TEXT Table 1. Employed contingent and noncontingent workers by selected characteristics, Table 2. Percent distribution of employed contingent and noncontingent workers by selected Table 3. Employed contingent and noncontingent workers by school enrollment and Table 4. Employed contingent and noncontingent workers by occupation and industry, Table 5. Employed workers with alternative and traditional work arrangements by selected Table 6. Employed workers with alternative and traditional work arrangements by selected Table 7. Employed workers with alternative and traditional work arrangements by school Table 8. Employed workers with alternative and traditional work arrangements by occupation Table 9. Employed contingent and noncontingent workers and those Table 10. Employed contingent workers by their preference for contingent Table 11. Employed workers with alternative work arrangements by their Table 12. Employed workers with alternative and traditional work arrangements by Technical information: (202) 606-6378 USDL 95-318 606-6373 Media contact: 606-5902 For release: 10:00 A.M. EDT Thursday, August 17, 1995 NEW DATA ON CONTINGENT AND ALTERNATIVE EMPLOYMENT EXAMINED BY BLS The considerable flexibility ingrained in the United States labor market has produced a variety of employment arrangements. The Bureau of Labor Statistics of the U.S. Department of Labor has completed the first special survey on workers in contingent jobs, that is, jobs which are structured to last only a limited period of time. Also collected in the survey was information on the number of workers in several alternative employment arrangements, such as those working for temporary help agencies or as independent contractors or "on call." The attached report examines the initial findings from that survey. Single copies of Contingent and Alternative Employment Arrangements, Report 900, are available from BLS, (202) 606-6378 or (202) 606-6373. # # # This information will be made available to sensory-impaired individuals upon request. Voice phone: 202-606-7828, TDD phone: 202-606-5897, TDD message referral phone number: 1-800-326-2577. Contingent and Alternative Employment Arrangements U. S. Department of Labor Bureau of Labor Statistics Report 900 August 1995 The first special survey to produce estimates of the number of workers in contingent jobs, that is, jobs which are structured to last only a limited period of time, has been completed by the Bureau of Labor Statistics. The survey also produced estimates of the number of workers in several alternative employment arrangements, including those working as independent contractors and on-call workers, as well as those working through temporary help agencies or contract companies. The survey was conducted as a supplement to the February 1995 Current Population Survey (CPS), a monthly sample survey of about 60,000 households conducted by the Bureau of the Census for the Bureau of Labor Statistics. Initial results from the survey show that, in February 1995, between 2.7 and 6.0 million workers--a range of 2.2 to 4.9 percent of total employment--were in contingent jobs. This range spans three alternative estimates which were developed to assess the impact of different assumptions about which factors constitute contingent employment. The narrowest estimate includes only wage and salary workers who had been in their jobs for 1 year or less and expected their jobs to last for an additional year or less. The middle estimate added the self-employed and independent contractors who were in a similar situation. In the third and broadest estimate, the limitation on how long workers had held their jobs and expected to remain in them was dropped for wage and salary workers; thus, this estimate includes almost any worker who believed his or her job was temporary or not expected to continue. (See table A.) The February survey also showed that 8.3 million workers (6.7 percent of the total employed) said they were independent contractors, 2.0 million (1.7 percent) worked "on call," 1.2 million (1.0 percent) worked for temporary help agencies, and 652,000 (0.5 percent) worked for contract firms that provided the worker's services to one customer at that customer's worksite. (See table B.) In this analysis, contingent employment is defined separately from these four types of employment arrangements, although an individual's employment arrangement could be both "contingent" and fall into one of the alternative employment categories. (See table 12.) A complete description of concepts and definitions used in the supplement is presented in the technical note at the end of this report. Contingent employment The major goal of the February supplement was to provide information on the extent to which workers were in jobs that were structured to be of limited duration. Specifically, contingent workers are being defined here as those individuals who do not perceive themselves as having an explicit or implicit contract for ongoing employment. Prior to the February supplement, data on this characteristic of jobs were lacking. The term contingent work has been used, however, to refer to a variety of work arrangements. These include part-time work, self-employment, employment in the business services industry, and, in fact, almost any work arrangement that might be considered to differ from the commonly perceived norm of a full-time wage and salary job. Table A provides the definition for contingency and the three overall estimates developed from the survey based on this definition. These three estimates ranged from 2.2 percent of total employed at the narrowest level that covers only wage and salary workers, to 2.8 percent when the self- employed were added in, and finally to 4.9 percent of the total when time restrictions were relaxed. In terms of numbers, the contingent workforce was fairly sizable, ranging upward to 6 million persons.  