected health insurance benefits provided e m ployees and their dependents are a lso presented.

Sickness and accident insurance is lim ited to that type of insurance under which predeterm ined cash payments are made directly to the insured on a weekly or monthly basis during illn ess or accident disability. Information is presented for a ll such plans to which the em ployer contributes. H owever, in New York and New J ersey , which have enacted tem porary disability insurance laws which require e m ployer contributions, 2 3 plans are included only if the em ployer (1) contributes m ore than is legally required , or (2) provides the em ployee with benefits which exceed the requirem ents of the law. Tabulations of paid sick leave plans are lim ited to form al plans 3 which provide full pay or a proportion of the w o rk er 's pay during absence from work because of illn ess. Separate tabulations are presented according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either partial pay or a waiting period. In addition to the presentation of the proportions of w orkers who are provided sickness and accident insurance or paid sick leave, an unduplicated total is shown of w orkers who receive either or both types of benefits.

Catastrophe insurance, som etim es referred to as extended m edical insurance, includes those plans which are designed to protect em ployees in case of sickness and injury involving expenses beyond the norm al coverage of hospitalization, m ed ica l, and su rgical plans. M edical insurance refers to plans providing for com plete or partial payment of doctors' fees. Such plans m ay be underwritten by c o m m ercia l insurance companies or nonprofit organizations or they may be se lf-in su red . Tabulations of retirem en t pension plans are lim ited to those plans that provide monthly paym ents for the rem ainder of the w ork er's life.

Data on overtim e prem ium pay (table B -8 ) , the hours after which prem ium pay is received and the corresponding rate of pay, are presented by daily and weekly p rovision s. D aily overtim e refers to work in excess of a specified num ber of hours a day reg ard less of the number of hours worked on other days of the pay period. W eekly overtim e refers to work in excess of a specified number of hours per week regardless of the day on which it is perform ed, the number of hours per day, or number of days worked.

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

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


3

Table 1. E stablishm ents and w orkers within scope of survey and number studied in San Antonio, T e x . ,1 by m ajor industry d iv is io n ,2 June 1967

Industry division

M inimum em ployment in estab lish

ments in scope of study

Number of establishm ents W orkers in establishm ents

W ithin scope of study3 Studied

Within scope of studyStudied

T o ta l4Plant Office

Num ber P ercent T o ta l4

A ll d iv ision s____________ __________________________ 421 120 6 9 ,0 0 0 100 4 9 ,0 0 0 1 0 ,8 0 0 3 6 ,8 5 0

M anufacturing__________________________________________ 50 127 43 2 1 ,9 0 0 32 1 7 ,2 0 0 1 ,6 0 0 1 1 ,2 6 0N onm anufacturing_____________________________________ - 294 77 4 7 ,1 0 0 68 3 1 ,8 0 0 9, 200 2 5 ,5 9 0

T ran sportation , com m unication, andother public u tilities 5 --------------------------------------- 50 34 15 6, 900 10 4, 300 800 5, 070

W h olesale tra d e ___________________________________ 50 53 11 5, 500 8 (*) (6) 1, 330R etail tra de-------------------------------------------------------------- 50 n o 25 20, 900 30 ( ) ( ) 1 2 ,1 5 0F in ance, in suran ce, and rea l e s t a t e -------------- 50 43 11 6, 900 10 ( ) ( ) 3, 950S ervices 8 ___________________________________________ 50 54 15 6, 900 10 (6) (6) 3, 090

1 The San Antonio Standard M etropolitan Statistical A rea , as defined by the Bureau of the Budget through A p ril 1966, con sists of Bexar and Guadalupe Counties. The "w ork ers within scopeof study" estim ates shown in this table provide a reasonably accurate description of the size and com position of the labor force included in the survey. The estim ates are not intended, however,to serve as a basis of com parison with other em ploym ent indexes for the area to m easure em ploym ent trends or le vels since (1) planning of wage surveys requ ires the use of establishm ent datacom piled considerably in advance of the payroll period studied, and (2) sm all establishm ents are excluded from the scope of the survey.

2 The 1957 rev ise d edition of the Standard Industrial C lassification Manual and the 1963 Supplement were used in classifyin g establish m en ts by industry division.3 Includes a ll estab lish m en ts with total em ploym ent at or above the m inim um lim itation. A ll outlets (within the area) of com panies in such industries as trade, finance, auto repair service ,

and m otion picture theaters are considered as 1 establishm ent.4 Includes executive, p ro fessio n a l, and other w orkers excluded from the separate plant and office categories.5 T axicabs and se rv ic e s incidental to water transportation w ere excluded. San Antonio's e lec tr ic , gas, and transit sy stem s are m unicipally operated and are excluded by definition from

the scope of the study.6 This industry division is represented in estim ates for "a ll in du stries" and "nonm anufacturing" in the S eries A tables, and for "a l l in du stries" in the S eries B tables. Separate presentation

of data for this division is not m ade for one or m ore of the following reason s: (1) Em ploym ent in the division is too sm all to provide enough data to m erit separate stqdy, (2) the sam ple was not designed in itially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation , and (4) there is p ossib ility of d isclosu re of individual establishm ent data.

7 W ork ers fro m this entire industry division are represented in estim ates for "a l l in du stries" and "nonm anufacturing" in the Series A tables, but from the real estate portion only in estim ates for "a l l in d u strie s" in the Series B tables. Separate presentation of data for this division is not made for one or m ore of the reason s given in footnote 6 above.

8 H otels; person al se rv ic e s ; busin ess serv ic es ; automobile repair shops; motion p ictures; nonprofit m em ber ship organizations (excluding religious and charitable organizations); and engineering and architectu ral se r v ic e s .

About three-ten th s of the w orkers within scope of the survey in the San Antonio area were em ployed in m anufacturing firm s . The following table presen ts the m ajor industry groups and specific industries as a percent of all manufacturing:

Industry groups

Food products_____________________ 36A p p a re l-------------------------------------------- 14Printing and publishing__________ 9Stone, clay , and glass

p rodu cts__________________________ 8M achinery (except electrical) __ 6Fabricated m etal p rodu cts_____ 5

Specific industries

M eat products_____________________ 11Beverage in du stries--------------------- 6M en 's and boys' fu rn ish in g s___ 6Bakery products___________________ 5N ew spapers________________________ 5

This inform ation is based on estim ates of total em ploym ent derived from universe m aterials compiled prior to actual survey. Proportions in various industry d ivisions may differ from proportions based on the resu lts of the su rvey as shown in table 1 above.


4

Wage Trends for Selected Occupational Groups

P resented in table 2 are indexes and percentages of change in average sa laries of office c lerical w orkers and industrial n u rses, and in average earnings of selected plant w orker groups. The indexes are a m easure of wages at a given tim e, expressed as a percent of wages during the base period (date of the area survey conducted between July I960 and June 1961). Subtracting 100 from the index yields the percentage change in w ages from the base period to the date of the index. The percentages of change or in crease relate to wage changes between the indicated dates. These estim ates are m easures of change in averages for the area; they are not intended to m easure average pay changes in the establishm ents in the area.

Method of Computing

Each of the selected key occupations within an occupational group was assigned a weight based on its proportionate employm ent

in the occupational group. These constant weights reflect base year em ploym ents w herever p ossible . The average (mean) earnings for each occupation were m ultiplied by the occupation weight, and the products for all occupations in the group w ere totaled. The aggregates for 2 consecutive years w ere related by dividing the aggregate for the later year by the aggregate for the ea rlier y ear . The resultant relative, le ss 100 percent, shows the percentage change. The index is the product of multiplying the base year relative (100) by the relative for the next succeeding year and continuing to m ultiply (compound) each year*s relative by the previous y e a r 's index. A verage earnings for the following occupations w ere used in computing the wage trends:

Office clerical (men and women): Bookkeeping-machine operators,

class BClerks, accounting, classes

A and BClerks, file, classes

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

A and BOffice boys and girls

Office clerical (men and women)— Continued

Stenographers, general Stenographers, senior Switchboard operators, classes

A and BTabulating-machine operators,

class BTypists, classes A and B

Industrial nurses (men and women): Nurses, industrial (registered)

NOTE: Secretaries, included in the list of jobs in all previous years, are excluded because of a change in the description this year.

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

Unskilled plant (men):Janitors, porters, and cleaners Laborers, material handling

Table 2. Indexes of standard weekly salaries and straight-time hourly earnings for selected occupational groups in San Antonio, Tex. , June 1967 and June 1966, and percents of increase for selected periods

Industry and occupational group

Indexes(May 1961=100) Percents of increase

June 1967 June 1966June 1966

toJune 1967

June 1965 to

June 1966

June 1964 to

June 1965

June 1963 to

June 1964

May 1962 to

June 1963

May 1961 to

May 1962

All industries:Office clerical (men and w om en)-------------------- 127. 3 117.9 8 .0 2. 7 5. 1 2. 6 2 .9 3. 5Industrial nurses (men and w om en)------------------- (M (*) (M (M ( J ) ( J ) <;> (MSkilled maintenance (men)------------------------------- C1) f 1) (M (M (M (*) o (MUnskilled plant (m en )-------------------------------------- 136. 6 122.9 11.2 4. 5 3. 3 3. 7 2. 5 7. 1

Manufacturing:Office clerical (men and w om en)-------------------- (*) f 1) (M (M 4.4 2.6 3. 6 2. 2Industrial nurses (men and w om en)------------------- ( ! ) (*> (M i 1 ) (X) C1) (*) (MSkilled maintenance (men)------------------------------- ( J) ( ‘ ) (M (M (1) (M (*> (MUnskilled plant (m en )-------------------------------------- 130. 1 117.8 10.4 2. 8 3. 2 4. 2 3. 6 2. 9

1 Data do not meet publication criteria.


For office c le ric a l w orkers and industrial n u rses, the wage trends relate to weekly salaries for the normal workweek, exclusive of earnings at overtim e prem ium rates. For plant w orker groups, they m easu re changes in average straight-tim e hourly earnings, excluding prem ium pay for overtim e and for work on weekends, holidays, and late sh ifts. The percentages are based on data for selected key occupations and include m ost of the num erically important jobs within each group.

Lim itations of Data

The indexes and percentages of change, as m easu res of change in area avera ges, are influenced by: (l) general salary andwage changes, (2) m erit or other increases in pay received by individual w orkers while in the same job, and (3) changes in average w ages due to changes in the labor force resulting from labor turnover, force expansions, force reductions, and changes in the proportions of w orkers em ployed by establishm ents with different pay le v e ls .

