# 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 l4 1 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 75 111 

## and 90 1 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 75 111 

## 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 75 1

" 

## and 90 1

" 

## percentiles of the distributions. To illustrate, at the 75 1

"



## 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

13Exhibit 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 Percentile 90th Percentile

$108,973 $51,982 $159,247 $90,195 $16,880 $105,927 49% 21% $113,644 $74,440 $183,473 $92,612 $24,303 $114,598 70% 28%

[a] Somce: The Port Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n = 1,477). 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 all other payments. 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 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, 2014 (n = 23,860).

Non-overtime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each categ01y (i.e., nonovertime, overtime, and total) and therefore non-overtime and overtime statistics do not necessarily add up to total annual compensation statistics.

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

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

Total Compensation Comparison: NYPD

25th Percentile Mean Median 75th Percentile 90th Percentile

[a] Port Authority Police Sergeants

Annual Non-Overtime Compensation $113,721 $125,187 $128,236 $134,261 $141, I 08

Annual Overtime Compensation $31,932 $59,830 $59,997 S86,427 $106,455

Total Annual Compensation $155,569 $185,017 $182,595 $213,404 $242,807

[b) New York City Police Depa11ment Police Sergeants

Annual Non-Ove11ime Compensation $93,459 $101,232 $] 09,538 $!13,975 $117,379

Annual Ove11ime Compensation $7,904 $16,865 $!4,817 $25,070 $33,724

Total Annual Compensation $! 05,204 $118,097 $120,228 $136,746 $147,767

[c) Overtime Ratios

Port Authority Police Sergeants 26% 47% 48% 66% 82%

New York City Police Department Police Sergeants 8% 16% 15% 24% 30%

Notes and Sonrces:

[a] Source: The Po11 Authority of New York & New Jersey Employee 2013 Payroll Information, accessed on July 14th, 2014 (n **~** 148). 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. Note: The statistics are calculated separately for each category (i.e., non-overtime, overtime, and total) and therefore

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, 2014 (n **~** 4,340). Nonovertime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each category (i.e., non-ove11ime,

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

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

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

Total Compensation Comparison: NYPD

25th Percentile Mean Median 75th Percentile 90th Percentile

[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% $164,134 $75,060 $235,958 $130,923 $33,132 $160,974 49% 26% $174,823 $101,912 $279,006 $134,768 $39,396 $170,540 64% 31%

[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, camp time cash- in, longevity, differential payments, pay for waived time-off, retro payments, one-time payments,

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

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, 2014 (n **~** I ,640). Nonovei1ime compensation includes regular base pay and all other pay. Note: The statistics are calculated separately for each category (i.e., non-overtime,

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

[c] The overtime ratio was calculated for each individuars compensation and is defined as total overtime earnings divided by total non-overtime earnings. The

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 Pcz-centile 90th Pcrccntilt•

$103,879 $108,973 $113,644

$28,225

$51,982 $74,440

$133,030

$159,247 $183,473

27% -t9% 70%

Median 75th Percentile 90th Percentile

$83,900 $94,560 $111,420

$38,230 $40,820 $45,210

$28,500 $35,390 $45,000

$68,740 $77,624 $91,526

/3% 21% 28%

$9,124

Sl6, 134 $25,734

$77.863

$93,758 $117,259

[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, comp time cash-in,

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 earnings divided by totalnonovertime

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 necessarily add up to total annual

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 compensation includes base rates.

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<!s, and tips.

