Your work. Your records.
Merchandise Display Workplace Records Guide
Merchandise display work combines a planned visual arrangement with changing inventory and promotion dates. If a workplace dispute concerns a display error or completion time, preserve the sequence of approved sketches, substitutions and installation instructions.
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
Plan approval
Record who approved the arrangement and whether the installation followed that version.
Missing materials
List the fixtures or merchandise unavailable at setup and when you reported the shortage.
Sign revision
Note when the price or descriptive sign changed and who supplied the replacement information.
Start with the work you actually do
Plan and erect commercial displays, such as those in windows and interiors of retail stores and at trade exhibitions.
O*NET classifies this occupation as Merchandise Displayers and Window Trimmers (27-1026.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Plan commercial displays to entice and appeal to customers.Source task 9263 · updated 07/2015
- Arrange properties, furniture, merchandise, backdrops, or other accessories, as shown in prepared sketches.Source task 9269 · updated 07/2015
- Change or rotate window displays, interior display areas, or signage to reflect changes in inventory or promotion.Source task 9265 · updated 07/2015
- Place prices or descriptive signs on backdrops, fixtures, merchandise, or floor.Source task 9264 · updated 07/2015
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Merchandise Displayers and Window Trimmers (SOC 27-1026). 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 | $16.22 | $20.60 | $25.62 | $42,840 |
| Alaska | $19.69 | $22.37 | $23.40 | $46,530 |
| Arizona | $17.39 | $19.05 | $21.31 | $39,630 |
| Arkansas | $15.27 | $17.42 | $19.47 | $36,230 |
| Connecticut | $18.38 | $20.39 | $24.71 | $42,410 |
| Delaware | $16.29 | $18.13 | $20.48 | $37,710 |
| Florida | $15.38 | $17.41 | $20.46 | $36,220 |
| Georgia | $15.03 | $17.81 | $22.53 | $37,050 |
| Hawaii | $17.96 | $19.41 | $22.47 | $40,370 |
| Idaho | $17.85 | $18.64 | $20.19 | $38,770 |
| Indiana | $16.19 | $17.56 | $22.15 | $36,510 |
| Iowa | $17.43 | $19.08 | $22.53 | $39,680 |
| Kansas | $17.14 | $19.21 | $21.83 | $39,960 |
| Kentucky | $13.92 | $17.22 | $21.30 | $35,820 |
| Louisiana | $14.18 | $16.76 | $20.41 | $34,860 |
| Maine | $16.97 | $22.00 | $23.66 | $45,750 |
| Michigan | $16.23 | $17.65 | $20.64 | $36,710 |
| Minnesota | $18.18 | $21.99 | $23.62 | $45,730 |
| Mississippi | $13.73 | $15.88 | $17.55 | $33,040 |
| Missouri | $17.55 | $20.62 | $23.16 | $42,890 |
| Montana | $18.38 | $21.01 | $23.74 | $43,700 |
| Nebraska | $16.65 | $18.26 | $21.31 | $37,980 |
| New Hampshire | $18.52 | $19.66 | $21.48 | $40,880 |
| New Mexico | $15.61 | $17.57 | $19.47 | $36,550 |
| New York | $18.17 | $20.99 | $26.28 | $43,660 |
| North Carolina | $16.50 | $18.25 | $22.01 | $37,960 |
| North Dakota | $18.94 | $20.23 | $21.78 | $42,080 |
| Ohio | $16.50 | $18.20 | $21.84 | $37,850 |
| Oklahoma | $16.09 | $18.45 | $21.08 | $38,380 |
| Pennsylvania | $16.37 | $18.14 | $22.09 | $37,740 |
| Rhode Island | $15.03 | $18.08 | $24.15 | $37,610 |
| South Dakota | $18.12 | $19.32 | $22.44 | $40,190 |
| Tennessee | $14.54 | $16.59 | $18.45 | $34,500 |
| Texas | $16.11 | $17.91 | $21.33 | $37,260 |
| Utah | $17.78 | $19.20 | $20.93 | $39,930 |
| Vermont | $19.89 | $21.56 | $23.04 | $44,850 |
| Virginia | $15.40 | $18.15 | $22.22 | $37,750 |
| West Virginia | $15.49 | $17.63 | $18.33 | $36,660 |
| Wisconsin | $17.19 | $19.00 | $22.81 | $39,510 |
| Wyoming | $17.54 | $18.65 | $20.71 | $38,790 |
“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.
Locate the plan that applied
Describe the display area, approved arrangement and completion date you were given. Note whether merchandise or fixtures were available when work began. A later photograph may show the finished layout without explaining the conditions during setup.
Trace pricing and rotation requests
Record who directed a sign change or display rotation and when the materials arrived. Distinguish a price supplied to you from one you entered yourself. Include any check or approval required before the public could see the display.
Avoid exporting promotion assets
Use permitted assignment messages and your own schedule. Do not retain unreleased campaign artwork, customer images or store security details. Identify an approved plan or installation record by date and custodian if it may help explain the dispute.
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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