APPENDIX A-1

TABLES DISPLAYED IN TEXT

CHAPTER 2 TABLES DISPLAYED IN TEXT

Table A1-2.1. Employees Taking Leave: 1995 and 2000 Surveys 1995 Survey Number of employees taking leave (for a covered reason) in the previous 18 months** Percent of employee population 20,359,000 16.0% 2000 Survey 23,830,000 16.5%

** Difference between 1995 and 2000 is significant at p<.05. Source: 1995 and 2000 Survey of Employees.

Table A1-2.2. Length of Second Longest Leave: 2000 Survey Percent of Those Taking More Than One Leave 42.9% 26.3% 14.1% 7.4% 9.4%

Length of Second Longest Leave 1 – 3 days 4 – 5 days 6 – 10 days 11 – 20 days More than 20 days

Number of Leave-Takers Taking 5,676,524 More Than One Leave Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

Table A1-2.3. Reasons for Taking Leave Across All Leaves Taken in Previous 18 Months: 2000 Survey Percent of Leave-Takers 52.4% 7.9% 18.5% 11.5% 6.4% 13.0%

Reason for Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent

Note: Percentages sum to more than 100% due to some persons taking more than one leave. Source: 2000 Survey of Employees.

A-1-1

Table A1-2.4. Reasons for Taking Leave Across All Leaves Taken, Based on Total Employee Population: 2000 Survey Percent of All Employees 8.7% 1.3% 3.1% 1.9% 1.1% 2.2%

Reason for Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent Source: 2000 Survey of Employees.

Table A1-2.5. Employees’ Reasons for Taking Longest Leave: 1995 and 2000 Surveys Percent of Leave-Takers Reason for Longest Leave Own health** Maternity-disability** Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse** Care for ill parent** 1995 Survey 61.4% 4.6% 14.3% 8.5% 3.6% 7.6% 2000 Survey 47.2% 7.8% 17.9% 9.8% 5.9% 11.4%

** Difference between 1995 and 2000 surveys is significant at p<.05. Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Employees.

Table A1-2.6. Employees’ Reasons for Second Longest Leave: 2000 Survey Percent of Persons Taking More Than One Leave 55.8% -5.1% 20.1% 4.2% 13.0%

Reason for Second Longest Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent

-- Indicates less than 10 unweighted cases. Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees. A-1-2

Table A1-2.7. Length of Longest Leave by Reason for Leave: 2000 Survey Percent of Leave-Takers for Each Reason Length of Longest Leave** (in work days) 1 – 3 days 4 – 5 days 6 – 10 days 11 – 30 days 31 – 60 days More than 60 days
Care for Newborn, Newly Adopted or Care for Foster Child

Own Health

MaternityDisability

Ill Child

Care for Care for Ill Spouse Ill Parent 24.0% 38.3% 19.9% ---17.4% 32.2% 30.9% 13.1% ---

8.2% 17.1% 18.7% 25.1% 19.4% 11.4%

---18.1% 39.7% 28.7%

10.0% 27.5% 17.6% 13.5% 21.7% 9.8%

26.0% 23.7% 31.9% 14.0% ---

** Difference among reasons for leave is significant at p<.05. -- Indicates less than 10 unweighted cases. Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

Table A1-2.8. Use of Intermittent Leave: 2000 Survey Percent of Leave-Takers 27.8% 72.2%

Leave-Takers Who: Took intermittent leave at least once in previous 18 months Did not take intermittent leave Source: 2000 Survey of Employees.

Table A1-2.9. Amount of Leave that was Intermittent: 2000 Survey Percent of LeaveTakers Taking Intermittent Leave 53.9% 19.6% 26.4%

Amount of Leave that was Intermittent Less than half About half More than half

Notes: Column percents based on the 27.8% of leave-takers who reported taking intermittent leave. Percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-3

Table A1-2.10. Intermittent Use of Longest Leave: 2000 Survey Percent of LeaveTakers 20.8% 79.2%

Leave-Takers’ Longest Leave Was: Intermittent Not intermittent Source: 2000 Survey of Employees.

Table A1-2.11. Use of Longest Intermittent Leave on a Routine or As-Needed Basis: 2000 Survey Percent of Those Whose (Longest) Leave was Intermittent 13.4% 86.6%

Intermittent Leave was Taken as: Regular routine As-needed Source: 2000 Survey of Employees.

