United Airlines 

Expert Report of Professor David Lewin 

September 2, 2014 
I. QUALIFICATIONS 

1. I am the Neil H. Jacoby Professor Emeritus of Management, Human Resources and Organizational 

Behavior in the Anderson School of Management at the University of California at .Los Angeles 

(UCLA) and a Director and Head of the Labor and Employment Practice at the Berkeley Research 

Group (BRG). My primary area of specialization is human resource management and employment 

relations. I have published 20 books and more than 150 miicles in such journals as Industrial and 

Labor Relations R~Niew, Human Resource Management, Industrial Relations, British Journal of 

Industrial Relations, The Review of Economics and Statistics, Journal of Conflict Resolution, Labor 

History, Harvard Business Review, and California Management Review. Among my books are 

International Perspectives and Challenges in Human Resource Management, Hwnan Resource 

Management: An Economic Approach, The Human Resource Management Handbook, Conternpormy 

Issues in Employment Relations, The Oxford Handbook of Participation in Organizations, and 

Advances in Industrial and Labor Relations, Volume 20. 

2. I have held National Science Foundation, Ford Foundation, National Institute for Dispute Resolution, 

Society for Human Resource Management, Human Resource Planning Society, and U.S. Department 

of Labor research grants. I previously served as president and executive board member of the national 

Labor and Employment Relations Association (LERA), president of the University Conncil on 

Industrial Relations and Human Resource Programs, Chairman of the UCLA Human Resources 

Round Table, Director of the UCLA Institute of Industrial Relations, Senior Associate Dean for the 

UCLA Anderson School MBA Program, and Co-Chair of Los Angeles Mayor Riordan's Task Force 

on General Manager Compensation and Performance Evaluation. In 1995, I was elected a Fellow of 

the National Academy of Human Resources. I am senior editor of Advances in Industrial and Labor 

Relations and a member of the editorial boards of Industrial Relations, Industrial and Labor 

Relations Review, California Management Review and Journal of Change Management. In 1996 and 

1999, respectively, I co-chaired the first and second National Conference on Innovative Teaching in 

Human Resources and Industrial Relations. In 2013, I completed my 18-month term as President of 

the (national) Labor and Employment Relations Association (LERA). 

3. I have taught numerous MBA and Ph.D. courses at the Columbia University Graduate School of 

Business, on whose faculty I served for 20 years, and at the UCLA Anderson School of Management, 

on whose faculty I have served for 24 years. These courses include Labor Market Analysis; Pay & 

2 
Rewards in Organizations; Collective Bargaining; Regulation of the Employment Relationship; 

Human Resource Management; Managing Employee Relations; Managing & Leading Organizations; 

Leadership Foundations; and Research Methods. 

4. I have consulted widely with business, govermnent and voluntary organizations in the U.S. and 

abroad. I also serve as Faculty Director of the UCLA Anderson School Advanced Program in Human 

Resource Management, and for many years served as Faculty Director of the Columbia University 

Graduate School of Business Senior Executive Program. Ftuiher, between 2001 and 2009 I served as 

a Director of K-Swiss, Inc., a member of the K-Swiss Board's Compensation Committee, and a 

member of the K-Swiss Board's Govemance Committee. l presently serve as a Director of the 

National Academy of Human Resources and a member of The Conference Board's Evidence-Based 

Human Resources Advismy Panel, and previously served as a member of the Research Advisory 

Board of World at Work, Inc. (formerly The American Compensation Association). 

5. I hold a Ph.D. degree in Management with a specialization in human resource management and 

industrial relations as well as an MBA degree and a BS degree with a specialization in accounting. I 

received extensive training during the course of my Ph.D. studies in primary research methods (i.e., 

experimental designs, observational and participant-observation research methods, interviewing, and 

survey design and analysis), secondary research methods (i.e., the use of published data bases and 

reference sources in conducting research), and quantitative research methods (i.e., probability theory, 

univariate statistics and multivariate statistics). l have taught primary research methods courses to 

Ph.D. students at Columbia Business School and the UCLA Anderson School on many occasions 

during the past 44 years, and I have written extensively about the topics of labor markets, 

compensation and rewards, labor relations, collective bargaining, employment dispute resolution, 

discipline and due process, human resource strategy, human resource management and business 

performance, job/work design, hiring and selection, and performance management and evaluation. 

6. My consulting engagements have included joint retention by the Seafarers International Union and 

the East Coast Maritime Association (comprised of 55 companies) to analyze changes in new 

collective bargaining agreements, especially those pertaining to wages and productivity, which 

culminated in a report submitted to the U.S. Pay Board which at the time was charged with 

determining whether such agreements met the Board's wage-productivity guidelines; retention by the 

State and City of New York to conduct a market survey of pay and benefits for police personnel in 

3 
connection with an arbitration hearing to determine if terms and conditions of new collective 

bargaining agreements with New York City police personnel should be approved by the arbitration 

panel; retention by the City of Decatur, IL to conduct a market survey of pay and benefits for police 

personnel in connection with an arbitration hearing to determine if terms and conditions of new 

collective bargaining agreements with Decatur police personnel should be approved by the arbitration 

panel; retention by N01ihville Industries to collect and analyze market data on wages and benefits for 

employees similar to those who were members of Amalgamated Clothing Workers Local Union #35 

and to submit my repori for consideration by an arbitrator; retention by New York City Apparel Trade 

Association to collect and analyze market data on wages and benefits for employees similar to those 

who were members of the International Ladies Garment Workers Union and to submit my report for 

consideration by an arbitrator; and retention by Trayer Engineering Corporation to obtain and analyze 

market data on wages and other components of compensation for sheet metal employees who worked 

in the San Francisco Bay area. In other engagements, I have surveyed or otherwise collected and 

analyzed market data on pay (including overiime pay) and benefits for a wide range of occupations, 

jobs and employees, such as engineers, scientists, operatives, sales personnel, and managers and 

executives. 

7. I have been retained as an expert in labor and employment cases (dealing with, as examples, 

employment discrimination, wrongful tetmination, constructive discharge, wages and hours, 

executive compensation, employee compensation, performance evaluation, and human resource 

management practices) on 280 occasions between 1979 and the present. Of these cases, I served as an 

experi for defendants 180 times, for plaintiffs 99 times, and jointly for plaintiff and defendant once. 

Thus, I typically serve as an expe1i in a few cases a year. 

8. My curriculum vita (CV) is attached as Appendix \. 

II. TASK 

9. Counsel for United Airlines ("UAL") asked me to determine how total compensation for certain 

positions (i.e., jobs) in the Port Authority of New York and New Jersey ("PA") compares to 

compensation for comparable positions in the broader labor market. These positions are of two main 

types, namely, police and aviation (about which more detail is provided below). In pariicular, I have 

been asked to obtain and analyze base pay and overtime pay for these comparable positions and to do 

4 
so for the most current year for which the data are available; that year is 2013. The findings from my 

analysis are discussed below and shown in a series of exhibits attached to this report. 

III. ANALYSIS 

A. Port Authority Police Compensation 

10. Compensation data for PA police and aviation positions were electronically drawn from the PA 

employee 2013 payroll information files. 1 In all instances these data can be categorized into two types 

of compensation, namely, "annual non-overtime compensation" and "annual overtime 

compensation.''2 When each employee's annual non-overtime compensation and annual overtime 

compensation are added together, the result is their "total annual compensation." 

11. For each PA police position of interest, that is police officer, police sergeant and police lieutenant, 

compensation data were assembled. These data were then used to calculate ovetiime ratios, 

specifically by dividing annual overtime compensation by annual non-overtime compensation. The 

resulting distribution of 2013 annual non-overtime compensation, annual overtime compensation, 

annual total compensation, and the ovettime ratios were used to calculate the following statistics: the 

mean and median as well as the 25'h percentile, 75'" percentile, and 90'h percentile. These distributions 

and statistics are shown in Exhibits lA-IC. 

B. New York Police Department Compensation 

12. The next step in this analysis consisted of drawing comparable 2013 compensation data for the 

positions of police officer, police sergeant and police lieutenant in the New York City Police 

Department (NYPD) 3 The choice of the NYPD for these compensation comparisons was based on 

the facts that the PA and the NYPD operate within the same geographical area (region) and compete 

1 See http://www.panynj.gov/corporate-information/employee-payroll-information-2014.cfm, accessed on July l41

h, 

2014. 

2 Non-overtime compensation includes year-to-date base pay, camp time cash-in, longevity pay, differential pay, 

pay for waived time otf, retro payments, one-time payments, FICA pickup and all other payments. Overtime 

compensation is a one-item category, that is, overtime pay. 3 The source of these data was Empire Center for Public Policy 2013 Payroll Information for the New York City 

Police Department. Although Newark Police Department compensation data could also be used as an additional 

comparison, those data were not available. 

5 
for "labor" in this area. Further, some PA police personnel were previously employed by the NYPD. 

The distlibutions of 2013 annual non-overtime compensation and annual overtime compensation for 

the NYPD positions of police officer, police sergeant and police lieutenant were calculated, as were 

overtime ratios; these are also shown in Exhibits lA-IC. 

13. Based on analysis of these data, certain patterns are observable. First, in each police position (rank), 

the total annual compensation of PA police personnel was higher, typically much higher, than the 

total annual compensation of NYPD police personnel. To illustrate, the mean total annual 

compensation ofPA police officers in 2013 was $124,467 compared to the $83,218 mean total anmral 

compensation ofNYPD police officers in the same year--a difference of$41,249 or 49.6%. The mean 

total annual compensation of PA police sergeants in 2013 was $185,017 compared to the $118,097 

mean total annual compensation ofNYPD police sergeants in the same year--a difference of $66,920 

or 56.7%. The mean total annual compensation of PA police lieutenants in 2013 was $209,361 

compared to the $141,047 mean total annual compensation ofNYPD police lieutenants in the same 

year--a difference of$68,314 or 48.4%. 

14. Second, in each police position (rank), the PA overtime ratio was larger, typically much larger, than 

the NYPD overtime ratio. To illustrate, the overtime ratio for the mean annual compensation ofPA 

police officers in 2013 was 34% whereas the overtime ratio for the mean annual compensation of 

NYPD police officers in 2013 was 14%. The overtime ratio for the mean annual compensation ofPA 

police sergeants in 2013 was 47% whereas the overtime ratio for the mean annual compensation of 

NYPD police sergeants in 2013 was 16%. The overtime ratio for the mean annual compensation of 

PA police lieutenants in 2013 was 37% whereas the overtime ratio for the mean annual compensation 

ofNYPD police lieutenants in 2013 was 18%. In other words, for these three police positions (ranks), 

the PA overtime ratios were between two and three times larger than for the same positions in the 

NYPD. 

C. Broader Lahar Market Compensation: Police Ot1iccrs 2013 

15. The next step in this analysis was to compare compensation for PA police positions with 

compensation paid for similar positions more broadly in the relevant labor market (or, in other words, 

beyond the NYPD). These comparisons are shown in Exhibits 2A-2C. To determine the 

comparability of police positions, the job duties for each position were matched to the U.S. Bureau of 

6 
Labor Statistics' protective service occupations job title descriptions' This matching process yielded 

three comparison job titles for each of the three PA police positions of police officer, police sergeant 

and police lieutenant. For police officer, these job titles are a) police and sheriffs patrol officers, b) 

transportation security screeners, and c) protective service workers, all other (see Exhibit 2A). for 

pol ice sergeant, these job titles are a) first-line supervisors of police and detectives, b) transportation 

security screeners, and c) protective service workers, all other (see Exhibit 2B). For police lieutenant, 

these job titles are a) first-line supervisors of police and detectives, b) detectives and criminal 

investigators, and c) protective service workers, all other (see Exhibit 2C). The New York-Northern 

New Jersey-Long Island ("NYNJLI") metropolitan statistical area was selected as the most suitable 

representation of the labor market for the compensation comparisons. Compensation data for this area 

were drawn from the U.S. Bureau of Labor Statistics' (BLS') May 2013 Occupational Employment 

Survey. 

16. In making these compensation comparisons, the BLS data were arrayed using the same statistics as 

previously shown for the PA and NYPD, namely, mean, median, and 25'", 75'" and 90'" percentiles. 

Fmiher, each of the three comparison positions was assigned a weight based on the extent to which 

the job duties of the position matched the job duties of the PA police position. To illustrate in the case 

of the PA position of police officer, the weights assigned to the tlu·ee BLS comparison positions 

described above were 70%, 15% and 15%, respectively. Next, these weights were applied to the BLS' 

compensation data, specifically to annual non-overtime compensation, to determine weighted average 

annual non-overiime compensation. Then, an overiime proxy was applied to weighted average ammal 

non-overtime compensation to determine annual mean, median and percentile distribution overtime 

compensation. The overtime proxies used for this purpose were the aforementioned overtime ratios 

for NYPD police positions (shown in Exhibits lA-IC). When weighted average annual non-overiime 

compensation and aruma! overtime compensation are added together, the result is "total annual 

compensation.'' 

4 For police officers, the job duties used for matching arc specified in the Memorandum of Agreement between The 

Port Authority of New York and New Jersey and The Port Authority Police Benevolent Association (PBA), January 

21, 2003 - January 20, 2010. For police sergeants, the job duties used for matching are specified in the 

Memorandum of Agreement between The Port Authority of New York and New Jersey and The Port Authority 

Police Sergeants Benevolent Association (SBA), January 21, 2003- January 20,2010. For police lieutenants, the job 

duties used tOr matching are specified in the Memorandum of Agreement between The Port Authority of New York 

and New Jersey and The Port Authority Police Lieutenants Benevolent Association (LBA), January 21, 2003 -

January 20, 20 1 0. 

7 
17. The findings from this analysis, shown in Tables 2A - 2C for police officer, police sergeant and 

police lieutenant, respectively, are as follows. First, the total annual compensation for PA police 

personnel was higher, typically much higher, than for police personnel in the NYNJLI area. Taking 

the three PA police positions in order, the mean total annual compensation of PA police officers in 

2013 was $124,467 compared to the $75,187 mean total annual compensation ofNYNJLl area police 

officers in the same year (Exhibit 2A)--a difference of $49,280 or 65.5%. The mean total annual 

compensation of PA police sergeants in 2013 was $185,017 compared to the $104,760 mean total 

annual compensation ofNYNJLl area police sergeants in the same year (Exhibit 2B)--a difference of 

$80,257 or 76.6%. The mean total annual compensation of PA police lieutenants in 2013 was 

$209,361 compared to the $115,998 mean total annual compensation of NYNJLI area police 

lieutenants in the same year (Exhibit 2C)--a difference of $93,363 or 80.5%. 

18. Second, these differences are even larger when the median rather than mean total annual 

compensation data are considered.' For example, the median total annual compensation of PA police 

officers in 2013 was $133,030 compared to the $77,863 median total annual compensation of 

NYNJLI area police officers in the same year (Exhibit 2A)--a difference of $55,167 or 70.9%. The 

median total annual compensation of PA police sergeants in 2013 was $182,595 compared to the 

$101,504 median total annual compensation of NYNJLI area police sergeants in the same year 

(Exhibit 2B)--a difference of $81,091 or 79.9%. The median total annual compensation of PA police 

lieutenants in 2013 was $214,688 compared to the $115,094 median total annual compensation of 

NYNJLI area police lieutenants in the same year (Exhibit 2C)--a difference of$99,594 or 86.5%6 

5 At the median of any distribution, 50% ofthe observations or data points are above the median and 50% are below 

it. A mean is the simple average of any dist1·ibution. The mean will be higher than the median when there are some 

very large values or amounts in a distribution, and correspondingly will be lower than the median when there are 

some very low values or amounts in a distribution. To illustrate in the case of the position of police officer, the mean 

total annual compensation ofPA police officers in 2013 was $124,467 and the median was $133,030. Also in 2013, 

the mean total annual compensation ofNYNJLl area police officers was $75,187 and the median was $77,863. 

