E.S.C. quarterly

              6-^
Ciorth Carolina State Library
Raleigh AVc
THE ESC QUARTERLY
/OLUME 20, NO. 3-4
SUMMER-FALl, 1962
FOOD PROCESSING, A
"NORTH CAROLINA NATURALn
.. . .
,.'
CHAIRMAN'S
COMMENTS
Henry E. Kendall
Chairman
N. C. Employment
Security Commission
"North Carolina has always engaged
in some form of food processing, limited
in the early days to home operations
KENDALL anf] home needs. The bountiful supply
of foods which nature and man's ingen-uiety
have produced have been dried, salted, smoked and
preserved and canned from the time of the early settlers.
In recent years people of this State have increased com-mercial
food processing for home and the markets."
So editorialized the 1955, Winter-Spring edition of the
E. S. C. QUARTERLY, the first issue of our magazine
which featured North Carolina's food processing industry,
adding that food processing "is a division of industry in
which the surface has little more than been scratched."
How little we envisioned the subsequent growth that would
almost double the number of food processing workers in
North Carolina and practically triple their payroll.
During the period 1951-61, the number of food processing
industries covered by the State's Employment Security
Law increased from 571 to 880. Number of insured em-ployees
ten years ago was 19,337. In 1961 this figure has
increased to over 32,964 workers. Insured payrolls in 1951
amounted to $48,662,330. Ten years later, insured workers
were earning $119,753,964.
All food processing plants in the state today probably
exceed 1200 companies.
All important is the creation of new employment. We
have attempted to update our publication in terms of job
increases and influence on economy, and have asked indus-try
to speak for itself through articles submitted by
company representatives. The State's desire to develop the
food processing industry, and indeed its awareness of food
processing potential, is reflected in the efforts of N. C.
State College's Food Science Department (page 19), and
the Food Industries Division of the State Conservation and
Development Department (page 13). Food processing is
certainly a "North Carolina Natural," an industry, which
despite its rapid forward strides, still looks to the future
for unparalleled developments.
The future also will test the effectiveness of the Man-power
Development and Training Act (opposite page).
Enacted in March, this new program will complement the
Area Redevelopment Act and bring federal funds to North
Carolina to retrain idle workers and teach them new skills.
The Area Redevelopment Act has already graduated re-training
classes (page 6), and when the QUARTERLY
went to press ten MDTA courses for our State had re-ceived
federal approval. By teaching new skills, both the
MDTA and the ARA hope to alleviate hard core or long
term unemployment across the country, and in our State
the Employment Security Commission plays a significant
role in the administration of these two acts (page 5 and
3).
How many job classifications are there in North Caro-lina?
After several years' effort, staff members of the ESC
occupational services complete an important supplement
to a national "job dictionary," (page 56).
The many faceted operations of the Commission are
featured in this issue. Coupled with the story of a growing
segment of Tar Heel industry, we hope the material will
prove to be an enlightening issue.
The E. S. C. Quarterly
(Formerly The U.C.C. Quarterly)
Volume 21, No. 3-4 Summer Fall, 1962
A special edition devoted to food processing in North
Carolina, an industry first researched by this magazine
in 1955.
Issued at Raleigh, N. C, by the
EMPLOYMENT SECURITY COMMISSION
OF NORTH CAROLINA
Commissioners
Thomas B. O'Conner, Forest City; Dr. Maurice Van
Hecke, Chapel Hill; R. Dave Hall, Belmont; W. Benton
Pipkin, Reidsville; Bruce E. Davis, Charlotte; and Dr.
James W. Seabrook, Fayetteville.
State Advisory Council
Public representatives: James A. Bridger, Bladenboro,
Chairman Sherwood Roberson, Robersonville; W. B. Hor-ton,
Yanceyville; Mrs. R. C. Lewellyn, Dobson; Employer
representatives : A. I. Tait, Lincolnton and G. Maurice
Hill, Drexel; Employee representatives: Melvin Ward,
Spencer, AFL and H. D. Lisk, Charlotte, CIO.
HENRY E. KENDALL Chairman
R. FULLER MARTIN Director
Unemployment Insurance Division
JOSEPH W. BEACH Director
State Employment Service Division
H. E. (Ted) DAVIS Editor
Public Information Officer
Sent free upon request to responsible individuals,
agencies, organizations and libraries.
Address: E.S.C. Informational Service,
P. O. Box 589, Raleigh, N. C.
INDEX APPEARS ON PAGE 64
COVER LEGEND
North Carolina's dairies contribute immeasurably to the progress of
food processing in the State. The cover shot was taken on the farm of
Bower Walters of West Jefferson, expert dairyman in western North
Carolina. To improve his herd, Walters breeds his cows artificially
through the American Breeders Service.
ESC QUARTERLY
N. C. To Begin Training
Unemployed Under
New Federal Program
JOHN FLEMMING
State Community Employment Program Supervisor
The Manpower Development and
Training Act of 1962 (P. L. 87-415)
was signed into law on March 15,
1962. Passage of the Act indicates
that the Congress is very much
aware of the problems affecting our
human resources and the need for
the development and utilizatioii of
these crucial resources.
A number of economic factors were
considered as a basis for the develop-ment
of the Manpower Act:
(1) Even in periods of high un-employment,
many jobs remain un-filled
because of shortages of qualified
workers.
(2) There is a critical need for
more and better trained workers in
many vital job classifications.
(3) Skills of many workers have
been out-dated by automation or
other technological developments,
foreign competition, relocation of in-dustry,
shifts in market demands and
other economic changes.
(4) There will be an unusually
rapid growth in the work force in the
next ten years.
(5) There will be an unusually
large number of young people enter-ing
the work force in the next ten
years.
The law consists of three Titles.
Titles II and III relate to the train-ing
of workers and will expire in
three years. Title I, which makes the
Secretary of Labor responsible for
an annual manpower report, is per-manent
legislation. Under Title I, the
President of the United States is
directed to transmit to the Congress,
within 60 days after the beginning
of each regular session, a report per-taining
to manpower requirements,
resources, utilization and training. In
order to assist the President in mak-ing
this report, the Congress has
directed that the Secretary of Labor
shall make reports and recommenda-tions
to the President pertaining to
the subject matter of the President's
Manpower Report. This will necess-itate,
on a regular basis, an inventory
and evaluation of manpower require-ments,
resources, utilization and train-ing
on a national, state and area
basis.
Title II of the Act is divided into
two parts and deals with the train-ing
and retraining programs. Part
A assigns specific responsibilities to
the Secretary of Labor and Part B
specifies the responsibilities of the
Secretary of Health, Education and
Welfare.
Duties Of ESC
By direction of the Secretary of
Labor, the Employment Security
Agency will conduct labor market
surveys, and other types of research
programs in order to determine the
need for training. Upon the esta-blishment
and verification of a train-ing
need, the Employment Security
Agency cooperates with the State
Vocational Education Agency in the
development of a suitable training
program. The Employment Security
Agency is responsible for recruiting,
testing, counseling, selecting and re-ferring
trainees to approved training
programs. It is also responsible for
job development placement and fol-low-
up of trainees who have com-pleted
a training course.
Vocational Education
As specified in Part B of Title II
and by direction of the Secretary of
Health, Education and Welfare, the
State Vocational Education Agencies
are responsible for the development
of training programs that will fit
the needs that have been determined
to exist. The organization of the
training courses include development
of pertinent course content, obtain-ing
competent instructors and secur-ing
adequate space and equipment.
Length of courses will be reasonable
and consistent with the requirements
of the occupation for which the train-ing
is developed. The Vocational Edu-cation
Agency is responsible for con-tinuous
supervision of the training
programs to insure the quality and
adequacy of the training. As a part of
their responsibility, the training
agency must certify to the attendance
and performance of trainees and re-port
immediately to the Employment
Security Agency when a trainee does
not maintain satisfactory attendance
or progress.
Title III of the Act provides for
the Secretary of Labor to report to
Congress on the experience with
training programs and to evaluate
their effectiveness. These reports will
deal with the number of persons who
were trained, their characteristics and
occupations in which training was
undertaken. Analysis will be made of
those who dropped out of training
as well as those who completed the
training. Evaluation as to the success
of the program will be based, not on
the number of training programs
developed or the number of trainees
enrolled in training, but on the success
of placement of trainees on training
related jobs.
There are several factors that must
be determined before training can
be undertaken. The most important
of these factors could be considered
as basic principles of the Act. These
are: (1) it has been determined that
a need for training exists and can be
substantiated; (2) there is a reason-able
expectation that trainees can be
placed in the occupation for which
he is to be trained; and (3) workers
to be trained cannot reasonably be
expected to get appropriate full time
employment without such training.
Another important factor that must
be considered in the development of
needed training programs is the avail-ability
of a supply of trainable ap-plicants.
To be selected for training
a person must be in one of the follow-ing
categories:
1. Unemployed,
2. Working substantially less than
full time,
3. Will be working less than full
time or will be unemployed be-cause
their skills have become,
or are becoming, obsolete,
4. Members of farm families with
less than $1200 annual net in-come,
5. Sixteen years old but not yet 22,
and in need of occupational
training and further schooling.
Certain priorities have been esta-blished
for selection of applicants for
referral to a training course. First
priority for training will be extended
to the unemployed. This is particular-ly
important in the cases of workers
who have been unemployed for long
periods of time. As stated in the
Act itself, the term "unemployed"
will include members of farm families
with less than $1200 annual net in-come.
Priority will also be given
to persons to be trained for skills
needed ; first, in the labor market area
(Continued)
ESC QUARTERLY
in which they reside, and second; in
the state in which they reside. Priori-ties
for selection for training should
also be given whenever possible to
workers who have experienced diffi-culty
in obtaining employment due
to age. In many cases, a worker who
is 40 years old or older and unem-ployed
is the type of person who has
the most difficulty in obtaining em-ployment.
Also, these workers are
usually the ones who have the great-est
need for training or retraining.
Training Allowances
Many workers who are enrolled in
training programs under the Man-power
Act will be eligible to receive
allowances while in training. Persons
who may not be eligible for training
allowances may still obtain the train-ing
without cost to them. The maxi-mum
time for which training allow-ances
will be paid is 52 weeks during
the three-year span of the Act. There
are several types of allowances avail-able
for trainees under the Act. A
trainee may qualify for any one of
the various types of allowances, de-pending
on how his individual situa-tion
fits into eligibility requirements.
Generally, the allowances and eligi-bility
requirements for each are as
follows:
Regular Training Allowance: To be
eligible for a regular training allow-ance
a trainee must be selected and
referred to MDTA training, be un-employed,
have at least three years
experience in gainful employment and
qualify as the head of a family or
household. The amount of the regular
training allowance is computed by
averaging unemployment insurance
payments paid by the state for weeks
of total unemployment during the
most recent calendar quarter for
which data is available. In North
Carolina, the regular training al-lowance
during the fourth quarter of
1962 is $23. This amount is based on
the second quarter of 1962. Since this
amount is based on average UI pay-ments
for a calendar quarter it may
change in succeeding quarters.
Youth Training Allowance: Some
funds are available for paying train-ing
allowances to young people who
are over 19 and under 22 years of age
and who do not qualify for a regular-training
allowance. Nationwide youth
training allowance is $20 per week.
This will not change unless the regu-lar
training allowance should drop be-low
$20 per week. In this case the
youth training allowance would drop
down to the lower amount. Even
though this decrease is possible, it is
not expected to occur.
Increased Training Allowance: A
trainee who is eligible for a regular
training allowance and can establish
an unemployment insurance claim
with a weekly benefit amount in
4 ESC QUARTERLY
FLEMMING
John Flemming, former manager of
the ESC local office in Shelby, has
been assigned to coordinate and help
administer local activities under the
two Federal programs, the Area
Redevelopment Act and the Man-power
Development and Training
Act.
excess of the regular training allow-ance
may receive a increased train-ing
allowance equal to the amount
of his unemployment insurance week-ly
benefit amount.
Reduced Training Allowance: A
trainee who works at any time during
his training will have his training-allowance
reduced by one-fortieth or
2.5 per cent for each hour he works.
Transportation and Subsistence
Allowance: A trainee may receive a
transportation and subsistence al-lowance
when he attends a course in
a training facility that is not located
within commuting distance of his
regular place of residence. The maxi-mum
subsistence allowance will be
$35 per week at a rate not to exceed
$5 per day. The transportation will
normally be paid on the basis of most
economical public transportation. In
the absence of public transportation,
the transportation allowance will be
paid at the rate of 10^ per mile.
The Federal Government will bear
the total cost of training, subsistence
and transportation allowances through
June 30, 1964. Thereafter, each state
which continues to participate in the
program must match Federal funds
on a 50-50 basis. In no case will funds
from employers' unemployment in-surance
reserve accounts be used to
pay any portion of training or allow-ances
under the Act. This holds true
even in those cases when a trainee
receives an increased training allow-ance
based on the amount of his un-employment
insurance benefits. Fed-eral
funds were apportioned on the
basis of each state's proportion of the
total labor force, total unemployed,
insured unemployed and average
weekly unemployment payment. North
Carolina received $1,536,000 to finance
the MDTA program during the 1962-
63 fiscal year. Ten percent of this
total is being held in reserve and will
be available to the State upon accept-able
justification of need. The two
major allocations of funds are $480,-
000 to the Department of Vocational
Education for training and $829,320
to the Employment Security Com-mission
for the payment of training
allowances, subsistence and trans-portation
payments. The remainder
of the funds will be used for over-all
administration and skill surveys.
The initial conference to explain pur-poses
and provisions of the Act was
held in Baltimore, Maryland on May
8 and 9, 1962. Representatives of seven
states received initial instructions and
procedures in order to initiate the
program in their respective states.
The states were instructed to com-plete
organizational plans as quickly
as possible in order that each state
could have several training programs
actually operational by July 1, 1962.
In order to meet this target date it
was decided to utilize data available
as a result of a skill survey conducted
by the Employment Security Com-mission
in 1961. The local offices locat-ed
in six metropolitan areas were
selected to initiate the first MDTA
programs in North Carloina. These
were Asheville, Charlotte, Durham,
Greensboro, High Point and Win-ston-
Salem. The results of the skill
survey were available in each of these
offices and each office also had an
Occupational Analyst on the staff
that would be available to devote the
time required in the development of
training programs.
A two-day training program for
staff members of the six offices in-volved
and interested persons from
the State Administrative Office of
the Employment Security Commission
was held in Raleigh on May 22-23.
Also attending this session was re-presentatives
of the Department of
Vocational Education and the Gover-nor's
office. Procedures for implement-ing
the intent of the Manpower Act
were discussed and the representatives
of the six offices were instructed to
return to their respective offices and
prepare training proposals for those
occupations that showed the most
urgent need.