Table A1-2.12. Intermittent Use of Longest Leave by Reason for Leave: 2000 Survey Percent of Leave-Takers Percent of Leave-Takers Whose Leave was Whose Leave was Intermittent Not Intermittent 35.1% 4.9% 13.2% 19.1% 8.9% 18.7% 50.3% 8.6% 19.1% 7.4% 5.1% 9.6%

Reason for Longest Leave** Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent

** Difference between “intermittent” and “not intermittent” categories is significant at p<.05. Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-4

Table A1-2.13. Intermittent Use of Longest Leave Within Reasons for Leave: 2000 Survey Percent of Leave-Takers Within Each Reason Whose Longest Leave Was: Reason for Longest Leave** Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent Intermittent 15.0% 12.7% 14.9% 39.5% 30.9% 33.1% Not Intermittent 85.0% 87.3% 85.1% 60.5% 69.1% 66.9%

** Difference between reasons categories is significant at p<.05. Source: 2000 Survey of Employees.

Table A1-2.14. Employees Needing But Not Taking Leave: 1995 and 2000 Surveys Persons Not Taking Leave 1995 Survey Number of employees needing but not taking leave (for a covered reason) in the previous 18 months Percent of employee population** 2000 Survey

3,925,056 3.1%

3,520,177 2.4%

** Difference between 1995 and 2000 significant at p<.05. Source: 1995 and 2000 Survey of Employees. Table A1-2.15. Number of Leaves Needed But Not Taken: 2000 Survey Percent of Leave-Needers 1 leave 2 leaves 3 – 4 leaves 5 or more leaves 44.4% 25.0% 18.9% 11.8%

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-5

Table A1-2.16. Reasons for Needing Leave: 1995 and 2000 Surveys Percent of Leave-Needers Reason for Needing Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent 1995 Survey 47.7% -9.3% 18.6% 10.2% 20.2% 2000 Survey 48.1% -9.3% 19.6% 9.0% 22.6%

-- Indicates less than 10 unweighted cases. Note: Column percentages sum to more than 100% due to some persons needing leave for more than one reason. Source: 1995 and 2000 Survey of Employees.

Table A1-2.17. Reasons for Not Taking Leave: 1995 and 2000 Surveys Percent of Leave-Needers Reason for Not Taking Leave Thought job might be lost Thought job advancement might be hurt** Did not want to lose seniority** Not eligible—worked part-time Not eligible—had not worked long enough for employer Employer denied request** Could not afford to take leave** Wanted to save leave time Work is too important** Some other reason 1995 Survey 29.7% 22.8% 15.1% 14.3% N/A 9.9% 65.9% 28.5% 40.8% N/A 2000 Survey 31.9% 42.6% 27.8% 12.3% 18.4% 20.8% 77.6% 34.3% 52.6% 13.2%

** Difference between 1995 and 2000 is significant at p<.05. NA Indicates reason not asked about in 1995 survey. Note: Percentages sum to more than 100% due to some persons reporting multiple reasons for not taking leave. Source: 1995 and 2000 Survey of Employees.

A-1-6

Table A1-2.18. Perceived Impact of Pay on Leave-Needers: 2000 Survey Percent of Leave-Needers Who Could Not Afford to Take Leave 87.8% 12.2%

Perceived Impact of Pay Would have taken leave if some/additional pay had been received Would not have taken leave if some/additional pay had been received Source: 2000 Survey of Employees.

Table A1-2.19. How Leave-Needers Took Care of Their Situation: 2000 Survey Percent of Leave-Needers Just lived with it/Suffered through it Got help from others (family, friends) Altered work (schedule, duties, etc.) Took some time off Did something else 44.1% 25.0% 12.2% 13.1% 5.7%

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-7

CHAPTER 3 TABLES DISPLAYED IN TEXT

Table A1-3.1. Coverage of Establishments and Employees Under the Family and Medical Leave Act: 1995 and 2000 Surveys Percent of Establishments 1995 Survey FMLA-covered establishments Non-covered establishments 10.8% 89.2% 2000 Survey 10.8% 89.2% Percent of Employees 1995 Survey 59.5% 40.5% 2000 Survey 58.3% 41.7%

Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Establishments.

Table A1-3.2. Characteristics of FMLA-Covered Establishments: 1995 and 2000 Surveys Percent of Covered Establishments 1995 Survey Coverage Due to 75 Mile Rule At least 50 employees at sampled location At least 50 employees within 75 miles of sampled location Number of Employees at Worksites Up to 250 employees More than 250 employees Standard Industrial Classification Manufacturing Retail Services All other industries 9.4% 27.7% 26.2% 36.8% 13.0% 19.6% 29.1% 38.2% 24.5% 15.7% 34.1% 25.7% 23.1% 14.6% 35.3% 27.0% 39.1% 60.9% 44.2% 55.8% 90.2% 9.8% 91.1% 8.9% 2000 Survey Percent of Employees in Covered Establishments 1995 Survey 2000 Survey

95.4% 4.6%

94.7% 5.3%

53.9% 46.1%

55.7% 44.3%

Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Establishments.

A-1-8

Table A1-3.3. Demographic Characteristics of Leave-Takers by Eligibility Status: 2000 Survey Percent of Covered and Eligible Leave-Takers Gender Male Female Age** 18 – 24 25 – 34 35 – 49 50 – 64 65 or over Race/Ethnicity** White non-Hispanic Black non-Hispanic Hispanic Asian All others Marital Status Married/Living with partner Separated/Divorced/Widowed Never been married Children Under 18 in Household None One or more Education Less than high school High school graduate Some college College graduate Graduate school Annual Family Income** Less than $20,000 $20,000 to less than $30,000 $30,000 to less than $50,000 $50,000 to less than $75,000 $75,000 to less than $100,000 $100,000 or more 42.3% 57.7% 8.2% 25.7% 40.6% 23.6% 1.8% 73.6% 13.6% 7.9% 2.4% 2.5% 74.5% 13.0% 12.4% 41.4% 58.6% 5.2% 28.9% 33.3% 21.3% 11.3% 10.4% 12.4% 26.7% 28.5% 13.9% 8.0%