Table A. Contingent workers as a percent of total employment, February 1995 ---------------------------------------------------------------------------------------------| | | Percent of total | | Definition and alternative estimates of contingent workers | employed | |--------------------------------------------------------------------------------------------| | Contingent workers are those who do not have an implicit or | | | explicit contract for ongoing employment. Persons who do | | | not expect to continue in their jobs for personal reasons | | | such as retirement or returning to school are not considered | | | contingent workers, provided that they would have the option | | | of continuing in the job were it not for these personal | | | reasons. | | |--------------------------------------------------------------------------------------------| | | | | Estimate 1 | | | | | | Wage and salary workers who expect their jobs will last for an | | | additional year or less and who had worked at their jobs for 1 | | | year or less. Self-employed workers and independent contractors | | | are excluded from this estimate. For temporary help and contract | | | workers, contingency is based on the expected duration and tenure | | | of their employment with the temporary help or contract firm, not | 2.2 | | with the specific client to whom they are assigned. | | | | | | Estimate 2 | | | | | | Workers including the self-employed and independent contractors | | | who expect their employment to last for an additional year or | | | less and who had worked at their jobs (or been self-employed) for | | | 1 year or less. For temporary help and contract workers, | | | contingency is determined on the basis of the expected duration | | | and tenure with the client to whom they are assigned, instead of | 2.8 | | their tenure with the temporary help or contract firm. | | | | | | | | | Estimate 3 | | | | | | Workers who do not expect their jobs to last. Wage and salary | | | workers are included even if they already had held the job for | | | more than 1 year and expect to hold the job for at least an | | | additional year. The self-employed and independent contractors | | | are included if they expect their employment to last for an | | | additional year or less and they had been self-employed or | 4.9 | | independent contractors for 1 year or less. | | | | | |--------------------------------------------------------------------------------------------- The following are some of the major findings regarding the characteristics of contingent workers. -- Under all three estimates, contingent workers were more than twice as likely as noncontingent workers (those who are not contingent even under the broadest estimate) to be young, that is, 16 to 24 years of age. (See tables 1 and 2.) -- Contingent workers were slightly more likely than noncontingent workers to be women and black. About half of all contingent workers were women, compared to 46 percent of the noncontingent. The proportion of contingent workers who were black was about 14 percent, compared with approximately 10 percent of noncontingent workers. (See tables 1 and 2.) -- Among 16 to 24 year-olds, contingent workers were more likely than noncontingent workers to be enrolled in school. Among young people not enrolled in school, a larger proportion of contingent than noncontingent workers had less than a high school diploma; this pattern was also true for persons ages 25 to 64. (See table 3.) -- Although part-time workers--persons who usually work less than 35 hours a week--made up a disproportionately large share of contingent workers, the vast majority of part-time workers (about 9 in 10) was not contingent. (See tables 1 and 2.) -- The services industry alone accounted for more than half of the contingent total but about a third of noncontingent workers. (See table 4.) The construction industry also accounted for a relatively large share of contingent workers. This concentration notwithstanding, the proportion of workers within the services industry who were contingent ranged from 3.4 to 7.5 percent. Similarly, only 4.5 to 8.4 percent of construction workers were contingent. -- Contingent workers were concentrated in the professional; service; administrative support; and operator, fabricator, and laborer occupations. (See table 4.) -- The proportion of contingent workers who had health insurance from any source ranged from 57 to 65 percent, depending on the estimate chosen. This was 17 to 25 percentage points lower than the proportion of noncontingent workers with health insurance. Moreover, contingent workers with insurance were substantially less likely to receive it from their employers. (See table 9.) -- The majority of contingent workers preferred to have permanent rather than temporary jobs; only one-third preferred the contingent arrangement. (See table 10.) Among nonstudents, the proportion of contingent workers who were satisfied with their arrangement dropped by as much as 9 percentage points. Alternative employment arrangements Another major goal of the February 1995 supplement was to measure the number and characteristics of workers in alternative work arrangements. Workers in the four alternative employment arrangements examined were: Independent contractors, on-call workers, workers paid by temporary help agencies, and workers whose services are provided through contract firms to only one customer at that customer's worksite. The four groups varied a great deal in terms of their demographic and other characteristics. Furthermore, these worker groups--particularly independent contractors and on-call workers--had sharply different characteristics from workers in more "traditional" arrangements. Table B provides information on how these four groups were identified in the survey, and data on their characteristics, described in the following paragraphs, are presented in tables 5 through 9 and 11. Table B. Workers in alternative employment arrangements as a percent of total employment, February 1995 |--------------------------------------------------------------------------------------------- | Type of alternative arrangement | Percent of total | | employed |--------------------------------------------------------------------------------------------- | Independent contractors | | Workers identified as wage and salary workers in the basic CPS who | | answered affirmatively to the question, "Last week, were you working as an | | independent contractor, an independent consultant, or a free-lance worker? | | That is, someone who obtains customers on their own to provide a product | | or service." Workers identified as self-employed in the basic CPS were | | asked, "Are you self-employed as an independent contractor, independent | | consultant, or something else (such as a shop or restaurant owner)?" in | | order to distinguish those who consider themselves to be independent | | contractors, consultants, or free-lance workers from those who were | 6.7 | business operators such as shop owners or restaurateurs. | | | | | | On-call workers and day laborers | | Workers who answered affirmatively to the question, "Some people are in a | | pool of workers who are ONLY called to work as needed, although they can | | be scheduled to work for several days or weeks in a row, for example, | | substitute teachers and construction workers supplied by a union hiring | | hall. These people are sometimes referred to as ON-CALL workers. Were | | you an ON-CALL worker last week?" Also, those answering affirmatively to | | the question, "Some people get work by waiting at a place where employers | | pick up people to work for a day. These people are sometimes called DAY | | LABORERS. Were you a DAY LABORER last week?" | | | | | 1.7 | | | Workers who are paid by temporary help agencies | | Workers who said their job was temporary and answered affirmatively to the | | question, "Are you paid by a temporary help agency?" Also, workers who | | said their job was not temporary and answered affirmatively to the | | question, "Even though you told me your job was not temporary, are you | | paid by a temporary help agency?" | | | 1.0 | | | Workers provided by contract firms | | Workers who answered affirmatively to the question, "Some companies | | provide employees or their services to others under contract. A few | | examples of services that can be contracted out include security, | | landscaping, or computer programming. Did you work for a company that | | contracts out you or your services last week?" These workers also had to | | respond negatively to the question, "Are you usually assigned to more than | | one customer?" In addition, these workers had to respond affirmatively to | | the question, "Do you usually work at the customer's worksite?" | | | .5 ---------------------------------------------------------------------------------------------  Independent contractors were considerably more likely than workers in traditional arrangements to be men, white, and at least 25 years old; they also were more likely to be out of school and have at least a bachelor's degree. They were somewhat more likely than traditional workers to work part time and to hold managerial, professional, sales, or precision production jobs. In terms of industries, they were more likely to work in construction, agriculture, and services, and less likely to work in manufacturing or wholesale and retail trade. The demographics of on-call workers (including day laborers) were similar to those of workers in traditional arrangements, but on-call workers were slightly younger. In terms of job characteristics, they were more than three times as likely to be in the construction industry and also more likely to be in the services industry. On-call workers were more likely than traditional workers to work part time and to be in professional; service; and operator, fabricator, and laborer occupations. Workers paid by temporary help agencies were more likely than workers in traditional arrangements to be women, young, and black and were slightly more likely to be employed part time. They were heavily concentrated in administrative support and operator, fabricator, and laborer occupations. Workers provided by contract firms were disproportionately male. The largest proportion of contract workers was employed in the services industry, although substantial proportions worked in manufacturing and transportation and public utilities. Contract workers were more likely to be in professional specialty or service occupations than were traditional workers. Most on-call workers and workers paid by temporary help agencies would have preferred to be in traditional work arrangements. In stark contrast, more than 4 out of 5 independent contractors preferred their current work arrangements. As noted above, not all workers in alternative work arrangements met the definition of being contingent and not all contingent workers were in alternative work arrangements. Table 12 presents the proportion of workers in the various alternative work arrangements who were contingent. Under the broadest estimate (estimate 3) of contingency, the majority of employees of temporary help agencies were in contingent jobs and a substantial proportion of on-call workers were contingent; however, only about 20 percent of contract workers and 4 percent of independent contractors were contingent. When asked, 80 percent of those paid by temporary help agencies said that their jobs were temporary or could not last as long as they wished. However, 18 percent of temporary help agency workers had been working for the customer to whom they were assigned for more than a year, implying that temporary help agencies act as intermediaries for some relatively long-term employment relationships. More detailed profiles of the workers in contingent and alternative employment arrangements will be presented in future analyses of the February supplement data.  Technical Note The data presented in this report were collected through a supplement to the February 1995 Current Population Survey (CPS), a monthly survey of about 60,000 households that provides the basic data on employment and unemployment for the Nation. This supplement was the first ever to obtain information directly from workers on whether they held contingent jobs, that is, jobs which were structured to last only a limited period of time. In addition, information was collected on several alternative employment arrangements, including working as independent contractors and on call, as well as working through temporary help agencies or contract firms. All employed persons, except unpaid family workers, were included in the February supplement. For persons holding more than one job, the questions referred to the characteristics of their main job--the job in which they worked the most hours. Since this was the first survey to collect information on contingent and alternative employment, it was not possible to determine whether such employment arrangements have become more common. Defining and estimating the contingent workforce. Contingent workers were defined as those who do not have an explicit or implicit contract for long- term employment. Several pieces of information were collected in the supplement from which the existence of a contingent employment arrangement could be discerned. These include: whether the job was temporary or not expected to continue, how long the worker expected to be able to hold the job, and how long the worker had held the job. For workers who had a job with an intermediary, such as a temporary help agency or a contract company, information was collected about their employment at the place they were assigned to work by the intermediary as well as their employment with the intermediary itself. The key factor used to determine if a worker's job fit the conceptual definition of contingent was whether the job was temporary or not expected to continue. The first questions of the supplement were: 1. Some people are in temporary jobs that last only for a limited time or until the completion of a project. Is your job temporary? 