5

Changes in the labor force can cause in creases or decreases in the occupational averages without actual wage changes. It is conceivable that even though all establishm ents in an area gave wage in creases, average wages may have declined because low er-paying establishm ents entered the area or expanded their work fo rc es . Sim ilarly, wages may have rem ained relatively constant, yet the averages for an area may have risen considerably because higher-paying establishm ents entered the area.

The use of constant em ploym ent weights elim inates the effect of changes in the proportion of w orkers represented in each job included in the data. The percentages of change reflect only changes in average pay for straigh t-tim e hours. They are not influenced by changes in standard work schedules, as such, or by prem ium pay for overtim e. Data w ere adjusted where n ecessary to remove from the indexes and percentages of change any significant effect caused by changes in the scope of the survey.


6

A. Occupational Earnings

Table A-l. Office Occupations—Men and Women(Average straight-time weekly hours and earnings for selected occupations studied on an area basis

by industry division, San Antonio, Tex., June 1967)

Sex, occupation, and industry division

MEN

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

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

CLERKS. ORDER -------------------------

OFFICE BOYS ---------------------------

WOMEN

BILLERS, MACHINE (BILLING MACHINE) -----------------------------

BILLERS, MACHINE (BOOKKEEPING MACHINE) -----------------------------

BOOKKEEPING-MACHINE OPERATORS,CLASS A -------------------------------

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

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

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

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

PUBLIC UTILITIES3---------------

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

CLERKS, FILE, CLASS E ---------------NONMANUFACTURING -----------------

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

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

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

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

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

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

Weekly earnings1 (standard)

Numberof

workers

Average weekly hours1

(standard) Mean2 Median 2 Middle range 2

$ »45

an du n d e r

50

50

55

58 40.0$100.00

$100.50

$ $ 86.00-114.50

34 40.0 101.00 101.00 94.00-112.50 - -

25 40.0 94.00 94.00 91.00-101.00 - -

fcO 40.0 81.50 78.50 72.00- 86.50 - -

92 40.0 61.50 62.50 60.5C- 64.00

47 40.5 69.00 69.00 65.50- 73.00 -

28 39.5 64.50 62.00 57.50- 74.50 3

52 41.0 81.00 83.00 72.00- 88.50 _ _

29 41.5 78.50 83.00 69.00- 88.00 ~ “

117 40.C 66.00 65.50 61.50- 71.50 _ _

39 40.0 66.50 65.50 62.00- 69.50 - -78 40.5 66.00 65.50 61.00- 72.00 “ -

123 39.5 94.00 92.50 81.50-107.00 _ _

101 39.5 93.00 91.50 82.00-104.50 - -34 40.0 96.50 106.00 84.50-110.50 “ -

221 40.0 77.00 78.50 64.00- 89.00 1 _

46 40.C 76.50 80.50 63.50- 88.00 - -175 40.5 77.00 76.50 64.00- 90.50 1

48 40.0 66.50 64.50 60.50- 74.00 - _

46 40.0 66.50 64.00 60.50- 74.00

261 40.0 60.00 61.50 58.00- 64.00 - 13259 40.0 60.00 61.50 58.00- 64.00 - 13

48 40.0 64.00 64.50 59.50- 68.50 - -

113 40.0 78.00 79.00 69.50- 84.00 _ _

29 40.0 76.00 77.50 66.00- 84.50 - -84 40.0 79.00 80.00 71.00- 84.00 - -

83 40.0 72.00 69.50 64.50- 78.50 _ _65 40.0 72.50 70.00 64.50- 80.00 *

66 40.0 82.00 79.50 71.00- 88.50 _ _

54 40.0 82.50 82.00 72.00- 89.00 -

134 40.0 67.00 64.00 59.50- 76.50 _ _

120 40.0 67.50 64.50 59.50- 77.00 '

Number of workers receiving straight-tim e weekly earnings of—$ $ $ * * $ $ $ $ $ S * $ $ $

55 60 65 70 75 80 85 90 95 100 105 110 115 120 125 130

and

60 65 70 75 80 85 90 95 100 105 110 115 120 125 13C over

9 4 7 1 8 9 1 6 9 2 2- - 1 7 1 7 7 6 4 ~ 1 -

1 1 - 1 1 11 3 6 - - - 1 - -

3 - 7 12 12 10 6 - i - 2 - 3 3 - 1

18 63 7 - 4

1 9 17 16 3

9 6 2 2 2 2 2

_ 2 10 3 I 17 10 7 l _ _ 1 _ _ _ _

“ 10 1 ~ 7 8 3 ~ “ ~

19 37 25 28 5 _ _ 3 _ _ _ _ _ _ _5 13 14 2 5

14 24 11 26 “ 3 - - - -

- 3 2 6 13 25 8 11 9 12 11 14 3 - 4 2- 3 2 3 9 23 8 11 9 9 9 9 - - 4 2- 3 - 3 - 3 3 3 - 1 9 9 - “ “

15 50 16 24 7 39 18 20 29 _ _ _ _ 1 1 _l 15 3 - 4 6 10 6 1 - - - - - - -

14 35 13 24 3 33 8 14 28 - - 1 1 “

10 17 3 9 910 17 1 9 9

81 130 3781 128 37

13 13 15 3 4 - - - - - - - - - - -

4 8 19 16 12 32 2 5 5 4 4 2 - - - -3 3 6 1 4 6 - 1 l 4 - - - - - -1 5 13 15 8 26 2 4 4 4 2 “

_ 24 20 6 18 5 2 8 - _ - - - - -

18 15 5 12 5 2 8 “ - “ ~ -

_ - 14 11 9 8 12 3 5 - 1 _ - 3 - -

- - 12 4 9 7 12 3 4 • - ~ ~ 3

38 36 7 14 24 8 5 2 _ - - - - - - -

34 31 4 14 22 8 5 2 - - - - - - - -

See footnotes at end of table.


7

Table A-l. Office Occupations—Men and Women— Continued

(Average straight-time weekly hours and earnings for selected occupations studied on an area basisby industry division, San Antonio, Tex,, June 1967)

Sex, occupation, and industry division

Weekly earnings1 (standard)

Numberof

workers

Average weekly hours1

(standard) Mean2 Median 2 Middle range 2

$ $45

andunder

50

$50

55

55

60

45 40.0$61.50

$62.00

$ $ 6C.00- 64.00 1 10

44 40.0 61.50 62.00 60.00- 64.00 - 1 10

357 40.C 92.00 88.00 80.50-103.50 _ - 469 40.0 92.50 89.50 82.50-102.00 - - -

288 40.0 92.00 88.00 80.50-104.50 - - 436 40.0 104.50 105.50 96.00-121.00 - -

40 40.0 103.00 107.00 84.00-113.50 _ - _

25 40.0 101.50 106.50 82.50-111.00

93 40.0 86.00 84.00 79.00- 93.00 _ - -

33 40.0 88.50 87.00 81.50- 96.50 - - -60 40.0 85.00 83.00 76.50- 89.50 -

111 40.C 98.00 94.50 85.00-109.50 _ - 1101 40.0 98.00 94.00 84.50-112.50 “ - 1

113 40.0 86.50 85.00 80.50- 98.00 - - 31C2 40.0 87.00 85.00 80.50- 98.00 - 3

215 40.0 72.00 71.50 63.50- 78.00 - - 3850 40.C 76.00 73.50 70.50- 82.00 - - 1

165 40.C 71.00 70.50 61.50- 75.00 - - 3728 40.0 85.00 79.50 73.50- 89.50 - “

91 40.0 96. 50 97.00 82.00-116.00 _ - 168 40.C 97.00 97.00 81.00-118.00 - - -

92 43.0 64.50 62.50 56.00- 77.50 16 5 989 43.0 64.50 62.50 56.00- 78.00 16 5 B

124 40.5 70.50 70.50 60.00- 76.50 _ - 3126 40.0 80.00 76.00 70.50- 88.00 - - -98 40.5 68.00 68.50 59.00- 74.50 - 31

62 40.0 75.50 80.00 71.00- 83.00 _ - 156 40.0 76. 50 8C.50 71.50- 83.00 - -

258 40.0 65.00 63.50 59.50- 71.50 - 3 70246 40.0 65.00 63.50 59.50- 72.50 3 63

Number of workers receiving straight-tim e weekly earnings of—$

70 75 80 85 90 95 100 105 110 115 120 125 130

85 90 95 100 1Q5 110 115 120 125 130

WOMEN - CCN7INUED

OFFICE G I R L S --------r-----------------NONMANUFACTURING -----------------

SECRETARIES4 5 ------------------------MANUFACTURING --------------------NONMANUFACTURING -----------------

PUBLIC UTILITIES3--------------

SECRETARIES, CLASS A 5-------------NONMANUFACTURING -----------------

SECRETARIES, CLASS B 5-------------MANUFACTURING --------------------NONMANUFACTURING -----------------

SECRETARIES, CLASS C 5-------------NONMANUFACTURING -----------------

SECRETARIES, CLASS 0 5-------------NONMANUFACTURING ----------------

STENOGRAPHERS, GENERAL -------------MANUFACTURING --------------------NONMANUFACTURING ----------------

PUBLIC UTILITIES3--------------

STENOGRAPHERS, SENIOR --------------NONMANUFACTURING -----------------

SWITCHBOARD OPERATORS, CLASS B ---NONMANUFACTURING ----------------

SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING --------------------NONMANUFACTURING ----------------

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

TYPISTS, CLASS 6 --------------------NONMANUFACTURING ----------------

2929

13211

225

17

3130

113

8282

5A

32

183

15

3531

ll273

2413557

491237 221

3010207

153

284

10283

113

121- 3 5 1 1 3 - 12 4 1 1 3 3- 3 l 1 1 l 9 2 1 3

10 10 26 16 4 8 2 6 _ 4 _ 1 -3 3 8 7 3 5 2 - - 1 - 1 -7 7 18 9 1 3 - 6 - 3 - - -

10 4 5 22 7 12 6 10 1 3 7 6 99 4 4 20 6 11 4 9 1 3 7 5 9

3 10 32 10 14 7 13 4 3 2 3 _ _1 10 32 7 14 5 11 4 3 2 3 -

70 8 34 3 2 _ 2 3 1 2 3 _ _22 4 6 1 2 - 2 3 - - - - -48 4 28 2 - - - - 1 2 3 - -11 4 5 2 - - - l 2 3 - -

10 - 11 6 5 13 8 1 4 8 3 13 -8 9 1 4 13 5 - - 8 3 10 -

_ 11 14 1 - - _ 2 - _ - - _11 14 1 - - 2 - - -

28 19 4 7 2 1 _ _ _ 3 _ _6 6 - 4 - 1 - - - 3 - - -

22 13 4 3 2

14 3 31 110 3 31 1

13 37 1813 37 17

:lusive of pay for overtime at regular and/or premium rates) , and the1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salarie; earnings correspond to these weekly hours.