Percent of All Other Employees 41.2% 58.8% 13.2% 31.6% 38.0% 14.4% 2.7% 81.1% 5.1% 8.7% -3.4% 75.8% 12.1% 12.1% 38.6% 61.4% 7.2% 26.1% 31.7% 23.9% 11.0% 23.3% 12.3% 23.2% 20.5% 6.5% 14.1%

Compensation Type** Salaried 39.1% 31.5% Hourly 55.1% 53.3% Other 5.8% 15.1% ** Difference between covered and eligible leave-takers and all other employees is significant at p<.05. -- Indicates less than 10 unweighted cases. Source: 2000 Survey of Employees.

A-1-9

Table A1-3.4. Awareness of FMLA Among Covered and Non-covered Employees: 1995 and 2000 Surveys Percent of Employees Covered 1995 Survey Employees who have heard about FMLA Employees who have not heard about FMLA 59.0% 41.0% 2000 Survey 59.3% 40.7% Non-covered 1995 Survey 50.2%* 49.8%* 2000 Survey 58.2% 41.8% All Employees 1995 Survey 56.0% 44.0% 2000 Survey 59.1% 40.9%

* Difference between 1995 and 2000 is significant at p<.10. Source: 1995 and 2000 Survey of Employees.

Table A1-3.5. Employees Taking Their Longest Leave Under (1) FMLA: 1995 and 2000 Surveys Percent Taking Longest Leave Under FMLA Percent of all employees** Percent of all leave-takers** Percent of all covered and eligible leave-takers** 1995 Survey 1.2% 7.2% 11.6% 2000 Survey 1.9% 11.7% 18.3%

(1) Estimate derived from employees who were covered and eligible

at time of longest leave. ** Difference between 1995 and 2000 is significant at p<.05. Source: 1995 and 2000 Survey of Employees.

A-1-10

Table A1-3.6. Establishment Size and Industry Differences in Ratio of FMLA (1) Leave-Takers: 1995 and 2000 Surveys Ratio of Employees Taking Leave Under FMLA per 100 Employees 1995 Survey Establishment Size Up to 250 employees** More than 250 employees** Industry Manufacturing** Retail** Services** All other industries** All Covered Establishments
(1) Per 100 employees.

2000 Survey

2.4 5.3

5.5 8.9

4.4 2.0 3.7 3.6 3.6

9.3 5.9 6.2 6.3 6.5

** Difference between 1995 and 2000 is significant at p<.05. Source: 1995 and 2000 Survey of Establishments.

Table A1-3.7. Intermittent Use of Longest Leave Taken Under (1) FMLA: 2000 Survey Percent of Leave-Takers Under FMLA 19.1% 80.9%

Longest Leave Was: Intermittent Not intermittent at time of longest leave. Source: 2000 Survey of Employees.

(1) Estimate derived from employees who were covered and eligible

A-1-11

Table A1-3.8. Reasons for Longest Leave Taken Under FMLA: 1995 and 2000 Surveys

(1)

Percent of Leave-Takers Under FMLA Reason for Longest Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent 1995 Survey 48.1% 11.3% 21.2% ---2000 Survey 37.8% 10.9% 24.4% 13.5% -10.6%

(1) Estimate derived from employees who were covered and eligible

at time of longest leave. -- Indicates less than 10 unweighted cases. Source: 1995 and 2000 Survey of Employees.

Table A1-3.9. Employees Choosing Not to Return to Work After Taking Longest Leave Under FMLA: 1995 and 2000 Surveys Percent of Leave-Takers Under FMLA 1995 Survey Returned to work for the same employer Chose not to return after their leave
(1)

2000 Survey 98.0% --

97.8% --

(1) Estimate derived from employees who were covered and eligible at

time of longest leave. Includes employees who went to work for another employer as well as those who chose to not return to work at all. -- Indicates less than 10 unweighted cases. Source: 1995 and 2000 Survey of Employees.

A-1-12

CHAPTER 4 TABLES DISPLAYED IN TEXT

Table A1-4.1. Leave-Taker Worries About Taking Leave: 2000 Survey Percent of Leave-Takers 26.9% 26.2% 12.9% 53.8% 13.2%

Worries About Taking Leave: Worried job might be lost Worried leave might hurt job advancement Worried seniority would be lost Worried about not having enough money for bills Worried for some other reason

Note: Percentages do not sum to 100% because respondents could report more than one effect on health. Source: 2000 Survey of Employees.

Table A1-4.2. Ease of Getting Time Off: 1995 and 2000 Surveys Percent of Leave-Takers How easy or difficult was it for you to get your employer to let you take time off? Very easy** Somewhat easy Neither easy nor difficult Somewhat difficult Very difficult 1995 Survey 65.0% 16.3% 6.7% 6.7% 5.4% 2000 Survey 59.6% 18.2% 8.2% 9.2% 4.8%

** Difference between 1995 and 2000 is significant at p<.05. Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Employees.

