Asunto(s)
Medicaid , Bienestar Social , California , Predicción , Humanos , Medicaid/tendencias , Asistencia Pública , Bienestar Social/tendencias , Gobierno Estatal , Estados UnidosRESUMEN
In the early 1990s, both state and federal governments enacted maternity-leave legislation. The key provision of that legislation is that after a leave of a limited duration, the recent mother is guaranteed the right to return to her preleave employer at the same or equivalent position. Using data from the National Longitudinal Survey of Youth, we correlate work status after childbirth with work status before pregnancy to estimate the prevalence, before the legislation, of returns to the preleave employer. Among women working full-time before the pregnancy, return to the prepregnancy employer was quite common. Sixty percent of women who worked full-time before the birth of a child continued to work for the same employer after the child was born. Furthermore, the labor market behavior of most of the remaining 40% suggests that maternity-leave legislation is unlikely to have a major effect on job continuity. Compared with all demographically similar women, however, new mothers have an excess probability of leaving their jobs.
Asunto(s)
Madres/estadística & datos numéricos , Permiso Parental/estadística & datos numéricos , Mujeres Trabajadoras/estadística & datos numéricos , Adulto , Conducta de Elección , Femenino , Humanos , Lactante , Recién Nacido , Modelos Logísticos , Modelos Teóricos , Permiso Parental/legislación & jurisprudencia , Embarazo , Estados UnidosRESUMEN
Employment of married mothers with preschool children rose dramatically between 1971 and 1990. Using CPS data, we find that about one-fifth of the increase in labor supply can be attributed to changes in mothers' demographic characteristics (age, education, and number of children). Changes in the earnings opportunities of new mothers and their husbands explain another one-fifth of the growth in employment. Over the two decades, infants up to three months old became less of a barrier to employment, while women's labor supply became more sensitive to their own earnings opportunities and less sensitive to those of their husbands.
Asunto(s)
Empleo/tendencias , Madres/estadística & datos numéricos , Mujeres Trabajadoras/estadística & datos numéricos , Adulto , Preescolar , Estudios Transversales , Escolaridad , Femenino , Humanos , Lactante , Recién Nacido , Edad Materna , Madres/educación , Análisis de Regresión , Salarios y Beneficios/tendencias , Cambio Social , Factores Socioeconómicos , Encuestas y Cuestionarios , Estados UnidosAsunto(s)
Aborto Inducido/legislación & jurisprudencia , Financiación Gubernamental , Medicaid , Menores , Consentimiento Paterno , Notificación a los Padres , Política Pública , Gobierno Estatal , Investigación Empírica , Gobierno Federal , Femenino , Regulación Gubernamental , Historia del Siglo XX , Humanos , Consentimiento Informado , Pobreza , Decisiones de la Corte Suprema , Estados UnidosRESUMEN
The proposed Health Security Act provides universal health insurance by extending the current employer-based health insurance financing system. It requires employers to pay approximately 80% of the health insurance premium for each of their workers. Experience with other legislation requiring employers to provide benefits to their employees indicates that most of the cost of a mandated benefit is shifted to employees in the form of lower wages. However, for workers without health insurance and with earnings close to the minimum wage, minimum-wage legislation prohibits employers from lowering wages in response to a health insurance mandate. These employers can be expected to respond by cutting employment. Recent evidence from employer reactions to increases in the minimum wage suggests that approximately 100,000 jobs would be lost due to the Health Security Act's employer mandate.