[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 overtime compensation to

**non~**

overtime

compo:nsation.Exhibit2B:PortAuthorityPoliceSergeants,2013TotalCompensationComparison:BLSPoliceSergeantBenchmarkI.ActualDatafa)PortAuthorityPoliceSergeantsAnnualNo11-0vertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensation011erlimrtRalioII.BLSBencl1mark:NewYorl•-NorthernNewJersey-LongIsland,NY-NJ-PAfb/Closesti\'IatchedBLSJobJobDutiesTitleWeight[c){d)I.ResponsiblefortheactivitiesofagroupofPoliceOfficers,revie1¥ing;First-LineSupervisorsofPolice70%repm1sondailyactivitiesandunusualil1cidentssubmittedbyofficers,and andDetectivestrainingandinstructingnewPoliceOfficers.2.Checksthe'>-Veigbt,sizeandcargoofvehiclestodetermine conformanceTranspmiationSecurity15%PortAuthorityregulations.Screeners3.Operatesmarinecraft;asamemberofacrew,utilizessurvellanceProtectiveServiceWorkers,All15%equipmentduringaircraftflightswiththeAviationServicesUnit,perfom1sOthermechanizedsnowremovalandmobilityassignments,mayperfom1otherdutiesrequiringspecializedtraining.WeightedAverageAnnualNon-OvertimeCompensationMOvr:rtimeProxy[ffAnnualOvertimeCompensationfgJc1,1·rnAnnualComJlensation{h)"'[e)+[g]NotesandSources:25thPercentileMean$113,721$125.187$31,932S59,830$1:55,569$185,0!726%-17%25thPercentileMean$99,650$114,240$32,860$38,720$21,930$30,130$77,974$90,3118%/6%$6,247$14,449$84,221$104,760JVIedian75thPercentile90thPercentile$128.236$134,261$141.108$59,997$86.427$106,455$182,595S213,..J.04$242,807./8%()()%82%Median75thPercentile90thPel·ccntile$112,020$\29,580$149,890$38..230$40,820$45,210$28.500$35,390$45,000$88.424$102.138$118.45515%2-1%30%$13,081$24,060$35,816$101,504$126,198$154,270[a}Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=148).Non-overtimecompensationincludesYTDbasepay,comptimecash-in,longevity,differentialpayforwaivedtime-off,retropayments,one-timepayments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Thestatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessal'ilyadduptototalannualcompensationstatistics.[b}Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthemNewJersey-LongIsland,NY-NJ-PAAnnualnon-overtimecompensationincludesbaserates.commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-pOI'talrates,productionbonuses,a11dtips.[c]Source:MemorandumofAgreementbetvveenThePortAuthorityofNY&NJandThePortAuthorityPoliceSergeantsBenevolentAssociation.Inc.,January21.2003-January20,2010,page288.[d]JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit5.[eJThe·weightedaverageiscalculatedbyapplyingweightstoeachmatchedjob'scompensationstatistics.[f]SeetheratioforNewYorkCityPoliceDepartmentPoliceSergeants,ExhibitlB.TheovertimeratioisusedastheovertimeproxyforBLScompensation,whichindicatestheratioofovertimecompensationtonon-ove1timecompensatio11.Exhibit2C:PortAuthorityPoliceLieutenants,2013TotalCompensationComparison:BLSPoliceLieutenantBenchmarkI.ActualDatafa}PortAuthorityPoliceLieutenantsAnnualNonwOvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRalioII.BLSBenchmark:NewYo!"i.;-Nol·thernNewJersey-LongIsland,NV-NJ-PA[b)ClosestMatchedBLSJobJobDutiesTitleWeightfol/d/I.ResponsiblefortheactivitiesofagroupofPoliceOfficers,reviewingSupervisorsofPolice70%repmtsondailyactivitiesandunusualincidentssubmittedbyofficers,and andDetectivestrainingandinstmctingnewPoliceOfficers.2.Makesinvestigationsofunusualoccurrencesandothertrafl:icandsecurityDetectivesandCriminal15%matters.Jnvestigators3.Operatesmarinecraft;asamemberofacrew,utilizessurvellanceProtectiveServiceWorkers,All15%equipmentduringaircraftflightswiththeAviationSetvicesUnit,perfom1sOthermeohanizedsnowremovalandmobilityassignments,maype1formotherdutiesrequi1ingspecializedtraining.WeightedAverageAnnunlNon...QvertimeCompensationMOvertimePrm:v[[}AnnualOve1timeCompensationfg}'feJ•/!JTotlllAnnualCompensationfhffef""fgjNotesandSources:25thPercentileMean$141,442$152,613$32,291$56,748SlSO,SS4$209,36119%37%25thPercentileMean$99,650$]14,240$59,420$93,520$21,930$30,230$81,958$98,5319%18%$7.396$17,468$89,354$115,998l'vledian75thPercentile90thPercentile$152,9:!.7$164,134$174,823$60,569$75,060$]01,912$214,688 $235,958$279,00638%-+9%()-I%Median75thPercentile90thPercentile$112,020$129,580$149,890$101.270$120,880$138.390$28,500$35,390$45,000$97,880$114,147$132,432/8%2ri%31%$17,2:15$29,938$41,168$115,094$144,084$173,600[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=71).Non-overtimecompensationincludesYTDbasepay,camptimelongevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepayments,F1CApickup,andallotherpayments.Theovertimeratioisdetinedastotalovertimeearningsdividedbytotalearnings.Note:Thestatisticsarecalculatedseparatelyforeachcategoly(i.e.,non-overtime,overtime,andtotal)andthereforeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:Bureauofl.aborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewNewIsland,Annualcompensationincludesbaserates,commissions,allowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,pay,piecerates,rates,productionbom1ses,andtips.[c]Source:MemorandumofA!,.T"feementbetvteenThePmtAuthorityofNY&NJandThePortAuthorityLieutenantsBenevolentAssociation,Inc.,January21,200320,2010,page242.[d]JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupatiO!lalClassification(SOC)Codes.SeeExhibit5.[e]Theweightedaverageiscalctllatedbyapplyingweightstoeachmatchedjob'scompensationstatistics.[t]SeetheovertimeratioforNewYorkCityPoliceDepartmentPoliceLieutenants,ExhibitlC.TheovertimeratioisusedastheovertimeproxyfOJ"BLScompensation,whichindicatestheratioofoveJtimecompensationtocompensation.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 Percentile