2. Provided the economy does not change and your job performance is adequate, can you continue to work for your current employer as long as you wish? Respondents who answered "yes" to the first question, or "no" to the second, were then asked a series of questions to distinguish persons who were in temporary jobs from those who, for personal reasons, were temporarily holding jobs that offered the opportunity of ongoing employment. For example, students holding part-time jobs in fast-food restaurants while in school might view those jobs as temporary, since they may intend to leave them at the end of the school year. The jobs themselves, however, would be filled by other workers once the students leave. Jobs were defined as being short term or temporary if the worker was working only until the completion of a specific project, temporarily replacing another worker, being hired for a fixed time period, filling a seasonal job that is only available during certain times of the year, or if other business conditions dictated that the job was short term. Individuals who expected to work at their current job for a year or less for personal reasons, such as returning to school, retiring, or obtaining another job, were asked if they would continue working at that job were it not for that personal reason. If the job could not have continued, the worker would be classified as contingent, provided that the other conditions of the definition were met. Workers also were asked how long they expected to stay in their current job and how long they had been with their current employer. The rationale for asking how long an individual expects to remain in his or her current job was that being able to hold a job for a year or more could be taken as evidence of at least an implicit contract for ongoing employment. In other words, the employer's need for the worker's services is not likely to evaporate tomorrow. By the same token, the information on how long a worker has been with the employer shows whether a job has been ongoing. Having remained with an employer for more than a year may be taken as evidence that, at least in the past, there was an explicit or implicit contract for continuing employment. To assess the impact of altering some of the defining factors on the estimated size of the contingent workforce, three measures of contingent employment were developed. Under estimate 1, which is the narrowest, contingent workers are wage and salary workers who indicated that they expected to work in their current job for 1 year or less and who had worked for their current employer for 1 year or less. Self-employed workers, both incorporated and unincorporated, and independent contractors are excluded from the count of contingent workers under estimate 1; the rationale was that people who work for themselves, by definition, have ongoing employment arrangements, although they may face financial risks. Individuals who worked for temporary help agencies or contract companies are considered contingent under estimate 1 only if they expect their employment arrangement with the temporary help or contract company to last for 1 year or less and they had worked for that company for 1 year or less. Thus, workers employed by temporary help firms are not considered contingent if they expect to be able to stay with the firms for more than a year or have been with the firms for that amount of time, even if the places they are assigned to work by the firms change frequently. Estimate 2 expands the measure of the contingent work force by including the self-employed--both the incorporated and the unincorporated-- and independent contractors who expect to be, and had been, in such employment arrangements for 1 year or less. (The questions asked of the self-employed are different from those asked of wage and salary workers.) In addition, temporary help and contract company workers were classified as contingent under estimate 2 if they had worked and expected to work for the customers to whom they were assigned for 1 year or less. For example, a "temp" secretary, who is sent to a different customer each week but has worked for the same temporary help firm for more than 1 year and expects to be able to continue with that firm indefinitely, is contingent under estimate 2, but not under estimate 1. In contrast, a "temp" who is assigned to a single client for more than a year and expects to be able to stay with that client for more than a year is not counted as contingent under either estimate. Estimate 3 expands the count of contingency by removing the 1-year requirement on both expected duration of the job and current tenure for wage and salary workers. Thus, the estimate effectively includes all the wage and salary workers who do not expect their employment to last, except for those who, for personal reasons, expect to leave jobs that they would otherwise be able to keep. Thus, a worker who had held a job for 5 years could be considered contingent if he or she now viewed the job as temporary. These conditions on expected and current tenure were not relaxed for the self-employed and independent contractors, because they were asked a different set of questions from wage and salary workers. Defining alternative employment arrangements. To provide estimates of the number of workers in alternative employment arrangements, the February 1995 CPS supplement included questions about whether a job was arranged by a temporary help agency or contract company. In addition, respondents were asked if they were on-call workers, day laborers, or independent contractors. (See table B for the wording of the questions.) The estimate of independent contractors includes all those who identified themselves as independent contractors, consultants, and free- lance workers in the supplement, regardless of whether they were identified as wage and salary workers or self-employed in the responses to basic CPS labor force status questions. In asking the self-employed if they were independent contractors, an attempt was being made to distinguish the self- employed--both the incorporated and unincorporated--who consider themselves to be independent contractors, consultants, or free-lance workers from those self-employed who were business operators such as shop owners or restaurateurs. (Among those identified as independent contractors, 85 percent were identified as self-employed in the main questionnaire, while 15 percent were identified as wage and salary workers. Conversely, about half of the self-employed--incorporated and unincorporated combined-- identified themselves as independent contractors.) Analysts may be tempted to classify independent contractors who were identified as wage and salary workers in the main questionnaire as workers who otherwise would have been employees of the company where they are working or individuals who were "converted" to independent contractors to avoid legal requirements. However, the basic CPS questionnaire does not permit this distinction. Two individuals who are in exactly the same work arrangement may answer the question from the main questionnaire--"Were you employed by government, by a private company, a non-profit organization, or were you self-employed?"