Therefore, in both instances some low values or amounts (of compensation) for PA and NYNJLl area police officers 

resulted in lower mean than median total annual compensation. 6 At the 75111 and 901

h percentiles, the dollar amounts but not necessarily the percentage amounts of total annual 

compensation for PA and NYNJLI area police officers, police sergeants and police lieutenants arc substantially 

larger than the mean or median amounts. To illustrate, for the position of police officer in the PA, 2013 total annual 

compensation at the 75111 percentile was $159,247 compared to mean total annual compensation of $124,467, a 

difference of $34,780 or 27.9%. For the position of police officer in the NYNJLI area, 2013 total annual 

compensation at the 75th percentile was $93,758 compared to mean total annual compensation of $75,187, a 

difference of$18,571 or 24.7%. 

8 
D. New York City Fire Department Compensation 

19. The next step in this analysis consisted of drawing comparable 2013 compensation data for 

firefighters in the Fire Department, City of New York (FDNY) 7 This was done because all PA police 

positions have historically included some firefighting duties, and because it is my understanding that 

some police positions have recently been modified to include solely firefighting duties 8 The choice of 

the FDNY for these compensation comparisons was based on the facts that the PA and the FDNY 

operate within the same geogmphical area (region) and compete for "labor" in this area. The 

distributions of 2013 annual non-overtime compensation and annual overtime compensation for 

FDNY firefighters were calculated, as were overtime ratios; these are shown in Exhibit 3. 

20. Based on analysis of these data, certain patterns are observable. First, the aggregate total annual 

compensation of PA police personnel was higher, typically much higher, than the total annual 

compensation of FDNY firefighters. To illustrate, the mean total annual compensation of PA police 

officers, sergeants, and lieutenants (combined) in 2013 was $133,305 compared to the $108,757 mean 

total annual compensation of FDNY firefighters in the same year--a difference of $24,548 or 22.6%. 

Additional analysis was conducted of the 2013 total annual compensation for PA police personnel 

who transferred into the PA Air Rescue and Firefighting ("ARFF") Cadre in 2014. As shown in 

Exhibit 3, the ARFF police officers and sergeants' had higher 2013 total annual compensation than 

PA police officers, sergeants, and lieutenants. Specifically, in 2013 the 255 police officers and 

sergeants in the ARFF had mean total annual compensation of$153,217, whereas the 1,696 PA police 

officers, sergeants, and lieutenants had significantly lower mean total annual compensation of 

$133,305. 

21. Second, the 2013 mean overtime ratio for ARFF police officers and sergeants was 3% higher than the 

mean overiime ratio for PA police officers, sergeants and lieutenants--39% versus 36%. Further, the 

2013 mean overtime ratio for PA police officers, sergeants and lieutenants was 3% higher than the 

mean overtime ration for FDNY firefighters--36% versus 33%. Notably, these differences in mean 

overtime ratios were larger at the 751

" and 901

" percentiles of the distributions. To illustrate, at the 751

" 

percentile the 2013 mean overtime ratios were 56%, 51% and 39% for ARFF police officers and 

7 The source of these data was Empire Center for Public Policy 2013 Payroll Information for the New York City 

Police Department. Note that the FDNY data are for all firefighter ranks combined) that is, they are not broken out 

separately for firefighter, sergeant and lieutenant. Hence, the term "firefighter" encompasses these positions (ranks). 8 Source: ARFF Financial Impact v27 Tech and Finance Handouts.x!sx, provided by counsel. 9 There were no lieutenant positions in the ARFF. 

9 
sergeants, PA police officer, sergeants and lieutenants, and FDNY firefighters, respectively. At the 

90'h percentile, the 2013 mean overtime ratios were 79%, 72% and 45% for ARFF police officers and 

sergeants, PA police officers, sergeants and lieutenants, and FDNY firefighters, respectively. Hence, 

in the upper half of the distributions, overiime ratios were substantially higher than mean overtime 

ratios for these three comparison groups, and the differences in overtime ratios among these groups 

were larger as well. In sum, for the positions analyzed herein, overtime compensation is a 

substantially larger component of total annual compensation in the PA than in the FDNY. 

E. Broader Labor Market Compensation: Firefighters 2013 

22. As mentioned above, it is my understanding that some PA police employee's sole job duty is related 

to firefighting, specifically participating in or directing firefighting activities. To this end, Exhibits 

4A-4C compare the compensation of PA police personnel and ARFF personnel with the 

compensation of firefighters within the broader labor market in the NYNJLI area. The findings from 

this analysis for the positions of police officer, police sergeant and police lieutenant are as follows. 

First, the total annual compensation of PA police personnel was higher, typically much higher, than 

for firefighters in the NYNJLI area, and these differences were greater still when the comparisons 

involved ARFF personnel. Taking the three PA police positions in order, the mean total aruma! 

compensation of P A police officers in 2013 was $124,467 compared to the $1 06,081 mean total 

annual compensation of NYNJLI area firefighters in the same year (Exhibit 4A)--a difference of 

$18,386 or 17.3%. The mean total annual compensation of ARFF police officers in 2013 was 

$145,370 compared to the $106,081 mean total annual compensation ofNYNJLI area firefighters in 

the same year (Exhibit 4A)--a difference of $39,289 or 37.0%. The mean total annual compensation 

of PA police sergeants in 2013 was $185,017 compared to the $125,486 mean total annual 

compensation of NYNJLI area supervisors of firefighters and firefighters in the same year (Exhibit 

4B)--a difference of $59,531 or 47.4%. The mean total annual compensation of ARFF police 

sergeants in 2013 was $216,829 compared to the $125,486 mean total aruma! compensation of 

NYNJLI area supervisors of firefighters and firefighters in the same year (Exhibit 4B)--a difference 

of $91,343 or 72.8%. The mean total annual compensation of PA police lieutenants in 2013 was 

$209,361 compared to the $133,249 mean total annual compensation ofNYNJLI area supervisors of 

firefighters and firefighters in the same year (Exhibit 4C)--a difference of$76, 112 or 57.1 %. 10 

10 Because it did not have a lieutenant position, no ARFF-NYNJLI area comparison was made for this position. The 

PA Police Oftlcers with Firetlghting duties were directly matched to the Firefighter BLS Job title. The PA Police 

Sergeants and Lieutenants with Firefighting duties were both match to two BLS Job titles: Firefighter and First-Line 

10 
F. Port Authority Aviation Department Compensation 

23. Next, the fifteen most populated positions within the PA aviation department were considered for 

comparison and analysis. The same BLS matching procedure described above was utilized to group 

each aviation position with its closest counterpart(s)11 As summarized in the table below (and 

detailed in Exhibits 6A-60), mean total annual compensation for every one of the PA aviation 

department positions was greater than the mean total compensation for each equivalent position in the 

broader labor markets within the NYNJU area. The size of these differences ranged from 2% for the 

position of Utility Systems Maintainer to 122% for the position of Gardener. 

Exhibit 

SA 

58 

5C 

5D 

5E 

SF 

5G 

5H 

51 

5J 

5K 

5L 

5L 

5M 

5N 

5N 

50 

Summary of Mean Total Annual Compensation for Aviation Job Titles 

Port Authority vs. BLS Benchmark 

Port Authority Mean Total BLS Benchmark ]\'Jean Total 

.Job Title Annual Compensation Annual Compensation 

General Maintainer $56,311 $34,074 

Electrician $100,926 $80,856 

Airport Opemtions Agent $83,476 $64,897 

Building and Grounds Attendant $62,415 $34,074 

Operations Group Supervisor $115,741 $67,963 

Maintenance Unit Supervisor $119,361 $55,060 

Operations Services Supervisor $80,600 $67,963 

Utility Systems Maintainer $79,890 $78,527 

Maintenance Group Supervisor $104,763 $55,060 

Assistant Airport Duty Supervisor $106,232 $67,963 

Watch Engineer $89,141 $7~440 

Assistant Chief Operations Supervisor (Match I) $146,446 $81,896 

Assistant Chief Operations Supervisor (Match 2) $146,446 $67,963 

Gardener $73,378 $32,979 

General Operations Supervisor (Match 1) $125,365 $81,896 

General Operations Supervisor (Match 2) $125,365 $67,963 

Senior Airport Operations Agent $102,436 $64,897 

Difference 

(%) 

65% 

25% 

29% 

83% 

70% 

117% 

19% 

2% 

90% 

56% 

14% 

790/o 

115% 

122% 

53% 

84% 

58% 

Supervisors of Fire Fighting and Prevention Workers. This was in an etTort to capture both the participatory and 

supervisorial aspects of these more senior positions. In order to account for the difference in seniority between the 

t'>vo ranks, Sergeants were weighted with a 50/50 split while Lieutenants were weighted more heavily towards the 

Supervisor match with a 70/30 split. See Exhibits 4B and 4C. 11 Most of the Aviation positions were matched with a single BLS SOC code; however, two positions (Assistant 

Chief Operations Supervisor and General Operations Supervisor) had two possible matches, as detailed in Exhibits 

5L and 5N. 

11 
24. A very similar conclusion emerges when median total annual compensation is considered. As shown 

in the table below, median total annual compensation for every one of the PA aviation depmiment 

positions was greater than median total annual compensation for each equivalent position in the 

broader labor markets within the NYNJLl area. The size of these differences ranged from 12% for the 

position of Utility Systems Maintainer to 168% for the position of Gardener. 

Summary of Median Total Annual Compensation for Aviation Job Titles 

Port Authority vs. BLS Benchmark 

Port Authority Median Total BLS Benchmarlt Median Total Difference 

Exhibit Job Title Annual Compensation Annual Compensation (%) 

SA General Maintainer $55,586 $31,538 76% 

5B Electrician $104,029 $78,288 33% 

5C Airport Operations Agent $92,426 $63,044 47% 

5D Building and Grounds Attendant $64,587 $31,538 \05% 

5E Operations Group Supervisor $1!0,449 $69,090 60% 

SF Maintenance Unit Supervisor $125,602 $54,735 129% 

5G Operations Services Supervisor $86,295 $69,090 25% 

5H Utility Systems Maintainer $83,647 $74,789 12% 

51 Maintenance Group Supervisor $102,5\3 $54,735 87% 

5J Assistant Airport Duty Supervisor $111,068 $69,090 61% 

5K Watch Engineer $89,733 $73,099 23% 

5L Assistant Chief Operations Supervisor (Match I) $143,784 $76,620 88% 

5L Assistant Chief Operations Supervisor (Match 2} $143,784 $69,090 108% 

5M Gardener $80,998 $30,260 168% 

5N General Operations Supervisor (Match 1) $128,334 $76,620 67% 

5N General Operations Supervisor (Match 2) $128,334 $69,090 86% 

50 Senior Airport Operations Agent $103,659 $63,044 64% 

12 
IV. SUMMARY 

25. The analyses presented in this repmt clearly show that Port Authority of New York and New Jersey is 

a comparatively high payer--a very high payer--for the police and aviation positions considered 

herein. Based on these analyses, the total annual compensation of PA police personnel who mainly 

perform police duties was higher, typically much higher, than the total annual compensation of 

comparable police personnel in the NYPD and police personnel in the NYNJLl area labor market 

more broadly. Similarly, the total annual compensation of PA police personnel who mainly perform 

firefighting and related duties was higher, typically much higher, than the total annual compensation 

oftlrefighters in the FDNY and firefighters in the NYNJLI area labor market more broadly. Most of 

these total annual compensation differences are attributable to the substantially higher overtime ratios 

for PA police personnel than for comparable police personnel and, more nan·owly, firefighters in the 

NYPD and FDNY, respectively, as well as in the NYNJLI area labor market more broadly. Finally, 

both mean and median total annual compensation of the 15 most populated positions within the PA 

aviation department were higher, typically much higher, than the mean and median total annual 

compensation of comparable positions in the NYNJLI area labor market more broadly. Hence, each 

of these comparisons and each of these analyses tell a similar story--a story of the PA as a very high 

paying employer. 

Respectfully submitted, 

Professor David Lewin 

September 2, 2014 

13 
Exhibit lA: Port Authority Police Officers, 2013 

Total Compensation Comparison: NYPD 

[a} Port Authority Police Officers 

Annual Non-Ove1time Compensation 

Annual Ove1time Compensation 

Total Annual Compensatlon 

[b) New York City Police Department Police Officers 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

[c) Overtime Ratios 

P01t Authority Police Officers 

New York City Police Department Police Officers 

Notes and Sources: 

25th Percentile 

$95,410 

$5,598 

$108,371 

$52,282 

$4,342 

$58,913 

18% 

7% 

Mean 

$90,473 

$33,994 

$124,467 

$71,895 

$11,322 

$83,218 

34% 

14% 

Median 

$103,879 

$28,225 

$133,030 

$86,427 

$9,624 

$94,577 

27% 

13% 

75th Perce

$108,97

$51,98

$159,24

$90,19

$16,88

$105,92

49% 

21% 

[a] Somce: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 1,47

compensation includes YTD base pay, comp time cash-in, longevity, differential payments, pay for waived time-off, retro payments

FICA pickup, and all other payments. Note: The statistics are calculated separately for each category (i.e., non-overtime, overtime, 

non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: The Empire Center for Public Policy 2013 Payroll Information for the New York Police Department, accessed on July 18th

Non-overtime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each cate

overtime, overtime, and total) and therefore non-overtime and overtime statistics do not necessarily add up to total annual compens

[ c] The overtime ratio was calculated for each individual 1s compensation and is defined as total overtime earnings divided by total non

statistics from this resulting distribution are noted above. 
Exhibit lB: Port Authority Police Sergeants, 2013 

Total Compensation Comparison: NYPD 

25th Percentile Mean Median 75th Perce

[a] Port Authority Police Sergeants 

Annual Non-Overtime Compensation $113,721 $125,187 $128,236 $134,26

Annual Overtime Compensation $31,932 $59,830 $59,997 S86,42

Total Annual Compensation $155,569 $185,017 $182,595 $213,40

[b) New York City Police Depa11ment Police Sergeants 

Annual Non-Ove11ime Compensation $93,459 $101,232 $] 09,538 $!13,97

Annual Ove11ime Compensation $7,904 $16,865 $!4,817 $25,07

Total Annual Compensation $! 05,204 $118,097 $120,228 $136,74

[c) Overtime Ratios 

Port Authority Police Sergeants 26% 47% 48% 66% 

New York City Police Department Police Sergeants 8% 16% 15% 24% 

Notes and Sonrces: 

[a] Source: The Po11 Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n ~ 148)

compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for waived time-off, retro payments

FICA pickup, and all other payments. Note: The statistics are calculated separately for each category (i.e., non-overtime, overtime, 

non-overtime and ove11ime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: The Empire Center for Public Policy 2013 Payroll Information for the New York Police Department, accessed on July 18th

overtime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each category 

overtime, and total) and therefore non-overtime and overtime statistics do not necessarily add up to total ammal compensation stati

[ c] The overtime ratio was calculated for each individual's compensation and is defmed as total overtime earnings divided by total non

statistics from tllis resulting distribution are noted above. 
Exhibit 1C: Port Authority Police Lieutenants, 2013 

Total Compensation Comparison: NYPD 

25th Percentile Mean Median 75th Perce

[a] Port Authority Police Lieutenants 

Annual Non-Overtime Compensation 

Annual Ove11ime Compensation 

Total Annual Compensation 

[b) New York City Police Department Police Lieutenants 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

[c J Ove11ime Ratios 

Port Authority Police Lieutenants 

New York City Police Depai1ment Police Lieutenants 

Notes and Sources: 

$141,442 

$32,291 

$180,584 

$117,494 

$10,406 

$131,411 

19% 

9% 

$152,613 

$56,748 

$209,361 

$119,326 

$21,721 

$141,047 

37% 

18% 

$152,927 

$60,569 

$214,688 

$!26,525 

$21,389 

$146,329 

38% 

18% 

$164,13

$75,06

$235,95

$130,92

$33,13

$160,97

49% 

26% 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n ~ 71 ). 

compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for waived time-off, retro payment

FICA pickup, and all other payments. Note: The statistics are calculated separately for each category (i.e., non-ove11ime, overtime

non-ove11ime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: The Empire Center for Public Policy 2013 Payroll Information for the New York Police Department, accessed on July 18th

ovei1ime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each category 

ovei1ime, and total) and therefore non-overtime and overtime statistics do not necessarily add up to total a1mual compensation stati

[c] The overtime ratio was calculated for each individuars compensation and is defined as total overtime earnings divided by total no

statistics from this resulting distribution are noted above. 
Exhibit 2A: Port Authority Police Officers, 2013 

Total Compensation Comparison: BLS Police Officer Benchmark 

I. Actual Data fa/ 

Port Authority Police Officet·s 

Annual NonwOvertime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Owrlime Ratio 

II. BLS Bench marl>: New YorkwNorthern New JerseyRLong Island, NYwNJ-PA [b) 

I. 