This was accomplished and the six
offices submitted training proposals
for stenographer, sheet metal worker,
chemist assistant and machine opera-tor.
These proposals were submitted
prior to July 1 but Congress had not
appropriated the money for the pro-gram
so it was not possible to meet
the July 1 target date. The appro-priation
was finally passed by Con-gress
on August 14.
—See MDTA, Page 12—
IDENTIFYING STATE'S TRAINING NEEDS UNDER MDTA
By WILLIAM S. NEVILLE
Labor Market Analyst, Bureau of Employment Security Research
Briefly stated, the Manpower De-velopment
and Training Act of 1962
provides vocational training in short-age
occupations to unemployed per-sons.
Taken at face value, this sim-plified
statement of the purpose of
the Act would seem not too difficult
a task for a governmental agency
to translate into an action program
—
at least, insofar as determining what
shortage occupations exist.
The deeper one investigates the pro-visions
of the Act, however, the more
one becomes aware that the job of
identifying shortage occupations is
far from a simple undertaking. Train-ing
proposals cannot be initiated sole-ly
on opinions as to which occupations
are in short supply, or anticipated
shortages in the future. Surveys of
employers in the area are required
to obtain indications of present and
anticipated needs in specific occupa-tions.
Training proposals in this pro-gram
must be based on findings esta-blished
by the surveys.
Before a training program may be
initiated for any given area, evidence
(substantiated by facts and figures)
must be obtained to show that:
(1) a demand exists in the area,
or is anticipated, for workers
in the occupations for which
training is proposed.
(2) there are not enough qualified,
trained workers available in
in the area to meet the de-mand.
(3) there is in the area a supply
of unemployed persons who
can qualify for and are avail-able
for the proposed train-ing,
who can reasonably be
expected to obtain employment
as a result of the training.
In North Carolina, the Bureau of
Employment Security Research of the
Employment Security Commission has
the responsibility of determining-shortage
occupations, or training
needs, under MDTA. To meet this re-sponsibility
over the entire state is a
sizeable undertaking. This assign-ment,
for the most part, is the task of
a small group of labor market
analysts in the Bureau of Employ-ment
Security Research. Here, in
chronological order, are the steps they
take to identify training needs.
Request Initiates Survey
The initial step to establish a train-ing
proposal for any area of the State
is a request from the area's local
Employment Security Office manager
and his local Coordinating Committee.
This committee consists of the Indus-trial
Education Center representative,
State and/or Federal representatives
of apprenticeship and training, and
other persons involved in training and
placement activities in the area. We
learn from the manager's request the
types of unemployed persons who
might benefit from training, as well
as hard-to-fill occupations for which
they might be trained. Areas show-ing
the greatest needs are given
priority in the scheduling of train-ing
needs studies.
In response to the request, a labor
market analyst from the Employment
Security Commission's research de-partment
visits the local office and,
with the assistance of office staff,
makes a detailed compilation of past
and present orders for workers which
the office has on file. The number of
orders received for each occupation is
recorded. Also, the number of orders
in each occupation which could not be
filled due to the lack of qualified ap-plicants
available for referral is
noted.
NEVILLE
The information is analyzed and
studied in conjunction with other-available
data, including the state-wide
Survey of Technical and Skilled
Manpower which was conducted dur-ing
1961. After giving proper consi-deration
and weight to a number of
factors involved, the analyst decides
which occupations represent the area's
most significant demand.
Except for new occupations brought
about by new types of industries
starting in an area, occupations which
have been critical in the past are the
ones which will remain critical in the
future. However, MDTA procedures
provide for an area occupational
survey of employers in order to re-move
as much conjecture as possible
from the determination of present
and future needs.
Questionnaire Mailed
To accomplish this objective, a ques-tionnaire
has been designed by the
Bureau of Employment Security Re-search
staff for use in conducting a
mail-type survey. Items to be an-swered
about each occupation include
current employment, anticipated em-ployment
one year hence, current
vacancies, anticipated replacement
needs, and the number of workers
being trained on-the-job. The group
of occupations previously selected as
probably the most critical are pre-listed
on the questionnaire prior to
mailing. Space is provided for write-ins
by the employer of additional oc-cupations
in his firm for which he
feels training is needed. The selection
of firms to receive questionnaires is
made from a listing of all employers
in the area which are covered by the
North Carolina Employment Security
Law supplemented, when needed,
from other sources. Firms selected
are ordinarily the larger and most re-presentative
employers of workers in
the preselected, critical occupations.
The firms selected usually employ
more than 50 per cent of the total
covered employment in the area.
The questionnaire is mailed to the
selected firms accompanied by an ex-planation
of the purpose and import-ance
of the survey. A second ques-tionnaire
is mailed if necessary.
When it appears that, all probable
responses have been returned, infor-mation
from the questionnaires is
edited, tabulated, and summarized. A
"Summary Report" is prepared which
documents and discusses the scope of
the survey, participation rate of
sample firms, anticipated expansion
in the various industry group survey-ed,
and training needs indicated in
each occupation surveyed. The net
training need for each occupation is
inflated by the employment ratio of
sampled firms compared to all firms
employing the occupation. The sum-mary
report lists, in order of inflated
numerical rank, the occupations
shown by the survey to be the most
critically short.
Survey Findings Presented
A meeting is arranged with the
local ESC office manager and his
(Continued)
ESC QUARTERLY
Coordinating Committee. The labor
market analyst presents the survey-findings.
Prior to this meeting, copies
of the "Summary Report" are furn-ished
to all members of the committee
for their review and use in arriving
at a decision as to whether training
proposals should be developed. Con-siderations
other than numerical
shortages must be taken into account.
For example, some occupations which
show a substantial demand may not
lend themselves to MDTA type train-ing
due to the eligibility requirement
of trainees, heavy cost of equipment,
etc. In other instances, the back-ground
and caliber of the unemployed
persons who would comprise the sup-ply
of potential trainees might pre-clude
certain types of training.
If the Coordinating Committee de-cides
that training in one or more
occupations would be appropriate and
wishes training proposals developed,
the preparation of training proposals
becomes a "joint venture," involving
both the Employment Security Com-mission
and the Industrial Education
Centers, and requiring considerable
coordination between the two agencies.
After a proposal is approved, the
labor market analyst has the respon-sibility
of various reports required on
trainees and training programs, both
during the course of the training and
after the training is completed. Con-current
and final evaluations of the
MDTA Program will be made from
these reports.
It is evident that the labor market
analyst can, by no means, make a
determination of training needs with-out
the cooperation of many indivi-duals
in many capacities.
Nevertheless, he is the focal point,
and the coordinator, in getting the
job done and coming up with valid
results.
FAYETTEVILLE GRADUATES FIRST AREA REDEVELOPMENT ACT CLASS
First students to study under the
Federal Area Redevelopment Act in
North Carolina graduated August 31
from the Fayetteville Industrial Ed-ucation
Center.
Since April of this year students in
the stenography course, one busic and
another advanced, had studied typing,
shorthand, business English, spelling
and filing at the local IEC. A total
of 30 women, most of them housewifes
returning to the labor force, began
the courses. There were 15 in each
class.
Twenty-two women finished the
courses. They attended classes five
days a week for 20 weeks for a total
of 600 hours. For 16 of the 20 weeks,
students were eligible to apply for
and receive a subsistence payment of
$22 weekly, the average unemploy-ment
benefit payment in the state.
This was the first class to graduate
under the federal training program
in North Carolina. In January, 1962,
federal approval was given Cumber-land
County to inagurate the first
Tar Heel training course under the
Area Redevelopment Act, and from
the initial request of six training
courses, the Department of Commerce
approved four and allocated $35,600
to the N. C. Department of Public
Instruction for conducting the courses
and an additional $29,500 for the pay-ment
of subsistence benefits to stu-dents
by the State Employment Se-curity
Commission.
On September 4, subsequent re-fresher
and beginner stenographic
classes began at the Fayetteville IEC
with 30 enrolees selected from 53 fully
qualified applicants. There were at
least 100 original applicants, ages
ranging from 17 through 43 years old.
Some students were married, some
single. Handicapped persons were also
included, and most of the applicants
were unemployed when enrolled al-though
there were a few who were
considered underemployed. Twenty-two
were high school graduates, two
had college backgrounds, and the re-mainder
held high school equivalency
certificates.
In this course, as well as the first,
Firsf classes to graduate from the Fayetteville Industrial Education Center under the Area
Redevelopment Act, and the first to graduate over the entire State, receive their completion
certificates. John Standridge of Fayetteville presents a certificate of completion to Miss
Sallyann Demke, a typing and shorthand student, as her classmates look on. Next to Standridge
is S. Thad Cherry, local ESC office manager. On the extreme riqht is John Flemming of the
ESC central office in Raleigh who is the State Community Employment Program Supervisor.
certain precedents are being set. For
example, a trainee with previous
shorthand experience only in the Pitt-man
system has been accepted al-though
previous Gregg system train-ing
is the usual prerequisite. Six of
the trainees have had no previous ex-perience
in the labor market. They
were either housewives entering the
labor market for the first time, or
were 1962 high school graduates.
Work experience for the remainder
range from such jobs as policewoman
and kindergarten teacher through
office, sales or mill work.
By early winter, 10 Overall Econo-mic
Development Plans from North
Carolina had been approved by the
U. S. Commerce Department, the
latest being from Northampton and
Clay Counties.
Most recent ARA graduates in
North Carolina have been from
courses in Spruce Pine where, on De-cember
14, nine nurses' aides and 11
stenographers completed training.
ARA participation initially begins
in an area through an Employment
Security Commission labor market
survey which determines the percent-age
of unemployment. Generally, an
area which has experienced at least
six percent of unemployment from
its total labor force for a length of
time is classified as an area of "sub-stantial"
or "substantial and persis-tent
unemployment," thus qualifying
that area for federal assistance under
the ARA.
To receive federal benefits, a local
redevelopment group must prepare an
OEDP which, after state okay, goes
to Washington to the Commerce Secre-tary's
office for final approval.
Instruction of enrolees under the
federal program is the responsibility
of the State Department of Public
Instruction. It is the responsibility of
the Employment Security Commission
to obtain jobs for graduates, or assist
them in their job applications. The
ARA is one of two federal programs
designed to combat unemployment and
underemployment.
ESC QUARTERLY
EMPLOYER CONTRIBUTION RATES
SHOW GENERAL INCREASE IN '63
THEODORE L. WHITLEY
Plans, Methods, and Procedures Analyst
North Carolina employers generally
found their contribution rates for
1963 somewhat higher than their
1962 rates. The following general re-view
of North Carolina's experience
rating plan explains why these in-creases
occurred.
The Employment Security Law
establishes an insurance program
comparable to any other insurance
plan. The worker (beneficiary) is
insured against total loss of income
during periods of temporary, in-voluntary
unemployment. To finance
this insurance protection the em-ployer
pays contributions (taxes) or
premiums which are set aside as a
trust fund (reserves) pending the
worker's claim as a policyholder when
and if he becomes unemployed. The
Employment Security Commission
acts as the impartial administrator of
this insurance plan, following a defi-nite
and clear-cut formula set forth
in the law.
The basic factor in the insurance
plan is the amount of the worker's
wages. The premiums (contributions)
are computed as a percentage of tax-able
wages, and the insurance bene-fits
are awarded in accordance with
wage credits earned by the individual
worker. An insurance risk can be
created only by the payment of wages,
and benefits, in turn, are awarded on
the basis of wages paid. Thus, in its
simplest terms, the employer pro-vides
the worker with an insurance
policy to protect him to some extent
when and if the worker becomes un-employed.
Why Experience Rating
The experience rating plan esta-blished
by the North Carolina law
provides an actuarially tested formula
designed to: (1) assure the collection
of sufficient premiums to cover the
insurance rights earned by workers,
and (2) vary the premium rates
among employers according to the
insurance risks attributable to in-dividual
employers. The contributions
are accumulated as a reserve com-mensurate
with the insurance risks,
and annual contribution rates are
assigned to individual employers ac-cording
to their individual experience
under the insurance program.
The experience rating plan re-quires
a separate account for each
employer. Contributions paid by the
employer are credited to the account,
and benefits paid to former employees
are charged against the account.
(Trust fund interest is pro-rated as
a credit to credit-balance accounts,
and the employer may request relief
from certain benefit charges.)
WHITLEY
In addition, the account shows tax-able
wages up to $3,000 per worker
in a calendar year paid by the em-ployer
during the past three fiscal
years. These experience rating ac-counts
are maintained solely for ex-perience
rating purposes. The data
reflected in these accounts on August
1 of each year control the contribu-tion
rates for the next calendar year.
The first step in setting contribu-tion
rates for employers is the deter-mination
of a fund ratio. The unem-ployment
insurance fund balance is
divided by the total taxable payrolls
of all employers for the past fiscal
year. The resulting fund ratio relates
the accumulated insurance risk (tax-able
wages) to the accumulated re-serves
(fund balance) to cover that
risk and measures the solvency posi-tion
of the insurance program as a
whole. The fund ratio is applied to
the Fund Ratio Table to select the
applicable rate schedule. (See Table
A) The fund ratio for 1963 is 7.21%,
derived from total taxable payrolls
of $2,562,352,741.90 divided into a
fund balance of $184,763,765.39. The
table requires that 1963 contribution
rates come from Schedule D of the
Experience Rating Formula. (See
Table B) The contribution rates for
1962 came from Schedule E based on
a fund ratio of 7.57% derived from
taxable wages of $2,371,559,594.60
and a fund balance of $179,699,015.08.
Even though the insurance reserves
in the trust fund increased over $5
million during the fiscal year ending
July 31, 1962, the reserve increase
did not match the corresponding risk
represented by the $190 million
growth in payrolls. Because of the
higher risk created by the increased
payrolls, the higher contribution rates
of Schedule D will apply in 1963.
Not Uniform Increase
However, the change in schedules
does not mean a uniform increase in
contribution rates for all employers.
The fund ratio determines the overall
program status by considering all
workers and all employers as a
group. Contribution rates for indivi-dual
employers are based on the
employer's individual experience as
reflected by his experience rating
account.
A new employer is assigned the
standard rate of 2.7% and generally
retains this standard rate for three
years. Thereafter he may qualify for
a rate lower than 2.7% if the credits
to his account exceed the benefits
charged to his account and his credit
reserve ratio is high enough.
The individual employer's credit
reserve ratio is found by dividing his
taxable payroll for the past three
years into his account balance. The
credit reserve ratio is applied to the
Experience Rating Formula, and the
employer's contribution rate is taken
from the applicable schedule. Even
though Schedule D provides a mod-erate
increase in contribution rates
over Schedule E on an overall basis,
(Continued)
FUND RATIO TABLE
When the fund ratio
As much as
is:
But less than
Applicable
Schedule — 4.5% A
4.5% 5.5% B
5.5% 6.5% C
6.5% 7.5% D
7.5% 8.5% E
8.5% 9.5% F
9.5% 10.5% G
10.5% and in excess thereof T£
TABLE A—PERCENTAGES WHICH DETERMINE SCHEDULES OF EMPLOYER CONTRIBUTIONS.