-- differently depending on their interpretation of the words "employed" and "self-employed." It was not possible with the CPS supplement to collect information on the legal aspects of employment arrangements. On-call workers are persons who are called into work only when they are needed and those who work as day laborers. Persons with regularly scheduled work which might include periods of being "on call" to perform work at unusual hours, such as medical residents, were not included in this category. Workers who are paid by temporary help agencies were identified by two questions. Individuals who said their jobs were temporary were asked, "Are you paid by a temporary help agency?" Those who did not say that their jobs were temporary were asked, "Even though you told me your job is not temporary, were you paid by a temporary help agency?" The phrase "paid by a temporary help agency" was used to avoid missing individuals who considered their employer to be the client to whom they were assigned, rather than the temporary help agency. The second question was asked to avoid undercounting individuals whose employment was arranged by a temporary help agency but who did not consider the arrangement temporary. To the extent that permanent staff of temporary help agencies indicate that they are paid by their agencies, the estimate of the number of workers whose employment was mediated by temporary help agencies is overstated. To be classified as a contract worker, an individual had to be identified as working for a "contract company," usually working for only one customer, and usually working at the customer's worksite. The last two requirements were imposed to focus on workers whose employment appeared to be very closely tied to the firm for which they are performing the work, rather than include all workers employed by firms that provide services. In addition to information on contingent and alternative employment, the February supplement collected a variety of other information relating to employment arrangements, earnings, and the quality of jobs. Analysis of this information, as well as a more in-depth description and analysis of contingent and alternative employment arrangements, will appear in future articles in the Monthly Labor Review. Persons interested in additional information about this report or the February supplement should contact Thomas Nardone at (202) 606-6378 or Anne Polivka at (202) 606-7395. Information in this report is made available to sensory impaired individuals upon request. Voice phone: (202) 606-7828; TDD phone: (202) 606-5897; TDD message referral phone: 1-800-326-2577. This information is in the public domain and, with appropriate credit, may be reproduced without permission. Table 1. Employed contingent and noncontingent workers by selected characteristics, February 1995 (In thousands) __________________________________________________________________________________________ | | Contingent workers | | |__________________________|Noncon- Characteristic | Total |Estimate|Estimate|Estimate|tingent | Employed | 1 | 2 | 3 |workers _________________________________________|____________|________|________|________|________ | | | | | Age and sex | | | | | Total, 16 years and over..............| 123,208 | 2,739 | 3,422 | 6,034 | 117,174 16 to 19 years...........................| 5,635 | 456 | 521 | 645 | 4,990 20 to 24 years...........................| 12,421 | 685 | 758 | 1,196 | 11,225 25 to 34 years...........................| 32,138 | 712 | 940 | 1,587 | 30,551 35 to 44 years...........................| 34,113 | 507 | 678 | 1,265 | 32,848 45 to 54 years...........................| 23,980 | 225 | 326 | 760 | 23,219 55 to 64 years...........................| 11,370 | 103 | 127 | 355 | 11,014 65 years and over........................| 3,551 | 49 | 73 | 225 | 3,326 Men, 16 years and over................| 66,290 | 1,350 | 1,689 | 2,995 | 63,295 16 to 19 years...........................| 2,820 | 197 | 234 | 291 | 2,528 20 to 24 years...........................| 6,634 | 329 | 366 | 586 | 6,049 25 to 34 years...........................| 17,566 | 354 | 465 | 833 | 16,733 35 to 44 years...........................| 18,317 | 274 | 352 | 615 | 17,703 45 to 54 years...........................| 12,694 | 91 | 144 | 341 | 12,353 55 to 64 years...........................| 6,187 | 72 | 83 | 215 | 5,972 65 years and over........................| 2,072 | 32 | 44 | 115 | 1,957 Women, 16 years and over..............| 56,918 | 1,389 | 1,733 | 3,039 | 53,879 16 to 19 years...........................| 2,816 | 259 | 287 | 354 | 2,461 20 to 24 years...........................| 5,786 | 356 | 392 | 610 | 5,176 25 to 34 years...........................| 14,572 | 358 | 475 | 754 | 13,818 35 to 44 years...........................| 15,796 | 233 | 326 | 651 | 15,145 45 to 54 years...........................| 11,286 | 134 | 181 | 419 | 10,866 55 to 64 years...........................| 5,183 | 32 | 44 | 141 | 5,043 65 years and over........................| 1,479 | 17 | 29 | 109 | 1,370 | | | | | Race and Hispanic origin | | | | | White....................................| 105,239 | 2,192 | 2,741 | 4,880 | 100,359 Black....................................| 13,108 | 382 | 464 | 804 | 12,304 Hispanic origin..........................| 10,441 | 373 | 443 | 682 | 9,759 | | | | | Full- or part-time status | | | | | Full-time workers........................| 99,240 | 1,449 | 1,835 | 3,444 | 95,796 Part-time workers........................| 23,968 | 1,290 | 1,587 | 2,590 | 21,378 _________________________________________|____________|________|________|________|________ NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Detail for the above race and Hispanic-origin groups will not sum to totals because data for the "other races" group are not presented and Hispanics are included in both the white and black population groups. Detail for other characteristics may not sum to totals due to rounding. Table 2. Percent distribution of employed contingent and noncontingent workers by selected characteristics, February 1995 ________________________________________________________________________________________ | Contingent workers |Noncon- |______________________________________|tingent Characteristic | Estimate 1 | Estimate 2 | Estimate 3 |workers _________________________________________|____________|____________|____________|________ | | | | Age and sex | | | | Total, 16 years and over..............| 100.0 | 100.0 | 100.0 | 100.0 16 to 19 years...........................| 16.6 | 15.2 | 10.7 | 4.3 20 to 24 years...........................| 25.0 | 22.2 | 19.8 | 9.6 25 to 34 years...........................| 26.0 | 27.5 | 26.3 | 26.1 35 to 44 years...........................| 18.5 | 19.8 | 21.0 | 28.0 45 to 54 years...........................| 8.2 | 9.5 | 12.6 | 19.8 55 to 64 years...........................| 3.8 | 3.7 | 5.9 | 9.4 65 years and over........................| 1.8 | 2.1 | 3.7 | 2.8 Men, 16 years and over.............. | 49.3 | 49.3 | 49.6 | 54.0 16 to 19 years...........................| 7.2 | 6.8 | 4.8 | 2.2 20 to 24 years...........................| 12.0 | 10.7 | 9.7 | 5.2 25 to 34 years...........................| 12.9 | 13.6 | 13.8 | 14.3 35 to 44 years...........................| 10.0 | 10.3 | 10.2 | 15.1 45 to 54 years...........................| 3.3 | 4.2 | 5.7 | 10.5 55 to 64 years...........................