2. 

3. 

Job Duties 

fr.:j 

Patrols assigned areas to pmtect property, prevent unlawful conduct and 

incidents, and caution or apprehend violators. Directs movement of 

vehicular and pedestrian traffic at or in the vicinity of a facility. Issues 

summonses, makes afl"ests, and gives testimony as required. 

Checks the weight, size and cargo of vehicles to ctetem1ine confonnance 

with Port Authority regulations. 

Operates marine craft; as a member of a crew, utilizes survellance 

equipment during aircraft flights with the Aviation Services Unit, performs 

mechanized snow removal and mobility assignments, may perform other 

duties t•equiring specialized training. 

Weigllted Average Annual Non-Overtime Compensation 

Overlimrt Prw,:v 

Annual Overtimo: Compensation 

Total Annual Compensation 

Notes m1d Sources: 

Closest Matched BLS Job 

Title 

fdf 

Police and Sheriffs Patrol 

Ofticers 

Transportation Security 

Screeners 

Protective Service Workers, All 

Other 

Weight 

70% 

15% 

15% 

fe} 

If} 

fg}' M~[f! fh} , /~} ;. fg;J 

25th Percentile Mean 

$95,410 $90,473 

$5,598 $33,994 

$108,371 $124,467 

18% 3-!% 

25th Percentile Mean 

$58,050 $79,090 

$32,860 $38,720 

$21,930 $30,230 

$48,854 $65,706 

7% 14% 

$3,421 $9.481 

$52,275 $75,187 

1\lledian 75th P

$103,879 $1

$28,225 $5

$133,030 $1

27% -

Median 75th P

$83,900 $9

$38,230 $4

$28,500 $3

$68,740 $7

/3% 

$9,124 S

$77.863 $

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payrolllnfmmation, accessed on July 14th, 2014 (n"' I ,477). Non~overtime compensation includes YTD base pay

longevity, differential payments, pay fot· waived time-off, retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is defined as total overtime earning

overtime earnings. Note: The statistics are calculated separately for each category (i.e., non~overtime, overtime, and total) and therefore non~overtime and overtime statistics do not necess

compensation statistics. 

[b) Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area ofNew York~Northem New Jersey-Long Island, NY-NJ~PA. Annual non-ovettime compensa

commissions, cost-of~Iiving allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, over~the-road pay, piece rates, portal-to~p01"tal rates, pt"oduction bonus

[c] Source: Memorandum of Agreement between The Port Authority of NY & NJ and The Port Authority Police Benevolent Association, Inc., January 21, 2003- Januat)' 20, 2010, page 212

[d] Job titles are matched based on BLS descriptions of Standard Occt\pational Classification (SOC) Codes. See Exl1ibit 5. 

[e] 

lD 

The weighted average is calculated by applying weights to each matched job's compensation statistics. 

See the ove11ime ratio for New York City Police Department Officers, Exhibit JA. The ove1time ratio is used as the overtin1e proxy for BLS compensation, which indicates the ratio of ov

overtime compo:nsation. 
Exhibit 2B: Port Authority Police Sergeants, 2013 

Total Compensation Comparison: BLS Police Sergeant Benchmark 

I. Actual Data fa) 

Port Authority Police Sergeants 

Annual No11-0vertime Compensation Annual Overtime Compensation 

Total Annual Compensation 

011erlimrt Ralio 

II. BLS Bencl1mark: New Yorl•-Northern New Jersey-Long Island, NY-NJ-PA fb/ 

Closest i\'Iatched BLS Job 

Job Duties Title Weight 

[c) {d) 

I. Responsible for the activities of a group of Police Officers, revie1¥ing; First-Line Supervisors of Police 70% 

repm1s on daily activities and unusual il1cidents submitted by officers, and and Detectives 

training and instructing new Police Officers. 

2. Checks the '>-Veigbt, size and cargo of vehicles to determine conformance Transpmiation Security 15% 

Port Authority regulations. Screeners 

3. Operates marine craft; as a member of a crew, utilizes survellance Protective Service Workers, All 15% 

equipment during aircraft flights with the Aviation Services Unit, perfom1s Other 

mechanized snow removal and mobility assignments, may perfom1 other 

duties requiring specialized training. 

Weighted Average Annual Non-Overtime Compensation M 

Ovr:rtime Proxy [ff 

Annual Overtime Compensation fgJ c 1,1 ·rn 

Annual ComJlensation {h)"' [e)+ [g] 

Notes and Sources: 

25th Percentile Mean 

$113,721 $125.187 

$31,932 S59,830 

$1:55,569 $185,0!7 

26% -17% 

25th Percentile Mean 

$99,650 $114,240 

$32,860 $38,720 

$21,930 $30,130 

$77,974 $90,311 

8% /6% 

$6,247 $14,449 

$84,221 $104,760 

JVIedian 75th P

$128.236 $13

$59,997 $8

$182,595 S21

./8% (

Median 75th P

$112,020 $\2

$38..230 $4

$28.500 $3

$88.424 $1

15% 

$13,081 $2

$101,504 $1

[a} Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 148). Non-overtime compensation includes YTD base pay, 

differential pay for waived time-off, retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is defined as total overtime earnings divided 

earnings. Note: The statistics are calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime statistics do not necessal'ily add 

compensation statistics. 

[b} Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northem New Jersey-Long Island, NY-NJ-PA Annual non-overtime compensa

commissions, cost-of-living allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-pOI'tal rates, production bonus

[c] Source: Memorandum of Agreement betvveen The Port Authority of NY & NJ and The Port Authority Police Sergeants Benevolent Association. Inc., January 21. 2003 -January 20, 2010[d] Job titles are matched based on BLS descriptions of Standard Occupational Classification (SOC) Codes. See Exhibit 5. 

[ e J The ·weighted average is calculated by applying weights to each matched job's compensation statistics. 

[f] See the ratio for New York City Police Department Police Sergeants, Exhibit lB. The overtime ratio is used as the overtime proxy for BLS compensation, which indicates the ra

to non-ove1time compensatio11. 
Exhibit 2C: Port Authority Police Lieutenants, 2013 

Total Compensation Comparison: BLS Police Lieutenant Benchmark 

I. Actual Data fa} 

Port Authority Police Lieutenants 

Annual NonwOvertime Compensation Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ralio 

II. BLS Benchmark: New Yo!"i.;-Nol·thern New Jersey-Long Island, NV-NJ-PA [b) 

Closest Matched BLS Job 

Job Duties Title Weight 

fol /d/ 

I. Responsible for the activities of a group of Police Officers, reviewing Supervisors of Police 70% 

repmts on daily activities and unusual incidents submitted by officers, and and Detectives 

training and instmcting new Police Officers. 

2. Makes investigations of unusual occurrences and other trafl:ic and security Detectives and Criminal 15% 

matters. Jnvestigators 

3. Operates marine craft; as a member of a crew, utilizes survellance Protective Service Workers, All 15% 

equipment during aircraft flights with the Aviation Setvices Unit, perfom1s Other 

meohanized snow removal and mobility assignments, may pe1form other 

duties requi1ing specialized training. 

Weighted Average Annunl Non...Qvertime Compensation M 

Overtime Prm:v [[} 

Annual Ove1time Compensation fg}' feJ• /!J 

Totlll Annual Compensation fhf fef "" fgj 

Notes and Sources: 

25th Percentile Mean 

$141,442 $152,613 

$32,291 $56,748 

SlSO,SS4 $209,361 

19% 37% 

25th Percentile Mean 

$99,650 $] 14,240 

$59,420 $93,520 

$21,930 $30,230 

$81,958 $98,531 

9% 18% 

$7.396 $17,468 

$89,354 $115,998 

l'vledian 75th P

$152,9:!.7 $1

$60,569 $7

$214,688 $2

38% -

Median 75th P

$112,020 $1$101.270 $1

$28,500 $3

$97,880 $1

/8% 

$17,2:15 $2

$115,094 $1

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 71). Non-overtime compensation includes YTD base pay, c

differential payments, pay for waived time-off, retro payments, one-time payments, F1CA pickup, and all other payments. The overtime ratio is detined as total overtime earnings divided 

earnings. Note: The statistics are calculated separately for each categoly (i.e., non-overtime, overtime, and total) and therefore and overtime statistics do not necessarily add 

compensation statistics. 

[b] Source: Bureau ofl.abor Statistics, Compensation Data for the Metropolitan Statistical Area of New New Island, Annual compensa

commissions, allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, pay, piece rates, rates, production bom1

[c] Source: Memorandum of A!,.T"feement betvteen The Pmt Authority of NY & NJ and The Port Authority Lieutenants Benevolent Association, Inc., January 21,2003 20,2010, pag[d] Job titles are matched based on BLS descriptions of Standard OccupatiO!lal Classification (SOC) Codes. See Exhibit 5. 

[e] The weighted average is calctllated by applying weights to each matched job's compensation statistics. 

[t] See the overtime ratio for New York City Police Department Police Lieutenants, Exhibit lC. The overtime ratio is used as the overtime proxy fOJ" BLS compensation, which indicates the 

compensation to compensation. 
Exhibit 3: Port Authority Police, 2013 

Total Compensation Comparison: FDNY 

fr:Jl Port Authority Police Officers, Sergeants, and Lieutenants 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

{bj Pmt Authority Police Officers and Sergeants, ARFF 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

/c) Fire Department of New York City Firefighters 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

[ d] Overtime Ratios 

Port Authority Police Officers, Sergeants, and Lieutenants 

Port Authority Police Officers and Sergeants, AR.FF 

Fire Department of New York City Firefighters 

Notes and Sources: 

25th Percentile 

$97,951 

$8,999 

$112,611 

$101,288 

$18,380 

$122,499 

$81,049 

$21,429 

$104,179 

18% 

17% 

26% 

Mean 

$96,104 

$37,201 

$133,305 

$109,450 

$43,767 

$153,217 

$82,108 

$26,648 

$108,757 

36% 

39% 

33% 

Median 

$105,328 

$31,814 

$138,537 

$!07,547 

$34,213 

$142,104 

$86,940 

$27,741 

$114,137 

30% 

31% 

33% 

75th Percentile 90th Perce

$110,880 

$56.893 

$168,636 

$113,055 

$63.271 

$173.512 

$90,264 

$33,084 

$121,582 

51% 

56% 

39% 

$125,96

$81,16

$200,77

$125,17

$91,47

$215.13

$92,93

$37,95

$128,20

71% 

79% 

45% 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n "" 1,696 ). Non-overtime 

compensation includes YTO base pay, camp time casl1-in, longevity, differential payments, pay for waived time-otT, retro payments, one-time payments

FICA pickup, and all other payments. Note: The statistics are calculated separately for each category (i.e., non-ove1iime, overtime, and total) and theref

non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 {n=255 for Police Officers an

Police Sergeants selected to join the Aircraft Rescue Fire Fighting Cadre in 2014). Non-overtime compensation includes YTD base pay, camp time cash

longevity, differential payments, pay for waived time-off, retro payments, one-time payments, FICA pickup, and all other payments. "&"Note: The stat

are calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime statistics do not necessarily 

up to total annual compensation statistics. 

[ c] Source: The Empire Center for Public Policy 2013 Payrolllnfonnation for the New York City Fire Departmetlt, accessed on July 18th, 2014 (n = 7,851 

Non-overtime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each category (i.e., non-overti

overtime, and total) and therefore non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[d] The overtime ratio was calculated for each individual's compensation and is defined as total overtime earnings divided by total non-overtime earnings. 

statistics from this resulting distribution are noted above. 
Exhibit 4A: Port Authority Police Officers, 2013 

Total Compensation Comparison: BLS Firefighter Benchmark 

I. Actu:!l Duta [a} 

25th Percentile Mean 

Port Authority Police Officers 

Annual Non-Overtime Compensation $95.410 $90,473 

Annual Overtime Compensation $5.598 $33,994 

Total Annual Compensation $108,371 $124,467 

Port Authority Police Officers, ARFF 

Annual Non-Overtime Compensation $100,955 $106,415 Annual Overtime Compensation $17,488 $38,956 

Total Annual Compensation $121,498 $145,370 

Overtime Ratios 

Port Authority Police Officers 18% 3-1% Port Authority Police Officers, ARFF 16% 36% 

II. :BLS Benchmark: New York-Northern New Jersey-Long Island, NY-NJ-PA {bj 

Job Duties Closest Matched BLS Job Title 25th Percentile Mean 

[c) fd] 

1. Operates emergency equipment and responds to alerts at airport. Fights tires Firefighters $77,580 $80,030 

and administers first aid. 