2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive m ore than the rate shown; half receive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn m ore than the higher rate.

3 Transportation, communication, and other public utilities.4 May include workers other than those presented separately.5 Description for this occupation has been revised since the last survey in this area. See appendix A.


8

Table A-2. Professional and Technical Occupations—Men

Occupation and industry division

DRAFTSMEN, CLASS A MANUFACTURING —

DRAFTSMEN, CLASS C MANUFACTURING -

(Average straight-tim e weekly hours and earnings for selected occupations studied on an area basis by industry division, San Antonio, Tex,, June 1967)

Weekly earnings1 (standard) ‘Number of workers receiving straight-tim e wee kly earnings of—

Number Average * $ $ $ $ $ $ ( $ $ $ $ $ $ S $ $ $ 1 -----------weekly 65 70 75 80 85 90 95 100 105 n o 115 120 125 130 135 140 145 150 155

workers hours1 (standard) Mean2 Median 2 Middle range 2 and

under and

70 75 80 85 90 95 100 105 110 115 120 125 130 135 140 145 15C 155 over

$ $ $ $i d37 40.0 131.50 130.00 121.00-145.00 - - - - - - 4 1 2 1 1 3 6 - - 6 3

37 40.0 131.50 130.00 121.00-145.00 - - - _ 4 l 2 1 10 1 3 6 - - 6 3

28 40.0 89.00 92.50 81.CC-102.50 1 1 4 6 2 2 1227 40.0 89.00 90.00 81.00-102.50 1 1 4 6 2 1 12

1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours.

2 For definition of term s, see footnote 2, table A - l .


9

Table A-3. Office, Professional, and Technical Occupations—Men and Women Combined

(Average straight-time weekly hours and earnings for selected occupations studied on an area basisby industry division, San Antonio, Tex., June 1967)

Occupation and industry divis

OFFICE OCCUPATIONS

BILLERS, MACHINE (BILLING M A C H I N E ) -----------------------

BILLERS, MACHINE (ECCKKEEPING MACHINE) ----------------------

BOOKKEEPING-MACHINE C PERATORSCLASS A ------------------------

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

BOOKKEEPING-MACHINE OPERATORSCLASS B ------------------------

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

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

PUBLIC UTILITIES2--------

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

CLERKS. FILE, CLASS E --------NONMANUFACTURING ----------

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

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

Average

Numberof Weekly

(standard)

Weekly earnings 1 2 3 4 (standard)

48 40.5$70.50

28 39.5 64.50

62 41.0 81.0026 40.0 84.0036 41.5 79.00

117 4C.0 66.0039 40.0 66.5078 40.5 66.00

181 40.0 96.0046 40.0 98.00135 39.5 95.0035 40.C 97.50

246 40.0 78.5057 40.0 79.00

189 40.5 78.50

49 40.0 66.5046 40.0 66.50

261 40.0 60.00259 40.0 60.00

108 40.0 73.5034 40.0 79.0074 40.0 71.50

Occupation and industry divisionNumber

ofworkers

OFFICE OCCUPATIONS - CONTINUED

CLERKS, PAYROLL ---MANUFACTURING --n o n m a n u f a c t u r i n g

1213685

COMPTOMETER OPERATORS NONMANUFACTURING -

8365

KEYPUNCH OPERATORS, CLASS ANONMANUFACTURING --------

PUBLIC UTILITIES2------

816926

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

1381 21

OFFICE BOYS AND GIRLS 137

SECRETARIES3 4---------MANUFACTURING ------n o n m a n u f a c t u r i n g —

PUBLIC UTILITIES2

36069

29139

SECRETARIES, CLASS A 4- NONMANUFACTURING ----

4025

SECRETARIES, CLASS B --------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

933360

SECRETARIES, CLASS C 4- NONMANUFACTURING ----

112102

SECRETARIES, CLASS D NONMANUFACTURING --

115104

Average

Occupation and industry divisionNumber

ofworker,

Average

Weekly hours 1

(standard)

Weekly earnings 1 (standard)

Weekly hours 1

(standard)

Weekly earnings 1 (standard)

OFFICE OCCUPATIONS - CONTINUED$ $

40.0 79.00 STENOGRAPHERS, GENERAL -------------- 218 40.0 73.0040.0 79.50 MANUFACTURING --------------------- 50 40.0 76.0040.0 79.00 NONMANUFACTURING ----------------- 168 40.0 72.00

PUBLIC UTILITIES2--------------- 31 40.0 88.5040.0 72.0040.0 72.50 STENOGRAPHERS, SENIOR --------------- 91 40.0 96.50

NONMANUFACTURING ----------------------------------------- 68 40. 0 97.0040.C 89.5040.C 91.50 SWITCHBOARD OPERATORS , CLASS B ---------- 92 43.C 64.5040.C 112.00 NONMANUFACTURING ----------------------------------------- 89 43.0 64.50

40.C 67.50 SWITCHBOARD OPERATOR-RECEPTIONISTS- 124 40.5 70.5040.0 67.50 MANUFACTURING ------------------------------------------------- 26 40.C 8C.00

NONMANUFACTURING ----------------------------------------- 98 40.5 68.0040.C 61.50

TYPISTS, CLASS A ------------------------------------------------- 62 40.0 75.5040.0 92.50 NONMANUFACTURING ----------------------------------------- 56 40.0 76.5040.0 92.5040.0 92.00 TYPISTS, CLASS B ------------------------------------------------- 270 40.0 66.0040.0 107.00 NONMANUFACTURING ---------------------------------------- 258 40.0 66.50

40.0 103.0040.0 101.50

PROFESSIONAL AND TECHNICAL40.0 86.00 OCCUPATIONS40.0 88.5040.C 85.00

40.C 98.50 DRAFTSMEN, CLASS A ------------------ 37 40.0 131.5040.0 98.50 MANUFACTURING --------------------- 37 40.0 131.50

40.0 87.50 DRAFTSMEN, CLASS C ------------------- 43 40.0 86.5040. C 88.00 MANUFACTURING --------------------- 42 40.0 86.50

1 Standard hours reflect the workweek for which employees receive their regular straight-tim e salaries (exclusive of pay for correspond to these weekly hours.

2 Transportation, communication, and other public utilities.3 May include workers other than those presented separately.4 Description for this occupation has been revised since the last survey in this area. See appendix A.

overtime at regular and/or premium rates), and the earnings


1 0

(Average straight-tim e hourly earnings for men in selected occupations studied on an area basis by industry division, San Antonio, Tex., June 1967) 1 2 3

Table A-4. Maintenance and Powerplant Occupations

Hourly earnings .Numbe: of workers receiving straight-time hourly earnings of—$ $ * $ $ % $ $ $ S $ $ $ $ $ $ t * ( S $ * S1.40 1.50 1.60 1. 70 1. 80 1.90 2.00 2.10 2.20 2.30 2.40 2.50 2. 60 2. 70 2. 80 2. 90 3.00 3.20 3.40 3.60 3.80 4.00 4.20Occupation and industry division

workers M ean2 Median 2 Middle range2 andunder

1.50 1.60 1.70 1. 80 1. 90 2.00 2.10 2.20 2.30 2.40 2.50 2.60 2. 70 2. 80 2. 90 3. 00 3.20 3.40 3.60 3.80 * o o 4.20 4.40

$ $ $ $ELECTRIGIANS».. M A IN TE NA NC E---------- 41 3.05 3.09 2.38- 3.70 “ “ “ - 1 3 1 7 2 4 - 1 1 “ 3 4 4 6 3 1

ENGINEERS, STATIONARY --------------- 56 2.61 2.42 2.02- 2.89 3 1 - - 8 1 8 2 4 l 3 2 1 5 4 - 3 - - - _ 5 5NONMANUFACTURING ----------------- 32 2.30 2.35 1.85- 2.80 3 1 - 8 1 1 2 1 1 2 - 5 4 - 3 - - - -

HELPERS, MAINTENANCE TRADES -------- 89 2.56 2.32 1.69- 3.71 16 1 6 5 - 2 - 1 12 9 4 - 2 _ _ _ _ _ _ 31 _ _ _u jkkii ir atti in i Mr 31MANUr AC 1 U K 1 Mb — — — — — — — — £ . £ L - 3 . f 3 1 * 1

MECHANICS, AUTOMOTIVE(MAINTENANCE) ----------------------- 114 2.90 2.92 2.19- 3.57 - - - - 3 9 4 14 4 8 2 1 7 2 3 3 7 1 25 5 11 5 -

MANUFACTURING --------------------- 36 2.54 2.26 2.12- 2.86 - - - - 3 5 - 8 4 3 - - 3 - 3 - - 1 1 - - 5 -NONMANUFACTURING ----------------- 78 3.07 3.51 2.44- 3.59 - - - - - 4 4 6 - 5 2 1 4 2 - 3 7 - 24 5 11 - -

PUBLIC UTILITIES3--------------- 60 3.25 3.54 3.01- 3.69 - - - 4 6 “ 2 - “ “ 3 5 24 5 11 -

MECHANICS, MAINTENANCE -------------- 80 2.84 2.52 2.16- 4.11 - - - 5 - - 4 20 2 6 2 8 2 3 1 - 3 1 1 - 1 21 -MANUFACTURING --------------------- 72 2.92 2.54 2.18- 4.12 “ - 4 19 2 6 2 8 2 2 1 2 1 l 1 21

PAINTERS, MAINTENANCE --------------- 30 2.07 1.98 1.50- 2.43 8 - 2 4 - 2 1 2 1 3 1 - - 1 - 1 - 4 - - _ - _NONMANUFACTURING ----------------- 25 1.88 1.78 1.48- 2.32 8 - 2 4 - 2 1 1 1 3 1 - 1 - 1 - - - - -

1 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.2 For definition of term s, see footnote 2, table A - 1.3 Transportation, communication, and other public utilities.