Table A1-4.3. Benefits Lost During Longest Leave: 1995 and 2000 Surveys Percent of Leave-Takers 1995 Survey Health Insurance Life insurance Disability insurance Pension contributions Other 2.9% 1.0% 0.8% 1.1% 5.9% 2000 Survey 2.0% --0.8% 5.1%

-- Indicates less than 10 unweighted cases. Note: Respondents could report more than one benefit was lost. Source: 1995 and 2000 Survey of Employees.

A-1-13

Table A1-4.4. Receipt of Pay During Longest Leave: 1995 and 2000 Surveys Percent of Leave-Takers 1995 Survey Received at least some pay during their longest leave Received no pay during longest leave 66.4% 33.6% 2000 Survey 65.8% 34.2%

Note: The data in this table are based on differently worded questions used in the 1995 and 2000 surveys. In 1995, the question asked was: “Was the leave fully paid, unpaid, or partially paid?” In 2000, the question was: “Did you receive pay for any part of your (longest) leave?” Source: 1995 and 2000 Survey of Employees.

Table A1-4.5. Source of Pay During Longest Leave: 2000 Survey Percent of Leave-Takers Receiving Pay During Longest Leave Sick leave Vacation leave Personal leave Parental leave Temporary disability insurance Other benefits Number of Leave-Takers Receiving Pay 61.4% 39.4% 25.7% 7.7% 18.0% 11.4% 15,620,658

Note: Percentages do not sum to 100% because respondents could report more than one source of pay. Source: 2000 Survey of Employees.

Table A1-4.6. Full versus Partial Pay Across the Leave Period: 2000 Survey Percent of Leave-Takers Receiving Pay During Longest Leave Paid for entire leave period at full pay Paid for entire leave period at partial pay Paid for part of the leave period at full pay Paid for part of the leave period at partial pay 72.2% 21.6% 2.6% 3.6%

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-14

Table A1-4.7. Proportion of Usual Pay Received by Leave-Takers Receiving Only Partial Pay: 2000 Survey Percent of LeaveTakers Receiving Partial Pay During Longest Leave 31.1% 25.0% 43.9% 4,401,295

Proportion of Usual Pay Received While on Leave Less than half About half More than half Number of Leave-Takers Receiving Partial Pay

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

Table A1-4.8. How Lost Wages were Covered During Leave: 1995 and 2000 Surveys Percent of Leave-Takers Receiving Less Than Full Pay During Longest Leave 1995 Survey Use savings earmarked for this situation Use savings earmarked for something else Borrow money Go on public assistance Limit extras* Put off paying bills Cut leave time short Did something else 43.7% 40.6% 25.1% 8.9% 75.4% 38.7% 40.3% 13.0% 2000 Survey 47.0% 35.6% 29.0% 8.7% 70.1% 38.5% 37.0% 9.7%

Note: Percentages do not sum to 100% because respondents could report more

than one method of covering lost wages. * Difference between 1995 and 2000 is significant at p<.10. Source: 1995 and 2000 Survey of Employees.

A-1-15

Table A1-4.9. Perceived Impact of Pay on Length of Leave: 2000 Survey Percent of Leave-Takers Receiving Less Than Full Pay During Longest Leave 50.9% 49.1%

Perceived Impact of Pay Would have taken leave for a longer period if some/additional pay had been received Would not have taken leave for a longer period if some/additional pay had been received Source: 2000 Survey of Employees.

Table A1-4.10. Effects of Using Family and Medical Leave: 2000 Survey Percent of Leave-Takers Ability to Care for Family Members Positive effect No effect
(1)

78.7% 21.3%
(2)

Ability to Select a Satisfactory Childcare Provider Positive effect No effect

40.4% 59.6%

Ability to Select a Satisfactory Caretaker for Sick Family (3) Member Positive effect No effect Leave-Taker’s or Family Member’s Physical Health Positive effect No effect Leave-Taker’s or Family Member’s Emotional Well-Being Positive effect No effect

47.9% 52.1% 63.0% 37.0% 70.1% 29.9%

(1) Percentages based on persons taking leave to care for newborn, newly adopted or

new foster child, or an ill family member (either a child, spouse, or parent).
(2) Percentages based on persons taking leave for a newborn, or a newly adopted or

new foster child.
(3) Percentages based on persons taking leave to care for an ill family member (either

child, spouse, or parent). Source: 2000 Survey of Employees.

A-1-16

Table A1-4.11. Positive Outcomes of Effects of Using Family and Medical Leave: 2000 Survey Percent of Leave-Takers Stating that Leave Had a Positive Effect on Physical Health 83.7% 93.5% 32.0% 17.0% 14,513,291

Effect on Employee’s or Family Member’s Physical Health Quicker recovery time Easier to comply with doctor’s instructions Delayed/avoided need to enter nursing home or other long-term care facility Other effects Number of Leave-Takers Stating that Leave had a Positive Effect on Physical Health

Note: Percentages do not sum to 100% because respondents could report more than one effect on health. Source: 2000 Survey of Employees.