Annual Non-Overtime Compensation [e] $77.580 $80,030 

Proxy /JJ 26% 33% 

Annual Overtime Compensation 1,1. /JJ $20,204 $?6,051 

Total Annual Compensation [h)"""' [e)+ [g] $97,784 $106,081 

Notes and Sources: 

Median 75

$103,879 

$28.225 

$133,030 $106,118 

S29,831 

5136,326 

27% 

29% 

Median 75

$84,350 

:584.350 

33% 

$?7,552 

$111,902 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 1,477 for Police Otlicers, n "'227 for Police Ofncers se

Fire Fighting Cadre in 2014). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for waived time-off, retro payments, one-t

all other payments. The overtime ratio is defined as total overtime earnings divided by total non-overtime earnings. Note: The statistics are calculated separately for each category (i.e

total) and therefore non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New Jersey-Long Island. NY-NJ-PA. Annual non-overtime comp

commissions, cost-of-living allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production bo

[c] Source: Memorandum of Agreement between The Port Authority of NY & NJ and The Port Authority Police Benevolent Association, Inc .. January 21, 2003 -January 2010, page 

[d] Job titles are matched based on BLS descriptions of Standard Occupational Classitlcation (SOC) Codes. See Exhibit 5. 

[f] See the overtime ratio for Fire Department ofNew York City Firefighters, Exhibit 3. The overtime ratio is used as the overtime proxy for BLS compensation, wl1ich indicates the ratio 

overtime compensation. 
I. Actm1l Datu jaj 

Exhibit 4B: Port Authority Police Sergeants, 2013 

Total Compensation Comparison: BLS Firefighter Benchmark 

25th Percentile Mean Median 75th P

Port Authority Police Sergeants 

Annual Non~Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Port Authority Police Sergeants, ARFF 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratios 

Port Authority Police Sergeants 

Pol't Authority Police Seq~eants. ARFF 

II. BLS Benchmark: New York-Northern New Jersey-Long Island, NY-NJ-PA {bj 

Closest Matched BLS Job 

Job Duties Title Weight 

1,1 {dj 

1. Directs and participates in fire fighting and rescue work, and supervises and First-Line Supervisors of Fire 50% 

instntcts Police Officers in the operation and use of emergency equipment. Fighting and Prevention 

Workers 

2. Firefighters 50% 

\Veigh ted Average Annual Non-Ove11ime Compensation M Ovenirn~ Pmxy Iff 

Annual Overtime Compensation jgf JeJ Lfl 

Total Annual Compensation {Ill - M ' fKI 

Notes and Sources: 

$113,721 

$31,932 

$155,569 

$128,640 

$56,490 

$190,234 

]6% 

.f{J% 

25th Percentile 

$99,220 

$77,580 

$88,400 

26% 

$23,022 

$111.422 

$125,187 $128,236 $13

$59,830 $59,997 $8

Sl85,017 $182,595 $21

$134,058 $132,1 I 0 $13

$82,771 $85,513 $11

$216,829 $215,323 $24

-17% .f8% G

fi]% (j.f% 8

Mean Median 75th P

$!09,310 $109,600 $1

$80,030 $84,350 $9

$94.670 $96,975 $\0

33% 33% 3

$30,816 $31,676 $4

S\25,486 $\28,651 $1

[a] Source: The Port Authority ofNew York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 148 for Police Sergeants, n = 28 for Police Sergeants selecte

Fire Fighting Cadre in 20 14). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for waived time-off, reu·o payments, one-time 

all other payments. The overtime ratio is defmed as total overtime earnings divided by total non-overtime earnings. Note: The statistics are calculated separately for each category (i.e., no

total) and therefore non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistic!!! Area of New York-Northern New Jersey-Long Island, NY-NJ-PA. Annual non-overtime compensa

commissions, cost-of-living allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-pmtal rates, production bonus

[c) Som·ce: Memorandum of Agreement between The Port Authority of NY & NJ and The Port Authority Police Sergeants Benevolent Association. lnc., January 21, 2003- January 20, 2010

[dJ Job titles are matched based on BLS descriptions of Standard Occupational Classification (SOC) Codes. See Exhibit 5. 

[e] The weighted avemge is calculated by applying weights to each matched job's compensation statistics. 

[f] See the overtime ratio for Fire Department of New York City Firefighters, Exhibit 3. The overtime ratio is used as the overtime pro:-..)' for BLS compensation. which indicates the mtio of o

overtime compensation. 
Exhibit 4C: Port Authority Police Lieutenants, 2013 

Total Compensation Comparison: BLS Firefighter Benchmark 

L Actual Data fa} 

25th Percentile Mean 

Port Authority Police Lieutenants 

Annual Compensation $141,442 $152,613 Annual Overtime Compensation $32.291 $56.748 

Total Annual Compensation $180,584 $209,361 

Overtime Ratio 19% 37% 

II. BLS Benchmark: New York-Nortl1ern New Jersey-Long Island, NY-NJ-PA [b) 

Closest Matched BLS Job 

Job Duties Title Weight 25th Percentile Mean 

[c) [d) 

1. Directs and participates in fire fighting and rescue work, and supervises and First-Line Supervisors of Fire 70% $99,220 $109,310 

instructs Police Officers in the operation and use of emergency equipment Fighting and Prevention 

Workers 

2. Firefighters 30% $77.580 $80,030 

Weighted Average Annual Non-Overtime Compensation 1,1 $92,728 $100,526 

Overtime Proxy If] 26% 33% 

Annual Overtime Compensation fgl M 'Ill $24,149 $32,723 

Total Annual Compensation $116,877 $133,249 

Notes and Sources: 

Median 

$152.927 

$60,569 

$214,688 

38% 

Median 

$109,600 

$84.350 

$1 0:!,025 

33% 

$33,325 

$135,350 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 71). Non-overtime compensation includes YTD ba

differential payments, pay for waived retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is detlned as total overtime earnings 

earnings. Note: The statistics are calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime statistics do not necessa

compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New Jersey-Long Island, NY-NJ-PA. Annual non-overtime 

commissions, cost-ot:.Jiving allowances, deadheading pay, guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, producti

[c] Source: Memorandum of Agreement between The Port Authority of NY & NJ and The Port Authority Lieutenants Benevolent Association, Inc .. January 21, 2003 -January 20, 2

[d] Job titles are matched based on BLS descriptions of Standard Occupational Classification (SOC) Codes. See Exhibit 5. 

[e] The weighted average is calculated by applying weights to each matched job's compensation statistics. 

[t] See the overtime ratio for Fire Department of New York City Firefighters, Exhibit 3. The overtime ratio is used as the overtime prm,_')' for BLS compensation, which indicates the 

overtime compensation. 
Exhibit 5 

Occupation Titles in BLS Major Croup 33~0000 Protective Service Occupations 

Occupntion Code I Occupntion Titl~ Description 

33·101 I lfir.;t:LiiiC--SiipCri-ISOI·S--Orcorr~ctionniiDircctly sqpcn·isc nnd coordinutc uctiritics ofco1Tectiun~l uffn;m und.ioilc·rs 

Officers 33-IOI~ n-10:21 First-Line Supcrd;ors of Pollee Md Dctccti"cs First-Line Supcrcisors of Fire 

Fighting 011d Prevention Workers 

Directly supervise ond coordinotc neUritics of members ol'~ohcc force 

Oirccily supcrYisc :md coordin-1LC oclhitics ofwork"'s c;,i;~-.;-Jili-li"f~ ll..:hting oncl 

flm prevention ond control. 

33-1M9 First-Line Supcn·isors ofProlcctlvc 

Sm·icc Workers. All Other 

All prolcctivc service supcn:isars not listed scpnrutcl)' nborc, 

J3-2.{)11 

33-2.021 

33-3011 

33-3012 

33·3021 

33-3031 

33-30.1-1 

33·3051 

33-3052 

33·9Ull 

33-9021 

133·9031 

33·9032 

33·9091 

33-9092 

Firelighters 

Fire Inspectors nnd lnvcstiguLOrs 

BniliiTs 

Conlrol and extinguish fifes or respond 1.o cmcrgenC)' silunlions where life. 

property, or the cndroMtcnl is risk. Duties moy include lire pren:ntian, 

emergency mcdicnl SCI"I'icc. hnz:trdaus mntcrinl response. ,;c~rcb nnd rescue, nnd 

disasternssisl:lllCc. 

!aspect buildht£S lo dclcct fire h:u:.1rds nnd enfor~;c lo~;nl ordinances :~nd Sl:ltc 

lnii'S, or in\'I:Stigntc nnd sn~1cr fu~;ts \o clcLcnninc cause ol' lil'cs nnd c~plosions. Mninlnin order in courts aflnw. Con'CCI.ian~J Officers Ulld Jailers IGuiU'd inmntes in penni or rchnbilimli1·c inotltlitiOiiS-iil ~Ccordnncc with cslablishctl 

rcJ;uln!ions and procedures. Winy £UnTd pnsollcrs in trnnsi! bctwccnJnll. 

cmtl1room, prison, or other poinL Includes dcptil)' sheri ITs und police who spend 

the m•Uority ofilt<::ir time sunrdin!l ~risoncrs in corrcctionol instilutlons. Dcl~cLh·cs nnd Crinl-iliiifiii;:;;s\ii.iiOfS ltOti<liii:t Jii\cStigntions related Lu stlsp~ctcd ,i.JioiiOiiS Oi'FCcl<:rnl. Stm~. orlocnl 

lnws 10 prevent or solve crimes. E~cludcs ''Privutc Dctccti\'CS ~nd lnvestiJ;ntors" 

133-9021). 

Fish nnd Grunc Worden.-

Pnrking Enforecmenl Workers 

Police nnd Sherin's J>~tral O!Ticers 

Tr:msil nnd Rnilraad Police 

Animul Control Workers 

Privnte Dctcctkcs rutd ln,·csligatoro 

Gnminll Sun-cillnncc Officers nnd 

GiU11ing lnvcstigutors 

Security Gunrcls 

Crossing Gunrds 

Lircguu,·ds, Ski Patrol, nnd Other Recrcnlion:~l Prolceli\"C Scl'l-icc 

Workers 

Pntrol nssii;iiCd :ifeo. iO prc\·ent 1'1sh anclsolllc-liiiV violutions ln\cstigotc reports of 

damngc to crops or properly by wildlife. Compile biologknl dntn. 

Futral assigned oren, such ns public pill'king lot or cily streets to issue ilckcls to 

overtime por\;j~gy_iolotors nnd illegally porked \'ehicl<>S. 

Maintain order nnd protect life and property by enforcing local. tribal. S~1tc. or 

Fcder:;d lows nnd ordimmcco. Perform n combinution oflhc following dillies: pntrol 

a specific iU'CU: direct traffic: issue troffic sununonscs; ini'<>Stisntc ilccidents: 

apprehend nnd arrest suspects, or serve legal processes of courts. 

Prolccl Md police rnilrond nnd tronsil properly. cmplo)''ecs. or p:>SSCllj\Crs. 

Handle iUlimnls far the pt1rposc ofinv<>Stignlions ofmislfcutmcnt. orcowol of 

nbnndoncd. dil!lgcrous. or unattended nnimnls. G~lhcr. unui).~/.C. compile nnd mporl ittformnlion regarding indit·idunls or org~niU~tlons lo clients, or dele<;! occurrences ofunluwflll ~ci.S OJ' infroctions of 

rules in pri1utc cstnblishmcnL 

Ael ns o1-crsighl andsccurij;.•ugcntlbr mnnu;,:cmcnumd cuslomcrs Obs:r1·c 

c;,sinu or c:u;ino hotel opcrnlion for in-cgulur uclivilies S\lclt uo chcuting 01 lhcfl by 

either employees or potrons, MO)' usc one•W>i)" mirrors ubo1c D1c eosin a ll~or. cushier's cngc. nnd from desk. Usc ofnudiolvidco equipment is also common to 

observe OJ"'rtlllon af~1c business. U:;unlt;· rcqui<-ccllo pro\ ide \crbnl ml<l "ri\ton 

rcpor!.S al'all ,•iolntions ond suspicious bchnv1or to supcr.·isar, Guofa;pn~·OL or monitor prcffiiS-cs to prevent thdl. ~i~JcnCC. or inli'ncUons ol' 

rules. Mny opcrntc x-m)' und n1ctnl detector cqulpn1cnL Excludes "Tronsportntio11 

Sccntily Scrcencrs" (33-9093) 

Guide or conlral vehiculiU' or pctll!\!lfiilll trnffic at sucl1 pluccs us streets, schools, 

rnilrond crossings. or construction sites. 

MOnitor rcercationnl nrcm;. sUch ns pools. benches, or ski slopes to pro,·idc ussis~1ncc nnd protection to p<lrlicipaols. 

33-9093 Trn.nopartnlian Security Screcners Conduct serccnins ofpnsscngers, bnj;g:ngc, or C(ll'gO to ensure complinncc wilh 

Tron.-porlnlion Security Administration (TSA) regulations. Muy operate bosic 

security equipment such ns ~-r.ty mnchincs and hund wands nl screening 

chcckpainll;. 

33-9099 Protective Sc1·vice WOfkcrs, All Other I All pmtCC!i\;C: Scrvic;c workcrs--iiOi tlslcd scpnnllcly. 

Soum:: Burcnu oi'Lnbar Statistics Occnputionul Emplo;·cmcnl SlliliStics. Occllpalion ProJilcs us oi'M•;· 21J 13, llCCCSS<:d on )uly 1.1-th, 21J 14. 
Exhibit 6A: Comparison of Annual Compensation 

Port Authority General Maintainers, 2013 

I. Actual Data [a] 

Port Authority General Maintainers 

Annual Non-Overtime Compensation 

P.nnual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

II. BLS Benchmark~ [b) 

Match: Janitors and Cleaners, Except Maids and Housekeeping Cleaners 

Annual Non-Overtime Compensation [c) 

Overtime Proxy {d) 

Annual Overtime Compensation M~M'fdJ Total Annual Compensation [/]~[c)+ M 

Notes and Sources: 

Mean 

$46,849 

$9,462 

S56,311 

20% 

Mean 

$31,450 

8.3% 

$2,624 

$34,074 

Median 

$45,020 

$7,893 

$55,586 

18% 

Median 

$29,110 

8.3% 

$2,428 

$31,538 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Infonm.tion, accessed on July 14th, 20 14 

(n = 92). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for 

waived time-o:f4 retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is defined as 

total overtime eamings divided by total non-overtime earnings. Note: The mean and median statistics are calculated 

separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime statistics do 

not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long Island, NY-NJ-P A. Job titles are matched based on BLS descriptions of Standard Occupational Classification 

(SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Oftice of the State Comptroller, Figure 7. The 

Department of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. 1n order to 

transform this percentage to be in terms of non-overtime compensation, the following formula is used: x/(1-x). Therefore, 

the overtime proxy is equal to 7.7% 1(1 - 7. 7%) "" 8.3%. 
Exhibit 6C: Comparison of Annual Compensation 

Port Authority Airport Operations Agents, 2013 

I. Actual Data [a/ 

Port Authority Airport Operations Agents 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

IL BLS Benchmarks [b) 

Match: Airfield Operations Specialists 

Annual Non-Overtime Compensation 

Overtime Pro;.y 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

M 

fd} 

f'ef fdl 

ffJ fcj + fef 

Mean 

$68,966 $14,510 $83,476 

20% 

Mean 

S59,900 

8.3% 

$4.997 

.'564,897 

Median 

$77.761 

Sl4,014 

$92,426 

21% 

Median 

$58,190 

8.3% 

$4,854 

563,044 

[a] Source: The Port Autholity of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th. 