$110,880

$56.893

$168,636 $113,055

$63.271

$173.512 $90,264

$33,084

$121,582 51%

56%

39% $125,960 $81,162

$200,779 $125,175

$91,476

$215.135 $92,930

$37,958

$128,200 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 therefore

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 and

Police Sergeants selected to join the Aircraft Rescue 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-time payments, FICA pickup, and all other payments. "&"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 necessarily add

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-overtime,

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. The

statistics from this resulting distribution are noted above.Exhibit4A:PortAuthorityPoliceOfficers,2013TotalCompensationComparison:BLSFirefighterBenchmarkI.Actu:!lDuta[a}25thPercentileMeanPortAuthorityPoliceOfficersAnnualNon-OvertimeCompensation$95.410$90,473AnnualOvertimeCompensation$5.598$33,994TotalAnnualCompensation$108,371$124,467PortAuthorityPoliceOfficers,ARFFAnnualNon-OvertimeCompensation$100,955$106,415AnnualOvertimeCompensation$17,488$38,956TotalAnnualCompensation$121,498$145,370OvertimeRatiosPortAuthorityPoliceOfficers18%3-1%PortAuthorityPoliceOfficers,ARFF16%36%II.:BLSBenchmark:NewYork-NorthernNewJersey-LongIsland,NY-NJ-PA{bjJobDutiesClosestMatchedBLSJobTitle25thPercentileMean[c)fd]1.Operatesemergencyequipmentandrespondstoalertsatairport.FightstiresFirefighters$77,580$80,030andadministersfirstaid.AnnualNon-OvertimeCompensation[e]$77.580$80,030Proxy/JJ26%33%AnnualOvertimeCompensation1,1./JJ$20,204$?6,051TotalAnnualCompensation[h)"""'[e)+[g]$97,784$106,081NotesandSources:Median75thPercentile90thPercentile$103,879$108.973$113.644$28.225$5\.982$74.440$133,030$159.247$183,473$106,118$\09,785$116.043S29,831$52,726$80,9955136,326$161,739$194,68427%-19%70%29%5()%72%Median75thPercentile90thPercentile$84,350$91,130$95,240:584.350$91,130$95.24033%39%-!5%$?7,552$35,466$4?,625$111,902$126,596$137,865[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=1,477forPoliceOtlicers,n"'227forPoliceOfncersselectedtojointheAircrntiRescueFireFightingCadrein2014).Non-overtimecompensationincludesYTDbasepay,camptimecash-in,longevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepayments,FICApickLtp,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Thestatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime.overtime.andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland.NY-NJ-PA.Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbont.1ses,andtips.[c]Source:MemorandumofAgreementbetweenThePortAuthorityofNY&NJandThePortAuthorityPoliceBenevolentAssociation,Inc..January21,2003-January2010,page212.[d]JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassitlcation(SOC)Codes.SeeExhibit5.[f]SeetheovertimeratioforFireDepartmentofNewYorkCityFirefighters,Exhibit3.TheovertimeratioisusedastheovertimeproxyforBLScompensation,wl1ichindicatestheratioofovertimecompensationtononovertimecompensation.I. Actm1l Datu jaj Exhibit 4B: Port Authority Police Sergeants, 2013