Table A1-4.12. Returning to Work after Longest Leave: 1995 and 2000 Surveys Percent of Leave-Takers 1995 Survey Returned to work for the same employer Went to work for a new employer* Did not return to work at all Number of Leave-Takers
(1)

2000 Survey 94.4% 1.9% 3.8% 21,043,859

93.8% 3.1% 3.0% 18,288,293

* Difference between 1995 and 2000 is significant at p<.10. Note: Column percents may not total to 100% due to rounding. (1) This number excludes leave-takers who were on leave at the time of their interview (approximately 10 percent of leave-takers in 1995 and 12% in 2000). Source: 1995 and 2000 Survey of Employees.

A-1-17

Table A1-4.13. Position Returned to After Longest Leave: 1995 and 2000 Surveys Percent of Leave-Takers Returning to Same Employer 1995 Survey Same or equal position Higher position Lower position Number of Leave-Takers Returning to Same Employer 96.8% 1.3% 1.8% 17,156,285 2000 Survey 97.1% 1.1% 1.8% 19,859,091

Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Employees.

Table A1-4.14. Reasons for Leave-takers’ Return to Work: 1995 and 2000 Surveys Percent of Leave-Takers Returning to Same Employer 1995 Survey No longer needed to be on leave Could not afford to take more time off Just wanted to get back to work** Used up all the leave time allowed** Felt pressure by boss/co-workers to return Had too much work to do Someone else took over care 74.1% 46.7% 55.3% 21.8% 22.7% 32.5% NA 2000 Survey 77.1% 50.4% 66.1% 33.7% 24.2% 30.1% 23.6%

** Difference between 1995 and 2000 is significant at p<.05. NA Indicates item not asked in 1995 survey. Note: Percentages do not sum to 100% because respondents could report more than one reason for returning to work. Source: 1995 and 2000 Survey of Employees.

A-1-18

Table A1-4.15. Leave-Takers Denied Leave: 1995 and 2000 Surveys Percent of Leave-Takers 1995 Survey Denied leave Not denied leave Number of Leave-Takers Source: 1995 and 2000 Survey of Employees. 6.6% 93.4% 20,359,640 2000 Survey 6.2% 93.8% 23,830,305

Table A1-4.16. Coverage and Eligibility Among Female and Male Employees with Young Children: 2000 Survey Percent of All Employees with Children 9,670,687 74.8% 62.2% 25.2%

Percent of Females Number of Employees with Young Children Employees at FMLA-covered worksites Eligible employees at FMLA-covered worksites Employees at worksites not covered by FMLA Source: 1995 and 2000 Survey of Employees. 4,146,171 74.5% 56.3% 25.5%

Percent of Males 5,524,516 75.0% 66.7% 25.0%

Table A1-4.17. Leaves Taken and Needed Among Female and Male Employees with Young Children: 2000 Survey Percent of All Employees with Children 58.2% 3.1% 38.6%

Percent of Females** Percent taking leave (for a covered reason) since January 1, 1999 Percent needing, but not taking, leave (for a covered reason) since January 1, 1999 Percent not taking or needing leave 75.8% -22.0%

Percent of Males 45.1% 3.8% 51.1%

** Difference between males and females is significant at p<.05. -- Indicates less than 10 unweighted cases. Source: 1995 and 2000 Survey of Employees.

A-1-19

Table A1-4.18. Reasons for Taking Leave, Across All Leaves Taken, by Females and Males with Young Children: 2000 Survey Percent of Leave-Takers with Young Children Reason for Leave Own health Maternity-disability Care for a newborn, newly adopted or newly placed foster child ** Care for ill child Care for ill spouse Care for ill parent Percent Females 20.2% 42.8% 47.2% -& -Percent Males 20.2% & 75.6% ---Percent All 20.2% 23.9% 59.7% 3.5% ---

** Difference between males and females is significant at p<.05. -- Indicates less than 10 unweighted cases. & Indicates that no significance test was conducted because of zero cell. Note: Percentages sum to more than 100% due to some persons taking more than one leave. Source: 2000 Survey of Employees.

Table A1-4.19. Reasons for Taking Leave, Across All Leaves Taken, Based on Total Population of Female and Male Employees with Young Children: 2000 Survey Percent of All Employees with Young Children Reason for Leave Own health Maternity-disability Care for a newborn, newly adopted, or newly placed foster child Care for ill child Care for ill spouse Care for ill parent Percent Females 15.3% 32.4% 35.8% -& -Percent Males 9.1% & 34.1% ---Percent All 11.8% 13.9% 34.8% 2.0% ---

-- Indicates less than 10 unweighted cases. & Indicates that no significance test was conducted because of zero cell. Source: 2000 Survey of Employees.

A-1-20

Table A1-4.20. Employees’ Opinions Toward FMLA: 1995 and 2000 Surveys 1995 Survey 2000 Survey

Opinion Measure Every person should be able to have up to 12 weeks of unpaid leave in a year from work for family and medical problems. Agree** Disagree** Having to provide employees with up to 12 weeks of unpaid leave in a year for family and medical problems is an unfair burden to employees’ co-workers. Agree** Disagree** ** Difference between 1995 and 2000 is significant at p<.05. Source: 1995 and 2000 Survey of Employees.