11

Table A-5. Custodial and Material Movement Occupations

(Average straight-time hourly earnings for selected occupations studied on an area basisby industry division, San Antonio, Tex., June 1967)

Occupation1 and industry division

GUARDS AND WATCHMEN ------------------MANUFACTURING ---------------------NONMANUFACTURING ------------------

GUARDS:MANUFACTURING ---------------------

WATCHMEN:MANUFACTURING ---------------------

JANITORS, PORTERS, AND CLEANERS ---MANUFACTURING ---------------------NONMANUFACTURING ------------------


JANITORS, PORTERS, AND CLEANERS(WOMEN) -------------------------------

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

LABORERS, MATERIAL HANDLING --------MANUFACTURING ---------------------NONMANUFACTURING ------------------


ORDER FILLERS ------------------------MANUFACTURING ---------------------NONMANUFACTURING ------------------

PACKERS, SHIPPING --------------------MANUFACTURING ---------------------NONMANUFACTURING ------------------

RECEIVING CLERKS ---------------------MANUFACTURING ---------------------NONMANUFACTURING ------------------

TRUCKDRIVERS5 -------------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------


TRUCKDRIVERS, LIGHT (UNDER1-1/2 TONS) ------------------------MANUFACTURING ---------------------NONMANUFACTURING ------------------

TRUCKDRIVERS, MEDIUM (1-1/2 TOAND INCLUDING 4 TCNS) -----------MANUFACTURING ---------------------NONMANUFACTURING ------------------


TRUCKDRIVERS, HEAVY (OVER 4 TONS,TRAILER TYPE) ---------------------NONMANUFACTURING ------------------

TRUCKERS, POWER (FCRKLIFT) ---------MANUFACTURING ---------------------NONMANUFACTURING ------------------

Hourly earnings2 'Numbe:r of workers receiving straight-time hourly earnings of—

$ $ $ S $ % $ $ $ * $ 1 $ $ $ $ $ i $ $ $ S $.90 1.00 1.10 1.20 1.30 1.40 1.50 1.60 1.70 1.80 1.90 2!.00 2. 10 2. 20 2.30 2.40 2.50 2.60 2.70 2.80 3.00 3.20 3.40

Mean3 Median3 Middle range3 andunder

1.00 1.10 1.20 1.30 1.40 1.50 1.60 1.70 1.80 1.90 2.00 2!• 10 2. 20 2. 30 2 .40 2.50 2.60 2.70 2.80 3.00 3.20 3.40 3.60$ $ $ $

335 1.69 1.56 1.48- 1.92 - 4 - 1 3 94 104 18 26 1 6 30 6 3 9 18 6 6 - - - - -91 1.66 1.64 1.50- 1.79 - - - - - 23 17 15 16 - 5 15

244 1.70 1.55 1.48- 2.02 ~ 4 1 3 71 87 3 10 1 1 15 6 3 «9 18 6 6 ~

30 1.70 1.75 1.50- 1.80 8 16 6 -

61 1.64 1.59 1.50- 1.70 - - - - - 15 17 15 - - 5 9

835 1.47 1.46 1.41- 1.57 _ 54 17 77 18 390 101 57 45 14 10 9 25 4 11 _ - 3 - _ - _ _189 1.66 1.62 1.48- 1.76 - - - - - 56 32 37 3L - 3 8 9 2 11 - - - - - - - -646 1.41 1.45 1.38- 1.50 - 54 17 77 18 334 69 20 14 14 7 l 16 2 - - - 3 - - - - -37 1.87 1.89 1.53- 2.16 ~ ~ ~ 7 8 ~ 3 1 ~ ~ 15 ~ ~ ~ ~ 3 ~ ~ ~

267 1.36 1.44 1.41- 1.47 _ 47 _ _ _ 208 4 _ 2 _ 5 _ _ _ _ _ _ _ 1 _ _ _257 1.36 1.44 1.41- 1.47 47 “ - 201 2 1 - 5 - - - - - 1 - - -

710 1.72 1.57 1.48- 1.91 8 _ _ - 9 207 188 44 36 37 41 7 9 72 1 4 1 30 8 _ _ 4 4164 1.82 1.79 1.51- 2.08 - - - - - 38 23 7 16 12 27 1 - 36 - - - - - - - - 4546 1.69 1.55 1.47- 1.81 8 - - - 9 169 165 37 20 25 14 6 9 36 1 4 1 30 8 - - 4 -71 2.17 1.95 1.81- 2.66 - - - - - - 16 - 16 8 1 1 1 1 - - 16 7 - 4 -

584 1.65 1.50 1.45- 1. 80 _ _ - - 305 57 70 7 17 19 44 20 _ 45 _ _ _ _ _ _ _82 1.66 1.58 1.46- 1.90 - - - - - 35 8 4 - 16 15 - 4

502 1.65 1.49 1.45- 1.69 - - - 270 49 66 7 1 4 44 L6 - 45 ~ - - - “ “ ~

217 1.55 1.53 1.46- 1.70 _ _ _ _ _ 97 48 18 38 3 13136 1.58 1.56 1.46- 1.74 - - - - - 54 26 10 34 2 1081 1.51 1.50 1.45- 1.58 - - “ - 43 22 8 4 1 3

111 2.07 1.99 1.80- 2.33 _ _ _ - - 4 4 3 16 22 7 20 1 5 8 1 1 3 1 10 5 _ -

45 2.04 1.98 1.77- 2.09 - - - - - 3 2 - 9 4 6 12 - - 2 - - - 1 2 4 - -66 2.09 2.02 1.82- 2.37 - - - 1 2 3 7 18 1 8 1 5 6 1 1 3 “ 8 1 -

1,467 2.41 2.26 1.67- 3.32 _ 8 18 - 2 118 151 105 114 42 38 45 62 51 33 22 10 100 13 53 103 70 309250 2.00 1.80 1.70- 2.14 - - - - - 39 3 18 67 16 17 20 22 8 6 - - 6 - - 6 - 22

1,217 2.50 2.61 1.66- 3.38 - 8 18 - 2 79 148 87 47 26 21 25 40 43 27 22 10 94 13 53 97 70 287414 3.32 3.53 3.08- 3.56 ~ ~ “ “ 1 1 ” 3 1 6 “ 16 2 “ ~ ~ ~ 1 ~ 96 “ 287

208 1.70 1.67 1.47- 1.97 _ 8 18 _ 37 20 31 32 5 8 8 11 20 1 3 1 2 3 _ _ _26 1.71 1.72 1.63- 1.81 - - - - - 1 3 8 8 2 4182 1.70 1.65 1.45- 2.05 “ 8 18 ~ 36 17 23 24 3 4 8 11 20 1 3 1 2 3 ~

649 2.40 2.14 1.60- 3.41 _ _ _ 2 61 103 46 70 8 1 24 27 11 11 7 4 10 4 _ 97 . 163163 2.09 2.01 1.73- 2.19 - - - - - 18 - 10 47 6 - 20 22 6 6 - - 6 - - - - 22486 2.51 2.69 1.57- 3.51 - - - - 2 43 103 36 23 2 1 4 5 5 5 7 4 4 4 - 97 - 141239 3.35 3.52 3.06- 3.56 “ “ ~ ~ l 1 96 141

575 2.71 2.69 2.15- 3.50 _ _ _ _ 28 28 12 21 29 13 24 20 21 12 5 88 5 53 _ 70 146548 2.76 2.71 2.24- 3.51 - - - - - 28 28 - 21 16 13 24 18 21 12 5 88 5 53 70 146

253 1.83 1.77 1.60- 2.02 _ _ - - - 37 27 23 61 36 5 9 10 13 - 25 - _ 3 _ _ _ 497 1.71 1.71 1.49- 1.84 - - — - - 28 12 6 22 14 5 6 4156 1.90 1.80 1.69- 2.22 - ~ ~ “ 9 15 17 39 22 ~ 3 10 13 ~ 25 - - 3 -

1 Data limited to m e n workers except where otherwise indicated.2 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.3 For definition of terms, see footnote 2, table A-l.4 Transportation, communication, and other public utilities.5 Includes all drivers, as defined, regardless of size and type of truck operated.


1 2

B. Establishment Practices and Supplementary Wage Provisions

Table B-l. Minimum Entrance Salaries for Women Office Workers

(D istribution of establish m en ts studied in all industries and in industry divisions by m inim um entrance salary for selected categories of inexperienced wom en office w ork ers, San Antonio, T e x ., June 1967)

M inim um weekly stra igh t-tim e salary 1

Inexperienced typists Other in experienced c le r ic a l w orkers 2

A llindustries

Manufacturing Nonmanufacturing

A llindustries

M anufacturing Nonm anufacturing

Based on standard weekly hours 3 of— B ased on standard w eekly hours 3 of—

A llschedules 40 All

schedules 40 A llschedules 40 A ll

schedules 40

Establishm ents studied-------------------------------------------------------------------- 120 43 X X X 77 X X X 120 43 X X X 77 X X X

Establishm ents having a specified m in im u m __________________ 23 7 7 16 15 45 13 13 32 28

$ 5Z .50 and under $ 5 5 .00_______________________________________ 1 - _ 1 _ 1 _ . 1 _$ 55 .00 and under $ 5 7 .5 0 _______________________________________ 9 3 3 6 6 22 7 7 15 14$ 57 .50 and under $ 6 0 .0 0 ----------------------------------------------------------- 2 1 1 1 1 4 1 1 3 1$ 60 .00 and under $ 6 2 .5 0 _______________________________________ 6 1 1 5 5 11 3 3 8 8$ 62 .50 and under $ 6 5 .0 0 _______________________________________ 1 - - 1 1 2 1 1 1 1$ 65 .00 and under $ 6 7 .5 0 _______________________________________ 2 2 2 - - 1 1 1 - _

$ 67 .50 and under $ 7 0 .00 ----------------------------------------------------------- 1 - - 1 1 2 - - 2 2$ 70 .00 and o v e r -------------------------------------------------------------------------- 1 - - 1 1 2 - - 2 2

Establishm ents having no specified m in im u m ________________ 8 3 X X X 5 X X X 20 11 X X X 9 X X XE stablishm ents which did not em ploy w orkers

in this category------------------------------------------------------------------------------- 89 33 X X X 56 X X X 55 19 X X X 36 X X X

1 These sa laries relate to fo rm ally establish ed m inim um starting (hiring) regular stra igh t-tim e sa laries that are paid for standard w orkw eeks.2 Excludes w orkers in su bclerical jobs such as m essen ger or office girl.3 Data are presented for all standard w orkweeks com bined, and for the m ost com m on standard workweek reported.

Table B-2. Shift Differentials(Shift d ifferen tials of m anufacturing plant w orkers by type and amount of differential,

San Antonio, T e x ., June 1967)

Percent of manufacturing plant w orkers—

Shift d ifferentialIn establishm ents having form al

provisions 1 for— Actually working on—

Second shift work

Third or other shift work Second shift Third or other

shift

Total_____________________________________________________ 56 .9 30 .2 10.5 2.1

With shift pay d ifferen tia l__________________________ 46 .5 23 .9 8.1 1.5

U niform cents (per h o u r)_______________________ 46 .5 23 .9 8.1 1.5

5 c e n ts__________________________ ______________ 7.2 - .8 -6 c e n ts__________________________________________ 5 .4 - .8 -1 0 cents________________________ _______________ 22 .0 12.5 4.9 1.1I 3 V3 cents_______________________________________ 1.7 - .3 -143/4 cen ts_______________________________________ 2.8 - .5 -15 cen ts_________________________________________ .9 6 .9 .1 .420 cen ts_________________________________________ 6.6 - .7 -2 6 3/4 cen ts----------------------------------------------------------- - 1.7 - .128 cen ts . ----------------------------------------------------------- - 2.8 - -

With no shift pay d ifferen tia l------------------------- ----- 10.4 6 .4 2.3 .6

1 Includes establish m en ts currently operating late sh ifts, and establishm ents with form al provisions covering late shiftseven though they w ere not currently operating late shifts.