ESC QUARTERLY
the rates of individual employers
may go up or down within the limits
established by Schedule D, depending
on the condition of the employer's
own experience rating account.
In 1957 the General Assembly
further individualized the experience
rating plan by providing a separate
Rate Schedule for Overdrawn Ac-counts.
(See Table C)
Overdrawn Accounts
An "overdrawn" account occurs
when the cumulative charges to an
account exceed the cumulative credits,
resulting in a negative account bal-ance.
In such cases, dividing the em-ployer's
three-year payroll into the
negative balance gives a debit ratio.
The Rate Schedule for Overdrawn
Accounts provides a contribution rate
above the standard 2.7% correspond-ing
to the individual debit ratio.
This brief explanation of the ex-perience
rating plan covers the
essential elements of the program
in their simplest form. The actual
computation of an employer's con-tribution
rate may be complicated by
factors and variables such as business
transfers, benefit non-charges, and
others. In an effort to inform each
employer as fully as possible, the
Employment Security Commission
issues to the employer each year
a Cummulative Experience Rating
Statement and Computation of Rate.
This statement is the actual sheet on
which the employers account was
kept during the fiscal year and shows
all the items used to compute his rate.
The form even shows the mathematical
operations involved and a copy of the
Experience Rating Formula.
The statement, which is mailed in
November, allows the employer to
verify every item used and assure
himself of the accuracy of the rate
computation.
By adhering faithfully to proven
insurance principles over the years
North Carolina has built and main-tained
an actuarially sound and
solvent unemployment insurance pro-gram.
The experience rating plan has
apportioned the insurance costs ac-cording
to the individual risks
created by individual employers.
EXPERIENCE RATING FORMULA
When the Credit Reserve Ratio Is:
As Much As But Less Than Schedules
A B C D E F G H
1.4% 2.7 2.7 2.7 2.7 2.7 2.7 2.7 2.7
1.4% 1.6% 2.7 2.7 2.7 2.7 2.7 2.7 2.7 2.5
1.6% 1.8% 2.7 2.7 2.7 2.7 2.7 2.7 2.5 2.3
1.8% 2.0% 2.7 2.7 2.7 2.7 2.7 2.5 2.3 2.1
2.0% 2.2% 2.7 2.7 2.7 2.7 2.5 2.3 2.1 1.9
2.2% 2.4% 2.7 2.7 2.7 2.5 2.3 2.1 1.9 1.7
2.4% 2.6%. 2.7 2.7 2.5 2.3 2.1 1.9 1.7 1.5
2.6% 2.8%. 2.7 2.5 2.3 2.1 1.9 1.7 1.5 1.3
2.8% 3.0% 2.5 2.3 2.1 1.9 1.7 1.5 1.3 1.1
3.0% 3.2% 2.3 2.1 1.9 1.7 1.5 1.3 1.1 0.9
3.2% 3.4% 2.1 1.9 1.7 1.5 1.3 1.1 0.9 0.7
3.4% 3.6% 1.9 1.7 1.5 1.3 1.1 0.9 0.7 0.5
3.6% 3.8% 1.7 1.5 1.3 1.1 0.9 0.7 0.5 0.4
3.8% 4.0%, 1.5 1.3 1.1 0.9 0.7 0.5 0.4 0.3
4.0% 4.2% 1.3 1.1 0.9 0.7 0.5 0.4 0.3 0.2
4.2% 4.4%. 1.1 0.9 0.7 0.5 0.4 0.3 0.2 0.1
4.4% and in excess thereof 0.9 0.7 0.5 0.4 0.3 0.2 0.1 0.1
TABLE B—TAX SCHEDULES ARE SHOWN UNDER COLUMNS A THROUGH H
RATE SCHEDULE FOR OVERDRAWN ACCOUNTS
When the Debit Ratio is: Contribution
As Much As But Less Than Rate Assigned
:
0.2% 2.8%
0.2% 0.4% 2.9%
0.4%. 0.6%. 3.0%.
0.6% 0.8% 3.1%
0.8% 1.0%. 3.2%
1.0% 1.2% 3.3%
1.2% 1.4% 3.4%
1.4% 1.6% 3.5%
1.6% 1.8% 3.6%
1.8% and over 3.7%.
TABLE C—SCHEDULES WHICH APPLY TO EMPLOYERS WITH OVERDRAWN ACCOUNTS
"Slim Short" with WNCT-TV, Greenville,
interviews ESC employee, Warren Wittmer.
ESC BEGINS FOURTH
YEAR ON CHANNEL 9
PHIL POLLACK
ESC Area Supervisor
The program of the Employment
Security Commission which is seen
each Monday at 12:15 p.m. over Tele-vision
Station WNCT in Greenville
had its beginning on November 10,
1958, when the public information of-ficer
of the Employment Security
Commission and myself appeared in
an interview with staff announcer,
Bill Norwood. This initial appear-ance
inaugurated a weekly ten-min-ute
program which has continued
each Monday since, and is now almost
four years old.
The weekly program has featured
farm interviewers, local office man-agers,
veterans employment represen-tatives
and others of both local and
state offices. Fifty-two informative
programs were presented to the view-ing
audience during the initial year
of its operation. Following the pres-entation
of the first 27 features, we
decided to change the program to the
extent that pictures would be taken
of actual agricultural activities. After
the pictures were made by the staff
photographer and the farm editor of
the News and Observer, the films
were shown on a number of successive
Monday programs with farm inter-viewers
narrating the action in the
film. Since this was a novel idea, it
was felt that the new programs
would be even more informative and
impressive. In addition to showing
films of agricultural activities in the
eastern section of North Carolina,
pictures were made of processing
plants and various industrial estab-lishments
and were shown to depict
the overall conditions in the area. The
program was used for channeling in-formation
to prospective workers in
labor surveys, and the work of the
—See TV, page 44—
ESC QUARTERLY
DISQUALIFICATIONS BAR PAYMENT OF UNEMPLOYMENT BENEFITS
WARREN G. WITTMER
Chief, ESC Plans, Methods and Procedures
"Disqualifications" of the N. C. Em-ployment
Security Law can be broken
down into five general categories. They
are: (1) Exclusions from coverage;
(2) Monetary ineligibility; (3) Post-ponement
of benefits; (4) Non-mone-tary
ineligibility; and (5) Penalties.
Generally, people who work for a
firm which employs four or more people
in as many as 20 weeks in a calendar
year are insured under the state's Em-ployment
Security program. They
work in what is commonly referred to
as "covered employment." The vast
majority of North Carolina wage
earners work in covered employment,
but there are, however, some people
who are excluded from this insurance
coverage.
First, people who work for firms
employing fewer than four workers
are not covered unless the firms vol-untarily
elect coverage and their elec-tions
are approved by the Employment
Security Commission. Employees of
North Carolina State and local gov-ernments,
including those who ad-minister
the unemployment insurance
program, are not covered. Persons who
work in agricultural enterprises,
domestics in private homes, and those
who are employed by non-profit re-ligious
and charitable organizations,
are not insured against unemployment.
There are a few other exclusions, but
those mentioned are the primary ones,
and are sufficient examples to illu-strate
the point that there are some
who, of necessity and for excellent
reasons, must be "disqualified" from
coverage under the law.
Determining Eligibility
Now, let's consider a person who
has worked in insured (covered) em-ployment
who becomes unemployed
and reports to one of the local ESC
offices to claim unemployment insur-ance.
In considering a person's eligi-bility,
we must remember that un-employment
insurance is exactly what
the name implies: a form of insurance
against the economic hazards of re-latively
short-term unemployment in-tended
for those who have a genuine
past and present attachment to the
work force of the state, who are unem-ployed
through no fault of their own,
and who are ready, willing, and
anxious to get work.
As a measurement of his past at-tachment
to the work force, the in-dividual
must have worked in covered
employment for a sufficient period
of time to have been paid wages of at
least $550 during his so-called "base
period," The base period is the first
four of the last six completed calendar
quarters immediately preceding a re-quest
for benefits. For example, if an
unemployed person files his initial
claim for unemployment insurance on
October 8, 1962, his base period con-sists
of the second, third, and fourth
quarters of 1961, and the first quarter
of 1962 (April 1, 1961 through March
31, 1962). In addition, the wages of at
least $550 cannot be confined to only
one quarter of the base period—he
must have wages in at least two
quarters.
The unemployed person who cannot
meet this test in disqualified from re-ceiving
unemployment insurance.
There is one other wage qualifica-tion,
but it applies to the person who
exhausted or used all of his benefits
on a previous claim. In addition to
having the qualifying wages in his
base period, this claimant must have
been paid wages in covered employ-ment
since the start of his prior
claim of at least ten times his new
WITTMER
weekly unemployment insurance bene-fit
amount.
Depending upon the total amount of
wages the individual was paid during
his base period, he is entitled to a
weekly benefit amount of anywhere
from $12 to $35. Our next step is to
determine why the person is unem-ployed,
or to put it another way, why
he is no longer working at his last job.
If he lost his last job because of lack
of work (i.e., the employer had no more
work for him) he cannot be disquali-fied
for that reason. Unfortunately,
though, people become unemployed for
reasons other than lack of work, or to
phrase it a little differently, they are
not unemployed through no fault of
their own. To pay these people bene-fits
without any question would tend
to defeat the purpose of unemploy-ment
insurance. Therefore, the law
provides for certain disqualifications.
Voluntarily Quits
If it is determined that an unem-ployed
person voluntarily quit his last
employment without good cause attri-butable
to his employer, he is disquali-fied
from receiving benefits for a period
from four to 12 weeks (depending
upon the circumstances under which
he quit), and his maximum benefits
are reduced by the number of weeks
he is disqualified multiplied by his
weekly benefit amount. It does not
matter that the worker might have
had an excellent personal reason for
quitting. Example: the married woman
who quits to accompany her husband
to a new locality. If the employer was
not at fault in causing the employee to
leave the job a disqualification must
be imposed upon the claimant. The
only exception is the person who quits
because of personal illness or disabil-ity.
This is involuntary.
A similar disqualification of five to
12 weeks is imposed if it is found that
the unemployed person was discharged
from his last employment for miscon-duct
in connection with his work. If a
jobless person refuses without good
cause to accept a referral to suitable
work or refuses suitable work, he is
disqualified for a period of from four
to 12 weeks and his benefits reduced
accordingly.
If a person is out of work because
of a labor dispute where he is or was
last employed, he is disqualified from
receiving benefits for the duration of
the labor dispute. A person who is
seeking or receiving unemployment
insurance benefits under the law of
another state or the federal govern-ment,
or who is receiving wages in
lieu of notice or some other form of
severance pay, is disqualified for as
long as the disqualifying condition
exists. And a person is disqualified if
it is found that he is customarily self-employed
and can reasonably return
to self-employment.
Even if the reason for unemploy-ment
does not disqualify the claimant,
he must still meet certain eligibility
conditions. Unemployment insurance
cannot be paid to the jobless person
who is sick or disabled, or who is not
willing and ready to work, or who is
not trying to find a job. These eligi-bility
conditions are wrapped up in the
phrase, "he must be able to work and
available for work."
( Continued
)
ESC QUARTERLY
Unemployed During Vacation
As a condition of availability the
individual must have no unreasonable
restrictions which would prevent his
taking and accepting suitable work.
For example, he must be able to ar-range
for his transportation to and
from a job, and he must be willing to
accept work for which he is qualified
at the prevailing rate of pay in the
community where he lives. A person
who is unemployed because of a vaca-tion,
whether or not he is paid for
the vacation period, is not considered
available for work. This vacation pro-vision
is applicable, however, for not
more than two weeks for any one in-dividual
during any one year.
A woman who becomes unemploy-ed
because she is pregnant is not
eligible for unemployment insurance
from the time she becomes unem-ployed
for that reason until the child
is born. A woman who becomes un-employed
for any reason and is or
becomes an expectant mother is not
eligible for benefits during the three
month immediately preceding the
expected birth of her child and dur-ing
the three months following its
actual birth, provided the child lives.
We have reviewed exclusions from
coverage, base period wage qualifica-tions,
disqualifications because of rea-son
for unemployment, and the eligi-bility
conditions of "able to work and
available for work."
An employer's exclusions from
coverage is determined from the
examination of his account books and
i-ecords which reflect his business
operations. If the employer comes
within the defined exclusions written
into the law by the state legislature,
his workers are not insured. Base
period wage qualifications are a
matter of record. Covered employers
report wages paid to each individual
worker each calendar quarter, and
the records are on file in the Employ-ment
Security Commission's central
office in Raleigh. When a claim is
filed, those records are checked to
determine if the qualifications have
been met.
If an ESC interviewer taking a
claim finds a possible disqualifying or
ineligibility condition with respect
to a claimant's unemployment, he
refers the matter to a Claims Deputy
who conducts a hearing and makes a
decision. At the hearing, testimony
is taken and recorded under oath. All
parties concerned in the case are
given the opportunity to offer evi-dence
and are afforded appeal rights.
Approximately three out of every 100
claims filed go before a Claims De-puty
for a hearing.
We have one last form of disquali-fication
or "penalty" which is pro-vided
by law. If it is determined that
a person has lied or committed fraud
in an effort to obtain or increase
benefits to which he is not entitled,
he is prosecuted in the courts of the
state. If convicted of willful misrepre-sentation,
the claimant is not only
liable to fine or imprisonment but
also has all unemployment insurance
benefit rights cancelled for one year.
Another form of cancellation penalty
is imposed on a person who commits
larceny or embezzlement in connec-tion
with his employment. All of the
wage records for that person, up to
and including the quarter in which
the larceny or embezzlement occurred,
are cancelled and are not available to
him for unemployment insurance
purposes.
As used in this article the word
"disqualification" refers to anything
provided by law which will prevent
or bar a person from receiving un-employment
insurance.
Professional Club
Directs State's
Businesswomen
MARGARETTE CARPENTER
Steno III, ES Division
The National Federation of Busi-ness
and Professional Women's Clubs,
Inc., is the first and largest organi-gation
in the world created to serve,
and dedicated to the economic interest
of business and professional women.
It approaches the specific problems
of women, recognizing their inevitable
relationship to all social, political,
and economic progress. It creates
public opinion for employed women.
Its sphere of influence is continually
expanding, and has long been a major
force in developing the leadership of
American women.