72.3% 27.7%

81.4% 18.6%

43.8% 56.2%

36.1% 63.9%

Table A1-4.21. Co-workers Taking Leave for Family or Medical Reasons: 2000 Survey Percent of Employees Co-workers had taken leave for family or medical reasons since January 1, 1999 Did not have co-workers take leave for family or medical reasons since January 1, 1999 Source: 2000 Survey of Employees. Table A1-4.22. Effects of Co-workers Taking Leave on Employees: 2000 Survey Percent of Employees Having Co-workers Take Leave 32.1% 22.9% 46.2% 63.0% 37.0%

Effect: Worked more hours than usual Worked a shift not normally worked Took on additional duties than one effect. Source: 2000 Survey of Employees.

Note: Percentages do not sum to 100% because respondents could report more

A-1-21

Table A1-4.23. Perceived Impact of Co-workers Taking Leave on Employees: 2000 Survey Percent of Employees Reporting that Co-workers’ Leave Had an Effect 17.4% 15.1% 67.4%

Perceived Impact Employees who felt that co-workers taking leave had a positive impact on them Employees who felt that co-workers taking leave had a negative impact on them Employees who felt that co-workers taking leave had neither a positive or negative impact on them

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Employees.

A-1-22

CHAPTER 5 TABLES DISPLAYED IN TEXT

Table A1-5.1. Family and Medical Leave Policies by FMLA Coverage Status: Reasons for Which Up to 12 Weeks of Leave is Provided: 2000 Survey Percent of Covered Establishments Percent of Non-covered Establishments Percent of All Establishments

Establishment Provides (1) Leave For: Employee’s Own Serious Health Condition** Yes No Depends on circumstances Mother’s Maternity-Related Reasons** Yes No Depends on circumstances Parents to Care for Newborn** Yes No Depends on circumstances Parents for Adoption or Foster Care Placement** Yes No Depends on circumstances Care of Child, Spouse, or Parent for Serious Health Condition** Yes No Depends on circumstances All of Above FMLA Reasons** Yes No or Depends on circumstances

91.9% 2.8% 5.3%

66.4% 21.3% 12.2%

69.2% 19.3% 11.5%

94.1% 3.4% 2.5% 87.8% 5.1% 7.2%

65.7% 23.2% 11.1% 50.5% 33.5% 16.1%

68.8% 21.0% 10.1% 54.5% 30.4% 15.1%

85.7% 6.6% 7.7%

43.5% 35.9% 20.6%

48.1% 32.7% 19.2%

88.6% 4.6% 6.8% 83.7% 16.3%

57.1% 29.3% 13.6% 33.5% 66.5%

60.6% 26.6% 12.9% 39.1% 60.9%

(1) Order of items was changed in the 2000 survey.

** Difference between covered and non-covered establishments is significant at p<.05. Notes: Column percents may not total to 100% due to rounding. Includes establishments that provide up to 12 weeks of unpaid leave. Source: 2000 Survey of Establishments.

A-1-23

Table A1-5.2. Family and Medical Leave Policies by FMLA Coverage Status: Continuation of Health Care Benefits: 2000 Survey Percent of Covered Establishments Percent of Non-covered Establishments Percent of All Establishments

Establishment Continues (1) Health Care Benefits For: Employee’s Own Serious Health Condition Yes No Depends on circumstances Mother’s Maternity-Related Reasons Yes No Depends on circumstances Parents to Care for Newborn** Yes No Depends on circumstances Parents for Adoption or Foster Care Placement** Yes No Depends on circumstances Care of Child, Spouse, or Parent for Serious Health Condition Yes No Depends on circumstances

87.0% 0.8% 12.2%

84.0% 4.4% 11.6%

84.5% 3.8% 11.7%

91.0% -8.4% 89.4% 1.2% 9.4%

89.0% 2.4% 8.6% 78.0% 7.1% 14.9%

89.3% 2.1% 8.6% 80.1% 6.0% 13.9%

89.4% 1.3% 9.3%

76.2% 6.6% 17.2%

78.7% 5.6% 15.7%

85.1% 1.4% 13.5%

81.7% 4.0% 14.4%

82.3% 3.5% 14.2%

(1) Order of items was changed in the 2000 survey.

** Difference between covered and non-covered establishments is significant at p<.05. -- Indicates less than 10 unweighted cases. Notes: Column percents may not total to 100% due to rounding. Includes establishments that provide up to 12 weeks of unpaid leave. Source: 2000 Survey of Establishments.