2014 (n ==53). compensation includes YTD base pay, COJ.11P time cashMin, longevity, differential payments, 

pay for waived time-oft: retro payments, oneHtime payments, FICA pick-up, and all other payments, The overtime ratio is 

defined as total overtime earnings divided by total nonHovertime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., nonHovertirne, overtime, and total) and therefore nonMovetiime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New YorkHNorthern New 

JerseyNLong Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates. commissions, costHof-living allowances, deadheading. pay. 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-theHroad pay, piece rates, portalHtoNportal rates, production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Depatiment of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transfonn this percentage to be in terms ofnonHovertime compensation, the following formula is used; x/(1-x). 

Therefore, the overtime proxy is equal to 7.7%1{1 H 7.7%) = 8.3%. 
Exhibit 6D: Comparison of Annual Compensation 

Port Authority Building and Grounds Attendants, 2013 

I. Actual Data [a] 

Port Authority Building and Grounds Attendants 

Annual Non-Overtime Compensation Annual Overtime Compensation 

I Annual Compensation 

Overtime Ratio 

II. BLS Benchmarks (bj 

Match: Janitors and Cleilners, Except Maids and Housekeeping Cleaners 

Annual Non-Overtime Compensation 

Overtime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

M 

{d] 

M 1'1 • fd/ 

[f)"' j'cj 4 fe} 

Mean 

$55,638 

$6,777 

$62,415 

12% 

Mean 

$31,450 

8.3% 

$2,624 

$34,074 

Median 

$59,754 

$4,473 

$64,587 

8% 

Median 

$29,110 

8.3% 

$2,428 

$31,538 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th. 

2014 (n = 43). Non-overtime compensation includes YTD base pay, comp time cash-in, longevity. differential payments. 

pay for waived time-off, retro payments, one-time payments, FICA pickup, and other payments. The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-ove1iime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bonuses, and tips. 

[d] Source: New York Stare Agencies' Use of Overtime, January 2014, from the Office of the State ComptroJler, Figure 7. 

The Depa1iment of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. ln order 

to transform this percentage to be in terms of non-overtime compensation, the following formula is used: xl(f-x). 

Therefore, the ove1time proxy is eqc1alto 7.7%1(1. 7.7%) = 8.3%. 
Exhibit 6E: Comparison of Annual Compensation 

Port Authority Operations Group Supervisors, 2013 

I. Actual Data {a) 

Port Authority Operations Group Supervisors 

Annual Non-Ove1time Compensation 

Annual Overtime Compensation 

Totlll Annulll Compensation 

Overtime Ratio 

II. BLS Benchmarks /b) 

Mean 

$76,761 $38,979 

5115,741 

50% 

Match: First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 

Mean 

Annual Non-Overtime Compensation [c) $62,730 

Overtime Pro),y [d) 8.3% 

Annual Ove1time Compensation [e)"' [c)"' [d) $5,233 

Total Annual Compensation [/] o fc) "['] $67,963 

Notes and Sources: 

Median 

$77,418 $29,440 

$110,449 

40% 

Median 

S63,770 

8.3% 

$5,320 

$69,090 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information. accessed on July 14th. 

2014 (n = 42). Non-overtime compensation includes YTD base pay, comp time c.ash-in, longevity, differential payments, 

pay for waived time-off, retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statisLics are 

calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long Island. NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bom.1ses, and tips. 

[d) Source: NtiW York StaJ.e Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Department of Transportation percentage of ove1time is estimated to be 7.7% of total annual compensation. In order 

to transfom1 this percentage to be in terms of non-overtime compensation, the following formula is used: 

Therefore, the overtime proxy is equal to 7.7%/(/- 7.7%) = 8.3%. 
Exhibit 6F: Comparison of Annual Compensation 

Port Authority Maintenance Unit Supervisors, 2013 

I. Actual Data [uj 

Port Authority Maintenance Unit Supervisors 

Annual Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

lL BLS Benchmark<; fb} 

Match: First-Line Supervisors of Housekeeping and Janitorial Workers 

Annual Non-Overtime Compensation 

Overtime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

(cj 

}d} 

jej ·-- jcj fdj 

1!7 "fo} + }ej 

Mean 

$89.209 $30,152 

$119,361 

33% 

Mean 

$50,820 

8.3% 

$4.240 

$55,060 

Median 

$91.366 

$30,099 

$125,602 

30% 

Median 

$50,520 

8.3% 

$4,215 

$54,735 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 

2014 (n = 38). compensation includes YTD base pay, camp time cash-in, longevity, differential payments, 

pay for waived time-off, retro payments, one-time payments, FICA pick-up, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New New 

Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates. commissions. cost-of-living allowunces, deudheading puy, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piect;'! rates, rates, production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Department of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in terms of non-overtime compensation, the following formula is used: 

Therefore, the overtime proxy is equal to 7.7% 1(1- 7.7%) "'8.3%. 
Exhibit 6G: Comparison of Annual Compensation 

Port Authority Operations Services Supervisors, 2013 

I. Actual Data fa] 

Port Authority Operations Services SLtpervisors 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Raiio 

II. BLS Benchmarks (b/ 

Mean 

$60,786 

$19,814 

$80,600 

30% 

Match: First-Line Supervisors ofTmnsportation and Material-Moving Machine and Vehicle Operators 

Mean 

Annual Non-Overtime Compensation [cj $62,730 

Overtime Pro:>.y {d] 8.3% 

Annual Overtime Compensation [<]~[c]'{d] $5,233 

Total Annual Compensation UJ "'"[c)+ [e) $67,963 

Notes and Sources: 

Median 

$69,334 

$18,478 

$86,295 

:25% 

Median 

$63,770 

8.3% 

$5.320 

$69,090 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll information. accessed on July 14th. 

2014 (n = 34). Non~overtime compensation includes YTD base pay, camp time cash~in, longevity, differential payments, 

pay for waived time~off, retro payments, one~time payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., non~overtime, overtime, and total) and therefore non~overtime and overtime 

statistics do not 11ecessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York~Northern New 

Jersey-Long Island, NY~NJ~PA Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost~of~living allowances, deadheading pay, 

guaranteed pay, haza1·d pay, incentive pay, longevity pay, over~the~road pay, piece rates, portal~to~portal rates, production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Depattment of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in tenns of non~overtime compensation, the following formula is used: x/(J~x). Therefore, the overtime prOA)' is equal to 7.7%/(/ 7.7%) ""8.3%. 
Exhibit 6H: Comparison of Annual Compensation 

Port Authority Utility Systems Maintainers, 2013 

I. Actual Data [a} 

Port Authority Utility Systems Maintainers 

Annual Non~Ove1time Compensation 

Annual Overtime Compensation 

TotHl Annual Compensation 

Overtime Ratio 

II. BLS BenchmarlG {b) 

Match: Plumbers, Pipefitters, and Steamfitters 

Annual Non-Overtime Compensation 

Overtime Pro;;.y 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

M 

Iff 

Mean 

$67,435 

$12,456 

$79,890 

18% 

Mean 

fcj $72,480 

(d/ 8.3% 

(cj "'fdf $6,047 

/''/ ' fej $78,527 

Median 

$71,583 

$11,437 

583,647 

18% 

Median 

$69,030 

8.3% 

$5,759 

$74,789 

[a] SoLtrce: The Port Authority of New York & New Jersey Employee 2013 Payroll lnfonnation, accessed on July 14th. 

2014 (n'"" 33). Non-overtime compensation includes YTD base pay, camp time cash~in, longevity, differential payments, 

pay for waived time~off, retro payments, one~time payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total non~overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non~overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area ofNew York-Northern New Jersey~ Long Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates. commissions, cost..af-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates. production 

bonuses, and tips. 

[d] Source: New York Stare Agencies' Use of Overtime. January 2014, from the Office of the State Comptroller, Figure 7. 

The Department of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in terms of non~overtime compensation. the following formula is used: xl(f~x). Therefore, the overtime pro:-.y is equal to 7.7%/(1- 7.7%) = 8.3%. 
Exhibit 6!: Comparison of Annual Compensation 

Port Authority Maintenance Group Supervisors, 2013 

I. Actual Data fa) 

Port Authority Maintenance GroL!p Supervisors 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

II. BLS Benchmark; (b) 

Match: First-Line Supervisors of Housekeeping and Janitorial Workers 

Annual Non-Overtime Compensation 

Overtime Proxy 

Annual Ovet1ime Compensation 

Total Annual Compensation 

Notes and Sources: 

fdf 

jej {cf * fd} 

[(} = +(e) 

Mean 

$83.484 

$2 I ,279 

5104,763 

25% 

Mean 

$50,820 

8.3% 

$4.240 

$55,060 

Median 

$83,07! 

$20,685 

$102,513 

25% 

Median 

$50,520 

8.3% 

$4.215 

$54,735 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 

2014 (n"" 32). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments, 

pay for waived time-off, retro payments, one-time payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore non-overtime und overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long fsland, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

(c] Annual non-overtime compensation includes base rates. commissions, cost-of-living allowances, deadheading pay, 

gUaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Deparhnent of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in terms of non-overtime compensation, the following formula is used: xl(!-x). 

Therefore, the overtime proxy is equal to 7.7%1(1- 7.7%) = 8.3%. 
Exhibit 6J: Comparison of Annual Compensation 

Port Authority Assistant Airport Duty Supervisors, 2013 

I. Actual Data [a) 

Port Authority Assistant Airport Duty Supervisors 

Annual Non~Overtime Compensation 

Annual Overtime Compensation Tot<~l Annm1l Compensation 

Overtime Ratio 

II. BLS Benchmarks Jbj 

Mean 

$78,082 

$28,150 

$106,232 

35% 

Match: First~Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 

Annual Non-Overtime Compensation 

Overtime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

M 

{d} 

[e)= [c)"' fd} 

UJ "['] + {'] 

Mean 

$62,730 

8.3% 

$5,233 

$67,963 

Median 

$81,652 

$33,468 

$111,068 

40% 

Median 

$63,770 

8.3% 

$5.320 

$69,090 

[a] Source: The Port Authority of New York & Nev·< Jersey Employee 2013 Payroll Information, accessed 011 July 14th. 

2014 (n = 29). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments. 

pay for waived time-off, retro payments, one-lime payments, FICA piclrup, and all other payments, The overtime ratio is 

defined as total overtime earnings divided by total non-overtime earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e .. non-overtime, overtime, and total) and therefore non-overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b) Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long Island, NY-NJ-PA Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bonuses, and tips. 

[d) Source: Nr:w York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Depmtment of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in terms of non-overtime compensation, the following formula is used: x/(1-x), 

Therefore, tbe overtime pro:-.')' is equal to 7.7% 1(1 - 7. 7%) = 8.3%. 
Exhibit 6K: Comparison of Annual Compensation 

Port Authority Watch Engineers, 2013 

I. Actual Data fa) 

Port Authority Watch Engineers 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Raiio 

II. BLS Benchmarks fb] 

Match: Stationary Engineers and Boiler Operators 

Annual Non-Overtime Compensation 

Overtime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

Mean 

$75,740 $13,400 $89,141 

17% 

Mem1 

M $72,400 

fd} 8.3% 

/e)·.· {cj "'Jdf $6,040 

lf!- fr.:)- Jef $78,440 

Median 

$78,486 

$] 1,882 

$89,733 

15% 

Median 

$67,470 

8.3% 

:55,629 

$73,099 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th. 

2014 (n = 27). Non-overtime compensation includes YTD base pay, comp time longevity, differential payments, 

pay for waived retro payments, payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., overtime, and total) and therefore non-overtime and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New New 

Jersey-Long Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c) Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates. production 

bonuses, and tips. 

[d] Som·ce: New York State Agencies' Use ofOverr.ime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Department ofTransportation percentage of overtime is estimated to be 7. 7% of total annual compensation. In order 

to transform this percentage to be in terms of non-overtime compensation, the following formula is used: x/(1-x). 

Therefore, the overtime proA-y is equal to 7.7% 1(1 - 7. 7%) = 8.3%. 
Exhibit 6L: Comparison of Annnal Compensation 

Port Authority Assistant Chief Operations Supervisors, 2013 

1 Actual Data [a] 

Port Authority Assistant Chief Operations Supervisors 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

H. BLS Benchmarks fbi 

Match 1: Business Operations Specialists, All Other 

Match 2: First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 

Annual Non-Overtime Compensation 

Overtime Pro::.y 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

{c] 

{d) 

[e)= [c) "[d) 

fD = [c] +[e) 

Match 1 

Moan 

$75,590 

8.3% 

$6,306 

$81,896 

Median 

$70,720 

8.3% 

$5,900 

$76,620 

Mean Media

$95,885 S97,57

$50,561 $45,08

$146,446 $143,78

53% 50% 

Match 2 

Mean Media

$62,730 $63.77

8.3% 8.3% 

$5,233 $5.32

$67,963 $69,09

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payrolllnformation, accessed on July 14th, 2014 (n = 25). Non-overtime 

compensation includes YTD base pay, camp time cash-in, longevity, differential payments, pay for waived time-off, retro payments, one-time paymems

FICA pickup, and all other payments. The overtime ratio is defined as total overtime earnings divided by total non-overtime earnings. Note: The mean a

median statistics are calculated separately for each category (i.e., non-overtime, overtime. and total) and therefore non-ove1iime and overtime statistics d

necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New Jersey-Long Island, NY-NJ-PA

titles are matched based on BLS descriptions of Standard Occupational Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, guaranteed pay, hazard pay, incentiv

longevity pay, pay, piece rates, portal-to-portal rates, production bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller. Figure 7. The Department of Transportati

percentage of overtime is estimated to be 7.7% of total annual compensation. In order to transform this percentage to be in terms of non-overtime 

compensation, the following fom1t1la is used: xi(J-x). Therefore, the overtime proxy is equal to 7.7% 1(1 7.7%) = 8.3%. 
Exhibit 6M: Comparison of Annual Compensation 

Port Authority Gardeners, 2013 

I. Actual Data [a) 

Port Authority Gardeners 

Annual Non-Overtime Compensation Annual Overtime Compensation 

Total AnnuHl CompenSlltion 

Overtime Ratio 

II. BLS Benchmarl<S [b) 

Match: Landscaping and Groundskeeping Workers 

Annual Non-Overtime Compensation 

Overrime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

Mean 

$58,892 

$14.485 

$73,378 

24% 

Mean 

fcf $30.440 

fdf 8.3% 

(ej- (cj [d/ $2,539 

ill ' fcl ,,, I oj $32.979 

Median 

$65,215 

$15,931 $80,998 

26% 

Medi:m 

$27.930 

8.3% 

$2.330 

$30,260 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 

2014 (n""' 24). Non-overtime compensation includes YTD base pay, camp time cash-in, longevity, differential payments, 

pay for waived retro payments, payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total earnings. Note: The mean and median statistics are 

calculated separately for each category (i.e., overtime, and total) and therefore and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York-Northern New 

Jersey-Long Island, NY-NJ-PA. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay. longevity pay, over-the-road pay, piece rates, portal-to-portal rates. production 

bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 20\4, from the Office of the State Comptroller, Figure 7. 