1 3

Table B-3. Scheduled Weekly Hours

(Percent distribution of plant and office workers in all industries and in industry divisions by scheduled weekly hoursof first-shift workers, San Antonio, T ex ., June 1967)

W eekly hours

Plant w orkers O ffice workers

A ll industries 1 2 Manufacturing Public utilities 3 A ll in du stries 4 Manufacturing Public utilities 3

A ll w o rk e rs_____________________________________________ 100 100 100 100 100 100

Under 37V2 h ou rs______________________________________ 137 V2 h ours_______________________________________________ 3 4 - 2 - -O ver 37 V2 and under 40 h o u r s _____________________ - - - 5 - -40 h o u r s_________________________________________________ 71 74 96 88 94 100O ver 40 and under 44 h ou rs________________________ 5 8 4 2 5 -44 h o u rs_________________________________________________ 4 - - 3 - -45 h o u r s_________________________________________________ 5 10 - - - -46 h o u rs_________________________________________________ (5 ) 1 - - - .48 h o u r s________________________________________________ 5 - 1 (5 ) 1Over 48 h ou rs__________________________________________ 5 3

1 Scheduled hours are the w eekly hours which a m ajority of the fu ll-tim e w orkers w ere expected to w ork, whether they w ere paid for at stra igh t-tim e or overtim e rates.2 Includes data for w ho lesale trade, retail trade, real estate, and s e r v ic e s , in addition to those industry d ivisions shown separately .3 T ran sportation , com m u nication , and other public u tilities.4 Includes data for w holesale trade; retail trade; finance, in suran ce, and rea l estate; and s e r v ic e s , in addition to those industry d ivisions shown separately .5 L e ss than 0. 5 p ercen t.


1 4

Table B-4. Paid Holidays

(Percent distribution of plant and office workers in all industries and in industry divisions by number of paid holidaysprovided annually, San Antonio, T e x ., June 1967)

Plant w orkers Office w orkers

ItemA ll industries 1 Manufacturing Public u tilit ie s1 2 A ll industrie s 3 Manufacturing Public u tilit ie s2

A ll w o rk ers -------------------------------------------------------------------------------------- 1 0 0 1 0 0 1 0 0 1 0 0 1 0 0 1 0 0

W orkers in establish m en ts providing8 2 8 5 1 0 0 9 9

1

«

9 7 1 0 0

W orkers in establishm ents providing1 8 1 5 3

Number of days

3 (4 )2 2 _ _ _

4 h o l i d a y s . ~ 2 2 1 1 3 _

4 h o l i d a y s p i l l s 1 h a l f d a y _ _ _(4 )19

_ _

^ h o l i d a y s _ ______________________ ____ 3 4 51 10 4 3 5h r d i d ^ y s p i n s 1 h a l f d a y ............... 10 2 _ 14 11 _

^ h ' - d i d ^ y s p i n s 2 h a l f d a y ® 3 5 _ 2 4 _

A h o l i d a y s _ _ ___ 7 6 9 2 7 8 11

6 holidays plus 1 half day ----------------------------------------------------A h o l i d a y s pli^R 7. h a l f d a y ® .........

(4 )4

3 118

9

7 h o l i d a y s . _ _____ 4 4 8 5 4 57 h o l i d a y s p h i s 1 h a l f d a y ............ - 4 2 3 5 4 2 5 07 h o l i d a y s p i n s 7 h a l f d a y ® - - __ 1 1 _ 1 5 _

ft h o l i d a y s _ 6 5 3 4 5 12 19ft h o l i d a y s p i n s 4 h a l f d a y s _ _ _ 1 4 _

1 1 h r,l id a y ® ............. . 1 3 _ _ _ _

1 7. h o l i d a y s _ 1 3 _(4 ) 2 _

Total holiday tim e 5

1 7 d a y s 1 3 (4 ) 21 1 d a y ® o r m o r e ............. ... 2 5 _

(4 )1

2 _

1 f) d a y s o r m o r e 2 5 _ 6 _

ft d a y s o r m o r e _____ ________ ____ 9 12 3 4 7 2 3 197* / ’ d a y s o r m o r e _ _ _____ 1 2 1 4 6 9 11 2 5 6 97 d a y s o r m o r e . _ ___________________ 2 0 18 7 7 3 5 2 8 7 5fd/ j days o r r n o r e _ . .. 21 18 8 1 3 5 2 8 8 3A d a y s o r m o r e _ _____ ___ 31 2 8 9 0 6 4 4 0 9 5A d a y s o r m o r e _ _____ ________ ___ 4 1 3 0 9 0 7 9 5 2 9 5A d a y s o r m o r e . . 7 5 81 9 9 9 8 9 5 1 0 04*/-, d a y ® o r m o r e _ 7 5 81 9 9 9 8 9 5 1 0 04 d a y s o r m o r e _ _____ ______________ 7 7 8 3 1 0 0 9 8 9 7 1 0 03 d a y s o r m o r e _ _ 7 8 8 5 1 0 0 9 8 9 7 1 0 02 d a y s o r m o r e _____ _____________ 8 0 8 5 1 0 0 9 9 9 7 1 0 01 d a y o r m o r e _ _____ _________ ___ 8 2 8 5 1 0 0 99 9 7 1 0 0

1 Includes data for w holesale trade, retail trade, rea l estate, and s e r v ic e s , in addition to those industry divisions shown separately.2 T ransportation, com m unication, and other public u tilities.3 Includes data for w holesale trade; retail trade; finance, insurance, and rea l estate; and se rv ic e s , in addition to those industry divisions shown sep arately .4 L e ss than 0. 5 percent.5 A ll com binations of full and half days that add to the sam e amount are com bined; for exam ple, the proportion of w orkers receiving a total of 9 days includes those with 9 full days and

no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on. Proportions w ere then cumulated.


1 5

Table B-5. Paid Vacations1

(Percent distribution of plant and office workers in all industries and in industry divisions by vacation payprovisions, San Antonio, Tex., June 1967)


Vacation policyA ll industrie s 2 Manufacturing Public u tilit ie s3 A ll industries 4 Manufacturing Public u tilities3

A ll w o rk ers________________________________ ____________ 100 100 100 100 100 100

Method of paym ent

W o rk ers in estab lish m en ts providingpaid vacatio n s________________________________________ 95 94 100 99 98 100

L e n g th -o f-tim e p aym en t------------------------------------- 95 94 100 99 98 100P ercen tage paym ent---------------------------------------------- - - - - - -F la t-su m paym ent---------------------------------------- -------- - - - - - -O th e r_________________________________________________ - - - -

W ork ers in estab lish m en ts providingno paid vacation s------------------------------------------------------- (5 )

Am ount of vacation pay 6

A fter 6 m onths of serv ice

Under 1 w eek_________________________ ________________ 1 3 - (5) 31 w eek------------------------------------------------------------------------------ 12 8 54 22 18O ver 1 and under 2 w e e k s ---------------------------------------- 2 1 - 5 52 w e e k s _________________________________________________ 1 3 “ (5) 1

A fte r 1 year of serv ic e

Under 1 week----------------------------------------------------------------- 1 2 - - - -1 w eek___________________________________________________ 74 73 81 39 65 792 w e e k s _________________________________________________ 18 19 19 42 33 21O ver 2 and under 3 w e e k s ---------------------------------------- - - - 18 - -

A fter 2 ye a rs of serv ic e

Under 1 week----------------------------------------------------------------- 1 2 _ - - _1 week___________________________________________________ 43 49 17 18 30 7O ver 1 and under 2 w e e k s ---------------------------------------- 7 7 18 2 3 172 w e e k s --------------------------------------------------------------------------- 40 36 65 61 65 77O ver 2 and under 3 w e e k s __________________________ 4 - - 18 - "

A fter 3 y e a rs of serv ic e

Under 1 w eek___________________________________________ 1 2 - - - -1 week------------------------------------------------------------------------------ 33 33 6 9 17 1O ver 1 and under 2 w e e k s __________________________ 3 7 - (5 ) 3 -2 w e e k s --------------------------------------------------------------------------- 54 52 94 72 78 99O ver 2 and under 3 w e e k s __________________________ 4 - - 18 -

A fte r 4 years of serv ice

Under 1 w eek___________________________________________ 1 2 - - - -1 week------------------------------------------------------------------------------ 29 25 6 9 13 1O ver 1 and under 2 w e e k s __________________________ 3 7 - (5 ) 3 -2 w e e k s --------------------------------------------------------------------------- 58 60 94 72 82 99Over 2 and under 3 w e e k s __________________________ 4 - - 18 -

A fte r 5 ye a rs of serv ic e

Under 1 w eek___________________________________________ 1 2 - - - -1 w eek------------------------------------------------------------------------------ 16 7 6 4 5 1O ver 1 and under 2 w e e k s __________________________ 4 8 - (5 ) 3 -2 w e e k s --------------------------------------------------------------------------- 64 67 89 71 66 93O ver 2 and under 3 w e e k s ---------------------------------------- 4 - - 19 1 -3 w e e k s --------------------------------------------------------------------------- 7 10 6 6 23 6

See footnotes at end of table.