A-1-24

Table A1-5.3. Family and Medical Leave Policies by FMLA Coverage Status: Reasons for Which Job Return is Guaranteed: 2000 Survey Percent of Covered Establishments Percent of Non-covered Establishments Percent of All Establishments

Establishment Guarantees (1) Job For: Employee’s Own Serious Health Condition Yes No Depends on circumstances Mother’s Maternity-Related Reasons* Yes No Depends on circumstances Parents to Care for Newborn Yes No Depends on circumstances Parents for Adoption or Foster Care Placement Yes No Depends on circumstances Care of Child, Spouse, or Parent for Serious Health Condition Yes No Depends on circumstances

94.1% -5.5%

88.5% 1.5% 10.0%

89.2% 1.3% 9.4%

98.2% -1.6%

93.2% 1.3% 5.5%

93.9% 1.2% 5.0%

96.7% -2.8%

93.8% 1.9% 4.3%

94.2% 1.7% 4.0%

93.8% -5.6%

89.7% -8.9%

90.3% 1.3% 8.4%

93.4% -5.8%

87.7% 1.4% 10.9%

88.5% 1.3% 10.2%

(1) Order of items was changed in the 2000 survey.

* Difference between covered and non-covered establishments is significant at p<.10. ** Difference between covered and non-covered establishments is significant at p<.05. -- Indicates less than 10 unweighted cases. Notes: Column percents may not total to 100% due to rounding. Includes establishments that provide up to 12 weeks of unpaid leave. Source: 2000 Survey of Establishments.

A-1-25

Table A1-5.4. Provision of Leave Beyond that Guaranteed by FMLA by Coverage Status: 2000 Survey Percent of Covered Establishments More Than 12 Weeks Per Year Yes No Depends on circumstances Employees Who Have Worked for Establishment Less Than 12 Months Yes No Depends on circumstances Employees Who Have Worked for Less Than 1,250 Hours in the Past Year Yes No Depends on circumstances 22.9% 49.6% 27.5% Percent of Non-covered Establishments 21.1% 52.7% 26.1% Percent of All Establishments 21.4% 52.3% 26.3%

28.7% 43.6% 27.7%

28.0% 45.0% 27.0%

28.1% 44.8% 27.1%

27.0% 45.9% 27.0%

26.8% 44.9% 28.3%

26.8% 45.0% 28.2%

Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Establishments.

A-1-26

Table A1-5.5. Continuation of Pay During Leave by FMLA Coverage Status: 2000 Survey Percent of Covered Establishments 74.3% 17.9% 7.9% Percent of Noncovered Establishments 62.7% 26.7% 10.7% Percent of All Establishments 63.9% 25.7% 10.3%

Establishment Provides: Paid Sick Leave Yes No Depends on circumstances Paid Disability Leave** Yes No Depends on circumstances Paid Vacation** Yes No Depends on circumstances Other Paid Time Off** Yes No Depends on circumstances

62.7% 24.6% 12.7%

39.4% 48.3% 12.3%

42.0% 45.7% 12.3%

94.7% 0.9% 4.4%

80.1% 13.1% 6.8%

81.7% 11.8% 6.5%

43.3% 54.8% 1.9%

18.5% 78.4% 3.1%

21.2% 75.8% 2.9%

** Difference between covered and non-covered establishments is significant at p<.05. Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Establishments.

A-1-27

Table A1-5.6. Continuation of Pay During Leave by FMLA Coverage Status: Reasons for Which Pay is Continued: 2000 Survey Percent of Covered Establishments 17.3% 6.0% 22.7% 54.1% Percent of Noncovered Establishments 24.9% 7.2% 17.6% 50.4% Percent of All Establishments 24.0% 7.0% 18.2% 50.8%

Establishment Continues Pay During Leave For: Parents to Care for Newborn Full pay Partial pay Depends on circumstances No Pay Parents for Adoption or Foster Care Placement Full pay Partial pay Depends on circumstances No Pay Employee’s Own Serious Health Condition* Full pay Partial pay Depends on circumstances No Pay Mother’s Maternity-Related Reasons* Full pay Partial pay Depends on circumstances No Pay Care of Child, Spouse, or Parent for Serious Health Condition* Full pay Partial pay Depends on circumstances No Pay

16.5% 2.7% 20.5% 60.3%

20.1% 3.5% 19.8% 56.5%

19.8% 3.5% 19.9% 56.9%

32.9% 17.0% 20.3% 29.8%

39.3% 6.5% 19.8% 34.5%

38.6% 7.6% 19.8% 33.9%

30.7% 18.1% 16.3% 35.0%

34.9% 6.3% 15.2% 43.6%

34.4% 7.6% 15.4% 42.7%

15.9% 3.6% 21.1% 59.4%

27.8% 5.5% 23.2% 43.5%

26.5% 5.3% 23.0% 45.3%

* Difference between covered and non-covered establishments is significant at p<.10. Note: Column percents may not total to 100% due to rounding. Source: 2000 Survey of Establishments.

A-1-28

CHAPTER 6 TABLES DISPLAYED IN TEXT

Table A1-6.1. Covered Establishments’ Sources of Information About FMLA: 1995 and 2000 Surveys Percent of Covered Establishments 1995 Survey U.S. Department of Labor** The media A trade or business group An attorney or consultant** A union Employees The Internet Existing company policies or practices Some other source 53.9% 66.4% 70.3% 57.0% 3.0% 3.3% NA NA 20.5% 2000 Survey 83.1% 54.2% 68.3% 77.9% 3.2% 10.0% 48.8% 89.4% 12.4%

** Difference between 1995 and 2000 is significant at p<.05. NA - Indicates item not asked in 1995 survey. Notes: Percents do not total to 100% because a respondent could answer “yes” to more than one source. 1995 survey asked about initial sources of information on the FMLA. Source: 1995 and 2000 Survey of Establishments.