Total Compensation Comparison: BLS Firefighter Benchmark

25th Percentile Mean Median 75th Pcl·ccntilc 90th Percentile

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 $134,261 $141,108

$59,830

$59,997 $86,427 $106,455

Sl85,017

$182,595 $213,404 S242,807

$134,058 $132,1 I 0 $136,647 $144,126

$82,771

$85,513 $114,371 $130,651

$216,829

$215,323 $249,790 $272,026

-17% .f8% **Gfi~l{,** 82%

fi]%

(j.f% 8H% Y!J%

Mean Median 75th Percentile 90th Percentile

$!09,310 $109,600 $120.010 $140,170

$80,030 $84,350 $91 '130 $95,240

$94.670 $96,975 $\05,570 $\\7,705

33% 33% 3Y% -15%

$30,816

$31,676 $41,086 $52,679

S\25,486

$\28,651 $146,656 $170,384

[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 selected to join the Aircraft Rescm:

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 payments, FICA pickup, and

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., 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 Statistic!!! Area of New York-Northern New Jersey-Long Island, NY-NJ-PA. 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-pmtal rates, production bonuses, and tips.

[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, page 288.

[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 overtime compensation to non·

overtime

compensation.Exhibit4C:PortAuthorityPoliceLieutenants,2013TotalCompensationComparison:BLSFirefighterBenchmarkLActualDatafa}25thPercentileMeanPortAuthorityPoliceLieutenantsAnnualCompensation$141,442$152,613AnnualOvertimeCompensation$32.291$56.748TotalAnnualCompensation$180,584$209,361OvertimeRatio19%37%II.BLSBenchmark:NewYork-Nortl1ernNewJersey-LongIsland,NY-NJ-PA[b)ClosestMatchedBLSJobJobDutiesTitleWeight25thPercentileMean[c)[d)1.Directsandparticipatesinfirefightingandrescuework,andsupervisesandFirst-LineSupervisorsofFire70%$99,220$109,310instructsPoliceOfficersintheoperationanduseofemergencyequipmentFightingandPreventionWorkers2.Firefighters30%$77.580$80,030WeightedAverageAnnualNon-OvertimeCompensation1,1$92,728$100,526OvertimeProxyIf]26%33%AnnualOvertimeCompensationfglM'Ill$24,149$32,723TotalAnnualCompensation$116,877$133,249NotesandSources:Median75thPercentile90thPercentile$152.927$164,134$174.823$60,569$75,060$101,912$214,6885235,958$279,00638%49%64%Median75thPercentile90thPercentile$109,600$I20,010$140,170$84.350$91,130$95.240$10:!,025$111,346$126,69133%39%45%$33,325$43,334$56,70l$135,350$154,680$183,392[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=71).Non-overtimecompensationincludesYTDbasepay,comptimecash-in,longevity,differentialpayments,payforwaivedretropayments,one-timepayments,FICApickup,andallotherpayments.Theovertimeratioisdetlnedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Thestatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland,NY-NJ-PA.Annualnon-overtimeincludesbaserates,commissions,cost-ot:.Jivingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbonuses,andtips.[c]Source:MemorandumofAgreementbetweenThePortAuthorityofNY&NJandThePortAuthorityLieutenantsBenevolentAssociation,Inc..January21,2003-January20,2010.page242.[d]JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit5.[e]Theweightedaverageiscalculatedbyapplying weightstoeachmatchedjob'scompensationstatistics.[t]SeetheovertimeratioforFireDepartmentofNewYorkCityFirefighters,Exhibit3.Theovertimeratioisusedastheovertimeprm,_')'forBLScompensation,whichindicatestheratioofovertimecompensationtononovertimecompensation.