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Table B-5. Paid Vacations1---- Continued

(Percent distribution of plant and office workers in all industries and in industry divisions by vacation payprovisions, San Antonio, T ex ., June 1967)


Vacation policyA ll in d u strie s1 2 Manufacturing Public u tilit ie s3 A ll in du stries4 Manufacturing Public u tilit ie s3

Am ount of vacation p ay6— Continued

A fter 10 years of service

Under 1 w eek---------------------------------------------------------------- 1 2 _ _ _ _1 week----------------------------------------------------------------------------- 13 7 6 4 5 12 w e e k s_________________________________________________ 54 71 15 51 62 16Over 2 and under 3 w e e k s__________________________ - - - 24 - -3 w e e k s_________________________________________________ 24 9 80 19 30 834 w e e k s -------------------------------------------------------------------------- 3 5 - 1 2 -

A fter 12 ye a rs of service

Under 1 week---------------------------------------------------------------- 1 2 _ _ _1 week___________________________________________________ 13 7 6 4 5 12 w e e k s_________________________________________________ 51 65 10 49 50 14Over 2 and under 3 w e e k s___________________________ - - - 24 - -3 w ee k s___________________________ •----------- ----------------- 26 15 84 21 41 854 w e e k s_________________________________________________ 3 5 - 1 2 -

A fter 15 years of serv ice

Under 1 week__________________________________________ 1 2 _ - _ _1 week----------------------------------------------------------------------------- 13 7 6 4 5 12 w e e k s_________________________________________________ 49 61 10 38 44 143 w e e k s_________________________________________________ 23 19 70 37 48 84Over 3 and under 4 w e e k s ---------------------------------------- - - - 18 - -4 w e e k s-------------------------------------------------------------------------- 7 3 14 3 - 1Over 4 w eeks---------------------------------------------------------------- 1 3 - (5) 2

A fter 20 ye a rs of service

Under 1 week________ __________________________________ 1 2 _ _ _ _1 week___________________________________________________ 13 7 6 4 5 12 w e e k s_________________________________________________ 45 57 10 37 39 143 w e e k s -------------------------------------------------------------------------- 16 17 9 26 35 114 w e e k s_________________________________________________ 17 6 75 15 17 73Over 4 w eeks---------------------------------------------------------------- 2 5 - 19 2 -

M axim um vacation available 7

Under 1 week---------------------------------------------------------------- 1 2 _ _ _ _1 week----------------------------------------------------------------------------- 13 7 6 4 5 12 w e e k s-------------------------------------------------------------------------- 43 54 10 35 38 143 w e e k s_________________________________________________ 17 18 9 20 35 114 w e e k s-------------------------------------------------------------------------- 16 8 75 20 19 73Over 4 w eeks__________________________________________ 5 5 21 2

1 Includes basic plans only. Excludes plans such as vacation -savin gs and those plans which offer "e xten d ed " or "sa b b a tica l" benefits beyond b asic plans to w orkers with qualifying lengths of se rv ic e . Typical of such exclusions are plans in the steel, aluminum, and can in du stries.

2 Includes data for w holesale trade, retail trade, real estate, and se rv ic e s , in addition to those industry divisions shown separately.3 Transportation, com m unication, and other public u tilities.4 Includes data for w holesale trade; retail trade; finance, insurance, and real estate; and se rv ic e s , in addition to those industry d ivisions shown sep arately .5 L e ss than 0. 5 percent.6 Periods of service w ere arb itrarily chosen and do not n ec essa rily reflect the individual provisions for progression s. For exam ple, the changes in proportions indicated at 10 y e a rs '

service include changes in provisions occurring between 5 and 10 y e a rs . E stim ates are cum ulative. Thus, the porportion receiving 3 w eeks' pay or m ore after 5 y e a rs includes those who receive 3 w eeks' pay or m ore after few er years of serv ic e .

7 Figu res shown also indicate the provisions after 25 and 30 years of se rv ic e .


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Table B-6. Health, Insurance, and Pension Plans

(P ercen t of plant and office w orkers in all industries and in industry divisions em ployed in establishm ents providing health, insurance, or pension benefits, 1 San Antonio, T e x ., June 1967)

Type of benefit


A ll industries 2 Manufacturing Public u tilities3 A ll industries 4 Manufacturing Public u tilities3

A ll w o rk ers_____________________________________________ 100 100 100 100 100 100

W ork ers in estab lish m en ts providing:

Life in su ra n ce_____________________________________ 83 85 100 95 92 100A cciden tal death and d ism em b erm en t

in suran ce__________________________________________ 51 55 80 55 50 72Sickness and accident insurance or

sick leave or b o th 5 -------------------------------------------- 53 44 68 59 45 82

Sickness and accident in suran ce___________ 30 28 29 14 29 11Sick leave (full pay and no

waiting p eriod )_______________________________ 20 18 7 41 24 26Sick leave (partial pay or

waiting p eriod )----------------------------------------------- 13 2 45 11 1 51

H ospitalization in suran ce------------------------------------ 84 90 100 96 91 100Surgical in su ran ce------------------------------------------------- 84 90 100 96 91 100M edical in su ra n ce________________________________ 62 65 89 85 69 99Catastrophe in suran ce----------------------------------------- 57 55 89 79 57 96R etirem ent pension----------------------------------------------- 44 48 60 59 64 71No health, insurance, or pension plan_______ 11 6 2 2

1 Includes those plans for which at least a part of the cost is borne by the em ployer, except those legally required, such as w orkm en's com pensation, socia l secu rity , and railroad retirem en t.

2 Includes data for w holesale trade, retail trade, real estate, and se rv ic e s , in addition to those industry divisions shown separately.3 Transportation, com m unication, and other public u tilities.4 Includes data for w holesale trade; retail trade; finance, insurance, and real estate; and se rv ic e s , in addition to those industry d ivisions shown separately.5 Unduplicated total of w ork ers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are lim ited to those which definitely establish at least

the m inim um num ber of days' pay that can be expected by each em ployee. Inform al sick leave allowances determ ined on an individual basis are excluded.


1 8

Table B-7. Health Insurance Benefits Provided Employees and Their Dependents

(P ercent of plant and office w orkers in a ll industries and in industry divisions em ployed in establishm ents providing health insurance benefits covering em ployees and their dependents, San Antonio, Tex. , June 1967)

Type of benefit, coverage , and financing 1


A ll industrie s 2 Manufacturing Public u tilit ie s3 A ll in du stries4 Manufacturing Public u tilit ie s3

A ll w o rk ers ------------------------------------------------------------------- 100 100 100 100 100 100

W orkers in establishm ents providing;

H ospitalization insurance_______________________ 84 90 100 96 91 100C overing em ployees o n ly ___________________ 26 35 10 22 38 5

E m ployer financed________________________ 17 21 - 11 29 2Jointly financed------------------------------------------ 9 14 10 11 10 3

Covering em ployees and theirdepen dents____________________________________ 58 55 90 75 53 95

E m ployer financed________________________ 11 16 40 12 22 32Jointly financed____________________________ 43 35 44 62 29 57E m ployer financed for em ployees;

jointly financed for dependents_______ 4 3 6 1 2 6

Surgical in suran ce________________________________ 84 90 100 96 91 100C overing em ployees o n ly ----------------------------- 26 35 1 0 22 38 5

E m ployer financed------------------------------------- 17 21 - 11 29 2Jointly financed____________________________ 9 14 10 11 10 3

C overing em ployees and theirdepen dents___________________________________ 58 55 90 75 53 95

E m ployer financed------------------------------------- 11 16 40 12 22 32Jointly financed____________________________ 43 35 44 62 29 57E m ployer financed for em ployees;


M edical in su ra n ce________________________________ 62 65 89 85 69 99C overing em ployees o n ly ___________________ 17 25 8 18 29 5

E m ployer financed------------------------------------- 10 17 - 7 26 2Jointly financed____________________________ 7 8 8 10 4 3

C overing em ployees and theirdepen dents___________________________________ 45 40 81 68 40 93

E m ployer financed------------------------------------- 9 11 37 11 16 32Jointly financed____________________________ 34 29 38 56 24 56E m ployer financed for em ployees;

join tly financed for dependents_______ 2 - 6 1 " 6

Catastrophe insurance___________________________ 57 55 89 79 57 96C overing em ployees o n ly ___________________ 10 15 8 13 12 3

E m ployer financed------------------------------------- 3 7 - 3 8 -Jointly financed------------------------------------------ 6 8 8 10 4 3

Covering em ployees and theirdepen dents___________________________________ 48 40 81 66 45 93

E m ployer financed________________________ 11 9 72 9 9 82Jointly financed____________________________ 33 28 3 54 25 5E m ployer financed for em ployees;


1 Includes plans for which at least a part of the cost is borne by the em ployer. See footnote 1, table B -6 . An establishm ent was considered as providing benefits to em ployees for their dependents if such coverage was available to at least a m ajority of those em ployees one would usually expect to have dependents, e . g . , m arried m en, even though they w ere le ss than a m ajority of a ll plant or office w ork ers. The em ployer bears the entire cost of "e m p lo y e r financed" p lans. The em ployer and em ployee share the cost of "jo in tly financed" p lans.

2 Includes data for w holesale trade, retail trade, rea l estate, and s e r v ic e s , in addition to those industry divisions shown separately.3 Transportation, com m unication, and other public u tilities.4 Includes data for w holesale trade; retail trade; finance, insurance, and rea l estate; and s e r v ic e s , in addition to those industry divisions shown sep arately .


1 9

Table B-8. Premium Pay for Overtime Work

(Percent distribution of plant and office workers in all industries and in industry divisions by overtime premium payprovisions, San Antonio, T e x ., June 1967)

P rem iu m pay policy


A ll industries 1 Manufacturing Public utilities 2 A ll industries 3 Manufacturing Public utilities 2

A ll w o rk e rs_____________________________________________ 100 100 100 100 100 100

D aily overtim e at prem iu m rates

W ork ers in establish m en ts havingprovisions for daily overtim e p a y 4at prem iu m r a t e s ___________________________________ 28 42 85 22 40 74

T im e and o n e -h a lf________________________________ 27 42 85 22 40 74E ffective after:

7 h ou rs----------------------------------------------------------- (5) - - 4 - -7 V2 h o u rs____________________________________ 1 2 - - - -8 h ou rs_______________________________________ 26 41 82 18 40 749 h ou rs---------------------------------------------------- ------- ( 5) - 4 - - -

Other prem iu m r a t e s ------------------------------------------- 1 - (5) “ -

W ork ers in estab lish m en ts having noprovisions for daily overtim e payat prem iu m r a t e s 6---------------------------------------------------- 58 78 60 3

W eekly overtim e at prem iu m rates

W ork ers in estab lish m en ts havingprovisions for w eekly overtim e p a y 4at prem iu m r a t e s ___________________________________ 85 100 96 97 100 100

T im e and o n e -h a lf ------------------------------------------------- 85 100 96 85 100 100E ffective after:

3 7 V2 h o u r s ---------------------------------------------------- 2 4 - - - -40 h o u r s _____________________________________ 79 96 96 83 100 10044 h o u r s _____________________________________ 5 - - 2 - -

Fluctuating w orkweek principle 7 ______________ " - - 12 - -

W ork ers in establish m en ts having noprovision s for w eekly overtim e payat prem iu m rates 6---------------------------------------------------- 15 4 3

1 Includes data for w holesale trade, retail trade, real estate, and se r v ic e s , in addition to those industry divisions shown sep arately .2 Tran sportation , com m unication, and other public u tilities.3 Includes data for w holesale trade; retail trade; finance, insurance, and real estate; and se r v ic e s , in addition to those industry divisions shown separately .4 Includes w orkers in establish m en ts covered by legislative requirem ents regarding prem ium pay for overtim e, even though such w orkers actually do not work overtim e. Graduated provisions

for prem iu m pay are c la ssifie d under the first effective prem ium rate. For exam ple, a plan calling for tim e and o n e-h alf after 8 and double tim e after 10 hours would be considered as tim e and on e-h a lf after 8 h ours. S im ila rly , a plan calling for no pay or pay at a regular rate after 35 hours and tim e and on e-h a lf after 40 hours would be considered as tim e and on e-h alf after 40 hours.

