cents limits, more than 75 percent reported the figure to be $1 or less.

Table 4 shows the responses of local unions to the inquiry about fees required for work permits. As a rule, work permits are used when demands are made on unions to expand the supply of workers during periods of temporary shortage. The union grants permits to nonmembers to work at jobs normally filled by union workers and it charges in return a work permit fee. It is also customary in some unions to charge a permit fee to a member of another local of the same international pending completion of arrangements for the transfer of his membership to the charging local, as well as to charge permit fees to members of other locals who wish to work temporarily in the jurisdiction of the charging local but who do not wish to transfer their membership. Some unions apply unions apply these charges

toward payment of the initiation fee, so that, if the job is of sufficient duration to permit the initiation fee to be paid in full, the worker is admitted to union membership.

In the situations where the permit fee is a method of collecting the initiation fee on installments, there was no consistent method of reporting by the unions. Some of the unions which followed this system reported only the permit payments; others made no reference to the permit payments and simply listed the total initiation fee under the initiation fee designation; and in still other cases, entries were made under both headings, so that there is a possibility of duplication in these instances. Work permit fees, like dues, are customarily collected on a periodic basis.

About 11 percent of the reporting local unions had a practice of levying work permit charges. Of those unions which charged specific dollar amounts, 4,295 reported prevailing fees, and 534 reported maximum fees. Almost 63 percent of the local unions reporting prevailing fees charged less than $5 a month, and less than 12 percent charged $10 or more. Of the local unions which set maximum fee limits for work permit fees, about 60 percent reported that they amounted to less than $4 per month. Only 7 percent of the locals reported their maximum work permit fees to be $10 or more per month.

In considering these statistical tables and the foregoing discussion, it must be emphasized that all the statistics are preliminary. The statistics are based upon information in reports filed by labor organizations, many of which are inexperienced in this type of reporting. The statistics will be further refined and clarified as the Bureau acquires more experience under the reporting requirements of the act.

Earnings in the Banking Industry, Mid-1960

AVERAGE straight-time weekly earnings of women employed as experienced commercial and/or savings tellers in the banking industry ranged from $62 in Providence to $84.50 in New York City among the 27 areas studied by the Bureau of Labor Statistics in mid-1960.1 Averages for men in the same occupation with the same minimum experience (5 or more years) ranged from $76 in Miami and Providence to $101 in Milwaukee. In this occupation, as in other nonsupervisory office occupations selected for study, there was a considerable spread in individual earnings within each labor market area. For example, in many occupations studied, some employees in areas with the lowest level of earnings (as measured by the average for all employees in the occupation) earned more thar some employees in the same occupation in the area with the highest average weekly earnings.

Bank employees in each area studied typically received paid holidays, paid vacations, and various forms of insurance benefits. A majority in 22 areas were employed in establishments with 40hour workweek schedules; in the five areas of the Northeast, shorter schedules were the rule.

Industry Characteristics

Total banking employment in mid-1960 among the 27 labor markets selected for study ranged from slightly more than 2,000 in Memphis to 72,000 in New York City. Fewer than 5,000 employees were found in 15 areas; 5 areas had from 5,000 to 10,000; and 7 areas had over 10,000 working in the industry. New York City, the leading banking center, accounted for slightly more than one-fourth of the 272,000 employees within the scope of the 27-area survey. Almost 70 percent of the survey employment was concentrated in seven areas (New York City, Los Angeles-Long Beach, Chicago, San FranciscoOakland, Boston, Philadelphia, and Detroit).

Nonsupervisory office employees, the group from which occupations were selected for study, constituted almost four-fifths of the total employment of banks within the scope of the survey. Women

represented from three-fifths to four-fifths of the office workers in each area except New York City, where 45 percent were men.

Formally established rate structures providing for a range of rates for each job category were reported by banks employing a majority of employees in all areas except Kansas City, Providence, and eight of the nine southern areas (excluding Dallas). In nearly all the exceptions, salaries were determined primarily by the qualifications of the individual employees.

2

Labor-management contracts covering wages and working conditions of nonsupervisory office employees were reported by banks in only 3 of the 27 areas. Approximately three-fifths of the employees in Milwaukee, a third in Seattle, and nearly a sixth in the Newark and Jersey City area were in banks having contracts covering a majority of their employees.

Although banks may perform such allied services as the rental, operation, and maintenance of buildings, stock brokerage and travel services, or insurance operations, the proportion of the work force in mid-1960 engaged full time in such activities amounted to less than 5 percent in nearly all areas.

Occupational Earnings

Average weekly earnings of employees in the occupations listed in table 1 were generally highest in New York City, Chicago, Los AngelesLong Beach, and San Francisco-Oakland, and lowest in Providence, St. Louis, and the areas of the South (except Houston and Washington, D.C.).

In practically all areas, the largest number of tellers were employed as commercial and/or savings tellers, who service customers' checking and sav

1 Average weekly earnings, as used in this report, are based on hours for which employees receive their regular straight-time salaries. The survey covered commercial and stock savings banks and mutual savings banks (industry groups 602 and 603 as defined in the 1957 edition of the Standard Industrial Classification Manual prepared by the Bureau of the Budget). Banks having fewer than 20 employees in the labor market area at the time the survey lists were compiled were excluded.