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%.Exhibit6C:ComparisonofAnnualCompensationPortAuthorityAirportOperationsAgents,2013I.ActualData[a/PortAuthorityAirportOperationsAgentsAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatioILBLSBenchmarks[b)Match:AirfieldOperationsSpecialistsAnnualNon-OvertimeCompensationOvertimePro;.yAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:Mfd}f'effdlffJfcj+fefMean$68,966$14,510$83,47620%MeanS59,9008.3%$4.997.'564,897Median$77.761Sl4,014$92,42621%Median$58,1908.3%$4,854563,044[a]Source:ThePortAutholityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th.2014(n==53).compensationincludesYTDbasepay,COJ.11PtimecashMin,longevity,differentialpayments,payforwaivedtime-oft:retropayments,oneHtimepayments,FICApick-up,andallotherpayments,TheovertimeratioisdefinedastotalovertimeearningsdividedbytotalnonHovertimeearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,nonHovertirne,overtime,andtotal)andthereforenonMovetiimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYorkHNorthernNewJerseyNLongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates.commissions,costHof-livingallowances,deadheading.pay.guaranteedpay,hazardpay,incentivepay,longevitypay,over-theHroadpay,piecerates,portalHtoNportalrates,productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDepatimentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.InordertotransfonnthispercentagetobeintermsofnonHovertimecompensation,thefollowingformulaisused;x/(1-x).Therefore,theovertimeproxyisequalto7.7%1{1H7.7%)=8.3%.Exhibit6D:ComparisonofAnnualCompensationPortAuthorityBuildingandGroundsAttendants,2013I.ActualData[a]PortAuthorityBuildingandGroundsAttendantsAnnualNon-OvertimeCompensationAnnualOvertimeCompensationIAnnualCompensationOvertimeRatioII.BLSBenchmarks(bjMatch:JanitorsandCleilners,ExceptMaidsandHousekeepingCleanersAnnualNon-OvertimeCompensationOvertimeProxyAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:M{d]M1'1•fd/[f)"'j'cj4fe}Mean$55,638$6,777$62,41512%Mean$31,4508.3%$2,624$34,074Median$59,754$4,473$64,5878%Median$29,1108.3%$2,428$31,538[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th.2014(n=43).Non-overtimecompensationincludesYTDbasepay,comptimecash-in,longevity.differentialpayments.payforwaivedtime-off,retropayments,one-timepayments,FICApickup,andotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-ove1iimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbonuses,andtips.[d]Source:NewYorkStareAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroJler,Figure7.TheDepa1imentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.lnordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:xl(f-x).Therefore,theove1timeproxyiseqc1alto7.7%1(1.7.7%)=8.3%.Exhibit6E:ComparisonofAnnualCompensationPortAuthorityOperationsGroupSupervisors,2013I.ActualData{a)PortAuthorityOperationsGroupSupervisorsAnnualNon-Ove1timeCompensationAnnualOvertimeCompensationTotlllAnnulllCompensationOvertimeRatioII.BLSBenchmarks/b)Mean$76,761$38,9795115,74150%Match:First-LineSupervisorsofTransportationandMaterial-MovingMachineandVehicleOperatorsMeanAnnualNon-OvertimeCompensation[c)$62,730OvertimePro),y[d)8.3%AnnualOve1timeCompensation[e)"'[c)"'[d)$5,233TotalAnnualCompensation[/]ofc)"[']$67,963NotesandSources:Median$77,418$29,440$110,44940%MedianS63,7708.3%$5,320$69,090[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation.accessedonJuly14th.2014(n=42).Non-overtimecompensationincludesYTDbasepay,comptimec.ash-in,longevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepayments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:ThemeanandmedianstatisLicsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland.NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbom.1ses,andtips.[d)Source:NtiWYorkStaJ.eAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDepartmentofTransportationpercentageofove1timeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransfom1thispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:Therefore,theovertimeproxyisequalto7.7%/(/-7.7%)=8.3%.Exhibit6F:ComparisonofAnnualCompensationPortAuthorityMaintenanceUnitSupervisors,2013I.ActualData[ujPortAuthorityMaintenanceUnitSupervisorsAnnualCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatiolLBLSBenchmark<;fb}Match:First-LineSupervisorsofHousekeepingandJanitorialWorkersAnnualNon-OvertimeCompensationOvertimeProxyAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:(cj}d}jej·--jcjfdj1!7"fo}+}ejMean$89.209$30,152$119,36133%Mean$50,8208.3%$