5 L e ss than 0. 5 percen t.6 Includes w orkers in estab lish m en ts exempt from legislative requirem ents regarding prem ium pay for overtim e and w here, as a m atter of policy, overtim e is not worked.7 Under the principle of the fluctuating workweek, pay for overtim e work is determ ined by dividing the w eekly sa lary by the total number of hours worked during the week (to obtain the

base hourly rate for the week) and then applying the established overtim e pay ratio for overtim e hours w orked. T hus, the hourly rate of pay for overtim e decreases as the number of hours worked in c re a se s .


Appendix A. Change in Occupational Description: Secretary

Since the Bureau*s last survey, the occupational description for secretary was revised in order to obtain salary information for more specific categories.

The revised descriptions for secretary (classes A, B, C, D) classify these workers according to levels of responsibility. The size of the organi

zation and the scope of the supervisor's position are considered in distinguishing these levels. Data published under the composite title of secretary are not comparable to data previously published.

The revised occupational descriptions are included in appendix B.

21


Appendix B. Occupational Descriptions

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

OFFICE

BILLER, MACHINE

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

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

Biller, machine (bookkeeping machine). Uses a bookkeeping machine (Sundstrand, Elliott Fisher, Remington Rand, e t c ., which may or may not have typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes, and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (Remington Rand, Elliott Fisher, Sundstrand, Burroughs, National Cash Register, with or without a typewriter keyboard) to keep a record of business transactions.

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

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

CLERK, ACCOUNTING

Class A. Under general direction of a bookkeeper or accountant, has responsibility for keeping one or more sections of a complete set of books or records relating to one phase of an establishment's business transactions. Work involves posting and balancing subsidiary

2 2


ledger or ledgers such as accounts receivable or accounts payable; examining and coding invoices or vouchers with proper accounting distribution; and requires judgment and experience in making proper assignations and allocations. May assist in preparing, adjusting, and closing journal entries; and may direct class B accounting clerks.

Class B. Under supervision, performs one or more routine accounting operations such as posting simple journal vouchers or accounts payable vouchers, entering vouchers in voucher registers; reconciling bank accounts; and posting subsidiary ledgers controlled by general ledgers, or posting simple cost accounting data. This job does not require a knowledge of accounting and bookkeeping principles but is found in offices in which the more routine accounting work is subdivided on a functional basis among several woikers.

CLERK, FILE

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

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

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

CLERK, ORDER

Receives customers' orders for material or merchandise by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items

CLERK, ACCOUNTING— Continued

2 3

to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating of customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders.

CLERK, ORDER— Continued

CLERK, PAYROLL

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

COMPTOMETER OPERATOR

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

DUPLICA TING - MA CHINE OPERATOR (MIMEOGRAPH OR DITTO)

Under general supervision and with no supervisory responsibilities, reproduces multiple copies of typewritten or handwritten matter, using a Mimeograph or Ditto machine. Makes necessary adjustment such as for ink and paper feed counter and cylinder speed. Is not required to prepare stencil or Ditto master. May keep file of used stencils or Ditto masters. May sort, collate, and staple completed material.

KEYPUNCH OPERATOR

Class A . Operates a numerical and/or alphabetical or combination keypunch machine to transcribe data from various source documents to keypunch tabulating cards. Performs same tasks as lower level keypunch operator but, in addition, work requires application


2 4

of coding skills and the making of some determinations, for example, locates on the source document the items to be punched; extracts information from several documents; and searches for and interprets information on the document to determine information to be punched. May train inexperienced operators.

Class B. Under close supervision or following specific procedures or instructions, transcribes data from source documents to punched cards. Operates a numerical and/or alphabetical or combination keypunch machine to keypunch tabulating cards. May verify cards. Working from various standardized source documents, follows specified sequences which have been coded or prescribed in detail and require little or no selecting, coding, or interpreting of data to be punched. Problems arising from erroneous items or codes, missing information, etc. , are referred to supervisor.

KEYPUNCH OPERATOR— Continued

OFFICE BOY OR GIRL

Performs various routine duties such as running errands, operating minor office machines such as sealers or mailers, opening and distributing mail, and other minor clerical work.

SECRETARY

Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work activities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following; (a) Receives telephone calls, personal callers, and incoming mail, answers routine inquiries, and routes the technical inquiries to the proper persons; (b) establishes, maintains, and revises the supervisor’s files; (c) maintains the supervisor's calendar and makes appointments as instructed; (d) relays messages from supervisor to subordinates; (e) reviews correspondence, memoranda, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy; and (f) performs stenographic and typing work.

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

S ECRET AR Y— Conti nue d

Exclusions

Not all positions that are titled "secretary" possess the above characteristics. Examples of positions which are excluded from the definition are as follows: (a) Positions which do not meet the "personal"secretary concept described above; (b) stenographers not fully trained in secretarial type duties; (c) stenographers serving as office assistants to a group of professional, technical, or managerial persons; (d) secretary positions in which the duties are either substantially more routine or substantially more complex and responsible than those characterized in the definition; and(e) assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typical of secretarial work.

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

Class A

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

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

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

Class B

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

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


SECRETARY— Continued

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

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

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

Class C

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

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

Class D

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

b. Secretary to a nonsupervisory staff specialist, professionalemployee, administrative officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers, rather than secretaries asdescribed above, to this level of supervisory or nonsupervisory worker.)

STENOGRAPHER, GENERAL

Primary duty is to take dictation involving a normal routine vocabulary from one or more persons either in shorthand or by Stenotype or similar machine; and transcribe dictation. May also type from written copy.

2 5

May maintain files, keep simple records, or perform other relatively routine clerical tasks. May operate from a stenographic pool. Does not include transcribing-machine work. (See transcribing-machine operator. )

STENOGRAPHER, SENIOR

Primary duty is to take dictation involving a varied technical or specialized vocabulary such as in legal briefs or reports on scientific research from one or more persons either in shorthand or by Stenotype or similar machine; and transcribe dictation. May also type from written copy. May also set up and maintain files, keep records, etc.

OR

Performs stenographic duties requiring significantly greater independence and responsibility than stenographers, general as evidenced by the following: Work requires high degree of stenographic speed and accuracy; and a thorough working knowledge of general business and office procedures and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as, maintaining followup files; assembling material for reports, memorandums, letters, etc. ; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc. Does not include transcribing-machine work.

SWITCHBOARD OPERATOR

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

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

STENOGRAPHER, GENERAL— Continued


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SWITCHBOARD OPERATOR-RECEPTIONIST

In addition to performing duties of operator on a single position or monitor-type switchboard, acts as receptionist and may also type or perform routine clerical work as part of regular duties. This typing or clerical work may take the major part of this workers time while at switchboard.

TABULATING-MACHINE OPERATOR

Class A . Operates a variety of tabulating or electrical accounting machines, typically including such machines as the tabulator, calculator, interpreter, collator, and others. Performs complete reporting assignments without close supervision, and performs difficult wiring as required. The complete reporting and tabulating assignments typically involve a variety of long and complex reports which often are of irregular or nonrecurring type requiring some planning and sequencing of steps to be taken. As a more experienced operator, is typically involved in training new operators in machine operations, or partially trained operators in wiring from diagrams and operating sequences of long and complex reports. Does not include working supervisors performing tabulating-machine operations and day-to-day supervision of the work and production of a group of tabulating-machine operators.

Class B. Operates more difficult tabulating or electrical accounting machines such as the tabulator and calculator, in addition to the sorter, reproducer, and collator. This work is performed under specific instructions and may include the performance of some wiring from diagrams. The woik typically involves, for example, tabulations involving a repetitive accounting exercise, a complete but small tabulating study, or parts of a longer and more complex report. Such reports and studies are usually of a recurring nature where the procedures are well established. May also include the training of new employees in the basic operation of the machine.

Class C. Operates simple tabulating or electrical accounting machines such as the sorter, reproducing punch, collator, e t c . , with

TABULATING-MACHINE OPERATOR— Continued

specific instructions. May include simple wiring from diagrams and some filing woik. The work typically involves portions of a woik unit, for example, individual sorting or collating runs or repetitive operations.

TRANSCRffilNG-MACHINE OPERATOR, GENERAL

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

TYPIST

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

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

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


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PROFESSIONAL AND T E C H NI C A L

DRAFTSMAN

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

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

Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required.

DRAFTSMAN Continued

Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress.

D RAFTSMAN- TRACER

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

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

NURSE, INDUSTRIAL (REGISTERED)

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

MAI NTENANCE AND PQ WERPLA NT

CARPENTER, MAINTENANCE

Performs the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, casings, and trim made of wood in an establishment. Work involves most of the following: Planning and laying out of work from blueprints, drawings, models, or verbal instructions; using a variety of carpenter's handtools, portable power tools,

CARPENTER, MAINTENANCE— Continued

and standard measuring instruments; making standard shop computations relating to dimensions of work; and selecting materials necessary for the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.


2 8

ELECTRICIAN, MAINTENANCE

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

ENGINEER, STATIONARY

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

FIREMAN, STATIONARY BOILER

Fires stationary boilers to furnish the establishment in which employed with heat, power, or steam. Feeds fuels to fire by hand or operates a mechanical stoker, or gas or oil burner; and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment.

HELPER, MAINTENANCE TRADES

Assists one or more workers in the skilled maintenance trades, by performing specific or general duties of lesser skill, such as keeping

HELPER, MAINTENANCE TRADES— Continued

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

MACHINE-TOOL OPERATOR, TOOLROOM

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

MACHINIST, MAINTENANCE

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


MECHANIC, AUTOMOTIVE (MAINTENANCE)

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

MECHANIC, MAINTENANCE

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

MILLWRIGHT

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

2 9

OILER

Lubricates, with oil or grease, the moving parts or wearing surfaces of mechanical equipment of an establishment.

PAINTER, MAINTENANCE

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCE

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

PLUMBER, MAINTENANCE

Keeps the plumbing system of an establishment in good order. Work involves: Knowledge of sanitary codes regarding installation of vents and traps in plumbing system; installing or repairing pipes and fixtures; and opening clogged drains with a plunger or plumber's snake. In general, the work of the maintenance plumber requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.