Throughout North Carolina there
are 76 Clubs affiliated with the Na-tional
Federation. Our Federation
had its birth in Charlotte where a
small group of business and pro-fessional
women from Asheville,
Charlotte, Greensboro, Raleigh, Salis-bury,
and Winston-Salem met on
June 24, 1919, to organize the North
Carolina Federation of Business and
Professional Women's Clubs prepara-tory
to the formation of a National
Federation. Its purpose was to give
expression to the objects and program
of the Federation; to offer business
and professional women an opportun-ity
to help create better conditions for
women by the study of social, eco-nomic
and political problems; to give
its members an opportunity to parti-cipate
in community life and enrich
their social contacts through study
and recreation; to interpret and
CARPENTER
President,
Raleigh Professional Women
develop the Federation program; to
build its program around individual
community needs and interests with-in
national, regional, state and local
responsibilities.
Directs Club Work
As President of the Raleigh Club,
it is my duty to preside at all meet-ings
of the Club, Executive Commit-tee,
and Board of Directors. I am the
connecting link between the local
club and the State and National
Federation. Upon election as Presi-dent
I automatically became a mem-ber
of the Board of Directors of the
State Federation. In this capacity,
I am obligated to attend all State
meetings and to carry back to my
Club plans adopted at such meetings.
I represent the Club in the community
and attend all civic meetings and
other functions when invited to do
so. Since the Raleigh Club is a
member of the Raleigh Civic Council,
which is composed of the Presidents
of all Civic Clubs of Raleigh, I attend
this Council meeting once each month.
(In June Miss Carpenter was elected
Vice President of this Council . . .
Editor)
Another important group of duties
as BPW President, is to encourage
Club members' participation and at-tendance
at all meetings; to see that
all committees function continuously
throughout the year, and to direct the
Club work with the aid of other
officers and committee chairmen. The
State Federation takes great pride in
the erection of our State Head-quarters
Building at Chapel Hill
—
the first such headquarters building
erected by any of the many other
BPW Clubs. We are also proud
of the many projects in which
we have participated, and in such
a way have joined hands with other
women in countries around the globe
—See WOMEN'S CLUB, page 65—
10 ESC QUARTERLY
Veterans Employment Representative Charles Bradshaw (lett) of the New Bern local office of
the Employment Security Commission discusses veterans' employment with SSGT J. T. Steger,
USMC, who is in charge of the Career Counseling Center at the Marine Corps Air Station,
Cherry Point. At all major military bases about the State, VER's are actively helping discharged
servicemen find civilian employment. Most offices have veterans employment representatives.
Veterans Have Employment Service
Through Federal -State Cooperation
R. C. GODWIN
State Veterans Employment Representative
There is probably no single need
so important to an individual and his
family as a suitable job. The oppor-tunity
to earn a living is a prized
privilege of every American, a pri-vilege
worth fighting for. This state-ment
is true for all Americans, but
possibly has a bigger meaning for the
more than 23,000,000 veterans that
help to make up our country's popula-tion.
Instead of making plans for a
profession or a career in employment
during the most formative years of
their lives, they were serving in the
armed forces, learning skills they
would probably never use except in
the armed service. However, many
were fortunate because they gained
knowledge that improved their possi-bilities
of even more gainful employ-ment.
Nevertheless, all personnel had
to make the transition from the
armed services back to civilian life.
A large number of this group will
never regain their original place, and
may never work at their highest
potential skills, while on the other
hand a good number of this group
will become leaders in industry as
well as leaders of our country.
Congress Establishes EES
The "Veterans Employment Ser-vice"
of the U. S. Department of
Labor assures that every veteran re-ceives
the opportunity to work at his
highest skill. Established by Congress,
the VES was originally organized
after WW I for job placement of
WW I veterans. In 1930, offices in 30
metropolitan cities were opened ex-clusively
to work in veterans em-ployment.
In 1933, the federal-state
program of public employment ser-vice
was established with the Veterans
Employment Service being designated
the agency to serve veterans through
all state employment service offices.
A State Veterans Employment Re-presentative
was appointed in each
state to carry out the objectives of
this system. In 1944, Public Law 346,
known as the GI Bill for WW II vet-erans,
provided for the establishment
and operation of an effective job
counseling and employment place-ment
service for all veterans. In 1952,
Public Law 550 was passed to ex-tend
the same benefits to all Korean
veterans.
The ES is authorized by law to
supervise services rendered to veter-ans
through local state employment
offices. The agency has the responsi-bility
to carry out the policies of the
Secretary of Labor, and the policies,
procedures and objectives of the U.S.
Employment Service pertaining to
veterans.
The national policy set forth by the
Labor Secretary requires all local state
employment offices to give preference
and priority to qualified veterans on
job referrals, with top priority going
to disabled veterans. The employer
hires who he wants, but it is the res-ponsibility
of the local employment
office to first refer available and
qualified veterans for employment in-terviews.
Federally Appointed
State Veteran Employment Repre-sentatives
are federally appointed.
The Veterans Employment Service is
provided for veterans of all wars and
has no termination date. It is one of
the few major benefits not adminis-tered
by the Veterans Administration.
In order to insure preferential
treatment to veterans, a local Vet-erans
Employment Representative
(VER) is located in each employment
office. He protects veterans prefer-ence,
provides counseling, administers
aptitude tests and arranges inter-views
for veterans with potential
employers.
The importance of employment
benefits for veterans will become
greater in the years ahead. The
veteran population is growing older,
and it is becoming harder to place
the older veteran in gainful employ-ment.
Many WW I veterans are pretty
much out of the employment picture
now since their average age is above
68 years. WW II veterans average 42
years in age and they are beginning
to experience employment difficulties
common to the so-called older work-ers.
Evidently, individuals begin to
face age barriers in seeking employ-ment
after they have become 35 years
old. Average age of the Korean veter-an
is now 32 years, placing them in a
more favorable employment position,
one which will be favorable for the
next three to five years.
The rapid pace of technological
development, plus the widening im-pact
of automation, will intensify the
demand for workers with higher
skills, education and training. Veter-ans
in the labor market will have to
meet these demands if they are to
compete successfully for the favor-able
jobs in the years ahead.
The North Carolina Picture
In North Carolina our labor force
(Continued)
ESC QUARTERLY 11
includes a little over 1,000,000 men.
Veterans are over 46 percent of this
group. This is why in each of the 54
local Employment Security Commis-sion
offices we have a trained spe-cialist
who deals with all employment
problems of veterans in his respective
area.
Special services are rendered
veterans in each public employment
office with a local VER and others
trained to (1) find job opportunities;
(2) give priority in selection and
referral of qualified disabled veterans
and non-disabled veterans in filling
employer job orders; (3) give em-ployment
counseling; (4) give infor-mation
on veteran rights and benefits;
(5) acquaint veterans with services
available from other agencies and
make referrals accordingly; and (6)
give preferential treatment to vet-erans.
The excellent services rendered to
the able and disabled veteran in
North Carolina is exemplified by the
large number who have applied to us
in the last five years for work, and bjy
the large percentage of those who
have been placed on jobs. The total
number of veterans who came to us
seeking employment during the past
five years was 152,272. From this
number we placed 119,658. Disabled
veterans fared even better, and from
12,254 new applications we were able
to place 10,688.
As a group veterans have done well
where employment is concerned. On
the other hand there are still isolated
areas where persistent unemployment
exists, and many veterans are not
working at their highest skills. In
these changing times large numbers
of veterans will have to change their
occupations due to the ever growing
complexity of industrial machines.
Many will be required to obtain new
skills as the technology becomes more
involved. Retirees are being separated
from the armed services. Many vet-erans
become handicapped by accident
or disease and will have to readjust
themselves to new jobs.
Work Force Crowing
During this decade there will be a
significant increase in the number
of individuals participating in the
state's work force due to the in-crease
in population. Children born
in the immediate post WW II period
will be entering the work force. And
with the advances being made in
scientific and technical know-how,
we can readily see a challenge to
veterans employment. Therefore, it
seems that the veteran, in order to
maintain or even compete in the labor
force, will need to (1) improve his
competence, (2) develop a sense of
purpose and pride in his job, and (3)
take advantage of all training op-portunities.
What are some of the services pro-vided
by local public employment
offices?
To the employer—complete place-ment
service, finding the right person
for the right job, recruitment of all
types, test-selecting applicants where
needed, and a manpower aid to help
lower turnover.
To the job-seeker—placement serv-ice
devoted to finding the most suit-able
job, employment counseling, in-cluding
aptitude testing and providing
current information on job oppor-tunities.
To the community—a contributor to
economic health by shortening periods
of unemployment, by matching the
jobless worker with the idle machine
or empty desk. The local employment
office provides dependable labor mar-ket
information to help community
groups plan for the future and at-tract
new industry. It places at the
disposal of the community skills,
techniques and manpower.
Jack Of All Trades
The local VER participates in these
services rendered the community. He
is an employer relations man, a
liaison man between organizations
and other agencies. He is a friend to
the veteran and his family—to the
veteran's widow and orphaned chil-dren.
The VER is available to VA
hospitals, armed forces separation
centers, handicapped worker com-mittees,
older worker committees,
united appeal drives and child wel-fare
programs. A dedicated person
trained by the Veterans Employment
Service and the Employment Security
Commission, the VER takes pride in
his responsibility to the community.
He assists all veteran organizations in
promoting projects affecting veterans,
especially if it ultimately leads to the
prized privilege of job satisfaction.
MDTA
—Continued from page 4
—
On August 27 a Federal Inter-
Agency Review Committee met in
Raleigh to consider the training pro-posals
that had been submitted. On
this committee were representatives
of the Bureau of Employment Se-curity,
Health, Education and Welfare
and the office of Automatic Man-power
and Training. Six proposals
were reviewed and five of the six were
found "approvable" by the committee.
The one proposal that was not "ap-provable"
required some revision in
the format of the course. The five
"approvable" proposals were for-warded
to regional and national offices
for final approval and are now in
process of receiving this approval.
It is evident that the provisions of
the Manpower Act will be very help-ful
in providing training for those
occupations that usually experience
shortages of skilled workers. There
are no geographic limitations under
the Act, and, therefore, any area may
benefit from its coverage. In those
areas that qualify for benefits under
the Area Redevelopment Act, the
training provisions may be supple-mented
by the Manpower Act.
The participating agencies in
North Carolina are ready to start any
program that receives final approval.
Experience gained in the develop-ment
of the first proposals will be
invaluable in complying with re-quirements
on proposals which will be
submitted in the future.
R. C. Godwin (left) State Veterans Employment Representative discusses veterans' services with
Asst. State VER, Marvin Burton. Godwin has directed the Federal-State Veterans Employment
Service since his appointment by the Secretary of Labor in 1939. His contribution to employment
of veterans has been unusual and outstanding throughout the years. A long-time member of
the American Legion and WW I veteran, Godwin and other Legionnaires were active in pro-moting
the Gl Bill of Rights after WW II, and Act "which helped the Country through an
economic boom instead of the predicted bust." Burton was appointed from the Charlotte ESC.
12 ESC QUARTERLY
o€o GtooacGiD
By W. R. SMITH
Food Industries Specialist, Commerce & Industry Division, Department of Conservation & Development
North Carolina can readily become
the "foodbasket" of the East. Cen-trally
located on the Eastern sea-board,
the State has easy access to
vast metropolitan markets and equal-ly
easy access to sources of supply.
Abundant natural resources, modern
transportation systems, a progres-sive-
minded citizenry, and a reputa-tion
for good government are assets
upon which the State can and is
building a sound food processing in-dustry.
Governor Terry Sanford has public-ly
acknowledged on many occasions
that one of this State's most apparent
potentials lies in the province of food
processing. He has given his words
substance by pledging state govern-ment's
resources to bring this poten-tial
to reality. The accord of other
state leaders with this decision is
evidenced by recent administrative de-velopments
within state agencies. A
Department of Food Science has been
created at N. C. State College, which
brings under one administrative head
all college functions of research,
academic instruction, and extension
activities pertaining to food proces-sing.
The Department of Conserva-tion
and Devolopment has established
a Food Industries Section within the
Division of Commerce and Industry,
which will devote its full efforts to the
development of the food processing
industry. The work of these two
agencies is highly coordinated with
the N. C. Department of Agriculture,
with production specialists at N. C.
State College, and with county agri-cultural
agents.
In appraising North Carolina's
potential in food processing, we should
not overlook the economic contribu-tion
to the State of existing food pro-cessing
plants. As shown by the ap-pended
table, approximately 36,000
persons are currently employed by
the food industry in the state, with
an annual payroll in excess of $147,-
000,000. It is quite significant that
this amount of payroll enabled the
industry to add $347,000,000 of value
to the farm products processed.
Natural Advantages
North Carolina has soils especially
suited to production of crops and
livestock. Current production in-cludes
25 vegetables and 7 fruits suit-able
for processing. Soils vary from
the mountains to the coast, and in-clude
sizable acreages of any desired
type. Recently drained tracts along
the coast contain organic or mucky
type soils. The vast fertile coastal
plains abound in rich loams or sandy
loams. The Piedmont area consists
principally of clay loams and silty
loams, while the mountain valleys
contain much rich bottom land. All
of these soils are capable of produc-ing
high yields of superior quality
produce.
The climate of North Carolina is a
definite asset. Practically all of the
state lies in the warm temperature
belt which is so well suited to pro-duction
of food crops. The growing
season extends from 150 days in the
higher reaches of the mountains to
280 days along the extreme coastal
region. Many areas can easily sustain
two crops per year. A fairly evenly
distributed average rainfall of 50
inches permits the production of
crops without supplemental water in
most years. However, the plentiful
supply of water makes irrigation an
important insurance factor to cost-conscious
farmers.
The temperate climate of the State
offers many advantages for the pro-duction
of livestock and poultry.
Year-round grazing and minimal
housing requirements cut the expense
of producing poultry, eggs, beef, and
pork, in comparison to many areas.
North Carolina, with the longest
seacoast of any state fronting on the
Atlantic Ocean, has extensive fishing
grounds, both in the ocean and in the
inland bays and sounds. These areas
abound in fish and shellfish, and for
years have provided a livelihood for
many fishermen.
Approximately halfway between
New York and Miami, North Caro-lina
is within easy transportation
reach of half the existing population
of the United States. Perhaps even
more important, North Carolina is
near the center of one of the fastest
growing markets in the country, where
per capita income has risen rapidly in
recent years. This central location
makes possible an extended processing
season for earlier maturing crops to
the south of us and later maturing
crops to the north of us, in addition
to local production with a minimum of
transportation being required.
Man-Made Advantages
North Carolina is a recognized lead-er
among the states in the construc-tion
of highways. Interstate, primary,
and secondary hard-surfaced roads in-terlace
the State to connect it with all
areas of the country. The State has
the best system of farm-to-market
roads in the nation. Along with the
roads, more motor carriers operate in-to,
out of, and through North Carolina
than any other state in the nation.
