"General Strike"
The 1920s were not always favorable for this vision, as public attitudes and policies encouraged business interests.21 The Bureau found little opportunity to expand or improve its work during this period,22 although it did expand coverage of industry wage studies into 20th century manufacturing industries and expanded into newly emerging compensation practices, such as bonus systems and pay for overtime, Sunday, and holidays.23 Although surveys were confined to manual jobs and largely selected jobs in the manufacturing sector, these surveys provided a reasonably consistent body of data on both the structure and trend of wages for industrial workers.24
During this retrenchment period, the Bureau was able to continue one of its oldest programs, union scales of wages and hours of labor, which dated back to the late nineteenth century. Data were collected for occupations in five industries—bakeries, building trades, marble and stone trades, metal trades, and printing—for localities throughout the country. As an example, wages and hours from 1913 to 1925 in Chicago for several trades are summarized in table 1.25
The Bureau also undertook various studies of workmen’s compensation, legal aid, and social insurance programs, often in reaction to changes in the law. For example, following the passage of amendments to the Federal retirement system in 1926, the Bureau conducted a survey of 46 State and municipal pension plans, publishing the results by 1929, along with information on public retirement systems in Canada and Europe.26 The cost of benefits, however, was still a very small part of a worker’s compensation package, accounting for less than three percent of the employer’s cost for employee compensation.27
An early example of one of the Bureau’s studies of retirement systems was data published on a retirement plan for employees of the State of New Jersey. This retirement system for these employees was created in March 1921, with contributions starting in January 1922 and pensions first being paid in July 1922. Membership was optional for current employees but mandatory for all new employees. Contributions from the State and employees were "sufficient to secure upon retirement at age 60 an annuity amounting to 1/140 of their final average compensation for each year of service rendered." For example, an employee retiring after 35 years of service would be entitled to an annuity valued at one-quarter (35 X 1/140) of the final average compensation. Retirement was optional at age 60 and compulsory at 70.
In 1926, the Bureau conducted a comprehensive study of workers’ compensation. At that time, all but five States had enacted workers’ compensation laws to protect workers from losses resulting from injuries on the job. Nearly all these States had passed their initial legislation by 1919 and had subsequently expanded the scope of the acts, increased the amount of benefits, and reduced the amount of time before receiving benefits.28 Benefits in these States29 covered fatal—as well as nonfatal— injuries and medical and surgical benefits. In most States, compensation benefits were based on a percentage of average wages, ranging from one-half of average wages in 16 States to two-thirds of average earnings in 12 States. Maximum payments ranged from $3,000 to $7,800 for death and from $3,000 to $10,000 for permanent total disability.30
The Bureau also conducted another survey in 1926,31 following up on an earlier survey of the existence of "industrial establishments offering insurance to their employees under the group plan."32 "After 1916, the amounts of group insurance being written increased very rapidly … In the earlier study only 32 of the companies had inaugurated a group insurance plan, while in the present study 186 companies with 672,468 employees were found to have such a plan in effect."33 "The earlier group life insurance policies provided for payment of a lump sum in case of death, the amount of the insurance usually ranging from $200 to $1,000 and frequently increasing with each year of service." In 1922-3, group accident and sickness policies were first written as added features of many group life-insurance policies and the "...contributory features became even more marked. In many establishments the employer arranged for combination group life, sickness and accident insurance, part of the premium to be paid for by the worker, while in other cases the employer paid for the life insurance and the employee paid for the sickness and accident insurance."34 The usual minimum life insurance benefit was $500, with many plans varying by an employee’s annual salary and length of service.35 Sickness and accident insurance provided benefits for non-occupational injuries, usually "for periods of 13 weeks, 26 weeks, or occasionally 52 weeks," with benefits being paid according to salary class.36
http://www.bls.gov/opub/cwc/cm20030124ar03p1.htm
During this retrenchment period, the Bureau was able to continue one of its oldest programs, union scales of wages and hours of labor, which dated back to the late nineteenth century. Data were collected for occupations in five industries—bakeries, building trades, marble and stone trades, metal trades, and printing—for localities throughout the country. As an example, wages and hours from 1913 to 1925 in Chicago for several trades are summarized in table 1.25
The Bureau also undertook various studies of workmen’s compensation, legal aid, and social insurance programs, often in reaction to changes in the law. For example, following the passage of amendments to the Federal retirement system in 1926, the Bureau conducted a survey of 46 State and municipal pension plans, publishing the results by 1929, along with information on public retirement systems in Canada and Europe.26 The cost of benefits, however, was still a very small part of a worker’s compensation package, accounting for less than three percent of the employer’s cost for employee compensation.27
An early example of one of the Bureau’s studies of retirement systems was data published on a retirement plan for employees of the State of New Jersey. This retirement system for these employees was created in March 1921, with contributions starting in January 1922 and pensions first being paid in July 1922. Membership was optional for current employees but mandatory for all new employees. Contributions from the State and employees were "sufficient to secure upon retirement at age 60 an annuity amounting to 1/140 of their final average compensation for each year of service rendered." For example, an employee retiring after 35 years of service would be entitled to an annuity valued at one-quarter (35 X 1/140) of the final average compensation. Retirement was optional at age 60 and compulsory at 70.
In 1926, the Bureau conducted a comprehensive study of workers’ compensation. At that time, all but five States had enacted workers’ compensation laws to protect workers from losses resulting from injuries on the job. Nearly all these States had passed their initial legislation by 1919 and had subsequently expanded the scope of the acts, increased the amount of benefits, and reduced the amount of time before receiving benefits.28 Benefits in these States29 covered fatal—as well as nonfatal— injuries and medical and surgical benefits. In most States, compensation benefits were based on a percentage of average wages, ranging from one-half of average wages in 16 States to two-thirds of average earnings in 12 States. Maximum payments ranged from $3,000 to $7,800 for death and from $3,000 to $10,000 for permanent total disability.30
The Bureau also conducted another survey in 1926,31 following up on an earlier survey of the existence of "industrial establishments offering insurance to their employees under the group plan."32 "After 1916, the amounts of group insurance being written increased very rapidly … In the earlier study only 32 of the companies had inaugurated a group insurance plan, while in the present study 186 companies with 672,468 employees were found to have such a plan in effect."33 "The earlier group life insurance policies provided for payment of a lump sum in case of death, the amount of the insurance usually ranging from $200 to $1,000 and frequently increasing with each year of service." In 1922-3, group accident and sickness policies were first written as added features of many group life-insurance policies and the "...contributory features became even more marked. In many establishments the employer arranged for combination group life, sickness and accident insurance, part of the premium to be paid for by the worker, while in other cases the employer paid for the life insurance and the employee paid for the sickness and accident insurance."34 The usual minimum life insurance benefit was $500, with many plans varying by an employee’s annual salary and length of service.35 Sickness and accident insurance provided benefits for non-occupational injuries, usually "for periods of 13 weeks, 26 weeks, or occasionally 52 weeks," with benefits being paid according to salary class.36
http://www.bls.gov/opub/cwc/cm20030124ar03p1.htm