Tbe Department of Transportation percentage of overtime is estimated to be 7.7% of total an11ual compensation. In order 

to transfonn this percentage to be in tenns of non-overtime compensation. the following formula is used: 

Therefore, the overtime prO}..)' is equal to 7.7%/(1- 7.7%) ""8.3%. 
Exhibit 6N: Comparison of Annual Compensation 

Port Authority General Operations Supervisors, 2013 

I. Actual Data [a} 

Port Authority General Operations Supervisors 

Annual Non-Overtime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

Jl. BLS Benchmarl-s fh) 

Match 1: Business Operations Specialists, All Other 

Match 2: First-Line Supervisors of Transportation and Material-Moving Machine and Vehicle Operators 

1lli!!£.!!.l 

M<an 

Annual Non-Oveliime Compensation M $75,590 

Overtime Pro:xy [d) 8.3% 

Annual Overtime Compensation {e)= [c)* [d) $6,306 

Total Annual Compensation [j] [oj + ['] $81,896 

Notes and Sources: 

Median 

$70,720 

8.3% 

$5,900 

$76,620 

Mean Media

$90,583 $93,04

$34,782 $3:2,95

$125,365 $128,3

38% 35% 

Match 2 

Mean Media

$62,730 $63,77

8.3% 8.3% 

$5,233 $5,32

$67,963 $69,0

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 24). Non·overtime 

compensation includes YTD base pay, comp time cash·in, longevity, differential payments, pay for waived time·off, retro payments, one·time payment

FICA pickup, and all other payments. The overtime ratio is defined as total overtime earnings divided by total non·overtime earnings. Note: The mean 

median statistics are calculated separately for each category (i.e., non·overtime, overtime, and total) and therefore non·overtime and overtime statistics 

necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New York·Northern New Jersey·Long Island, NY·NJ·P

titles are matched based on BLS descriptions of Standard Occupational Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non·overtime compensation includes base rates, commissions, cost·of·living allowances, deadheading pay, guaranteed pay, hazard pay, incentiv

longevity pay, pay, piece rates, portal·to·portal rates, production bonuses, and tips. 

[d] Source: New York State Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller. Figure 7. The Department of Transportati

percentage of overtime is estimated to be 7.7% oftotal annual compensation. In order to transform this percentage to be in terms of non-overtime 

compensation, the following formula is used: xl(l·x). Therefore, the overtime proxy is equal to 7.7% 1(1- 7. 7%) = 8.3%. 
Exhibit 60: Comparison of Annual Compensation 

Port Authority Senior Airport Operations Agents, 2013 

I. Actual Data [a] 

Port Authority Senior Airport Operations Agents 

Annual NonwOvertime Compensation 

Annual Overtime Compensation 

Total Annual Compensation 

Overtime Ratio 

II. BLS Benchmarl-s {b/ 

Match: Airfield Operations Specialists 

Annual Non·Overtime Compensation 

Overtime Proxy 

Annual Overtime Compensation 

Total Annual Compensation 

Notes and Sources: 

[c) [d) 

[e)= [c)"' [d) 

!JJ-M•M 

Mean 

$83,325 $19,111 

$102,436 

23% 

Mem1 

$59,900 

8.3% 

$4,997 

$64,897 

Median 

$86,665 

$]8,221 

$103,659 

2:!% 

Median 

$58,190 

8.3% 

$4,854 

$63,044 

[a] Source: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 

2014 (n = 18). NonMovertime compensation includes YTD base pay, comp time cashMin.longevity, differential payments. 

pay for waived time·of( retro payments. oneMtime payments, FICA pickup, and all other payments. The overtime ratio is 

defined as total overtime earnings divided by total earnings. Note: The mean and median statistics are calculated separately for each category (i.e .. nonMoveJiime, overtime, and total) and therefore and overtime 

statistics do not necessarily add up to total annual compensation statistics. 

[b] Source: Bureau of Labor Statistics, Compensation Data for the Metropolitan Statistical Area of New YorkMNorthern New 

Jersey-Long Island, NY -NJ-P A. Job titles are matched based on BLS descriptions of Standard Occupational 

Classification (SOC) Codes. See Exhibit 7. 

[c] Annual non-overtime compensation includes base rates, commissions, cost-of-living allowances, deadheading pay, 

guaranteed pay, hazard pay, incentive pay, longevity pay, over-the-road pay, piece rates, portal-to-portal rates, production 

bonuses, and tips. 

[d] Source: New York StaJ.e Agencies' Use of Overtime, January 2014, from the Office of the State Comptroller, Figure 7. 

The Department of Transportation percentage of overtime is estimated to be 7.7% of total annual compensation. In order 

to transform this percentage to be in terms of non-overtime compensation, the following fonnula is 

Therefore, the overtime proxy is equal to 7.7% /(I - 7. 7%) = 8.3%. 
Exhibit 7 

BLS Occupation Codes Matched to Port Authority Job Titles 

SOC Code Occupation Title Description 

Janitors and Cleaners, Except Maids and Housekeeping Keep bttildh1gs in clean and orderly condition. Perform heavy cleaning duties, such as cleaning 

Cleaners washing walls and glass, and removing rubbish. Duties may include tending furnace and boiler, 

maintenance activities, notifYing management of need for repairs. and cleaning snow or debris f

47-2111 Electricians Jnstall, maintain, and repair electrical wiring, equipment, and fixtures. Ensure that work is in ac

May install or se1\lice street lights, intercom systems, or electrical control systems. Excludes "Se

Systems Installers" 

Airfield Operations Specialists Ensure the safe takeoff and landing of commercial and military aircraft. Duties include coordina

control and maintenance personnel; dispatching; using airfield landing and navigational aids; im

procedures; monitoring and maintaining flight records; a11d applying knowledge of weather info

Supervisors of Transportation and Directly supervise and coordinate activities of transportation and machine and 

Machine and Vehicle Operators 

37-1011 First-Lil1e Supervisors of Housekeeping and Janitorial Directly supervise and coordinate work activities of cleaning personnel in hotels, hospitals. offi

Workers 

47M2152 Plumbers. Pipefitters, and Steamfitters Assemble. install, alter, and repair pipelines or pipe systems that carry water. steam, air, or othe

heating and cooling equipment and mechanical control systems. Tncludes sprinklerfitters. 

Stationary Engineers and Boiler Operators Operate or maintain stationary engines, boilers, or other mechanical equipment to provide utilit

processes. Operate equipment, such as steam engines, generators, motors. turbines, and steam 

37-3011 Landscaping and Groundskeeping Workers Landscape or maintain grounds of property using hand or power tools or equipment. Workers t

tasks, whicb may include any combination of the following: sod laying, mowing, trimming, pla

digging, raking., sprinkler installation, and installation of mortarless segmental concrete masonr

"Farmworkers and Laborers, Crop, Nursery, and Greenhouse" (45-2092). 

13-1199 Business Operations Specialists, All Other All business operations specialists not listed separately. 

Notes and Sources: 

Job titles from the Aviation Department of the Port Authority of New York & New Jersey were matched to BLS occupation codes based on BLS descriptions. 

Sot1rce: Bweau of Labor Statistics Occupational Employment Statistics, Occupation Profiles as of May 2013. accessed on July 14th. 2014. 
Appendix 1 

Professor David Lewin, Ph.D. 

(Abridged CV) 

UCLA Anderson Gmduate School of Management 

II 0 Westwood Plaza 

Los Angeles, CA 90095 

Berkeley Research Group, LLC 

2049 Century Park East, Suite 2525 

Los Angeles, CA 90067 

Phone: 31 0.206.7666; 310.499.4931 

Fax: 310.825.0218; 310.557.8982 

Email: dlewin@anderson.ucla.edu; dlewin(wbrg-expert.com 

BIO/SUMMARY 

Professor Lewin is a director of BRG, National Head of the Firm's Labor & Employment 

practice, and the Neil H. Jacoby Professor Emeritus of Management, Human Resources 

and Organizational Behavior at the UCLA Anderson Graduate School of Management. He 

has provided expert testimony in numerous labor and employment matters involving age, 

gender, race and religious discrimination, wrongful termination, executive compensation, 

employee compensation, performance management, wages and hours, and independent 

contractor vs. employee status. In these areas, Dr. Lewin has often designed and analyzed 

data obtained fi·om survey questionnaires, interview protocols, and observational studies as 

well as fi·om secondary sources. He also consults widely on human resource management 

issues and practices with companies in the U.S. and abroad. Dr. Lewin has published many 

books and journal articles on human resource management, employee relations, labor 

markets and compensation. His books include Human Resource Management: An 

Economic Approach; The Oxford Handbook of Participation in Organizations; 

Contemporary Issues in Employment Relations; The Human Resource Management 

Handbook; and Advances in Industrial and Labor Relations, Volume 20. Dr. Lewin serves 

on the editorial boards of Industrial Relations, Industrial and Labor Relations Review, 

California Management Review, and Journal of Change Management, and is Senior Editor 

of Advances in Industrial and Labor Relations. He is a Fellow and member of the Board of 

Directors of the National Academy of Human Resources (NAHR). During 2001-2009, he 

served as a member of the Board of Directors of K-Swiss, Inc., member of the Board's 

Compensation and Stock Options Committee, and member of the Board's Governance 

Committee. During January 20 12-June 2013, he served as President of the national Labor 

and Employment Relations Association (LERA). He presently serves as faculty director of 

the UCLA Anderson School Advanced Program in Human Resource Management. Prior to 

joining UCLA, Dr. Lewin served as Professor, Director of the PhD Program, Director of the 

Human Resources Research Center, and Faculty Director of the Senior Executive Program at 

the Columbia University Graduate School of Business. 

1 
EDUCATION 

Ph.D.- 1971, UCLA (Management) 

Dissertation Title: Wage Determination in Local Government Employment 

MBA- 1967, UCLA 

B.S.- 1965 California State University, Los Angeles (Accounting) 

PRESENT POSITIONS 

Neil H. Jacoby Professor Emeritus of Management, Human Resources & Organizational 

Behavior, UCLA Anderson School of Management 

Director and National Head of the Labor & Employment Practice, Berkeley Research 

Group, LLC 

Member, Board ofDirectors, National Academy of Human Resources (NAHR) 

SELECTED EXPERT RETENTIONS 

Dr. Lewin has been retained 274 times as an expe1t in labor and employment litigation. He 

submitted written reports and declarations in more than 150 of these cases, rendered 

deposition testimony in 87 of these cases, and testified at trial and arbitration hearings in 48 

of these cases. Listed below are some of the cases in which he has been retained as an expe1t 

during the past five years. 

2013. High Tech Employee Antitrust Litigation (Adobe Systems, Inc.); no cold call 

agreement and compensation suppression; Jones Day; defendant; San Francisco, CA. 

2013. Thornhill v. Wilson; executive compensation; Munger, Tolles & Olson and Rick 

Edwards, Inc.; defendant; Los Angeles, CA. 

2013. Parmenter v. Farmers Insurance Group, Inc.; wrongful termination; Tharpe & Howell; 

defendant; Los Angeles, CA. 

2013. U.S. ex rei. Leveski v. ITT Educational Services; emollment counselor and financial 

aid advisor compensation and DOE funding; Gibson, Dunn & Crutcher; defendant; Lafayette, 

IN. 

2013. Roth v. Roth & World Oil Corp.; executive compensation; Munger, Tolles & Olson and 

Gibson, Dunn & Crutcher; defendant; Los Angeles, CA. 

2013. Small v. University Medical Center of Southern Nevada; meal and rest breaks; Tostrud 

Law Group and Glancy, Binkow & Goldberg; plaintiff; Las Vegas, NV. 

2013. De La Rosa v. White Memorial Medical Center and Adventist Health Care/West; wrongful 

termination; Moore McLennan; defendant; Los Angeles, CA. 

2 
2012. Microsoft and SAP v. DataTern. Inc.; survey design and analysis; McCarter English; 

defendant; New York, NY. 

2012. SEC v. Landan and Mercury Interactive, Inc.; stock option backdating; Sullivan & 

Worcester, Orrick, Herrington & Sutcliffe, Sherman & Sterling and Law Offices of KC 

Maxwell; defendant; San Jose, CA. 

2012. Pexa v. Fanners Insurance Group, Inc.; independent contractor versus employee status; 

Dowling Aaron, Inc. and Barger & Walen; defendant; report; trial testimony; Sacramento, 

CA. 

2012. Truong, et al. v. Allstate Insurance Company; incentive compensation and performance 

management; Modrall, Sperling, Roehl, Harris & Sisk; defendant; Albuquerqne, NM. 

2011. Shin v. Farmers Insurance Gronp, Inc.; independent contractor versus employee status; 

Locke Lord; defendant; Los Angeles, CA. 

20 II. Fallon v. Fallon; divorce proceeding and management control; Baker & Hostetler; 

defendant, Santa Ana, CA. 

20 I I. Robles v. Tuesday Morning, Inc.; exempt, non-exempt statns; Fulbright & Jaworski; 

defendant; report; trial testimony; San Rafael, CA. 

2011. Glover-Hale, Khan, Montoya, Taylor, et al. v. Autozone, Inc.; exempt, non-exempt 

status; Keller Rohrback; plaintiff; Prescott, AZ 

2011. Ellis, Wilkerson. et al. v. Les Schwab Tire Company of Pm11and, Inc.; exempt, nonexempt status; Perkins Coie and Winterbaner & Diamond; defendant; Multnomah County, 

OR. 

2011. Garcia, et al. v. Oracle Corporation; exempt, non-exempt status; Goldstein, Demchak, 

Baller, Borgen & Dardarian; plaintiff; Alameda County, CA. 

2011. Narayan, et al. v. EGL, Inc. and CEVA Freight, LCC; independent contractor versus 

employee status; Hinton, Alpert & Kanfmann, Altshuler Berzon, and Patten, Faith & 

Sandford; plaintiff; declaration; deposition; San Jose, CA. 

2011. Frazier v. Roll International Corporation; employee termination and hnman resonrce 

management practices; hearing testimony; Roll Law Group; defendant; Bakersfield, CA. 

2011. Ross v. Atmel Corporation; execntive termination and stock option compensation; 

Morrison & Foerster; defendant; deposition; Santa Clara, CA. 

2010. Soutas v. Tuesday Morning, Inc.; exempt, non'exempt status; Fulbright & Jaworski; 

defendant; repm1; trial testimony; San Mateo, CA. 

2010. Mcinerney, Zand, et. al. v. Heartland Payment Systems; compensation and expense 

reimbursement; Gordon & Rees; defendant; San Francisco, CA. 

3 
2010. Greenspan, Trustee of People's Choice Home Loan, Inc. v. Kornswiet, et al.; executive 

compensation; Kirkland & Ellis; defendant; Santa Ana, CA. 

2010. Johnson, ct. al. v. California Pizza Kitchen (consolidated cases); hours shaving; Loeb & 

Loeb and Jones Day; defendant; report; deposition; Los Angeles, CA. 

2010. Baylor v. National Basketball Association (NBS) & Los Angeles Clippers; age 

discrimination and wrongful termination; Manatt, Phelps & Phillips and Proskauer Rose; 

defendant; Los Angeles, CA. 

2010. Nichols v. The Management Company; exempt, non-exempt status; Rutan & Tucker; 

defendant; deposition; San Francisco, CA. 

2010. Novartis Wage and Hour Litigation; exempt, non-exempt status; Kaye Scholer and 

Cravath, Swaine & Moore; defendant; report; New York, NY. 