Two deep-water sea ports connect
North Carolina with the world.
Twenty feeder ports along the Inland
Waterway, rivers and sounds, with at
least 12 feet of water, handle a great
tonnage on smaller vessels.
Rail and air services in North Caro-lina
are excellent with six major oper-ations
in both fields.
The many modes of transportation
available make it possible for food pro-cessors,
or other manufacturers, to
exercise freedom of selectivity in tran-
( Continued)
ESC QUARTERLY 13
sporting both product and personnel.
Transportation facilities coupled with
central location make the state and its
industry close to sources of supply for
raw materials, as well as markets.
Perhaps just as important, industry is
close to the manufacturers of indus-trial
equipment, thus being able to
avoid costly down-time while awaiting
replacement parts.
Paramount among North Carolina's
man-made advantages is its govern-ment,
for the State has built a govern-ment
noted for its stability, fiscal
soundness, and service to its people.
North Carolina alone, of the South-eastern
states, enjoys a AAA-1 rating
for its bonds. The State has next to
the lowest number of state and local
government employees per 1000 popu-lation
of all the states; yet it is noted
for its excellence and leadership in
highways, law enforcement, education,
agriculture, research, technology, and
as a matter of fact, North Carolina
ranks among the top 10 states in
quality of services to its people.
Existing Food Industry
Outstanding among existing food
industries in North Carolina is the
dairy industry. Just a few years ago
the State had a deficit milk production.
Now we have an industry producing
slightly more than our population con-sumes.
With this growth has come the
construction of some of the most
modern dairy plants to be found any-where.
The efficiency of these plants
is far better than the national aver-age,
in contrast to just a few years
ago when the cost for bottling milk and
packaging other dairy products in
North Carolina far exceeded the na-tional
average. A striking innovation
in this field has been the development
of equipment to effectively remove
objectionable odors in milk by North
Carolina State College. The modern
dairy industry in North Carolina today
employs 6000 people, adds an annual
payroll of $33,000,000 to our economy,
and adds $96,000,000 to the farm value
of products processed.
Research and experimentation are synonom-ous
with food processing, such as the devel-opment
of new products from sweet potatoes
(above) and the development of the country
ham business. There are over 200 companies
in the state now processing country hams.
North Carolinians have for decades
cured their own hams for home con-sumption.
Country-cured hams have
come to be known as delicacies, es-pecially
by urban dwellers only one
generation removed from the farm.
Within the past 5 to 10 years, a coun-try
ham industry has been developed
in North Carolina to meet the demands
for this food. No one operator is ex-tremely
large, but over 200 firms are
now engaged in this business, and the
State now leads the nation in the sale
of country hams. The hams they sell
STATUS OF FOOD INDUSTRY IN NORTH CAROLINA
Food
Industry
Number of
Plants
Gross
Sales
(Million)
Farm
Income
(Million)
Value Added
by Processing
(Million)
Number Payroll
Employees (Million)
(Thousand)
Poultry 1 65 205 170 35.0
Dairy 1 98 160 64 96.0
Fruits & Vegetables 1 40 35 10 25.0
Meat1 150 193 122 71.0
Country ham 200 25 15 10.0
Seafood 1 190 17 8 9.0
Flour & Meal- 81 5.5
Bakeries1' 94 41.0
Confectionaries-' 12 1.2
Beverages" 147 35.0
Other Food Prep.1' 158 18.5
1 Estimated Jan. 1962 from data supplied by
U.S.D.A., N.C.D.A., N. C. State College,
4.7 17.0
6.0 33.0
1.8 10.0
7.0 36.0
1.0 4.0
2.0 .6
.8 2.5
5.6 20.0
.3 .6
4.3 16.0
2.5 7.3
N.C.D.C.D.
2 U.S.D. Commerce—1958 347.2 36.0 147.0
are even better than the ones "Grand-pa"
used to cure in his smokehouse,
for the ham curers are producing their
products under scientifically con-trolled
conditions as outlined by N. C.
State College in a way that insures
uniform quality at all times.
The pickle industry in North Caro-lina
is the second largest in the nation.
This industry has been with us for
some time, but it has. been a progres-sive
and growing industry. Built
around contract agreements with
farmer producers, it can serve as a
guide to further food processing in-tastries
for the state based on sound
business agreements between proces-sor
and producer with an assurance of
just and fair returns to labor and
capital for both parties.
Poultry processing in North Caro-lina
has grown by leaps and bounds,
and now we rank 4th in the nation in
production of ready-to-cook-poultry.
North Carolina now ranks second
in the production of sweet potatoes.
The state has several plants that are
canning sweet potatoes and has
pioneered in the development of sweet
potato flakes, dehydrated sweet potato
product aimed at the modern market
demand for convenience foods. It is
reconstituted easily and quickly into
souffles and pies of exceptional quality.
Processing Potential
North Carolina producers of food
crops have in the past relied heavily
—
almost exclusively—-on the fresh mar-ket
for their sales. Poultry production
used to be a family project, but recent
years have shown a tremendous
surge to supply the demand for ready-to-
cook birds. Most of our seafood
catch has been sold fresh with a mini-mum
of processing or preparation.
Much of our livestock production has
been for home consumption. There will
always be some demand for these fresh
products, but the seasonal gluts,
characteristic of fresh produce, com-bined
with slackening demand, make
production for these markets a high-risk
venture unpalatable to sound
businessmen, and farmers are fast be-coming
just that. Also, modern house-wives
are no longer disposed to spend
long hours in a hot kitchen cooking
fresh foods. They want items that are
quick and easy to fix—the "heat and
serve" type item. As a matter of fact,
62$ of each food dollar they spend
goes for processing, packaging, trans-portation,
and advertising of products,
while only 38$ goes for the actual
product itself. North Carolina pro-duces
a lot of food—it gets its share
of the 38$ market. There is no reason
that we cannot also get our portion of
62$ market as well. Our portion of
that market should be tremendous.
Apple production in North Carolina
runs to 3,250,000 bushels per year or
—See NATURAL, page 26—
14 ESC QUARTERLY
FOOD PROCESSING INDUSTRIES IN NORTH CAROLINA
Taken From Employer's Quarterly Reports, 2nd Quarter, 1962
The listing- of food processing- in-dustries
on the following four pages
is taken from the Quarterly Wage
and Contribution cards in the machine
records section of the Employment
Security Commission's central office in
Raleigh. Punch cards are prepared
from employers' Quarterly Wage and
Contribution Reports which are sub-mitted
each quarter.
The industries you see listed by
counties are all those covered by the
State's Employment Security Law,
classified as food processors. These
companies employ four or moi'e work-ers
for 20 calendar weeks, so they
are liable for contributions under the
State's employment security program.
They comprise an estimated 90 per-cent
of the total food processing group
in North Carolina.
To conserve space, all bottling com-panies
were purposefully deleted be-cause
the major soft drink bottlers
have scores of plants placed in com-munities
from one end of the State to
the other. You will also note that
several companies have out-of-State
locations, meaning that quarterly re-ports
are submitted by the employers'
headquarters outside North Carolina.
According to the Standard Indus-trial
Classification manual, food pro-cessors
are classified in these groups:
Meat Products; Dairy Products;
Canning and Preserving Fruits, Vege-tables
and Sea Foods; Grain Mill
Products; Bakery Products; Sugar;
Confectionery and Related Products;
Beverage and Miscellaneous.
ALAMANCE COUNTY
Acme Feed Co., Inc Burlington
Mebane Flour and Feed Mebane
Burlington Ice Co Burlington
Barnhardts Salad Co Burlington
Star Food Prod., Inc Burlington
Burlington Poultry Burlington
Holt Milling, Inc Burlington
Hornadays Abattoir Snow Camp
Melville Dairy, Inc Burlington
ALEXANDER COUNTY
Hiddenite Milling Co Hiddenite
FCX Poultry Product Hiddenite
Watson Milling Co Taylorsville
ANSON COUNTY
Allen Milling Co Wadesboro
Home Milling Service Wadesboro
ASHE COUNTY
National Dairy Prod. Corp. Jefferson
BEAUFORT COUNTY
Blue Channel Corp Belhaven
Maola Ice Cream Co Washington
Washington Packing Washington
L. H. Johnson Son, Inc Pantego
Washington Beverage Washington
J. H. Moss Industries Washington
Burbage Clayton Belhaven
Colonial Ice Co Washington
Williamson Oyster Aurora
J. D. Guthrie Washington
Belhaven Feed Mills Belhaven
Toppings Country Sausage Pantego
Pamlico Warehouse Washington
BERTIE COUNTY
Clyde E. Moore and Co Windsor
Anna Myers Pure Food Garfield, N. J.
Whitehead Milling Co Windsor
Moore Ice Co Windsor
Perry Wynns Fish Co Colerain
Standard Brands, Inc Aulander
BLADEN COUNTY
Sachs Nut, Inc Dublin
Producers Hatch Egg Bladenboro
BRUNSWICK COUNTY
Brunswick Navigation Southport
BUNCOMBE COUNTY
American Service Co Asheville
Biltmore Dairy Farm Biltmore
Colonial Baking Co Asheville
Town House Doughnut Asheville
Evans Poultry Bouse Asheville
Gold Dot Foods, Inc Asheville
Simpson Brothers Asheville
Craggy Milling Co Asheville
Asheville Packing Co Asheville
Appalachian Milling Asheville
Earl Chesterfield Asheville
Crown Jewel Corp Asheville
Carter Feed Co Weaverville
Asheville By Product Greensboro
Gerber Products Co Asheville
Coble Dairy Product Asheville
Arcadia Dairy Farms Arden
BURKE COUNTY
National Dairy Prod Asheville
Waldensian Bakeries Valdese
Breeden Poultry & Egg Morganton
Mountain Ice, Inc Morganton
Burke Farmers Coop Morganton
CABARRUS COUNTY
Cabarrus Creamery Co Concord
Carolina Cake Co., Inc Concord
Priebe & Son, Inc Chicago, 111.
Cookes Packing Plant Concord
S & D Coffee, Inc Concord
Golden Crust Bakerys Kannapolis
McCoy Feed & Seed Co Midland
Mt. Pleasant Milling Mt. Pleasant
Concord Bottling Works Concord
The Bake Shop Kannapolis
CALDWELL COUNTY
Granite Bottling Works Grantie Falls
Dixie Do Nut Co Lenoir
CARTERET COUNTY
Beaufort Ice Co Beaufort
Carteret Ice & Coal Morehead City
T. B. Smith Davis
T. A. Taylor Sea Level
Carteret Quick Freeze Beaufort
Seashore Packing Co Beaufort
Luke T. Dudley Morehead City
Willis Brothers, Inc Williston
Wallace Fisheries Co Morehead City
Beaufort Fisheries Beaufort
The Fish Meal Co., Inc Beaufort
R. W. Taylor and Co Morehead City
Standard Products White Stone, Va.
CASWELL COUNTY
Matkins Meat Process ... Gibsonville
CATAWBA COUNTY
Hickory Packing Co Hickory
Catawba Coop. Dairy Hickory
Try One Sandwich Co Hickory
Hickory Feed Mills Hickory
Johnson Milling Co Hickory
Triangle Sausage Co Hickory
Saint Albans Grain Waltham, Mass.