Table A1-6.2. How Employees First Learned About the Family and Medical Leave Act: 2000 Survey Percent of Employees Aware of FMLA Media (TV, newspapers, etc.) Co-workers Employer gave out information Posters Internet Family member Union gave out information Other way -- Indicates less than 10 unweighted cases. Source: 2000 Survey of Employees. 42.5% 5.0% 38.4% 3.6% -2.7% 1.4% 6.3%

A-1-29

Table A1-6.3. Methods Used to Cover Work When an Employee Takes Leave for a Week or Longer: 1995 and 2000 Surveys Percent of Covered Establishments Establishment Covers Leave By: Assigning work temporarily to other employees Hiring an outside temporary replacement** Hiring a permanent replacement* Putting work on hold until the employee returns from leave Having the employee perform some work while on leave Some other method 1995 Survey 97.1% 60.5% 11.8% 19.2% 13.9% 1.9% 2000 Survey 98.3% 41.3% 4.4% 15.5% 9.0% 10.6%

* Difference between 1995 and 2000 is significant at p<.10. ** Difference between 1995 and 2000 is significant at p<.05. Note: Percents do not total to 100% because a respondent could answer “yes” to more than one source. Source: 1995 and 2000 Survey of Establishments.

A-1-30

Table A1-6.4. Effects of FMLA-Related Administrative Activities: 1995 and 2000 Surveys Percent of Covered Establishments 1995 Survey Maintaining Additional Record-Keeping Very/Somewhat easy Very/Somewhat difficult Determining Whether the Act Applies to the Organization Very/Somewhat easy Very/Somewhat difficult Determining Whether Certain Employees are Eligible Very/Somewhat easy Very/Somewhat difficult Coordinating State and Federal Leave Policies Very/Somewhat easy Very/Somewhat difficult Coordinating the Act with Other Federal Laws Very/Somewhat easy Very/Somewhat difficult Coordinating the Act with Other Leave Policies Very/Somewhat easy Very/Somewhat difficult
(1)

2000 Survey 62.0% 38.0% 86.0% 14.0% 83.4% 16.6% 57.1% 42.9% 47.2% 52.8% 59.9% 40.1% 65.5% 34.5%

76.0%* 24.0%* 91.8% 8.2% 92.0%** 8.0%** 81.1%** 18.9%** 74.3%** 25.7%** 78.9%** 21.1%** NA NA

Coordinating the Act with Employee Attendance Policies Very/Somewhat easy Very/Somewhat difficult Administering FMLA’s Notification, Designation, and Certification Requirements Very/Somewhat easy Very/Somewhat difficult Determining if a Health Condition is a Serious Health Condition Under FMLA Very/Somewhat easy Very/Somewhat difficult Overall Ease of Complying with FMLA Very/Somewhat easy Very/Somewhat difficult * Difference between 1995 and 2000 is significant at p<.10. ** Difference between 1995 and 2000 is significant at p<.05. NA Indicates item not asked in 1995 survey. Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Establishments.

NA NA

45.6% 54.4%

NA NA 85.1%** 14.9%**

57.7% 42.3% 63.6% 36.4%

(1) In the 1995 survey, item wording was “pre-existing” rather than “other.”

A-1-31

Table A1-6.5. Effects of Complying with FMLA on Business and Employee Performance: 1995 and 2000 Surveys Percent of Covered Establishments 1995 2000 Survey Survey Business Performance Productivity Positive effect Negative effect No noticeable effect Profitability Positive effect Negative effect No noticeable effect Growth Positive effect Negative effect No noticeable effect Employee Performance Productivity Positive effect 12.6% Negative effect 4.7%* No noticeable effect 82.7%* Absences Positive effect 5.9% Negative effect 4.6%** No noticeable effect 89.5%* Turnover Positive effect 4.9% Negative effect -No noticeable effect 94.7% Career Advancement Positive effect 8.3% Negative effect -No noticeable effect 91.0% Morale Positive effect NA Negative effect NA No noticeable effect NA * Difference between 1995 and 2000 is significant at p<.10. ** Difference between 1995 and 2000 is significant at p<.05. -- Indicates less than 10 unweighted cases. NA Indicates item not asked in 1995 survey. Note: Column percents may not total to 100% due to rounding. Source: 1995 and 2000 Survey of Establishments. A-1-32 15.8% 17.2% 67.0% 4.8% 18.9% 76.3% 5.7% 8.4% 85.9% 3.9% -95.6% 24.2% 11.1% 64.7% 6.4% 7.2% 86.4% 1.2%* 6.3% 92.5%* 1.1% 3.1% 95.8% 7.1% 16.3% 76.5% 2.6% 9.8% 87.6% 2.6% 9.7% 87.7%