2009. Martinez, et a!. v. Allstate Insurance Company; incentive compensation and 

performance management; Sonnenschein, Nath & Rosenthal, Steptoe & Johnson, and 

Modrall, Sperling, Roehl, Harris & Sisk; defendant; report; trial testimony; Santa Fe, NM. 

2009. Antrim, et a!. v. Tuesday Morning; overtime, meal and rest break compensation and 

exempt, non-exempt status; Fulbright & Jaworski; defendant; repmi; trial testimony; Orange 

County, CA. 

2009. Kairy, et a!. v, Suppershuttle International; independent contractor versus employee 

status; Marron & Associates and Morgan, Lewis, Bockius; defendant; report; San Francisco, 

CA. 

2009. Nettles, Czarnecki, et a!. v. Allstate Insurance Company; compensation and exempt, 

non-exempt status; Sonnenschein, Nath & Rosenthal and Kirkland & Ellis; defendant; 

responses to inteJTogatories; trial testimony; Chicago, IL. 

2009. Equal Employment Opportunity Commission (EEOC) v. L&T International Corp., et 

a!.; national origin discrimination and employment termination; EEOC; plaintiff; Northern 

Marianas Islands. 

2009. Hendow, Albertson, eta!. v. University of Phoenix; enrollment counselor compensation 

and DOE funding; Gibson, Dunn & Crutcher; defendant; report; Marin, CA. 

SELECTED PUBLICATIONS 

Books: 

I. Lewin, D. and Gollan, P.J. (Eds.), Advances in Industrial and Labor Relations, Volume 

20. Emerald, 285pp., 2012. 

2. Lewin, D. and Gollan, P.J. (Eds.), Advances in Industrial and Labor Relations, Volume 

18. Emerald, 260pp., 20 II. 

4 
3. Wilkinson, A., Marchington, M., Gollan, P.J. and Lewin, D., (Eds.). The Oxford 

Handbook of Pa1iicipation in Organizations. Oxford, UK: Oxford University Press, 624 

pp., 2010. 

4. Lewin, D. Kaufinan, B.E. and Gollan, P.J. (Eds.), Advances m Industrial and Labor 

Relations, Volume 17. Emerald, 255 pp., 2010. 

5. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 16. Emerald, 210 pp., 2009. 

6. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 15. Elsevier, 391 pp., 2007. 

7. Lewin, D. (Ed.). Contemporary Issues in Employment Relations. Champaign, IL: Labor 

and Employment Relations Association, 309 pp., 2006. 

8. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 14. Elsevier, 323pp, 2005. 

9. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 13. Elsevier, 273 pp., 2004. 

10. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 12, Elsevier, 269 pp., 2003. 

11. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 11, Elsevier-Science, 213 pp., 2002. 

12. Lewin, D. and Kaufinan, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 10, Elsevier-Science, 233 pp., 2001. 

13. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 9, JAJ Press Inc., 252 pp., 1999. 

14. Lewin, D. and Kaufman, B.E. (Eds.), Advances in Industrial and Labor Relations, 

Volume 8, JAI Press Inc., 224 pp., 1998. 

15. Lewin, D., Mitchell, D.J.B. and Zaidi, M.A. (Eds.), The Human Resource Management 

Handbook: Pmi I, Part II, Pmi Ill, JAl Press Inc., 869 pp., 1997. 

16. Lewin, D., Kaufman, B.E. and Sockell, D. (Eds.), Advances in Industrial and Labor 

Relations, Volume 7, JAI Press Inc., 286 pp., 1996. 

17. Lewin, D. and Mitchell, D.J.B., Human Resource Management: An Economic 

Approach, 2"d Ed. South-Western, 1995. 

18. Lewin, D. and Sockell, D. (Eds.), Advances in Industrial and Labor Relations, Volume 

6, JAI Press Inc., 236 pp., 1994. 

5 
19. Mitchell, D.J.B. and Lewin, D. (Eds.), International Perspectives and Challenges m 

Human Resource Management, UCLA Institute of Industrial Relations, 294 pp., 1994. 

20. Lewin, D., Sherer, P. and Mitchell, 0. (Eds.), Research Frontiers in Industrial Relations 

and Human Resources, Industrial Relations Research Association, 625 pp., I 992. 

21. Sockell, D., Lewin, D. and Lipsky, D.B. (Eds.), Advances in Industrial and Labor 

Relations, Volume 5, JAI Press Inc., 317 pp., 1991. 

22. Lewin, D. and Peterson, R.B., The Modern Grievance Procedure in the United States, 

Quorum Books, 289 pp., I 988. 

23. Lewin, D., Feuille, P., Kochan, T.A. and Delaney, J.T. (Eds.), Public Sector Labor 

Relations: Analysis and Readings, 3rd Ed., Lexington Books, 648 pp., 1988. 

24. Lewin, D., Lipsky, D. and Sockell, D. (Eds.), Advances in Industrial and Labor 

Relations, Volume 4, JAI Press Inc., 251 pp., 1987. 

25. Lewin, D. and Lipsky, D. (Eds.), Advances in Industrial and Labor Relations, Volume 

3, JAI Press Inc., 316 pp., 1986. 

26. Lewin, D., Chamberlain, N. and Cullen, D., The Labor Sector, 3rd Ed., McGraw-Hill, 

669 pp., 1980. 

27. Lewin, D. Horton, R. and Kuhn, J., Collective Bargaining and Manpower Utilization in 

Big City Governments, Allenheld Osmun, 155 pp., 1979. 

28. Lewin, D., Horton, R., Schick, B. and Brecher, C., The Urban Labor Market; 

Institutions, Information, Linkages, Praeger, 155 pp., 1974. 

Chapters in Books: 

1. Lewin, D., "The Intersection of ADR and NER: A Conceptual Analysis and FedEx 

Case," in Voice and Involvement at Work: Experience with Non-Union Representation, 

Kaufman, B.E., Taras, D. and Wilkinson, A. London: Routledge, forthcoming, 2014. 

2. Lewin, D. "Collective Bargaining and Grievance Procedures," in The Oxford Handbook 

of Conflict Management in Organizations, Roche, W.K., Teague, P. and Colvin, A. (Eds., 

Oxford, UK: Oxford University Press, fOJihcoming, 2014. 

3. Lewin, D., "Individual Voice," in The Handbook of Research on Employee Voice, 

Wilkinson, A., Donaghey, J., Dundon, T. and Freeman, R.B. (Eds.), London, UK: Edward 

Elgar, forthcoming, 2013. 

4. Lewin, D., "Effects of Deep Recession on Public Sector, Pay, Benefits and 

Employment," pp. 13-40 in Public Jobs and Political Agendas: The Public Sector in an Era 

of Economic Stress, Mitchell, D.J.B. (Ed.), Champaign, IL: Labor and Employment 

Relations Association, 2012. 

6 
5. Lewin, D., "High Performance Human Resources (HPHR)," pp. 11-29 in The Future of 

Employment Relations, Townsend, K. and Wilkinson, A. (Eds.), London, UK: Palgrave, 

2011. 

6. Lewin, D., Wilkinson, A., Marchington, M. and Gollan, P.J., "Conceptualizing 

Employee Participation in Organizations," pp. 3-25 in The Oxford Handbook of 

Pm1icipation in Organizations, Wilkinson, A., Marchington, M., Gollan, P.J. and 

Lewin, D. (Eds.), Oxford, UK: Oxford University Press, 2010. 

7. Lewin, D. "Employee Voice and Mutual Gains," pp. 427-452 in Wilkinson, A., 

Marchington, M. & Gollan, P. (Eds.). The Oxford Handbook of Pa11icipation in 

Organizations, Wilkinson, A., Marchington, M., Gollan, P. and Lewin, D. (Eds.), Oxford, 

UK: Oxford University Press, 20 I 0. 

8. Lewin, D. "Public Sector Compensation: The Management of Change," pp. 135-156 in 

Managing Change in Public Services, Todnem, R. and Macleod, C. (Eds.), Edinburgh, 

Scotland: Routledge, 2009. 

9. Lewin, D. "Human Resources Management in the 21st Century," pp. 56-64 in 21st 

Century Management: A Reference Handbook, Wankel, C. (Ed.), Thousand Oaks, CA: 

Sage, 2008. 

10. Lewin, D. "Conflict Resolution," pp. 447-467 in Handbook of Industrial and 

Employment Relations, Bacon, N., Blyton, P., Fiorito, J. and Heery, E. (Eds.), Thousand 

Oaks, CA, Sage, 2008. 

II. Lewin, D. and Levine, D.!., "The New 'Managerial Misclassification Challenge to 

Old Wage and Hour Law: or What is Managerial Work?," pp. 189-222 in Lewin, D. 

(Ed.), Contemporary Issues in Employment Relations, Lewin, D. (Ed.), Chicago, IL: 

Labor and Employment Relations Association, 2006. 

12. Lewin, D. "Contract Administration," pp. 72-74 in The Blackwell Encyclopedia of 

Management: Human Resource Management, Cmiwright, S. (Ed.), London, UK: Blackwell, 

2005. 

13. Lewin, D., "The Dual Theory of Human Resource Management and Business 

Performance: Lessons for HR Executives," pp. 285-292 in The Future of Human Resource 

Management, M. Losey, M., Meisinger, S. and Ulrich, D. (Eds.), New York: Wiley, 2005. 

14. Lewin, D., "Dispute Resolution in Nonunion Organizations: Key Empirical 

Findings," pp. 379-403 in Alternative Dispute Resolution in The Employment Arena, 

Estreicher, S. & Sherwin, D. (Eds.), New York: Kluwer, 2004. 

15. Lewin, D., "Human Resource Management and Business Performance: Lessons For 

the 21st Century," pp. 91-98 in Human Resources in the 21st Century, Effron, M., 

Gandossy, R. and Goldsmith, M. (Eds.), New York: Wiley, 2003. 

16. Lewin, D., Kaufman, B.E., and Fossum, J., "Nonunion Employee Involvement and 

Participation Programs: The Role of Employee Representation and the Impact of the 

7 
NLRA," pp. 259-286 in Nonunion Employee Representation: Analysis and Evidence, 

Kaufman, B.E. and Taras, D.G. (Eds.), New York: Myron D. Sharpe, 2000. 

17. Lewin, D. and Kaufman, B.E., "Exemplars of Contemporary Industrial Relations 

Research: Introduction to Volume 9," pp. 1-21 in Advances in Industrial and Labor 

Relations, Volume 9, Lewin, D. and Kaufman, B.E. (Eds.), Greenwich, CT: JAI Press Inc., 

1999. 

18. Lewin, D., "Theoretical and Empirical Research on the Grievance Procedure and 

Arbitration: A Critical Review," pp. 137-186 in Employment Dispute Resolution and 

Worker Rights in the Changing Workplace, Eaton, A. and Keefe, J. (Eds.), Madison, WI: 

Industrial Relations Research Association, 1999. 

19. Lewin, D. and Stephenson, K.A., "Work Force Diversity: Micro- and Macro-Level 

Implications ofNetwork Analysis," pp. 34-73 in New Dimensions of Work Force Diversity, 

Jain, H. and Verma, A. (Eds.), University ofToronto Press, 1997. 

20. Lewin, D., Mitchell, D.J.B. and Zaidi, M.A., "Separating Ideas and Bubbles in Human 

Resource Management," pp. 1-31 in The Human Resource Management Handbook: Part I, 

Lewin, D., Mitchell, D.J.B. and Zaidi, M.A. (Eds.) Greenwich, CT: JAI Press Inc., 1997. 

21. Lewin, D., Mitchell, D.J.B. and Zaidi, M.A., "Human Resource Management: Key 

Themes and Integration," pp. 289-322 in The Human Resource Management Handbook: 

Part I, Lewin, D., Mitchell, D.J.B. and Zaidi, M.A. (Eds.), Greenwich, CT: JAI Press Inc., 

1997. 

22. Lewin, D., "Workplace Dispute Resolution," pp. 197-218 in The Human Resource 

Management Handbook: Part !1, Lewin, D., Mitchell, D.J.B. and Zaidi, M.A. (Eds.), 

Greenwich, CT: JAI Press Inc., 1997. 

23. Lewin, D., "Contract Administration," pp. 61-62 in The Blackwell Dictionary ofHuman 

Resource Management, Peters, L.H., Youngblood, S.A. and Greer, C.R. (Eds.), Oxford, 

England: Basil Blackwell, 1997. 

24. Lewin, D. and Sabater, J.M., "Corporate Philanthropy and Business Perfonnance," pp. 

105-126 in Corporate Philanthropy at the Crossroads, Burlingame, D. and Young, D.R. 

(Eds.), Indiana University Press, 1996. 

25. Kaufinan, B. E., Lewin, D. and Adams, R.G., "Work-Force Governance," pp. 404-424 in 

Handbook of Human Resources Management, Ferris, G.R., Rosen, S.D. and Bamum, D.T. 

(Eds.), Blackwell, 1995. 

26. Lewin, D., "Internal Challenges to the American Human Resource Management 

Function," pp. 1-31 in International Perspectives and Challenges in Human Resource 

Management, Mitchell, D.J.B. and Lewin, D. (Eds.), Harvard University Press, 1994. 

27. Lewin, D., "Explicit Individual Contracting in the Labor Market," pp. 401-428 in Labor 

Economics and Industrial Relations, Kerr, C. And Staudohar, P.O. (Eds.), Harvard 

University Press, 1994. 

8 
28. Lewin, D. and Sherer, P.O., "Does Strategic Choice Explain Senior Executives' 

Preferences on Employee Voice and Representation?", pp. 235-263 in Employee 

Representation: Alternatives and Future Directions, Kleiner, M.M. and Kaufman, B.E. 

(Eds.), Industrial Relations Research Association, 1993. 

29. Lewin, D., Mitchell, O.S. and Sherer, P.D., "Industrial Relations and Human Resources: 

Introduction and Overview," pp. I-39 in Research Frontiers in Industrial Relations and 

Human Resources, Lewin, D., Mitchell, O.S. and Sherer, P.D. (Eds.), Industrial Relations 

Research Association, 1992. 

30. Lewin, D., "Work Organisation, Labour-Management Relations and Participation 

Practices in United States Enterprises: A Critique and Assessment," pp. 197-221 in New 

Directions in Work Organisation: The Industrial Relations Response, Sherer, P.O. and 

Tergeist, P. (Eds.), Paris: Organization for Economic Cooperation and Development, 1992. 

31. Lewin, D., "Comments on The Decline of Fringe-Benefit Coverage in the 1980s," pp. 

139-143 in Structural Changes in U.S. Labor Markets: Causes & Consequences, Eberts, 

R. W. and Groshen, E.L. (Eds.), M.E. Sharpe, 1991. 

32. Lewin, D., "The Contemporary Human Resource Management Challenge to Industrial 

Relations," pp. 82-99 in The Future of Industrial Relations, Katz, H. C. (Ed.), JLR Press, 

Cornell University, 1991. 

33. Lewin, D., "Analyzing the Transformation: A Research Perspective," pp. 202-218 in 

Reflections on the Transformation of Industrial Relations, Chelius, J. and Dworkin, J. 

(Eds.), IMLR Press/Rutgers University and The Scarecrow Press, Inc., 1990. 