Detailed reports for each area studied and the job descriptions used in classifying workers in the selected occupations are available upon request. For the areas covered and the payroll periods concerned, see footnote 2, table 1. A more comprehensive account of this survey is presented in forthcoming BLS Report 179, Wage Structure: Banking Industry, Mid-1960.

2 All nonsupervisory office employees were considered to be covered by an agreement if the terms of one or more agreements applied to a majority in the establishment. Similarly, if fewer than half of the employees were covered by an agreement, that establishment and all of its employees were classified as not being covered.

ings accounts. Average weekly salaries for women employed in this occupation with less than 5 years of service with their present employer ranged from $49.50 in Providence to $71. 50 in Detroit. Averages for men similarly employed were from $59 in Atlanta to $80 in Chicago.

Note tellers, who perform operations required for collection of exchange charges and payments on notes, drafts, rents, and contracts for deeds, had higher average weekly earnings than commercial and/or savings tellers in most areas. Average weekly earnings for men note tellers with 5 or more years of service, generally the highest paid occupation studied, ranged from $75.50 in Providence to $106 in Chicago. Area averages for women in the same occupation ranged from $66 in Providence to $89.50 in Washington, D.C.

In a majority of the areas where comparisons could be made, average weekly earnings of all around tellers, whose duties are a combination of those performed by the other two teller classifications, were exceeded by the averages for note tellers. The relative earnings position of commercial and/or savings tellers and all-round tellers

varied among areas for which averages for both occupations were available.

Like tellers, proof-machine operators, who sort checks, debits, credits, and other items by machine, and transit clerks, who process checks for return to banks on which they were drawn, are in occupations particularly identified with banking and other financial institutions. Lower requirements of training and responsibility for these occupations, as compared with tellers, are reflected in their salaries. Average weekly earnings for women proof-machine operators ranged from $48 in Providence to $69 in New York City. The lowest area average for men proof-machine operators was $49 in St. Louis; the highest, $72.50 in New York City. In most areas for which averages were available, earnings of women transit clerks were below the average for women proof-machine operators.

Women working as routine (class B) bookkeeping-machine operators, numerically the most important occupation surveyed, had average weekly earnings ranging from $49 in Providence to $65 in Chicago and New York City. Secretaries,

1 Average weekly earnings are based on hours for which employees receive their regular straight-time pay.

Data relate to May 1960 in Baltimore, Cincinnati, Dallas, Denver, Kansas City, Louisville, Memphis, Miami, Newark and Jersey City, New Orleans, Philadelphia, Portland, St. Louis, San Francisco-Oakland, Seattle, and Washington; June 1960 in Atlanta, Boston, Chicago, Detroit, Houston, Indianapolis, Los Angeles-Long Beach, Minneapolis-St. Paul, New York City, and Providence; and July 1960 in Milwaukee. The areas are the Stand

ard Metropolitan Statistical Areas except Chicago (Cook County), Newark and Jersey City (Essex, Hudson, Morris, and Union Counties). New York City (the 5 boroughs), and Philadelphia (Philadelphia and Delaware Coun. ties, Pa., and Camden County, N.J.).

NOTE: Dashes indicate no data reported or data that do not meet publication criteria.

earning from $69 a week in Louisville and Providence to $91 in Los Angeles-Long Beach and New York City, usually had the highest occupational averages for women. Routine (class B) file clerks, generally the lowest paid in each area, averaged from $45.50 per week in Louisville to $62 in New York City.

Reflecting at least in part the predominant use of formalized wage structures with a range of rates, individual salaries of employees varied considerably within the same occupational classification and labor market area. As illustrated in the following tabulation of earnings of women bookkeeping-machine operators (class B) in five selected areas, the variation in individual salaries was sufficiently great that the salaries of some employees in areas with comparatively low average salaries exceeded those of some employees in areas with markedly higher averages.

Scheduled Weekly Hours. A majority of the employees in all areas, except those in the five Northeast areas, were in banks with 40-hour workweek schedules. Approximately three-fifths of the employees in Boston, about seven-tenths in Philadelphia, and approximately nine-tenths of the employees in the other three Northeast areas were in banks scheduling workweeks of 371⁄2 hours or less. About three-fifths of the employees in New York City and two-fifths in Newark and Jersey City were in banks scheduling 35 hours. None of the establishments in the 27 areas had work schedules of more than 40 hours. In 18 of the 22 areas where 40-hour workweeks were the

prevailing pattern, some employees were in banks scheduling less than 40 hours.

Paid Holidays. Prevailing holiday practices ranged from 5 days annually in Atlanta and Memphis to 12 days in the Newark and Jersey City area and Philadelphia. Almost all of the employees in New York City and Providence and over half of those in Chicago and Boston were in banks granting 11 paid holidays. In Baltimore, 10 paid holidays were commonly provided, and all Detroit banks gave their employees 9 paid holidays. Employers in Western areas typically gave 7 or 8 paid holidays, which was