4.240$55,060Median$91.366$30,099$125,60230%Median$50,5208.3%$4,215$54,735[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=38).compensationincludesYTDbasepay,camptimecash-in,longevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepayments,FICApick-up,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewNewIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates.commissions.cost-of-livingallowunces,deudheadingpuy,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piect;'!rates,rates,productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:Therefore,theovertimeproxyisequalto7.7%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%.Exhibit6!:ComparisonofAnnualCompensationPortAuthorityMaintenanceGroupSupervisors,2013I.ActualDatafa)PortAuthorityMaintenanceGroL!pSupervisorsAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatioII.BLSBenchmark;(b)Match:First-LineSupervisorsofHousekeepingandJanitorialWorkersAnnualNon-OvertimeCompensationOvertimeProxyAnnualOvet1imeCompensationTotalAnnualCompensationNotesandSources:fdfjej{cf*fd}[(}=+(e)Mean$83.484$2I,2795104,76325%Mean$50,8208.3%$4.240$55,060Median$83,07!$20,685$102,51325%Median$50,5208.3%$4.215$54,735[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n""32).Non-overtimecompensationincludesYTDbasepay,camptimecash-in,longevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepayments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime,andtotal)andthereforenon-overtimeundovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-Longfsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.(c]Annualnon-overtimecompensationincludesbaserates.commissions,cost-of-livingallowances,deadheadingpay,gUaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDeparhnentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:xl(!-x).Therefore,theovertimeproxyisequalto7.7%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%.Exhibit6K:ComparisonofAnnualCompensationPortAuthorityWatchEngineers,2013I.ActualDatafa)PortAuthorityWatchEngineersAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRaiioII.BLSBenchmarksfb]Match:StationaryEngineersandBoilerOperatorsAnnualNon-OvertimeCompensationOvertimeProxyAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:Mean$75,740$13,400$89,14117%Mem1M$72,400fd}8.3%/e)·.·{cj"'Jdf$6,040lf!-fr.:)-Jef$78,440Median$78,486$]1,882$89,73315%Median$67,4708.3%:55,629$73,099[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th.2014(n=27).Non-overtimecompensationincludesYTDbasepay,comptimelongevity,differentialpayments,payforwaivedretropayments,payments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,overtime,andtotal)andthereforenon-overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewNewJersey-LongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c)Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates.productionbonuses,andtips.[d]Som·ce:NewYorkStateAgencies'UseofOverr.ime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:x/(1-x).Therefore,theovertimeproA-yisequalto7.7%1(1-7.7%)=8.3%.Exhibit6L:ComparisonofAnnnalCompensationPortAuthorityAssistantChiefOperationsSupervisors,20131ActualData[a]PortAuthorityAssistantChiefOperationsSupervisorsAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatioH.BLSBenchmarksfbiMatch1:BusinessOperationsSpecialists,AllOtherMatch2:First-LineSupervisorsofTransportationandMaterial-MovingMachineandVehicleOperatorsAnnualNon-OvertimeCompensationOvertimePro::.yAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:{c]{d)[e)=[c)"[d)fD=[c]+[e)Match1Moan$75,5908.3%$6,306$81,896Median$70,7208.3%$5,900$76,620MeanMedian$95,885S97,574$50,561$45,081$146,446$143,78453%50%Match2MeanMedian$62,730$63.7708.3%8.3%$5,233$5.320$67,963$69,090[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013Payrolllnformation,accessedonJuly14th,2014(n=25).Non-overtimecompensationincludesYTDbasepay,camptimecash-in,longevity,differentialpayments,payforwaivedtime-off,retropayments,one-timepaymems.FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon-overtimeearnings. Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,non-overtime,overtime.andtotal)andthereforenon-ove1iimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,pay,piecerates,portal-to-portalrates,productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller.Figure7.TheDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingfom1t1laisused:xi(J-x).Therefore,theovertimeproxyisequalto7.7%1(17.7%)=8.3%.Exhibit6M:ComparisonofAnnualCompensationPortAuthorityGardeners,2013I.ActualData[a)PortAuthorityGardenersAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnuHlCompenSlltionOvertimeRatioII.BLSBenchmarl<S[b)Match:LandscapingandGroundskeepingWorkersAnnualNon-OvertimeCompensationOverrimeProxyAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:Mean$58,892$14.485$73,37824%Meanfcf$30.440fdf8.3%(ej-(cj[d/$2,539ill'fcl,,,Ioj$32.979Median$65,215$15,931$80,99826%Medi:m$27.9308.3%$2.330$30,260[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n""'24).Non-overtimecompensationincludesYTDbasepay,camptimecash-in,longevity,differentialpayments,payforwaivedretropayments,payments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,overtime,andtotal)andthereforeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork-NorthernNewJersey-LongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay.longevitypay,over-the-roadpay,piecerates,portal-to-portalrates.productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January20\4,fromtheOfficeoftheStateComptroller,Figure7.TbeDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalan11ualcompensation.Inordertotransfonnthispercentagetobeintennsofnon-overtimecompensation.thefollowingformulaisused:Therefore,theovertimeprO}..)'isequalto7.7%/(1-7.7%)""8.3%.Exhibit6N:ComparisonofAnnualCompensationPortAuthorityGeneralOperationsSupervisors,2013I.ActualData[a}PortAuthorityGeneralOperationsSupervisorsAnnualNon-OvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatioJl.BLSBenchmarl-sfh)Match1:BusinessOperationsSpecialists,AllOtherMatch2:First-LineSupervisorsofTransportationandMaterial-MovingMachineandVehicleOperators1lli!!£.!!.lM<anAnnualNon-OveliimeCompensationM$75,590OvertimePro:xy[d)8.3%AnnualOvertimeCompensation{e)=[c)*[d)$6,306TotalAnnualCompensation[j][oj+[']$81,896NotesandSources:Median$70,7208.3%$5,900$76,620MeanMedian$90,583 $93,044$34,782$3:2,952$125,365$128,33438%35%Match2MeanMedian$62,730$63,7708.3%8.3%$5,233$5,320$67,963$69,090[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=24).Non·overtimecompensationincludesYTDbasepay,comptimecash·in,longevity,differentialpayments,payforwaivedtime·off,retropayments,one·timepayments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalnon·overtimeearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e.,non·overtime,overtime,andtotal)andthereforenon·overtimeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYork·NorthernNewJersey·LongIsland,NY·NJ·PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon·overtimecompensationincludesbaserates,commissions,cost·of·livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,pay,piecerates,portal·to·portalrates,productionbonuses,andtips.[d]Source:NewYorkStateAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller.Figure7.TheDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingformulaisused:xl(l·x).Therefore,theovertimeproxyisequalto7.7%1(1-7.7%)=8.3%.Exhibit60:ComparisonofAnnualCompensationPortAuthoritySeniorAirportOperationsAgents,2013I.ActualData[a]PortAuthoritySeniorAirportOperationsAgentsAnnualNonwOvertimeCompensationAnnualOvertimeCompensationTotalAnnualCompensationOvertimeRatioII.BLSBenchmarl-s{b/Match:AirfieldOperationsSpecialistsAnnualNon·OvertimeCompensationOvertimeProxyAnnualOvertimeCompensationTotalAnnualCompensationNotesandSources:[c)[d)[e)=[c)"'[d)!JJ-M•MMean$83,325$19,111$102,43623%Mem1$59,9008.3%$4,997$64,897Median$86,665$]8,221$103,6592:!