3 0

SHEET-METAL WORKER, MAINTENANCE

Fabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifications; setting up and operating all available types of sheet-metalworking machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

TOOL AND DIE MAKER

(Die maker; jig maker; tool maker; fixture maker; gage maker)

Constructs and repairs machine-shop tools, gages, jigs, fixtures or dies for forgings, punching, and other metal-forming work. Work in-

TOOL AND DIE MAKER—Continued

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

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

C U S T O D I A L AND M A T E R I A L MOVEMENT

ELEVATOR OPERATOR, PASSENGER

Transports passengers between floors of an office building, apartment house, department store, hotel, or similar establishment. Workers who operate elevators in conjunction with other duties such as those of starters and janitors are excluded.

GUARD AND WATCHMANGuard. Performs routine police duties, either at fixed post or

on tour, maintaining order, using arms or force where necessary. Includes gatemen who are stationed at gate and check on identity of employees and other persons entering.

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

JANITOR, PORTER, OR CLEANER (Sweeper; charwoman; janitress)

Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or commercial

JANITOR, PORTER, OR CLEANER— Continued

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

LABORER, MATERIAL HANDLING

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

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


ORDER FILLER

(Order picker, stock selector; warehouse stockman)

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

PACKER, SHIPPING

Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded.

SHIPPING AND RECEIVING CLERK

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

31

SHIPPING AND RECEIVING CLERK— Continued

For wage study purposes, workers are classified as follows:

Receiving clerk Shipping clerkShipping and receiving clerk

TRUCKDRIVER

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

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

Truckdriver (combination of sizes listed separately)Truckdriver, light (under 1 V2 tons)Truckdriver, medium (1 Vz to and including 4 tons)Truckdriver, heavy (over 4 tons, trailer type)•Truckdriver, heavy (over 4 tons, other than trailer type)

TRUCKER, POWER

Operates a manually controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.

For wage study purposes, workers are classified by type of truck, as follows:

Trucker, power (forklift)Trucker, power (other than forklift)


A va i lab le On R e q u e s t -----

The seventh annual report on salaries for accountants, auditors, attorneys, chem ists, engineers, engineering technicians, draftsmen, tracers, job analysts, directors of personnel, managers of office services, buyers, freight rate clerks, and clerical em ployees.

Order as BLS Bulletin 1535, National Survey of Professional, A dm inistrative, Technical, and Clerical Pay, February—March 1966. 50 cents a copy.

U.S. GOVERNMENT PRINTING OFFICE: 1967 — 303-598/12


Area Wage Surveys

A list of the latest available bulletins is presented below. A directory indicating dates of earlier studies, and the prices of the bulletins is available on request. Bulletins may be purchased from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402, or from any of the BLS regional sales offices shown on the inside front cover.

Bulletin numberArea and price

Akron, Ohio, June 1966 1_________________________________ 1465-81, 30 centsAlbany—Schenectady-Troy, N .Y ., Apr. 1967 ---------------- 1530-62, 25 centsAlbuquerque, N. M ex., Apr. 1967_______________________ 1530-60, 20 centsAllentown—Bethlehem—Easton, Pa.—N. J .,

Feb. 1967_________________________________________________ 1530-53, 25 centsAtlanta, G a ., May 1967___________________________________ 1530-71, 25 centsBaltim ore, M d., Nov. 1966 1_____________________________ 1530-30, 30 centsBeaumont—Port Arthur—Orange, Tex., May 1967_____ 1530-74, 20 centsBirmingham, A la ., Apr. 1967 1 _________________________ 1530-63, 30 centsBoise City, Idaho, July 1966 1------------------------------------------ 1530-2 , 25 centsBoston, M a ss., Oct. 1966________________________________ 1530-16, 25 cents

Buffalo, N .Y ., Dec. 1966 1________________________________ 1530-38, 30 centsBurlington, V t ., Mar. 1967 1 ____________________________ 1530-52, 25 centsCanton, Ohio, Apr. 1967 _________________________________ 1530-58, 20 centsCharleston, W. V a ., Apr. 1967 __________________________ 1530-61, 20 centsCharlotte, N .C ., Apr. 1967______________________________ 1530-64, 20 centsChattanooga, Tenn.—G a ., Sept. 1966 1___________________ 1530-8, 30 centsChicago, 111., Apr. 1967 1 ________________________________ 1530-73, 30 centsCincinnati, Ohio—Ky.—Ind., Mar. 1967--------------------------- 1530-56, 25 centsCleveland, Ohio, Sept. 1966 1--------------------------------------- 1530-13, 30 centsColumbus, Ohio, Oct. 1966 1_____________________________ 1530-20, 30 centsD allas, Tex., Nov. 1966 1________________________________ 1530-25, 30 cents

Davenport—Rock Island—Moline, Iowa—111.,Oct. 1966 1-------------------------------------------------------------------------- 1530-19, 30 cents

Dayton, Ohio, Jan. 1967 __________________________________ 1530-45, 25 centsDenver, C olo., Dec. 1966__________________________ ______ 1530-32, 25 centsDes Moines, Iowa, Feb. 1967 ___________________________ 1530-44, 25 centsDetroit, M ich., Jan. 1967 1 ______________________________ 1530-48, 30 centsFort Worth, T ex ., Nov. 1966 1___________________________ 1530-28, 30 centsGreen Bay, W is ., Aug. 1966 1__________________________ 1530-5, 25 centsGreenville, S .C ., May 1967 _______________________ ____ 1530-66, 25 centsHouston, T ex ., June 1966 1 ______________________________ 1465-85, 30 centsIndianapolis, Ind., Dec. 1966____________________________ 1530-37, 25 cents

Jackson, M iss ., Feb. 1967______________________________ 1530-43, 20 centsJacksonville, F la ., Jan. 1967 1 --------------------------------------- 1530-39, 2 5 centsKansas City, Mo.—K ans., Nov. 1966_____________________ 1530-26, 25 centsLawrence—Haverhill, M ass.—N.H ., June 1967_________ 1530-77, 20 centsLittle Rock—North Little Rock, Ark., Aug. 1966 1_____ 1530-1 , 25 centsLos Angeles—Long Beach and Anaheim—Santa Ana-

Garden Grove, C alif., Mar. 1967 1 ____________________ 1530-65, 30 centsLouisville, Ky.—Ind., Feb. 1967 1_______________________ 1530-49, 30 centsLubbock, Tex., June 1967 _______________________________ 1530-75, 20 centsManchester, N .H ., Aug. 1966 1__________________________ 1530-4, 25 centsMemphis, Tenn.—A r k ., Jan. 1967 _______________________ 1530-40, 25 centsMiami, F la ., Dec. 1966__________________________ -__—___ 1530-31, 25 centsMidland and O dessa, T ex., June 1967__________________ 1530-78, 20 cents

Bulletin numberArea and price

Milwaukee, W is., Apr. 1967 1_____________________________ 1530-76, 30 centsMinneapolis—St. Paul, Minn., Jan. 1967 1_______________ 1530-42, 30 centsMuskegon—Muskegon Heights, M ich., May 1967_______ 1530-72, 20 centsNewark and Jersey City, N .J., Feb. 1967______________ 1530-55, 25 centsNew Haven, Conn., Jan. 1967 _____________________________ 1530-41, 25 centsNew Orleans, La., Feb. 1967 1 ___________________________ 1530-51, 30 centsNew York, N .Y ., Apr. 1966 1______________________________ 1465-82, 40 centsNorfolk—Portsmouth and Newport News—

Hampton, Va., June 1966________________________________ 1465-77, 20 centsOklahoma City, O kla ., Aug. 1966 1_______________________ 1530-6, 25 cents

Omaha, Nebr.—Iowa, Oct. 1966___________________________ 1530-18, 25 centsPater son—Clifton—P assaic , N. J ., May 1967_____________ 1530-67, 25 centsPhiladelphia, Pa.—N .J., Nov. 1966 1______________________ 1530-35, 35 centsPhoenix, A r iz ., Mar. 1967_______________________________ 1530-59, 20 centsPittsburgh, Pa., Jan. 1967 1----------------------------------------------- 1530-46, 30 centsPortland, Maine, Nov. 1966_______________________________ 1530-17, 20 centsPortland, Or eg.—W ash., May 1967_______________________ 1530-79, 25 centsProvidence—Pawtucket—Warwick, R .I.—M a ss .,

May 1967 1 --------------------------------------------------------------------------- 1530-70, 30 centsRaleigh, N .C ., Sept. 1966--------------------------------------------------- 1530-7, 20 centsRichmond, Va., Nov. 1966_________________________________ 1530-23, 25 centsRockford, 111., May 1967 __________________________________ 1530-68, 20 cents

St. Louis, Mo.—111., Oct. 1966 1------------------------------------------ 1530-27, 30 centsSalt Lake City, Utah, Dec. 1966 1________________________ 1530-33, 25 centsSan Antonio, Tex., June 1967 1 ----------------------------------------- 1530-84, 25 centsSan Bernardino—Riverside—Ontario, Calif.,

Sept. 1966__________________________________________________ 1530-14, 25 centsSan Diego, C alif., Nov. 1966 1____________________________ 1530-24, 25 centsSan Francisco-Oakland, C alif., Jan. 1967 1_____________ 1530-36, 30 centsSan Jose, C alif., Sept. 1966_______________________________ 1530-10, 20 centsSavannah, G a., May 1967_________________________________ 1530-69, 20 centsScranton, Pa., Aug. 1966---------------------------------------------------- 1530-3, 20 centsSeattle—Everett, Wash., Oct. 1966________________________ 1530-22, 25 cents

Sioux F alls, S. Dak., Oct. 1966___________________________ 1530-12, 20 centsSouth Bend, Ind., Mar. 1967______________________________ 1530-57, 20 centsSpokane, W ash., June 1966________________________________ 1465-75, 20 centsTampa—St. Petersburg, F la ., Sept. 1966 1 _____________ 1530-9, 25 centsToledo, Ohio—Mich., Feb. 1967 1_________________________ 1530-50, 30 centsTrenton, N .J., Dec. 1966 1________________________________ 1530-34, 25 centsWashington, D .C .—Md.—V a ., Oct. 1966 1_________________ 1530-15, 30 centsWaterbury, Conn., Mar. 1967 ____________________________ 1530-54, 20 centsWaterloo, Iowa, Nov. 1966 1----------------------------------------------- 1530-21, 25 centsWichita, K ans., Oct. 1966 1_____________ __________________ 1530-11, 25 centsW orcester, M ass., June 1967 ------------------------------------------- 1530-81, 25 centsYork, Pa., Feb. 1967 --------------- ------------------ ----------------------- 1530-47, 25 centsYoungstown—Warren, Ohio, Nov. 1966___________________ 1530-29, 25 cents

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

bls_1530-84_1967.pdf

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Transcript of bls_1530-84_1967.pdf