Bost Bakery, Inc Hickory
Midstate Mills, Inc Newton
Newton Oil Fertilizer Newton
CHATHAM COUNTY
Siler City Mills Siler City
Pittsboro Poultry Co Pittsboro
Webster Poultry Co Pittsboro
Siler City Ice Siler City
Goldston Feed Mills Goldston
Poultry Processors Siler City
C. C. Routh Mills, Inc Bonlee
Webster Products, Inc Pittsboro
Siler City Poultry Exchange Siler City
CHEROKEE COUNTY
Mountaineer Bakery Murphy
Truman L. McNabb Murphy
Andrews Feed & Egg Andrews
CHOWAN COUNTY
Waff Bros. Fishery Edenton
Morris & Hinton Hobbsville
Barrow Bottling Edenton
North Eastern Milling Edenton
Seabrook Blanching Edenton
Chowan Processing Tyner
Home Feed Fertilizer Edenton
Jimbos Jumbos, Inc Edenton
M. J. Tynch Edenton
CLAY COUNTY
Hayesville Milling Hayesville
A. J. Armstrong Co Hayesville
Coble Dairy Product Brasstown
CLEVELAND COUNTY
Bost Bakery, Inc Shelby
Eagle Roller Mill Shelby
Norris Packing Co Shelby
Waldensian Bakeries Shelby
Joy Cream Doughnut Shelby
B. P. Jenkins & Son Shelby
Quality Sandwich Co Kings Mountain
Ray McKee Shelby
Cleveland Sandwich Boiling Springs
A. M. Boggs & Sons Fallston
Superior Feed Mills Grover
Carnation Co., Inc Shelby
Pearls Poultry, Inc Shelby
Tasty Cream Bakery Boiling Springs
Shaw Poultry Co., Inc Shelby
ESC QUARTERLY 15
Kings Mt. Cotton Oil Kings Mountain
Carolina Dairy, Inc Shelby
COLUMBUS COUNTY
Hills Ice Cream Co Whiteville
Thompson Abattoir Whiteville
Dixie Grain & Feed Chadbourn
Gurganus Farm Supply Whiteville
Tabor City Foods, Inc Tabor City
Pavne Sausage, Inc Chadbourn
CRAVEN COUNTY
Atlantic Co., Inc New Bern
The Orringer Pickle New Bern
Maola Milk & Ice Cream New Bern
New Bern Provision New Bern
Luptons Cannery New Bern
Debbies Sandwich Co New Bern
Craven Rendering Co New Bern
Do Nut House Havelock
Craven Deviled Crab New Bern
Tastee Sandwich Co New Bern
CUMBERLAND COUNTY
Fayetteville Ice & Fuel Co Fayetteville
Cole Milling Co Fayetteville
American Bakeries Co Fayetteville
G. L. Draughon Abattoir Fayetteville
Blue Ribbon Food Co. Fayetteville
Central Farm Center Fayetteville
Colonial Ice Co Fayetteville
McNeill Poultry Co Fayetteville
Dandy Sandwich Shop Fayetteville
Larrys Oid Fashion Fayetteville
Cape Fear Feed Prodt Fayetteville
Best Sandwich & Bakery Charlotte
Sanford Milling Co Fayetteville
Sycamore Dairy Fayetteville
Coble Dairy Product Fayetteville
DARE COUNTY
Nags Head Ice & Coal Nags Head
DAVIDSON COUNTY
Hinkle Milling Co Thomasville
Fritts Packing Co Lexington
Piedmont Candy Co Lexington
Guilford Dairy Assn Thomasville
Mobile Milling Service Thomasville
Bost Bakery, Inc Thomasville
Parker Pie Co., Inc Lexington
Standard Brands, Inc Lexington
FCX Poultry Product Lexington
Welcome Milling Co Welcome
Davidson Meat Pack Lexington
Peaces Poultry Co Thomasville
Carolina Seafood Lexington
Coble Dairy Product Lexington
DAVIE COUNTY
Mocksville Feed Mill Mocksville
Mocksville Ice Mocksville
J. P. Green Milling Co Mocksville
DUPLIN COUNTY
Wallace Feed Mill Wallace
Char. F. Cates & Sons Faison
Wallace Pickle Co Wallace
Wallace Ice and Coal Wallace
B & R Frozen Foods . Wallace
Coastal Plain Mill Rose Hill
Fussells Abattoir Wallace
Rose Hill Poultry Rose Hill
Simmons Grain & Feeds Albertson
Ramsey Feed Co., Inc. Rose Hill
R. D. Jones Pkg. Co Faison
DURHAM COUNTY
Davis Baking Co Durham
Elec. Ice & Fuel Co Charlotte
Durham Sandwich Co Durham
W. S. Tally Gro. Store Durham
Royal Sandwich Durham
Broadway Foods, Inc Durham
Coles, Inc. Durham
Royal Ice Cream Co Durham
Long Meadow Farms Durham
Colonial Ice Co ' Durham
Garrards Country Sausage Durham
The Bottling Co Durham
Raleigh Beverage Co Durham
Austin Heaton Co Durham
Jones Poultry Durham
Durham Dairy Prodvct Durham
Central Carolina Farmers Durham
EDGECOMBE COUNTY
The Cake Box, Inc Rocky Mount
Z. B. Bulluck, Inc Rocky Mount
Henderson Mims Grain Tarboro
Colonial Ice Co Rocky Mount
Super Feed & Grain Tarboro
Meadow Brook Meat Co Rocky Mount
B & B Food Co Rocky Mount
Planters Cotton Oil Rocky Mount
Peacock Meat Co., Inc .' Rocky Mount
Meadow Brook Dairy Rocky Mount
FRANKLIN COUNTY
Youngsville Milling Youngsville
Franklin Milling Co Louisburg
Murphy House Louisburg
GASTON COUNTY
Jones Bro. Bakery Winston-Salem
Lewisville Roller Lewisville
Winston Poultry Co . . Winston-Salem
Royal Cake Co., Inc Winston-Salem
T. W. Garrer Food Co Winston-Salem
Krispy Kreme Donut Winston-Salem
Lingle Bakery, Inc Winston-Salem
Krispy Kreme DoNut Winston-Salem
Arden Farms Packing Clemmons
Dobys Bakery, Inc Winston-Salem
A merican Bakeries Co Winston-Salem
Made Rite Sandwich Winston-Salem
Clemmons Milling Co Clemmons
Twin City Packing Co Winston-Salem
Holly Poultry Co Winston-Salem
r armers Cooperative : Winston-Salem
Deweys Bake Shop Winston-Salem
Moravian Cookie Shop Winston-Salem
B & G Pie Co., Inc Winston-Salem
Lawson Sandwich Co Winston-Salem
Northwest Bev. Co., Inc Winston-Salem
H. C. Pie Co., Inc Rurai Hall
Katzin Brothers, Inc Winston-Salem
Biltmore Dairy Farm Winston-Salem
National Dairy Products Winston-Salem
Grocers Baking Co Gastonia
Gastonia Ico Cream Gastonia
Leigh Food Prod., Inc Gastonia
Alexs Doughnut Co Dallas
Stewart & Long Gastonia
Gaston Sausage Dallas
Creamline Dairy Dallas
Colonial Ice Co Gastonia
Car. Sou. Processing Greensboro
Sunrise Dairy, Inc Gastonia
City Ice Cream Co ; Gastonia
Cline Land Dairy, Inc Cherryville
Montbell Ice Fuel Belmont
GATES COUNTY
Gates County Ice Gatesville
Wright Milling Co Hobbsville
GREENE COUNTY
Pine State Creamery Oxford
J & H Milling Co Walstonburg
Snow Hill Milling Co Snow Hill
Walstonburg Milling Walstonburg
GUILFORD COUNTY
Jones Brothers Bky Greensboro
North State Milling Greensboro
Clinard Milling Co High Point
Sou. Bakeries Co., Inc Greensboro
Lindale Dairy Corp High Point
Guilford Dairy Coop Greensboro
Wafco Mills, Inc Greensboro
W. A. Davis Milling Co High Point
Neese Sausage Co Greensboro
Curtis Packing Co Greensboro
Dicks Ice Cream Co Greensboro
The Borden Co., Inc High Point
Ward Baking Company New York, N. Y.
Stevens Bros Poultry Greensboro
Morgan & Sons Poultry Greensboro
American Bakeries Co High Point
Interstate Bakeries Kansas City, Mo.
Elite Bakery High Point
Central Ice & Coal High Point
Griffin Baking Co Greensboro
Krispy Kreme Doughnut Greensboro
Piedmont Pie Co., Inc Greensboro
Mother Murphys Lab Greensboro
American Bakeries Co Atlanta, Ga.
A. J. Schlosser & Son Greensboro
Bamby Bakers, Inc Greensboro
Security Mills Climax
Todd Quaker Donut Co Atlanta, Ga.
Modern Poultry, Inc High Point
Julian Milling Co Julian
Colonial Ice Co., Inc Greensboro
Skeen Packing Co High Point
Made Rite Sandwich Greensboro
Glenwood Pastry Shop Greensboro
Florida Bakery Greensboro
Gladiola Biscuit Co. Greensboro
Canada Dry Greensboro
Lassiter Packing Co. High Point
Greensboro Meat Spl Greensboro
Pet Milk Co Greensboro
Fleetwood Coffee Co Chattanooga, Tenn.
Frito Lay, Inc Dallas, Texas
Car By Products Co Greensboro
C. H. Processing Corp Greensboro
Guilford Meat Process Greensboro
Swift & Co., Inc Greensboro
West End Ice Cream Greensboro
Chandlers Wholesale Greensboro
HALIFAX COUNTY
Gregory Caudle Halifax
A & B Milling Co Enfield
Lindale Dairies, Inc Roanke Rapids
Daily Maid Sandwich Roanoke Rapids
Williams Milling Co. Enfield
Bradley Milling Co Hobgood
Colonial Ice Co Roanoke Rapids
Planters Cotton Oil Scotland Neck
Bunting & Harrell Scotland Neck
HARNETT COUNTY
Lillington Roller Lillington
H. P. Cannon & Son Bridgeville, Del.
Wimberly Feed Mill Angier
The Wellons Corp Dunn
Pine State Creamery Dunn
Dunn Ice & Fuel Co Dunn
HAYWOOD COUNTY
Pet Milk Co Waynesville
T6 ESC QUARTERLY
HENDERSON COUNTY
Thompson Produce Co Hendersonville
McFarlan Food Shop Hendersonville
Community Mill, Inc Hendersonville
Kalmia Dairy Coop Hendersonville
HERTFORD COUNTY
Ahoskie Ice Coal Co Ahoskie
Chowan Milling Co Como
Revelle Grain Co Murfreesboro
HOKE COUNTY
Upchurch Milling Raeford
Hoke Oil Fertilizer Raeford
STATE WIDE
Armour & Co Chattanooga, Tenn.
STATE WIDE
American Service Co Atlanta 1, Ga.
STATE WIDE
Sou. Bakeries Co., Inc Atlanta, Ga.
STATE WIDE
Carnation Co., Inc Los Angeles, Calif.
STATE WIDE
Standard Brands, Inc New York, N. Y.
IREDELL COUNTY
Mooresville Ice Cream Mooresville
Mooresville Flour Mooresville
Statesville Flour Statesville
Cooperative Mills Statesville
Sou. Bakeries Co., Inc Statesville
Statesville Packing Co Statesville
Star Milling Co., Inc Statesville
Carnation Co., Inc Statesville
Statesville Beverage Statesville
Union Grove Milling Union Grove
Rowan Coop. Dairy Inc Mooresville
City Abattoir Statesville
Veterans Grease & Tallow Harmony
JACKSON COUNTY
Walter Bradley Pack Dillsboro
JOHNSON COUNTY
Worleys Beverage ;
Selma
Carolina Packers, Inc Smithfield
Gurley Milling Co Princeton
Gurley Milling Co. Selma
Holt Farm Center, Inc Smithfield
Benson Feed Mills Benson
H. N. Wilson & Son Wilsons Mills
Fays Sandwich Co Smithfield
Selma Soybean Corp Selma
Rains Milling Co Princeton
Canaday Feed Co., Inc Four Oaks
Benson Ice & Coal Co Benson
J. W. Atkinson Selma
Stevens Sausage Co Smithfield
The Pine Level Oil Pine Level
LEE COUNTY
J. W. Eshelman Sons Sanford
A. M. Cooke Sanford
Broadway Roller Mill Sanford
Grantham Provision Sanford
Stevens Milling Co Broadway
Patterson Packing Co Sanford
LENOIR COUNTY
Dainty Maid Bakery Kinston
Davis Mill Seven Springs
Hines Ice Cream Co Kinston
Harvey C. Hines Co Kinston
Lakeside Mill Kinston
Eason Milling Co La Grange
Colonial Ice Co Kinston
Hardy Milling Co La Grange
Strebs Bakery Kinston
Davis Milling Co Deep Run
Farm Service Co., Inc Pink Hill
Leco Feed Mills, Inc Kinston
P. L. Nethercutt Kinston
Carolina Dairies, Inc Kinston
LINCOLN COUNTY
Banner Roller Mill Lincolnton
Lincoln Milling Co Lincolnton
Baxter Poultry Co Vale
MACON COUNTY
Hudson Poultry Prcn Iron Station
Franklin Frozen Food Franklin
Nantahala Creamery Franklin
MARTIN COUNTY
Williamston Packing Williamston
Martin Feed Mills Williamston
Robersonville Pack Robersonville
Austin Farms, Inc Robersonville
Martindale Foods, Inc Williamston
Mcdowell county
Bost Bakery, Inc Marion
MECKLENBURG COUNTY
Interstate Milling Charlotte
Sou. Bakeries Co., Inc Atlanta, Ga.
Atlantic Co., Inc Charlotte
Swift & Co., Inc Charlotte
Biltmore Dairy Farm Charlotte
Schoenith. Inc Charlotte
Ralston Purina Co Charlotte
Speas Co Kansas City, Mo.
Lance, Inc Charlotte
Car. Cheerwine Botl Charlotte
Tenner Bros., Inc Charlotte
OBoy Sandwich Co Charlotte
J and J Candy Co Charlotte
Maryland Baking Co Charlotte
American Bakeries Co Charlotte
Krispy Kreme Doughnut Charlotte
Mecklenburg County Charlotte
Charlotte Abattoir Charlotte
Stewarts In Fra Red Charlotte
C & T Refinery, Inc Charlotte
Carolina Creme Donut Charlotte
Griffin Foods, Inc Greensboro
Car Foods. Inc Charlotte
Foremost Dairies, Inc Charlotte
General Mills, Inc Minneapolis, Minn.
Swinson Food Produce Charlotte
Golden Crust Bkys Charlotte
The Dinner Bell Co Charlotte
Jacks Cookie Corp Charlotte
Southeastern Poultry Charlotte
Pet Milk Co Charlotte
Queen Pie Co Charlotte
Murray Chocolate Co Charlotte
Mitchum, Inc Charlotte
T & H Distr., Inc Charlotte
The Borden Co., Inc New York, N. Y.
Russell Corp Charlotte
A. H. & S. M. Wilson, Inc Huntersville
Stein Hall & Co •New York, N. Y.
Harvey B. Hunter Dairy Charlotte
National Dairy Prdt Charlotte
B & H Foods, Inc Charlotte
MONTGOMERY COUNTY
Montgomery Dairy . Troy
MOORE COUNTY
City Products Corp Chicago, 111.
Rouths Poultry Co Robbins
Purvis Poultry Co Parkwood
Aberdeen Packing Co Aberdeen
N. B. Reynolds Robbins
Parkwood Milling Co Carthage
Colonial Poultry Co Robbins
Parker Meat Co Vass
Car Poultry Plant Pinehurst
NASH COUNTY
S. L. & W. W. Edwards Spring Hope
Carbisco Flour Feed Rocky Mount
Scruggs Poultry Farm Rocky Mount
American Bakeries Co Rocky Mount
Ward Baking Co., Inc Rocky Mount
Gorham Milling Co Rocky Mount
Anne's Donut Shop Rocky Mount
Tar River Ice Co Rocky Mount
Boddie Milling Co Nashville
Braswell Milling Co Nashville
Rocky Mount Feed Mill Rocky Mount
Glover Milling Co Bailey
Maola Milk & Ice Rocky Mount
Bailey Feed Mills Bailey
NEW HANOVER COUNTY
Boyle Ice Co. of Del Chicago, 111.
American Molasses Wilmington
Electric Bottling Co Wilmington
Rose Ice Coal Co Wilmington
Table Talk Bakery Wilmington
Mallards Sandwich Shop Wilmington
American Bakeries Co Wilmington
Wilmington Packing Wilmington
Foxs Royal Bakery Wilmington
Tasty Pastry Bakery Wilmington
Cape Fear Cold Storage Wilmington
Dandy Sandwich Shop Wilmington
Wanets Sausage Co Wilmington
Carolina Treet, Inc Wilmington
Cake Box Wilmington
Krispy Kreme Donut Wilmington
Meeks Sandwich Co Wilmington
Gorman Rendering Co Wilmington
Johnson Sandwich Shop Wilmington
Echo Farm ... W'lmington
National Dairy Prod Wilmington
NORTHAMPTON COUNTY
Rich Square Coal Ice Co Rich Square
Farm Service Center, Inc Rich Square
ONSLOW COUNTY
Jacksonville Ice Co Jacksonville
Pecks Bakery Jacksonville
Carters Packing Co Richlands
Catherine Lake Feed Richlands
Mills & Brown Supply Richlands
ORANGE COUNTY
Piedmont Packing Co Hillsboro
Walker Milling Co Hillsboro
PAMLICO COUNTY
Diamond Ice Co., Inc. Bayboro
Bay Packing Co. Oriental
Pamlico Packing Co Vandemere
Sound Packing Co Whortonsville
Caroon Bros. Seafood Lowland
Henries Brothers Bayboro
PASQUOTANK COUNTY
W. H. Weatherly Co. Elizabeth City
McPherson Bottling Co Elizabeth City
Elizabeth City Milling Elizabeth City
The Tasty Treat Elizabeth City
R. L. Parker Packing Elizabeth City
Globe Fish Co., Inc Elizabeth City
ESC QUARTERLY 17
PENDER COUNTY
Rooks Meat Products Rocky Point
Savage Poultry Co Willard
Burgaw Packing Co. Burgaw
PERSON COUNTY
Person Farms, Inc Roxboro
Bushv Fork Milling Roxboro
PITT COUNTY
Greenville Packing Greenville
Sou Bakeries Greenville
Turnage Milling Co Farmville
J. C. Pollard Slaughter Greenville
Colonial Ice Co Farmville
Tri County Feed Mill Bethel
Beatrice Foods Co Chicago, 111.
