TECHNIQUE OF THE FIVE-DAY WEEK 37

seen at one time or another a need for overtime work on
Saturday. This, in turn, raised the issue whether such time
should be paid for at straight rates or at rates in excess of the
normal rates. In fifty-one, or nearly two-thirds of these
establishments, Saturday work was placed in the same category
 as other overtime work and was compensated at higher
than normal rates. In twenty-four, or about 309%, of the
plants, Saturday work was not considered strictly as overtime
work and, consequently, the regular wage rates remained in
force. Two of the remaining four plants paid overtime rates
to those on an hourly rate basis, but did not increase piece
rates. The other two plants paid regular rates for Saturday
work until the total number of hours that had constituted the
work week prior to the change to the five-day schedule was
reached, and paid overtime rates for work beyond this point.
Thus, in the case of a plant that had in changing to the fiveday
 week reduced its weekly hours of work from fortyeight
 to forty-six, the first two hours of Saturday work would
be paid for at regular rates, but overtime rates would be paid
for any work in excess of these two hours.
The proportion by whith overtime rates paid for Saturday
work exceed the regulaf rates is not essential to this study,
since the important point is whether or not Saturday work
was considered in the same category with other overtime
work in plants operating on a five-day schedule. As a matter
of fact, however, time and one-half was paid in a majority
of the fifty-one plants that reported the payment of overtime
 rates for Saturday work, and a number of instances
of payment of double time was noted.

AppLICATION OF THE F1vE-Day ScueEDULE To OFFICE
EMPLOYEES
The adoption of the five-day schedule in an establishment
does not ensure the extension of this schedule to employees
in the plant office. Prevailing practice appears to favor keeping
 the office force at work on Saturday forenoons. Reasons
that may make advantageous the restriction of factory employment
 to five days a week do not necessarily hold with
qual force when applied to the office staff. Furthermore, it
may for business reasons be quite necessary to operate the