34. Mitchell, D.J.B., Lewin, D. and Lawler, E.E. III, "Alternative Pay Systems, Firm 

Performance, and Productivity," pp. 15-94 in Paying for Productivity: A Look at the 

Evidence, Blinder, A.S. (Ed.), The Brookings Institution, 1990. 

35. Lewin, D. and Horton, R.D., "Human Resources Management," pp. 267-306 in The 

Two New Yorks: State-City Relations in the Changing Federal System, Benjamin, G. and 

Brecher, C. (Eds.), Russell Sage Foundation, 1988. 

36. Ichniowski, C. and Lewin, D., "Grievance Procedures and Firm Performance," pp. 159-

193 in Human Resources and Perfonnance of the Firm, Kleiner, M.M., Block, R.N., 

Roomkin, M. and Salsburg, S. W. (Eds.), Industrial Relations Research Association, 1987. 

37. Lewin, D., "Industrial Relations as a Strategic Variable," pp. 1-41 in Human Resources 

and the Performance of the Firm, Kleiner, M.M., Block, R., Roomkin, M. and Salsburg, 

S.W. (Eds.), Industrial Relations Research Association, 1987. 

38. Lewin, D., "The Labor Board's Impact on Employment, Society, and the National 

Economy: Commentary," pp. 57-60 in Ame1ican Labor Policy, Morris, C. (Ed.), Bureau of 

National Affairs, 1987. 

9 
39. Lewin, D., "Technological Change in the Public Sector: The Case of Sanitation 

Service," pp. 281-309 in Workers, Managers, and Technological Change: Emerging 

Pattems of Labor Relations, Cornfield, D. (Ed.), Plenum, 1987. 

40. Lewin, D., "Conflict Resolution in the Nonunion High Technology Firm," pp. 137-155 

in Human Resources in High Technology Finns, Kleingartner, A. and Anderson, C. (Eds.), 

D.C. Heath, 1986. 

41. Lewin, D., "Public Employee Unionism in the 1980s: An Analysis of Transformation," 

pp. 241-264 in Unions in Transition, Lipset, S. (Ed.), Institute for Contemporary Studies, 

1986. 

42. Lewin, D. and Katz, H.C., "Payment Determination in Municipal Building Departments 

Under Unionism and Civil Service," pp. 90- 121 in Municipal Labor Markets, Hirsch, W. 

and Rufolo, A. (Eds.), Institute oflndustrial Relations, UCLA, 1983. 

43. Lewin, D., "Public Sector Collective Bargaining and the Right to Strike," pp. 145-163 

in Public Employee Unions: A Study of the Crisis in Public Sector Labor Relations, 

Chickering, L. (Ed.), Institute for Contemporary Studies, 1976. 

44. Lewin, D., "The Employer Probe: Employer Utilization of Labor Market Information," 

pp. 63-72 in The Labor Market: An Information System, Yavitz, B. and Morse, D. (Eds.), 

Praeger, 1973. 

Professional Journal Articles: 

1. Lewin, D. and Gollan, P.J. "Employee Representation in the Non-Union Firm: An 

Overview," Industrial Relations, 53, IS, pp. 173-193, Winter 2013. 

2. Lewin, D., Keefe, J.H. and Kochan, T.A. "The New Great Debate About Unionism 

and Collective Bargaining in U.S. State and Local Governments," Industrial and Labor 

Relations Review, 65, 4, pp. 749-778, Fall2012. 

3. Lewin, D., Kaufinan, B.E. and Gollan, P.J., "Introduction," in Advances in Industrial 

and Labor Relations, 17, ix-xii, 2010. 

4. Lewin, D. and Kaufman, B.E., "Introduction," in Advances in Industrial and 

Labor Relations, 16, ix-x, 2009. 

5. Lewin, D. and Kaufinan, B.E., "Introduction," In Advances in Industrial and 

Labor Relations, 15, ix-xv, 2007. 

6. Lewin, D. and Kaufinan, B.E., "Introduction," In Advances in Industrial and 

Labor Relations, 14, pp. ix-xiv, 2005. 

7. Lewin, D. and Kaufman, B.E., "Introduction," In Advances in Industrial and 

Labor Relations, 13, pp. ix-x, 2004. 

10 
8. Lewin, D., "Unionism and Employment Conflict Resolution: Rethinking Collective 

Voice and its Consequences," Joumal of Labor Research, 26, pp. 209-239, Spring 2005. 

9. Lewin, D. and Kaufinan, B.E., "Introduction," In Advances in Industrial and 

Labor Relations, 12, pp. 1-5,2003. 

I 0. Lewin, D., "Incentive Compensation in the Public Sector: Evidence and 

Potential," Journal of Labor Research, 24, 4, pp. 597-619,2003. 

II. Lewin, D. and Kaufinan, B.E., "Introduction," In Advances m Industrial and 

Labor Relations, 11, pp. ix-x, 2002. 

12. Lewin, D. and Kaufman, B. E., "Critical Issues in 21st Century Industrial 

Relations: Learning From the 21st Century Experience, An Overview," Perspectives 

on Work, 5, 2, pp. 21-22, 200\. 

13. Lewin, D. and Kaufman, B.E., "Introduction," In Advances m Industrial and Labor 

Relations, 10, pp. ix-x, 200 I. 

14. Lewin, D., "IR and HR Perspectives on Workplace conflict: What Can Each Learn from 

the Other," Human Resource Management Review, I 1, 4, pp. 453-485, Fall2001. 

15. Lewin, D. and Sandweiss, D., "Interviews with Pmt-Time MBAs Point the Way for 

Retaining Executive Track Managers," Employment Relations Today, 7, I, pp. 35-

45, Spring 2000. 

I 6. Lewin, D. and Peterson, R.B., "Research on Unionized Grievance Procedures: 

Management Issues and Recommendations," Human Resource Management, 39, 4, 

pp. 395-406, Winter 2000. 

I 7. Lewin, D. and Peterson, R.B., "Behavioral Outcomes of Grievance Activity," Industrial 

Relations, 38, 4, pp. 554-576, October 1999. 

18. Lewin, D. and Kaufinan, B.E., "Is the NLRA Still Relevant to Today's Economy and 

Workplace?," Labor Law Journal, 49, 3, pp. 1113-1126, September 1998. 

19. Lewin, D. and Kaufinan, B.E., "The HR/JR Teaching Conference," Human Resource 

Management, 38, 2, pp. 159-164, Summer 1999. 

20. Lewin, D. and Kaufinan, B.E., "Industrial Relations Theory and Empirical Research," 

Advances in Industrial and Labor Relations, 8, pp. 1-14, 1998. 

21. Lewin, D, and Boroff, K.E., "Loyalty, Voice and Intent to Exit a Union Firm: A 

Conceptual and Empirical Analysis," Industrial and Labor Relations Review, 51, I, pp. 

50-63, October 1997. 

11 
22. Stephenson, K.A. and Lewin, D., "Managing Workforce Diversity: Macro and Micro 

Level HR Implications of Network Analysis," International Journal of Manpower, 17, 

4/5, pp. 168-196, I 996. 

23. Lewin, D. and Boroff, K.E., "The Role of Loyalty in Exit and Voice: A Conceptual and 

Empirical Analysis," Advances in Industrial and Labor Relations, 7, pp. 69-96, 1996. 

24. Lewin, D., "Conflict Resolution and Management in Contemporary Work 

Organizations: Theoretical Perspectives and Empirical Evidence," Research in the 

Sociology of Organizations, 12, pp. 167-209, Fall 1993. 

25. Lewin, D., "Grievance Procedures in Nonunion Workplaces: An Empirical Analysis of 

Usage, Dynamics, and Outcomes," Chicago- Kent Law Review, 66, 3, pp. 823-844, 

1992. 

26. Lewin, D. and Mitchell, D.J.B., "Alternative Approaches to Workplace Flexibility in the 

U.S.A.," The Work Flexibility Review, 3, pp. 1-20, July 1992. 

27. Lewicki, R.J., Weiss, S.E. and Lewin, D., "Models of Conflict, Negotiation and Third 

Party Intervention: A Review and Synthesis," Journal of Organizational Behavior, 13, 

pp. 209-252, 1992. 

28. McCabe, D.M. and Lewin, D., "Employee Voice: A Human Resource Management 

Perspective," California Management Review, 34, 3, pp. 112-123, Spring 1992. 

29. Lewin, D. and Mitchell, D.J.B., "Systems of Employee Voice: Theoretical and 

Empirical Perspectives," California Management Review, 34, 3, pp. 95-111, Spring 

1992. 

30. Lewin, D. and Schecter, S., "Four Factors Lower Disability Rates," Personnel Journal, 

47, pp. 99-103, May 1991. 

31. Peterson, R.B. and Lewin, D., "The Nonunion Grievance Procedure: A Viable System 

of Due Process?," Employee Responsibilities and Rights Journal, 3, I, pp. 1-18, 

Marchl990. 

32. Peterson, R.B. and Lewin, D., "Institutional Contributions From Studying The Union 

Grievance Procedure," Work Place Topics, I, 3, pp. 2-9, December 1989. 

33. Lewin, D., "Models of Man in Industrial Relations Research: Why Psychology is not 

the Sine Qua Non," Industrial and Labor Relations Review, 43, I, pp. 89-92, October 

1989. 

12 
34. Lewin, D., "The Future of Employee Involvement/Participation in the United States," 

Labor Law Journal, 40, pp. 470-475, August 1989. 

35. Lewin, D., "Commentary on the Case of the Not-So-Supermarket," Harvard Business 

Review, 67, 2, pp. 26-27, March-Aprill989. 

36. lchniowski, C., Delaney, J.T. and Lewin, D., "The New Human Resource Management 

in the US Workplaces: Is it Really New and is it Only Nonunion?," Relations 

lndustrielles/lndustrial Relations, 44, I,pp. 97-119, 1989. 

37. Lewin, D. and Strauss, G., "Behavioral Research in Industrial Relations: Introduction," 

Industrial Relations, 27, I, pp. 1-6, Winter 1988. 

38. Koch, M., Lewin, D. and Sockell, D., "The Detenninants of Bargaining Structure: A 

Case Study of AT&T," Advances in Industrial and Labor Relations, 4, pp. 223-251, 

1987. 

39. Lewin, D., "Dispute Resolution in the Nonunion Finn: A Theoretical and Empirical 

Analysis," Journal of Conflict Resolution, 31, 3, pp. 465-502, September 1987. 

40. Lewin, D. and Lipsky, D.B., "Current Research on Industrial Relations Regulation, 

Bargaining Theory, Progressive Discipline, and Occupational Influences on 

Unionism," Advances in Industrial and Labor Relations, 3, pp. 1-19, 1986. 

41. Delaney, J.T., Lewin, D. and Sockell, D., "The NLRA at Fifty: A Research Appraisal 

and Agenda," Industrial and Labor Relations Review, 39, 1, pp. 46-75, October 1985. 

42. Lewin, D., "The Effects of Regulation on Public Sector Labor Relations: Theory and 

Evidence," Journal of Labor Research, 6, I, pp. 77-95, Winter 1985. 

43. Lewin, D., "Empirical Measures of Grievance Procedure Effectiveness," Labor Law 

Journal, 35, pp. 491-497, August 1984. 

44. Lewin, D., "Intemational Labor: Editor's Introduction," The Columbia Journal of 

World Business, 18, pp. 2-7, Summer 1983. 

45. Kuhn, J.W., Lewin, D. and McNulty, P.J., "Neil W. Chamberlain: A Retrospective 

Analysis of His Scholarly Work and Influence," British Journal of Industrial Relations, 

21, pp. 143-160, July 1983. 

46. Lewin, D., "Implications of Concession Bargaining: Lessons fi·om the Public Sector, 

Monthly Labor Review, I 06, pp. 33-35, May 1983. 

13 
47. Lewin, D. and Feuille, P., "Behavioral Research in Industrial Relations," Industrial and 

Labor Relations Review, 36, 3, pp. 341- 360, April 1983. 

48. Lewin, D., "The Effects of Civil Service Systems and Unionism on Pay Outcomes in 

the Public Sector," Advances in Industrial and Labor Relations, 1, pp. 131-161, 1983. 

49. Lewin, D., "Theoretical Perspectives on the Modern Grievance Procedure," Research in 

Labor Economics: New Approaches to Labor Unions, Supplement 23, pp. 127-147, 

1983. 

50. Lewin, D. and Peterson, R.B., "A Model for Measuring Effectiveness of the Grievance 

Process," Monthly Labor Review, I 05, pp. 47-49, April 1982. 

51. Feuille, P. and Lewin, D., "Equal Employment Opportunity Bargaining," Industrial 

Relations, 20, 3, pp. 322-334, Fall1981. 

52. Lewin, D., "Collective Bargaining and the Quality of Work Life," Organizational 

Dynamics, 10, pp. 37-53, Autumn 1981. 

53. Bartel, A. and Lewin, D., "Wages and Unionism in the Public Sector: The Case of 

Police," The Review of Economics and Statistics, 63, 1, pp. 53-59, February 1981. 

54. Lewin, D. and McCormick, M., "Coalition Bargaining in Municipal Government: The 

New York City Experience," Industrial and Labor Relations Review, 34, 2, pp. 

175-90, January 1981. 

55. Lewin, D. and Goldenberg, S.B., "Public Sector Unionism in the U.S. and Canada," 

Industrial Relations, 19, 3, pp. 239-256, Fall 1980. 

56. Lewin, D., "The Impact of Unionism on American Business: Evidence for an 

Assessment," Columbia Journal of World Business, 31, pp. 89-104, Winter 1978. 

57. Lewin, D., "Public Sector Labor Relations," Labor History, 18, 1, pp. 133-144, Winter 

1977. 

58. Lewin, D., "Collective Bargaining Impacts on Personnel Administration in the 

American Public Sector," Labor Law Journal, 27, pp. 426-436, July 1976. 

59. Lewin, D. and Keith, J.H., "Managerial Responses to Perceived Labor Shortages: The 

Case of Police," Criminology, 14, 1, pp. 65-92, May 1976. 

14 
60. Lewin, D., "Local Government Labor Relations in Transition: The Case of Los 

Angeles," Labor History, 17, 2, pp. 192-213, Spring 1976. 

61. Horton, R.D., Lewin, D. and Kuhn, J.W., "Some Impacts of Collective Bargaining on 

Local Government: A Diversity Thesis," Administration & Society, 7, 4, pp. 497-

516, February 1976. 

62. Lewin, D. and Horton, R.D., "The Impact of Collective Bargaining on the Merit System 

in Government," The Arbitration Journal, 30, 3, pp. 199-211, September 1975. 

63. Lewin, D., "The Prevailing-Wage Principle and Public Wage Decisions," Public 

Personnel Management, 3, pp. 473-485, November-December 1974. 

64. Fogel, W. and Lewin, D., "Wage Detennination in the Public Sector," Industrial and 

Labor Relations Review, 27, 3, pp. 410-431, Aptil 1974. 

65. Lewin, D., "Aspects of Wage Determination in Local Government Employment," 

Public Administration Review, 34, 2, pp. 149-155, March/April1974. 

66. Lewin, D., "Public Employment Relations: Confronting the Issues," Industrial 

Relations, 12, 3, pp. 309-321, October 1973. 

67. Lewin, D., "Wage Parity and the Supply of Police and Firemen," Industrial 

Relations, 12, I, pp. 77-85, February 1973. 

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