Abbott Milling Co Winterville
Greenville By Prod Norfolk, Va.
Pitt Feeds, Inc Greenville
Mrs. R. C. Waters Greenville
Jonco Whsle. Distr. Greenville
RANDOLPH COUNTY
Randolph Packing Co Randleman
Ellis D. Brookbank Asheboro
Guilford Dairy Coop Asheboro
Liberty Milling Co Liberty-
Roy T. Mrcon Seagrove
Millikan Meats Asheboro
Maness Brothers Asheboro
Super Feeds, Inc. Asheboro
RICHMOND COUNTY
Buttercup Ice Cream Hamlet
North State Ice Co Ellerbe
Peoples Ice Co. Hamlet
Pee Dee Bottling Co Hamlet
ROBESON COUNTY
Wilson Ice Cream Co Lumberton
Fairmont Butcher PE Fairmont
Pineland Poultry, Inc. Lumberton
Lumberton Ice & Fuel Lumberton
Collins & Clark Milling Maxton
FCX Food Products Lumberton
Goodyear Sausnge Lumberton
Red Springs Meat Pr Red Springs
Laurinburg Oil Co Maxton
ROCKINGHAM COUNTY
Groff Brothers Poultry Reidsville
Howard E. Moricle Reidsville
Guilford Dairy Coop Reidsville
Y & W Farm Center Madison
Big Bill Bottling Co Reidsville
Crescent Milling Co Reidsville
P. L. Saunders, Inc Reidsville
Pine Hill Dairy, Inc Reidsville ROWAN COUNTY
Cheerwine Bottling Co Salisbury
White Packing o Salisbury
Atlantic Co., Inc Salisbury
Bamby Bakers of Sal Salisbury
Parrish Bakeries, Inc Salisbury
Andrews Bakery Salisbury
White Hill Dressing Kannapolis
China Grove Roller China Grove
Rice & Ratledge Woodleaf
Grimes Milling Co Salisbury
Carolina Be\erage Salisbury
Rockwell Milling Co Rockwell
K & N Poultry Co Salisbury
Alexanders Meat Pre Landis
Bitsy Bakery Kannapolis
Graham Bros Dairy Mount Ulla
Mt. Ul'a Flour Mills Mount Ulla
Bill's Pastry Shop Salisbury
Snack Time Food Prd Kannapolis
Rowan Coop Dairy, Inc Salisbury
RUTHERFORD COUNTY
Yelton Milling Co Rutherfordton
Edwards Bros Milling Rutherfordton
Forest City Packing Forest City
SAMPSON COUNTY
Clinton Ice Mfg. Co Clinton
The Lundy Packing .' Clinton
Philips Ice Cream Clinton
H. J. Underwoo & Co Clinton
House Milling Co Newton Grove
Griffins Poultry Clinton
Butler & Clumpier Roseboro
W. C. Martin & Son „ Godwin
Warren Bros Farm Ct Dunn
Old Hickory Bar B Q Godwin
Howard & Herring Roseboro
Autry Bros Milling Autryville
Calhoun Milling Co Clinton
Newton Grove Grain Newton Grove
SCOTLAND COUNTY
Laurinburg Milling Laurinburg
X Way Milling Co Laurinburg
Frozen Foods. Inc Laurinburg
STANLY COUNTY
All Star Mills, Inc Albemarle
Almond Bros Poultry Albemarle
Richfield Milling Co '.'.
. Richfield
Albemarle Doughnut Albemarle
Badin Ice & Fuel Co Badin
Burrell Bakery, Inc Albemarle
Rocky River Mills Norwood
Morris Packing Plant Albemarle
Lee Milling Co., Inc Norwood
Albemarle Bake Shop Albemarle
Good O Ice Cream Albemarle
STOKES COUNTY
Monitor Roller Mill Walnut Cove
SURRY COUNTY
Yadkin Valley Elkin
Carolina Ice & Fuel Elkin
Brays Mill Mount Airy
Dobson Poultry Co Dobson
Pine Ridge Milling Winston-Salem
TRANSYLVANIA COUNTY
Krispy Glaze Donut Brevard
UNION COUNTY
Henderson Roller Monroe
Monroe Bakery Co Monroe
Monroe Turkey Pro. Co Monroe
Monroe Poultry Co Monroe
Mineral Springs Abattoir Mineral Springs
Simpson Milling Co Monroe
Armour & Co Marshville
Producers Feed Mill Monroe
Marshville Rendering . , Marshville
White Oak Acres, Inc. Monroe
Anderson Candy Co Henderson
Perfect Packed Prod Yonkers
Sanford Milling Co Henderson
Dixie Milling Co Henderson
Henderson Sandwich Henderson
Tom Thumb Packing Co Henderson
WAKE COUNTY
Pine State Creamery Raleigh
Hamlet Ice Co Hamlet
Fuquay Varina Flour Varina
Taylor Biscuit Co Raleigh
Lassiters Milling Co Raleigh
Fishers Bakery & Sa Raleigh
Watson Seafood & Po Raleigh
Edwards Poultry Kno. Raleigh
Cross Poultry Co Raleigh
The Welles Co Wake Forest
Continental Baking Rye, N. Y.
Jones Abattoir Co Garner
Jesse Jones Sausage Raleigh
Krispy Kreme Doughnut Raleigh
Wilson Sandwich Shop Raleigh
Sanderford Sausage Raleigh
Pooles Pie Shop Raleigh
Home Ice Co Raleigh
Ralston Purina Co Raleigh
Stewart In Fra Red Raleigh
Sunshine Baking Co Raleigh
Thompsons Barbecue Raleigh
Ballentines Dairy Varina
WARREN COUNTY
McPherson Beverages Littleton
Warren Feed Mills Norlina
WATAUGA COUNTY
North State Canning Boone
WAYNE COUNTY
Mt. Olive Pickle Co Mount Olive
Goldsboro Milling Goldsboro
Parker Poultry Co. Goldsboro
Murray Supply Co Mount Olive
Darden Sandwich Shop Goldsboro
Piedmont Mills, Inc Lynchburg, Va.
Franklin Baking Co Goldsboro
Graves Poultry Farm Greensboro
Enterprise Feed Mill Mount Olive
Nells Sandwich Shop Goldsboro
Colonial Ice Co Goldsboro
Pine State Creamery Goldsboro
Hunt Foods & Ind., Inc Goldsboro
New Hope Milling Co . Goldsboro
Montague Feed Mill Goldsboro
Geddie let Co Mount Olive
G & H Feed Mill Goldsboro
Evans Abattoir Mt. Olive
Farmers Service Co . Goldsboro
Elliott Packing Co Goldsboro
Wayne Dairy Coop, Inc Goldboro
S & W Milling Co Fremont
WILKES COUNTY
Chick Haven Milling N. Wilkesboro
Hulcher Bros & Co N. Wilkesboro
N. Wilkesboro Ice N. Wilkesboro
Key City Baking Co N. Wilkesboro
Holly Milling Co. Wilkesboro
Yadkin Valley Dry Coop Wilkesboro
Joe Darlington Poultry N. Wilkesboro
WILSON COUNTY
Barnes Harrell Co Wilson
Coastal Dairy Products Wilson
Wilson Feed Mills Wilson
Purity Bakery, Inc Wilson
Ralston Purina Co Wilson
Rock Ridge Roller Lucama
Wilson Doughnut Shop Wilson
Tasty Sandwich Co. Black Creek
Colonial Ice Co Wilson
Swift & Co., Inc Wilson
ONeals Poultry Plant Wilson
Blue Magic Co Wilson
Quality Bakery Wilson
National Dairy Prdt Wilson
YADKIN COUNTY
Martins Bake Shop Jonesville
Boonville Flour Boonville
YANCEY COUNTY
Robinsons Dairy Burnsville
18 ESC QUARTERLY
By TOM BYRD
Department of Agricultural Information, N. C. State College
Service through education is the
motto of the Food Science Depart-ment
at North Carolina State College.
This service is rendered in four
ways: through research, where new
ideas are developed and tested
;
through extension, where new infor-mation
from the college is taken di-rectly
to people who can use it;
through resident instruction, where
young men and women are educated
to become leaders in the food indus-try;
and through short courses and
conferences, where industry represen-tatives
can learn of new advances
and concentrate on specific problems.
In summary, it can be said that our
goal is to undergird the food indus-try
of North Carolina with know-how
that individual segments of the in-dustry
cannot provide for itself.
The Food Science Department was
created in July 1961 when personnel
who had been working on poultry,
meat, fruit, vegetables, dairy and
seafood products in several depart-ments
were organized into one de-partment.
By bringing together peo-ple
with a mutual interest, we felt
that our efforts would be more con-centrated
and the food industry
would be better served.
Principal Client
Our principal client is the food
processing industry. Our goal is to
help this industry apply the principles
of science, business and engineering
to the procurement of new materials
and supplies, development of new and
improved products, processing, pack-aging
and distribution of food pro-ducts.
DR. W. M. ROBERTS
Director, N. C. State College
Department of Food Science
We do these things not just for the
benefit of the food processing in-dustry,
but because we believe that
the advancement of this industry will
benefit many North Carolinians.
True, the food processing firms will
have more business. But this will also
mean the creation of more jobs, a
larger and more stable market for
farmers, and the need for more
allied services—supplies, equipment,
transportation, electricity, and many
other things. Of prime importance is
the consumer who benefits from
having a greater variety of better
food at a more economical price.
Many Plus Factors
Creation of a Department of Food
Science resulted from the realization
(Continued)
North Carolina has a large fruit and vegetable canning industry and
potatoes are an important product to the cannery. Here, workers are
shown canning potatoes, weighing the filled cans to assure uniformity.
Various canneries are depicted in this issue of the QUARTERLY.
Food processing activity is backed by continuous research. Two mem-bers
of the N. C. State College Food Science Department, Dr. W. M.
Roberts (left) and Dr. Leonard Aurand, discuss a modern piece of
machinery which is used in chemical analysis of food components.
ESC QUARTERLY 19
that North Carolina has many plus
factors for developing a larger food
industry—climate, water, labor, land,
capital, and closeness to markets.
Presence of these advantages, how-ever,
does not in itself assure that a
food industry will develop or be
successful. There is competition for
these assets by other industries. Also,
there must be people with the man-agement
and technical skills to use
these assets effectively.
State College is one of many state
institutions providing a service for
the industry. The Department of
Conservation and Development, for
example, provides information to
prospective firms both inside and
outside of North Carolina. The De-partment
of Agriculture and State
Board of Health perform many re-gulatory
services. Our department
cooperates closely with these off-cam-pus
agencies as well as other depart-ments
at State College.
Since our new department inherited
on-going programs from several ex-isting
departments, some of our re-search,
teaching and extension func-tions
are well established. Others are
being strengthened or initiated. At
preseint our staff is scattered, but
plans are being made for a building
that will permit us to consolidate our
work.
Food Industry Career
Our instructional program permits
young men and women who want a
career in or related to the food in-dustry
to receive a degree in the field.
In fact, a student can choose between
the scientific, business or technologi-cal
phases of the food industry. He
also can pursue his studies at the
masters or doctorate levels. Scholar-ships
are available to assist worthy
students.
Our department's extension work-ers
are primarily responsible for the
on-campus short courses and confer-ences
as well as the off-campus as-sistance
we provide the industry. A
short course may last one day or one
month. Conferences are usually
planned around specific problems fac-ing
the industry. Objective of our
extension program is to help the in-dustry
train its employees and keep
them up-to-date with the latest
technical information available.
Our research scientists already
have many achievements to their
credit. Their work, for example, in
cutting the curing time for country
hams, removing off-flavors in milk,
prolonging the shelf life of broilers
and eggs, and producing sweet potato
and pumpkin flakes is being put to
profitable use by the industry.
North Carolina has made a start
in food processing which is to the
credit of many people. We in the De-partment
of Food Science believe our
work and contributions have been
sufficient to justify a feeling of
optimism about the future. We real-ize,
however, that the wheels of pro-gress
turn slowly and considerable
time is required to change people's
habits and attitudes. But never has
the need for change been recognized
by so many people. The problem is
not whether people will change but
whether the leadership can develop
guidance and programs to stay ahead
of them. The challenges and rewards
are tremendous. We in the Food
Science Department pledge our best
efforts and believe that through co-operation
with the industry and other
state agencies, the job can be done.
ff
Man of the Year"
The Progressive Farmer maga-zine
has selected Dr. W. M. Roberts,
head of N. C. State's Food Science
Department, "Man of the Year in
Service to North Carolina Agricul-ture."
Roberts was cited for his
"burning desire to better the lot of
those who produce and process
foods."
A native of Tennessee, Dr.
Roberts came to State College in
1943 as professor and head of the
dairy manufacturing section. "It's
more than coincidence," the Pro-gressive
Farmer says, "that North
Carolina began rapidly to become
self-sufficient as a dairy state."
In July, 1961, Dr. Roberts was
named the first head of the De-partment
of Food Science. His
work was expanded to include meat
and meat products, poultry prod-ucts,
fruits and vegetables, and
seafoods, as well as dairy products.
North Carolina's interest in food
processing stems from the fact that
of every dollar spent for food today
38 cents goes to the farmers and
62 cents goes to other segments of
the food industry.
"Ways must be found," Roberts
says, "to get more of this 62 cents
in the hands of North Carolinians.
Dr. and Mrs. Roberts, and their
three teenage children, reside at
1305 Lutz Avenue, Raleigh. He is
an elder in West Raleigh Presby-terian
Church and a trustee of
St. Andrews College in Laurinburg.
. . . TOM BYRD
Meat processed in North Carolina is sold
fresh or canned. The side of beef above is
marked off to show the different cuts.
Seafood is an important part of the overall food processing operations. Dr. Frank Thomas
(left), seafood specialist at N. C. State College, discusses techniques with a Morehead City
manufacturer. The college is one of many institutions providing a service to the industry.
20 ESC QUARTERLY
TAR HEEL
BY ADOPTION
By SYLVIA T. CARR
Gerber Baby Foods, Asheville, N. C.
„-\
When the Gerber Baby became a
Tar Heel by adoption, there was
born a mutual benefit society. The
arrival of Gerber in North Carolina
has had a terrific impact on the
economy of the area, and the grow-ing
of produce for the baby food com-pany
by our North Carolinians has
in turn played an important role in
increasing Gerber sales during the
last year.
