Your work. Your records.
Production Helper Workplace Records
Production helpers support several stages of work by moving materials, marking parts and reporting equipment problems. A concern about output or treatment may overlook those changing assignments. Identify the operator or supervisor directing each relevant task and the employment event you want reviewed.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Assignment order
Record who directed each support task and when responsibilities changed between operators.
Count question
Identify the count you personally checked and the different figure management cited.
Report response
Retain your permitted equipment-report acknowledgment alongside any later employment feedback.
Start with the work you actually do
Help production workers by performing duties requiring less skill. Duties include supplying or holding materials or tools, and cleaning work area and equipment.
O*NET classifies this occupation as Helpers--Production Workers (51-9198.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Lift raw materials, finished products, and packed items, manually or using hoists.Source task 12696 · updated 08/2026
- Mark or tag identification on parts.Source task 12698 · updated 08/2026
- Observe equipment operations so that malfunctions can be detected, and notify operators of any malfunctions.Source task 12695 · updated 08/2026
- Count finished products to determine if product orders are complete.Source task 12697 · updated 08/2026
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Helpers--Production Workers (SOC 51-9198). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $14.81 | $17.26 | $18.47 | $35,910 |
| Alaska | $19.59 | $20.45 | $24.40 | $42,530 |
| Arizona | $17.40 | $19.08 | $21.08 | $39,680 |
| Arkansas | $16.64 | $17.09 | $18.44 | $35,540 |
| Connecticut | $18.03 | $21.76 | $24.74 | $45,260 |
| Delaware | $18.02 | $18.45 | $20.65 | $38,380 |
| Florida | $16.51 | $18.25 | $20.94 | $37,950 |
| Georgia | $15.71 | $17.44 | $20.65 | $36,280 |
| Hawaii | $19.29 | $21.34 | $24.65 | $44,380 |
| Idaho | $17.61 | $18.39 | $21.21 | $38,240 |
| Indiana | $18.35 | $20.29 | $22.14 | $42,210 |
| Iowa | $20.60 | $21.91 | $24.05 | $45,560 |
| Kansas | $14.90 | $17.94 | $20.91 | $37,320 |
| Kentucky | $18.58 | $20.26 | $23.51 | $42,130 |
| Louisiana | $15.28 | $17.50 | $20.52 | $36,400 |
| Maine | $18.57 | $21.21 | $24.86 | $44,120 |
| Michigan | $17.75 | $20.03 | $22.00 | $41,660 |
| Minnesota | $18.43 | $21.50 | $23.00 | $44,720 |
| Mississippi | $15.70 | $16.29 | $18.26 | $33,880 |
| Missouri | $17.25 | $19.51 | $23.14 | $40,580 |
| Montana | $18.49 | $22.17 | $23.00 | $46,110 |
| Nebraska | $14.64 | $21.65 | $23.91 | $45,020 |
| New Hampshire | $17.60 | $20.55 | $20.98 | $42,740 |
| New Mexico | $15.25 | $17.14 | $18.58 | $35,650 |
| New York | $18.34 | $20.93 | $23.33 | $43,540 |
| North Carolina | $17.41 | $18.95 | $22.05 | $39,410 |
| North Dakota | $15.00 | $22.20 | $28.24 | $46,170 |
| Ohio | $17.32 | $19.04 | $22.20 | $39,600 |
| Oklahoma | $14.92 | $17.43 | $19.52 | $36,240 |
| Pennsylvania | $17.84 | $19.74 | $22.71 | $41,060 |
| Rhode Island | $17.06 | $21.50 | $23.58 | $44,720 |
| Tennessee | $16.92 | $18.43 | $21.88 | $38,330 |
| Texas | $15.72 | $17.60 | $20.05 | $36,610 |
| Utah | $16.17 | $17.84 | $22.61 | $37,110 |
| Vermont | $18.34 | $19.01 | $25.94 | $39,540 |
| Virginia | $16.83 | $18.14 | $21.48 | $37,740 |
| West Virginia | $18.19 | $18.84 | $22.50 | $39,190 |
| Wisconsin | $18.16 | $21.68 | $24.03 | $45,100 |
| Wyoming | $18.11 | $19.33 | $22.85 | $40,200 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Describe support responsibilities
List the material movement, tagging or counting work assigned to you and any change during the shift. Explain whether you supplied another worker or controlled a production step yourself. If a quantity was disputed, separate what you counted from a total later reported by a supervisor.
Record observed equipment problems
Describe what you noticed and when you notified the operator. Note the instruction that followed and any reassignment while equipment was stopped. Do not diagnose a machine fault beyond your observations or recreate the condition to demonstrate that your report was correct.
Use your own records
Keep permitted assignment messages, training notices and personal time entries. Do not remove parts, customer labels or production databases. Identify the type of count or equipment record that may explain the event, and keep the employer’s original documents separate from your dated recollection.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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