| 2.6 | 2.4 | 3.6 | 5.1 65 years and over........................| 1.2 | 1.3 | 1.9 | 1.7 Women, 16 years and over..............| 50.7 | 50.6 | 50.4 | 46.0 16 to 19 years...........................| 9.5 | 8.4 | 5.9 | 2.1 20 to 24 years...........................| 13.0 | 11.5 | 10.1 | 4.4 25 to 34 years...........................| 13.1 | 13.9 | 12.5 | 11.8 35 to 44 years...........................| 8.5 | 9.5 | 10.8 | 12.9 45 to 54 years...........................| 4.9 | 5.3 | 6.9 | 9.3 55 to 64 years...........................| 1.2 | 1.3 | 2.3 | 4.3 65 years and over........................| .6 | .8 | 1.8 | 1.2 | | | | Race and Hispanic origin | | | | White....................................| 80.0 | 80.1 | 80.9 | 85.6 Black....................................| 13.9 | 13.6 | 13.3 | 10.5 Hispanic origin..........................| 13.6 | 12.9 | 11.3 | 8.3 | | | | Full- or part-time status | | | | Full-time workers........................| 52.9 | 53.6 | 57.1 | 81.8 Part-time workers........................| 47.1 | 46.4 | 42.9 | 18.2 _________________________________________|____________|____________|____________|________ NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Detail for the above race and Hispanic-origin groups will not sum to totals because data for the "other races" group are not presented and Hispanics are included in both the white and black population groups. Detail for other characteristics may not sum to totals due to rounding. Table 3. Employed contingent and noncontingent workers by school enrollment and educational attainment, February 1995 (Percent distribution) ________________________________________________________________________________________ | Contingent workers |Noncon- |______________________________________|tingent Characteristic | Estimate 1 | Estimate 2 | Estimate 3 |workers _________________________________________|____________|____________|____________|________ | | | | School enrollment | | | | Total, 16 to 24 years (thousands).....| 1,142 | 1,279 | 1,841 | 16,215 Percent...............................| 100.0 | 100.0 | 100.0 | 100.0 Enrolled.................................| 55.3 | 53.7 | 58.1 | 38.4 Not enrolled.............................| 44.7 | 46.3 | 41.9 | 61.6 Less than a high school diploma.......| 12.2 | 13.4 | 11.4 | 9.4 High school graduates, no college.....| 13.7 | 14.5 | 15.7 | 27.8 Less than a bachelor's degree.........| 10.3 | 10.0 | 8.5 | 17.0 College graduates.....................| 8.5 | 8.3 | 6.4 | 7.4 | | | | Educational attainment | | | | Total, 25 to 64 years (thousands).....| 1,547 | 2,070 | 3,968 | 97,633 Percent...............................| 100.0 | 100.0 | 100.0 | 100.0 Less than a high school diploma..........| 14.0 | 13.6 | 12.0 | 9.6 High school graduates, no college........| 27.9 | 27.5 | 27.3 | 32.4 Less than a bachelor's degree............| 31.2 | 31.3 | 27.5 | 29.0 College graduates........................| 27.0 | 27.7 | 33.2 | 28.9 ______________________________________________________|____________|____________|_________ NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Detail may not sum to totals due to rounding. Table 4. Employed contingent and noncontingent workers by occupation and industry, February 1995 (Percent distribution) __________________________________________________________________________________________ | Contingent workers | |________________________________|Noncontingent Characteristic | Estimate | Estimate | Estimate | workers | 1 | 2 | 3 | ___________________________________________|__________|__________|__________|_____________ | | | | Occupation | | | | Total, 16 years and over (thousands)....| 2,739 | 3,422 | 6,034 | 117,174 Percent.................................| 100.0 | 100.0 | 100.0 | 100.0 Executive, administrative, and managerial..| 4.9 | 5.5 | 7.6 | 14.0 Professional specialty.....................| 17.2 | 16.6 | 20.6 | 14.6 Technicians and related support............| 1.8 | 2.2 | 2.7 | 3.2 Sales occupations..........................| 6.2 | 6.9 | 6.4 | 12.2 Administrative support, including clerical.| 20.9 | 18.7 | 17.7 | 15.0 Service occupations........................| 17.9 | 19.8 | 16.0 | 13.4 Precision production, craft, and repair....| 11.0 | 11.3 | 10.0 | 10.8 Operators, fabricators, and laborers.......| 17.4 | 16.1 | 15.8 | 14.2 Farming, forestry, and fishing.............| 2.6 | 3.0 | 3.0 | 2.6 | | | | Industry | | | | Total, 16 years and over (thousands)....| 2,739 | 3,422 | 6,034 | 117,174 Percent.................................| 100.0 | 100.0 | 100.0 | 100.0 Agriculture................................| 2.8 | 3.0 | 2.6 | 2.6 Mining.....................................| .3 | .2 | .3 | .6 Construction...............................| 11.5 | 11.8 | 9.8 | 5.5 Manufacturing..............................| 10.0 | 9.5 | 10.8 | 17.1 Transportation and public utilities........| 3.8 | 3.2 | 4.2 | 7.2 Wholesale and retail trade.................| 13.4 | 13.4 | 12.0 | 20.9 Finance, insurance, and real estate........| 2.0 | 1.9 | 2.6 | 6.7 Services...................................| 53.5 | 54.8 | 54.0 | 34.5 Public administration......................| 2.7 | 2.2 | 3.6 | 5.0 ___________________________________________|__________|__________|__________|___________ NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Detail may not sum to totals due to rounding. Table 5. Employed workers with alternative and traditional work arrangements by selected characteristics, February 1995 (In thousands) __________________________________________________________________________________________ | | Workers with alternative arrangements| | |______________________________________|Workers | | | | | Workers| with | | Inde- | On-call |Temporary|provided| tradi- Characteristic | Total | pendent | workers | help | by | tional | Employed | contrac-| and day | agency |contract|arrange- | | tors | laborers| workers| firms | ments _______________________________|__________|_________|_________|_________|________|________ | | | | | | Age and sex | | | | | | Total, 16 years and over....| 123,208 | 8,309 | 2,078 | 1,181 | 652 | 111,052 16 to 19 years.................| 5,635 | 125 | 165 | 62 | 16 | 5,267 20 to 24 years.................| 12,421 | 197 | 261 | 233 | 83 | 11,649 25 to 34 years.................| 32,138 | 1,639 | 511 | 403 | 254 | 29,357 35 to 44 years.................| 34,113 | 2,559 | 492 | 251 | 152 | 30,679 45 to 54 years.................| 23,980 | 2,099 | 326 | 143 | 77 | 21,344 55 to 64 years.................| 11,370 | 1,131 | 191 | 68 | 44 | 9,938 65 years and over..............| 3,551 | 559 | 132 | 21 | 27 | 2,817 Men, 16 years and over......| 66,290 | 5,595 | 1,042 | 557 | 466 | 58,678 16 to 19 years.................| 2,820 | 71 | 85 | 35 | 9 | 2,620 20 to 24 years.................| 6,634 | 135 | 154 | 135 | 42 | 6,170 25 to 34 years.................| 17,566 | 1,051 | 270 | 198 | 194 | 15,877 35 to 44 years.................| 18,317 | 1,746 | 245 | 91 | 124 | 16,122 45 to 54 years.................