Gerber established its first south-ern
plant in North Carolina after
inspecting numerous locations and
taking many factors into consider-ation.
A site close to the source of
raw material, adequate pure water,
good transportation facilities (located
on a railroad and close to state high-ways
for truck access), and the avail-ability
of capable, willing workers
were all elements leading to the final
decision. Like other manufacturers, a
for him, where living conditions
are good for his employees, where
there are good employees available,
and where good banking facilities,
medical facilities, schools, industrial
supply stores, machine shops, and
service organizations are available.
The Asheville plant was the first
in the Gerber organization to use the
services of the Employment Security
Commission, and the management
group has expressed highest praise
for the work done by the Asheville
office in filling its employment needs.
Applicants are office recruited, test-ed,
and screened by the Asheville ESC
before they are referred to our per-sonnel
department for further inter-view
prior to employment.
There are over 30 different job
classifications in the plant, and 19 in
the office. In 1958 Gerber warehousing
operations began. Since then, 610 job
Featuring a three dimensional stork flying low with a bag of Gerber
products, the attractive display welcomes travelers who pass through
the Asheville-Hendsrsonviile airport. The sign is in the terminal and
has drawn much favorable comment, report company officials.
food processor settles in the com-munity
that goes all out to receive
him, where city and county govern-ments
are extremely cooperative, the
chamber of commerce and its in-dustrial
development committees
placements have been made, about
one-third were short-term hires, and a
penetration rate of 77.6% for the food
processing plant.
In this industry there is an oc-casional
immediate need for workers
so that produce may be processed im-mediately
when the crop is ready to
pack. For instance, English peas
must be processed at optimum ma-turity
within a four-hour period. The
ESC has advertised and broadcast
radio appeals for workers to assure
the plant of sufficient help to pack
the produce at the peak of perfection.
This kind of cooperation has
brought highest praise from Fred
Powers, personnel manager at Ger-ber.
"I have never enjoyed a working
relationship with any state employ-ment
agency such as we have here.
We have been fortunate in having
the caliber of people who cooperate
the way they have. The late B. C.
Wilson was outstanding in his efforts,
and Philip Penland is following the
excellent pattern set."
A large percentage of those original-ly
hired are still with Gerber, and
the low turnover of regular em-ployees
speaks well for the baby
food company as an employer.
North Carolina has the largest
rural population of any state, exceed-ed
in number of farms only by Texas.
It is natural that this environment
would appeal to a baby food proces-sing
company with highest standards
of quality control from field to finish-ed
product.
Last year more than 20,000,000
pounds of produce were brought from
growers in the southeast by Gerber
Products Company.
Gerber placed more than $8 million
in circulation in this State during the
past year through the purchase of
produce, ingredient materials, glass
jars, and services.
Almost $1.5 million is paid in an-nual
wages to Gerber Employees in
the Asheville plant alone. Indirectly,
Gerber money also goes into other
states through the migrant workers
who are hired to harvest peaches,
apples, beans, and sweet potatoes.
(Continued)
ESC QUARTERLY 21
Aerial view of the Gerber plant in Asheville shows its attractive layout and
setting. The plant includes 200,000 square feet of storage space and has at
least eight acres under roof. Each year more and more visitors are attracted
to the western area plant and further expansion and development is planned.
Applicants for employment at Garber are recruited, tested, interviewed and
screened by the Asheville local office of the Employment Security Commission
before they are referred to the Gerber Personnel Department for further inter-viewer.
There are over 30 different job classifications in the plant and 19 in
the plant office. Gerber is also active in handicapped worker job placement.
All produce is carefully inspected and trimmed before being processed. Gerber
reports low turnover in the permanent employee ranks, and annual wages
paid by the Asheville plant are reported to be almost $5 million. An estimated
$8 million is placed in circulation by the plant through wages, purchases
and services. It also serves as a distribution point for other Gerber products.
An additional million dollars is
being spent this year through the
current Gerber expansion program.
As often happens when a new in-dustry
enters an area, suppliers
establish new plants in the immediate
vicinity, thus bringing additional de-mand
for manpower into the Ashe-ville
area and additional revenue into
North Carolina.
Agriculturally, Gerber has express-ed
a great satisfaction with the co-operation
given them by the growers
in the State, as well as that extended
by State and local governments and
their allied agencies.
Growers in North Carolina have
supplied the baby food plant with
green beans, carrots, sweet potatoes,
Irish potatoes, squash, English peas,
apples, and on the North Carolina-
South Carolina boundary, peaches and
plums.
Besides producing baby foods, the
Asheville plant serves as a distribu-tion
point for some finished goods
from the Company's plants in Fre-mont,
Michigan, Oakland, California
and Rochester, New York and 12
southeastern states. A new ware-house
addition gives the plant about
200,000 square feet of storage space.
An additional plant at Fort Smith,
Arkansas, is now in early stages of
construction.
The Asheville facility now has
eight acres under roof. This plant, a
one-story building, is the first Gerber
operation to utilize the "open" look,
with all of the processing machinery
being in one large space with no
dividing partitions between depart-ments.
This gives the plant a feeling
of spacious cleanliness which is most
pleasing. Future expansion and de-velopment
are projected into 1970.
Gerber people are not only con-cerned
with manufacturing quality
baby food, but also in maintaining
quality employee relations. They be-lieve
that hiring the handicapped
worker is good business, and the plant
manager, John Erichson, was one of
four men participating in a panel
discussion on this subject at a re-gional
meeting of the mid-Atlantic
Conference of the President's Com-mittee
of Employment of the Handi-capped
held in Asheville in October.
As in all industrial operations,
there are many facets to the baby
food business, and one of the most
interesting has been the steady flow
of visitors touring the plant since
production began in 1959. Over 6,000
visitors have availed themselves of
the invitation offered by the tradi-tional
Gerber sign saying "Visitors
Welcome" which is on U. S. High-way
25 south of Asheville. Each year
more and more tourists are attracted
to the plant.
Gerber has entered into the life
of the community with keen interest
and a forthright ambition to work
closely with the growers of the State,
with company employees, and with
all agencies, thus enabling the Com-pany
to better cater to its millions
of customers in 40 countries who are
daily asking for Gerber baby foods
in 10 different languages.
22 ESC QUARTERLY
//FROM A LEAN-TO ON A RED CLAY FARM . . .
II
ByCURTISS CATES
Charles F. Gates & Sons, Faison, N. C.
The old adage "Great Oaks from
Little Acorns Grow" is proven again
when we look at Chas. F. Cates &
Sons, Inc., today. From an humble
beginning in a "spring house," with
a lean-to on a red clay farm in
Alamance County, Cates pickles were
first prepared for public consumption.
In 1989 Charles F. Cates' grand-mother
took advantage of a bountiful
harvest of cucumbers and prepared
them by old family recipes for com-mercial
sale in a nearly cotton-mill
village. She discovered good accept-ance
for pickles in the village. Her
Scotch frugality quickly turned into
a commercial venture.
Garden rows of the year before
were expanded into a sizable patch
of cucumbers. The local village could
not consume all of the pickles pro-duced
and they were sold in the
neighboring towns.
By the time Chafes F. Cates ac-quired
his own farm in 1905, he was
known as "Pickle Cates" throughout
most of Alamance County. His farm
operation included an expansion of
the pickle business. He operated a
diversified farm . . . growing grain,
cotton, tobacco, and cucumbers.
Cucumbers were brined in the sum-mertime
and made into pickles in the
slack season of the fall and winter.
The Swathmoor Farms orchard
was planted, and in 1912 preserves
and jellies were added to the line of
pickles. This expanded line of pickles
and preserves required a greater ex-pansion
in the sales territory; and
during World War I the demand for
pickles increased to such proportions
that it could no longer he considered
a sideline to a farming operation. The
distribution area in the early 1920's
included most of the Piedmont area
of North Carolina and parts of south-ern
Virginia.
The expanded sales territory put
such a demand on the personnel of
the Cates farm at Mebane that it
was decided to move the operation to
the trucking section of North Caro-lina.
In 1929, Charles F. Cates & Sons was
incorporated and the principal office
and plant was established in Faison,
North Carolina. A three-acre plot was
purchased and a 96 by 46-foot build-ing
was erected. Sixteen pickle-stor-age
tanks were constructed and con-tracts
were made with farmers to
grow approximately 100 acres of
cucumbers. The annual sales for the
first year's operation was $36,000.
Pickle varieties began to grow from
a comparative few in large contain-ers
to a number of home-consumption
sizes. In 1935 Cates introduced the
paseurized fresh cucumber and kosher
pickles.
Fresh cucumber pickle items have
grown in favor with the pickle con-sumer,
and sales of these items have
continually increased since their in-troduction.
During the six-week
period in which pickles are packed
the Cates organization maintains a
"round-the-clock" operation. During
peak activity in June and July, the
number of employees increases from
125 to 1,000 persons. Normal em-ployment
is about 125 workers.
—See CATES, page 43—
The present Cates plant in Faison with original building on the far
left. Cates pickles were prepared in Alamance County before the
move to Faison in eastern Carolina. The business started in 1898.
Cases of Cates pickles are moved from the production line to ware-house
to await shipment. During the six-week period in which pickles
are packed, the company maintains a "round-the-clock" operation.
Here are some of the more than 600 tanks used by the Cates Com-pany
to cure and store cucumbers. During the "green season"
cucumbers from more than 5,000 farmer-contracted acres are har-vested.
The yield from this acreage is more than 500,000 bushels.
Mrs. Dorothy Outlaw admires a few of the products found in the
assortment packed by Cates. Cates pickles and relishes are distributed
to points east of the Mississippi River, from Maine to Florida and
company growth has been "steady." Normal employment is about
125 workers.
ESC QUARTERLY 23
Cargill, Inc. ... 10 Years In North Carolina
In The Solid Tobacco Country of the Coastal Plain
DAVID KOONCE
Carl Byoir & Associates, Minneapolis, Minn.
While North Carolinians were
looking on with understandable ap-preciation
at the state's growth of
such new industries as electronics
and chemicals, there was also in pro-gress
a phenomenal, but almost un-noticed,
growth of another industry
that is at least as economically signi-ficant
as any other.
It is the grain industry, which now
numbers 430 firms in the state, com-pared
with 270 only ten years ago.
This growth is as vital to North
Carolina's economy as is the esta-blishment
and expansion of industries
that are new to the state. Grain has
brought opportunities for agricul-tural
diversification to a leading farm
state that, tied as it once was to
money crops, has successfully expand-ed
its industrial economy along more
diversified lines. The result has been
growth of all segments of the economy
at the expense of none. Still heavily
dependent on our agriculture, we
fortunately have not permitted our
farm economy to become a burden or
brake on our overall growth. For this,
we owe many thanks to the wisdom
and foresight of men in the grain in-dustry
who have brought opportunity
and venture together in a happy union
abundant with blessings.
Typical of these grain companies
was Cargill, Inc., one of the world's
largest handlers of farm products
with hundreds of operations spread
over 29 states. Gargill's first North
Carolina venture was in the solid
tobacco country of the Coastal Plain
in 1950. In that year, it began operat-ing
a grain elevator at Wilson along-side
the tracks of the Norfolk and
Southern. At the time, grain produc-tion
in the area was—by comparison
to the grain states of the Midwest
—
in a primitive stage, little advanced
beyond what it had been a half cen-tury
before. Corn yields, for instance,
averaged less than 30 bushels an
acre. There was no grain market
worth the mention, and about the
only reason a farmer had for grow-ing
it was as feed for his mules and
cows.
But with the coming of Cargill and
its 1,160,000 bushel elevator at Wilson,
farmers in the area began to grow
grain seriously. Today, Wilson is the
state's largest grain market and is
one of the biggest in the Southeast.
In 1952 the state's production of corn
for grain was 52.9 milion bushels; in
1961 it was 84 million bushels. Mean-while,
this increased emphasis on
grain led Cargill to expand its North
Carolina facilities. It began operating
a 178,000-bushel elevator at "little"
Washington and a 55,000-bushel ele-vator
on the Pungo at Belhaven that
provided additional markets. At
South Norfolk, Va., there was added
to the company's 4.2 million-bushel
export elevator a soybean processing
plant. (Cargill already was one of
the nation's largest soybean proces-sors.)
The bean plant increased op-portunities
in soybeans for growers
not only in eastern North Carolina,
but in adjacent areas also. From 1952
to 1961 the state's soybean output
climbed from 4.7 million bushels to
14.3 million bushels. Thus grain and
soybeans raised by Tar Heel farmers
could be marketed in Wilson, Wash-ington
and Belhaven and moved di-rectly
to South Norfolk for shipment
to every hemisphere.
Hand in hand with this expansion
was a tremendous growth in the pro-duction
of meat animals and poultry
which would consume much of this
added grain production. Cargill join-ed
the efforts spearheaded by State
College and state officials to en-courage
more animal production. The
figures tell a success story: In 1950,
swine production was 1.1 million
head, but by 1960 had climbed to over
1.5 million. Beef cattle rose from
150,000 head in 1960 to 521,000 in
1961.
More spectacular has been the
growth in commercial broilers, which
zoomed from 28.1 million in 1950 to
186.3 million in 1961. The rise in lay-ing
hen production compared to egg
output increase perhaps more than
anything else points up the impact of
the burgeoning feed industry in the
state. In 1960, 8.2 million layers pro-duced
1.2 billion eggs. In 1961, the
number of layers had increased less
than 25 per cent, but they were pro-ducing
almost double the number of
eggs. Here, much of the credit must
be given Nutrena, the feed division
of Cargill. This increase in eggs is
mainly due to improved bird breed-ing,
advances in feed nutrition, and
vastly improved management prac-tices.
In the last two categories
nutrition and management—Cargill-
Nutrena has been the unchallenged
leader in the industry, and the re-sults
of its research efforts have been
extensively applied in the state.
In 1956 Nutrena acquired a feed
plant at Mt. Ulla with a capacity of
50 tons daily. The mill's facilities also
included grain storage tanks with a
total capacity of 100,000 bushels. In
August, 1961, Gov. Terry Sanford
dedicated a modern, automated 100-
ton-per-day Nutrena mill adjacent to
Cargill's Wilson elevator. On hand
at the ceremonies also were Con-gressman
L. H. Fountain, Wilson city
and county officials, and the president
and executive vice president of
Nutrena, J. C. North and E. C.
Fuller. North said then that the mill
would use local grain whenever avail-able.
In his dedication speech, Gov. San-ford
said of Carg'll-Nutrena manage-ment:
"They realized—apparently,
before many of our own people did
—
the great potential that exists here.
And being a company that takes
jus