%Median$58,1908.3%$4,854$63,044[a]Source:ThePortAuthorityofNewYork&NewJerseyEmployee2013PayrollInformation,accessedonJuly14th,2014(n=18).NonMovertimecompensationincludesYTDbasepay,comptimecashMin.longevity,differentialpayments.payforwaivedtime·of(retropayments.oneMtimepayments,FICApickup,andallotherpayments.Theovertimeratioisdefinedastotalovertimeearningsdividedbytotalearnings.Note:Themeanandmedianstatisticsarecalculatedseparatelyforeachcategory(i.e..nonMoveJiime,overtime,andtotal)andthereforeandovertimestatisticsdonotnecessarilyadduptototalannualcompensationstatistics.[b]Source:BureauofLaborStatistics,CompensationDatafortheMetropolitanStatisticalAreaofNewYorkMNorthernNewJersey-LongIsland,NY-NJ-PA.JobtitlesarematchedbasedonBLSdescriptionsofStandardOccupationalClassification(SOC)Codes.SeeExhibit7.[c]Annualnon-overtimecompensationincludesbaserates,commissions,cost-of-livingallowances,deadheadingpay,guaranteedpay,hazardpay,incentivepay,longevitypay,over-the-roadpay,piecerates,portal-to-portalrates,productionbonuses,andtips.[d]Source:NewYorkStaJ.eAgencies'UseofOvertime,January2014,fromtheOfficeoftheStateComptroller,Figure7.TheDepartmentofTransportationpercentageofovertimeisestimatedtobe7.7%oftotalannualcompensation.Inordertotransformthispercentagetobeintermsofnon-overtimecompensation,thefollowingfonnulaisTherefore,theovertimeproxyisequalto7.7%/(I-7.7%)=8.3%.Exhibit7BLSOccupationCodesMatchedtoPortAuthorityJobTitlesSOCCodeOccupationTitleDescriptionJanitorsandCleaners,ExceptMaidsandHousekeepingKeepbttildh1gsincleanandorderlycondition.Performheavycleaningduties,suchascleaningfloors,shampooingrugs.Cleanerswashingwallsandglass,andremovingrubbish.Dutiesmayincludetendingfurnaceandboiler,performingroutinemaintenanceactivities,notifYingmanagementofneedforrepairs.andcleaningsnowordebrisfromsidewalk.47-2111ElectriciansJnstall,maintain,andrepairelectricalwiring,equipment,andfixtures.Ensurethatworkisinaccordancewithrelevantcodes.Mayinstallorse1\licestreetlights,intercomsystems,orelectricalcontrolsystems.Excludes"SecurityandFireAlarmSystemsInstallers"AirfieldOperationsSpecialistsEnsurethesafetakeoffandlandingofcommercialandmilitaryaircraft.Dutiesincludecoordinationbetweencontrolandmaintenancepersonnel;dispatching;usingairfieldlandingandnavigationalaids;implementingairfieldsafetyprocedures;monitoringandmaintainingflightrecords;a11dapplyingknowledgeofweatherinformation.SupervisorsofTransportationandDirectlysuperviseandcoordinateactivitiesoftransportationandmachineandvehicleoperatorsandhelpers.MachineandVehicleOperators37-1011First-Lil1eSupervisorsofHousekeepingandJanitorialDirectlysuperviseandcoordinateworkactivitiesofcleaningpersonnelinhotels,hospitals.offices,andotherestablishments.Workers47M2152Plumbers.Pipefitters,andSteamfittersAssemble.install,alter,andrepairpipelinesorpipesystemsthatcarrywater.steam,air,orotherliquidsorgases.Mayinstallheatingandcoolingequipmentandmechanicalcontrolsystems.Tncludessprinklerfitters.StationaryEngineersandBoilerOperatorsOperateormaintainstationaryengines,boilers,orothermechanicalequipmenttoprovideutilitiesforbuildingsorIndustrialprocesses.Operateequipment,suchassteamengines,generators,motors.turbines,andsteamboilers.37-3011LandscapingandGroundskeepingWorkersLandscapeormaintaingroundsofpropertyusinghandorpowertoolsorequipment.Workerstypicallyperformavanetyoftasks,whicbmayincludeanycombinationofthefollowing:sodlaying,mowing,trimming,planting.vv·atering,fertilizing,digging,raking.,sprinklerinstallation,andinstallationofmortarlesssegmentalconcretemasonrywallunits.Excludes"FarmworkersandLaborers,Crop,Nursery,andGreenhouse"(45-2092).13-1199BusinessOperationsSpecialists,AllOtherAllbusinessoperationsspecialistsnotlistedseparately.NotesandSources:JobtitlesfromtheAviationDepartmentofthePortAuthorityofNewYork&NewJerseywerematchedtoBLSoccupationcodesbasedonBLSdescriptions.Sot1rce:BweauofLaborStatisticsOccupationalEmploymentStatistics,OccupationProfilesasofMay2013.accessedonJuly14th.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.

November 2013

15