| 12,694 | 1,389 | 141 | 52 | 37 | 11,083 55 to 64 years.................| 6,187 | 795 | 76 | 33 | 34 | 5,248 65 years and over..............| 2,072 | 409 | 70 | 13 | 27 | 1,559 Women, 16 years and over....| 56,918 | 2,714 | 1,036 | 624 | 186 | 52,373 16 to 19 years.................| 2,816 | 54 | 80 | 27 | 7 | 2,647 20 to 24 years.................| 5,786 | 63 | 107 | 98 | 40 | 5,480 25 to 34 years.................| 14,572 | 588 | 242 | 205 | 60 | 13,481 35 to 44 years.................| 15,796 | 813 | 247 | 160 | 28 | 14,557 45 to 54 years.................| 11,286 | 710 | 184 | 91 | 41 | 10,261 55 to 64 years.................| 5,183 | 336 | 115 | 34 | 10 | 4,689 65 years and over..............| 1,479 | 150 | 63 | 9 | - | 1,258 | | | | | | Race and Hispanic origin | | | | | | White..........................| 105,239 | 7,671 | 1,745 | 859 | 541 | 94,473 Black..........................| 13,108 | 416 | 229 | 257 | 76 | 12,143 Hispanic origin............... | 10,441 | 431 | 259 | 134 | 55 | 9,566 | | | | | | Full- or part-time status | | | | | | Full-time workers............. | 99,240 | 6,179 | 945 | 938 | 548 | 90,683 Part-time workers............. | 23,968 | 2,130 | 1,134 | 242 | 104 | 20,368 _______________________________|__________|_________|_________|_________|________|________ NOTE: Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Detail may not sum to total employed because a small number of workers are both "on call" and "provided by contract firms." Detail for the above race and Hispanic-origin groups will not sum to totals because data for the "other races" group are not presented and Hispanics are included in both the white and black population groups. Table 6. Employed workers with alternative and traditional work arrangements by selected characteristics, February 1995 (Percent distribution) ________________________________________________________________________________________ | Workers with alternative arrangements | |______________________________________________| Workers | | | | Workers | with | Inde- | On-call | Temporary | provided | tradi- Characteristic | pendent | workers | help | by | tional | contrac- | and day | agency | contract | arrange- | tors | laborers | workers | firms | ments _______________________________|___________|___________|___________|__________|_________ | | | | | Age and sex | | | | | Total, 16 years and over....| 100.0 | 100.0 | 100.0 | 100.0 | 100.0 16 to 19 years.................| 1.5 | 7.9 | 5.2 | 2.5 | 4.7 20 to 24 years.................| 2.4 | 12.6 | 19.7 | 12.7 | 10.5 25 to 34 years.................| 19.7 | 24.6 | 34.1 | 39.0 | 26.4 35 to 44 years.................| 30.8 | 23.7 | 21.3 | 23.3 | 27.6 45 to 54 years.................| 25.3 | 15.7 | 12.1 | 11.8 | 19.2 55 to 64 years.................| 13.6 | 9.2 | 5.8 | 6.7 | 8.9 65 years and over..............| 6.7 | 6.4 | 1.8 | 4.1 | 2.5 Men, 16 years and over......| 67.3 | 50.1 | 47.2 | 71.5 | 52.8 16 to 19 years.................| .9 | 4.1 | 3.0 | 1.4 | 2.4 20 to 24 years.................| 1.6 | 7.4 | 11.4 | 6.4 | 5.6 25 to 34 years.................| 12.6 | 13.0 | 16.8 | 29.8 | 14.3 35 to 44 years.................| 21.0 | 11.8 | 7.7 | 19.0 | 14.5 45 to 54 years.................| 16.7 | 6.8 | 4.4 | 5.7 | 10.0 55 to 64 years.................| 9.6 | 3.7 | 2.8 | 5.2 | 4.7 65 years and over..............| 4.9 | 3.4 | 1.1 | 4.1 | 1.4 Women, 16 years and over....| 32.7 | 49.9 | 52.8 | 28.5 | 47.2 16 to 19 years.................| .6 | 3.8 | 2.3 | 1.1 | 2.4 20 to 24 years.................| .8 | 5.1 | 8.3 | 6.1 | 4.9 25 to 34 years.................| 7.1 | 11.6 | 17.4 | 9.2 | 12.1 35 to 44 years.................| 9.8 | 11.9 | 13.5 | 4.3 | 13.1 45 to 54 years.................| 8.5 | 8.9 | 7.7 | 6.3 | 9.2 55 to 64 years.................| 4.0 | 5.5 | 2.9 | 1.5 | 4.2 65 years and over..............| 1.8 | 3.0 | .8 | - | 1.1 | | | | | Race and Hispanic origin | | | | | White..........................| 92.3 | 84.0 | 72.7 | 83.0 | 85.1 Black..........................| 5.0 | 11.0 | 21.8 | 11.7 | 10.9 Hispanic origin................| 5.2 | 12.5 | 11.3 | 8.4 | 8.6 | | | | | Full- or part-time status | | | | | Full-time workers..............| 74.4 | 45.5 | 79.4 | 84.0 | 81.7 Part-time workers..............| 25.6 | 54.6 | 20.5 | 16.0 | 18.3 _______________________________|___________|___________|___________|__________|_________ NOTE: Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Detail for the above race and Hispanic-origin groups will not sum to totals because data for the "other races" group are not presented and Hispanics are included in both the white and black population groups. Detail for other characteristics may not sum to totals due to rounding. Table 7. Employed workers with alternative and traditional work arrangements by school enrollment and educational attainment, February 1995 (Percent distribution) __________________________________________________________________________________________ | Workers with alternative arrangements| |______________________________________|Workers | | | | Workers| with | Inde- | On-call |Temporary|provided| tradi- Characteristic | pendent | workers | help | by | tional | contrac-| and day | agency |contract|arrange- | tors | laborers| workers| firms | ments __________________________________________|_________|_________|_________|________|________ | | | | | School enrollment | | | | | Total, 16 to 24 years (thousands)......| 322 | 426 | 295 | 98 | 16,917 Percent................................| 100.0 | 100.0 | 100.0 | 100.0 | 100.0 Enrolled..................................| 37.9 | 43.7 | 20.7 | 18.4 | 40.8 Not enrolled..............................| 62.1 | 56.3 | 79.3 | 81.6 | 59.2 Less than a high school diploma........| 16.1 | 21.8 | 16.6 | 8.2 | 9.0 High school graduates, no college......| 24.8 | 19.7 | 30.2 | 25.8 | 26.7 Less than a bachelor's degree..........| 14.2 | 8.7 | 20.7 | 22.7 | 16.2 College graduates......................| 7.1 | 6.1 | 11.9 | 24.7 | 7.2 | | | | | Educational attainment | | | | | Total, 25 to 64 years (thousands)......| 7,428 | 1,520 | 864 | 527 | 91,318 Percent................................| 100.0 | 100.0 | 100.0 | 100.0 | 100.0 Less than a high school diploma...........| 8.7 | 13.4 | 14.2 | 9.5 | 9.7 High school graduates, no college.........| 29.1 | 35.1 | 33.4 | 29.8 | 32.5 Less than a bachelor's degree.............| 27.9 | 30.7 | 32.1 | 30.2 | 29.0 College graduates.........................| 34.4 | 20.8 | 20.3 | 30.6 | 28.9 __________________________________________|_________|_________|_________|________|________ NOTE: Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Detail may not sum to totals due to rounding. Table 8. Employed workers with alternative and traditional work arrangements by occupation and industry, February 1995 (Percent distribution) __________________________________________________________________________________________ |Workers with alternative arrangements| |_____________________________________|Workers | | | | Workers| with | Inde- | On-call |Temporary|provided| tradi- Characteristic |pendent | workers | help | by | tional |contrac-| and day | agency |contract|arrange- | tors | laborers| workers| firms | ments ___________________________________________|________|_________|_________|________|________ | | | | | Occupation | | | | | Total, 16 years and over (thousands)....| 8,309 | 2,078 | 1,181 | 652 | 111,052 Percent.................................| 100.0 | 100.0 | 100.0 | 100.0 | 100.0 Executive, administrative, and managerial..| 18.6 | 2.9 | 6.5 | 5.7 | 13.6 Professional specialty.....................| 16.3 | 20.9 | 8.3 | 25.6 | 14.7 Technicians and related support............| 1.1 | 1.5 | 3.7 | 6.9 | 3.4 Sales occupations..........................| 18.8 | 6.0 | 2.6 | 3.2 | 11.7 Administrative support, including clerical.| 3.8 | 9.5 | 30.1 | 4.8 | 16.0 Service occupations........................| 10.6 | 19.7 | 9.0 | 27.8 | 13.6 Precision production, craft, and repair....| 19.2 | 14.3 | 5.6 | 14.6 | 10.1 Operators, fabricators, and laborers.......| 6.5 | 20.5 | 33.2 | 10.4 | 14.6 Farming, forestry, and fishing.............| 5.1 | 4.7 | 1.0 | .9 | 2.4 | | | | | Industry | | | | | Total, 16 years and over (thousands)....| 8,309 | 2,078 | 1,181 | 652 | 111,052 Percent.................................| 100.0 | 100.0 | 100.0 | 100.0 | 100.0 Agriculture................................| 5.0 | 4.4 | .4 | .3 | 2.4 Mining.....................................| .2 | .5 | .2 | 2.4 | .6 Construction...............................| 21.2 | 15.2 | 2.8 | 8.4 | 4.4 Manufacturing..............................| 5.0 | 5.9 | 33.4 | 17.6 | 17.9 Transportation and public utilities........| 5.0 | 8.7 | 7.6 | 13.4 | 7.2 Wholesale and retail trade.................| 13.2 | 13.8 | 8.1 | 6.0 | 21.4 Finance, insurance, and real estate........| 9.6 | 1.8 | 7.5 | 6.9 | 6.4 Services...................................| 40.6 | 46.0 | 38.7 | 32.3 | 34.4 Public administration......................| .3 | 3.3 | 1.2 | 12.6 | 5.4 ___________________________________________|________|_________|_________|________|________ NOTE: Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Detail may not sum to totals due to rounding. Table 9. Employed contingent and noncontingent workers and those with alternative and traditional work arrangements by health insurance coverage, February 1995 ________________________________________________________________________ | | Percent with health | | insurance coverage | |_____________________ Characteristic | Total | | Provided | employed | Total | by |(thousands)| | employer ______________________________________|___________|__________|___________ | | | Contingent workers: | | | Estimate 1.........................| 2,739 | 57.2 | 10.2 Estimate 2.........................| 3,422 | 58.1 | 8.6 Estimate 3.........................| 6,034 | 64.9 | 20.4 Noncontingent workers.................| 117,174 | 82.2 | 53.9 | | | With alternative arrangements: | | | Independent contractors............| 8,309 | 72.6 | (1) On-call workers and day laborers...| 2,078 | 63.5 | 16.9 Temporary help agency workers......| 1,181 | 44.9 | 5.7 Workers provided by contract firms.| 652 | 69.9 | 42.5 With traditional arrangements.........| 111,052 | 82.7 | 57.2 ______________________________________|___________|__________|____________ 1/ Not applicable. NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Figures for contingent and noncontingent workers with health insurance coverage provided by an employer exclude the self-employed (incorporated and unincorporated). Independent contractors who were either contingent or noncontingent workers also are excluded. Table 10. Employed contingent workers by their preference for contingent or noncontingent work arrangements, February 1995 (Percent distribution) _________________________________________________________________________________ | Estimate | Estimate | Estimate Preference | 1 | 2 | 3 __________________________________________|____________|____________|____________ | | | Total, 16 years and over (thousands)...| 2,739 | 3,422 | 6,034 Percent................................| 100.0 | 100.0 | 100.0 Prefer noncontingent arrangement..........| 64.1 | 61.2 | 55.8 Prefer contingent arrangement.............| 29.8 | 32.6 | 30.5 It depends................................| 2.4 | 2.5 | 3.1 Not available.............................| 3.6 | 3.7 | 10.7 __________________________________________|____________|____________|____________ NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Detail may not sum to totals due to rounding. Table 11. Employed workers with alternative work arrangements by their preference for a traditional work arrangement, February 1995 (Percent distribution) _______________________________________________________________________________ | | On-call | Temporary |Independent| workers | help Preference |contractors| and day | agency | | laborers | workers ___________________________________________|___________|___________|___________ | | | Total, 16 years and over (thousands)....| 8,309 | 2,078 | 1,181 Percent.................................| 100.0 | 100.0 | 100.0 Prefer traditional arrangement.............| 9.8 | 57.9 | 63.3 Prefer indirect or alternative arrangement.| 82.5 | 35.8 | 26.6 It depends.................................| 5.1 | 4.0 | 8.1 Not available..............................| 2.6 | 2.4 | 1.9 ___________________________________________|___________|___________|____________ NOTE: Detail may not sum to totals due to rounding. Table 12. Employed workers with alternative and traditional work arrangements by contingent and noncontingent employment, February 1995 _____________________________________________________________________________________ | | Percent distribution | |__________________________________ | | Contingent workers | Arrangements | |__________________________|Noncon- | Total |Estimate|Estimate|Estimate|tingent |(thousands)| 1 | 2 | 3 |workers ________________________________________|___________|________|________|________|_______ | | | | | With alternative arrangements: | | | | | Independent contractor...............| 8,309 | (1) | 3.8 | 3.8 | 96.2 On-call workers and day laborers.....| 2,078 | 21.5 | 21.8 | 38.1 | 61.9 Temporary help agency workers........| 1,181 | 39.4 | 48.0 | 66.5 | 33.5 Workers provided by contract firms...| 652 | 7.7 | 11.7 | 19.8 | 80.2 With traditional arrangements...........| 111,052 | 1.6 | 1.8 | 3.6 | 96.4 ________________________________________|___________|________|________|________|_______ 1/ Not applicable. NOTE: Noncontingent workers are those who do not fall into any estimate of "contingent" workers. Workers with traditional arrangements are those who do not fall into any of the "alternative arrangements" categories. Independent contractors, as well as the self-employed, are excluded from estimate 1.