Protected Family and Medical Job Leave: Evidence from US Administrative Data

在美国有工作的母亲中，53.3%的人在生孩子后一个月休假，而父亲的这一比例仅为0.8%[han等人，2009年]。1993年《家庭和医疗休假法》是一个例外，因为它是美国的一项政策，强制要求因特定的家庭和医疗原因(包括分娩)而休无薪工作保护假。令人惊讶的是，人们对这一政策的第一级劳动力市场影响知之甚少，主要是因为数据原因。像FMLA这样的福利授权有成本和收益，这是出了名的难以评估。PI将使用新的管理数据来评估FMLA是否影响女性员工的留住、流动率、晋升、收入和(在匹配的调查子样本中)生育决定。人口统计上可识别的群体的强制福利可能会影响工资、就业或工作时间[Gruber，1994]。PI将分析来自纵向雇主-家庭动态(Lehd)的行政数据，并通过纽约人口普查研究数据中心获得。拟议中的分析将有助于了解美国的休假政策是否会影响性别工资差距。基本数据分析很容易被修改，以评估使用公司规模阈值实施的社会政策的其他关键维度。

53.3% of employed US mothers were on leave one month after having a child, versus only .8% for fathers [Han et al., 2009]. The 1993 Family and Medical Leave Act is exceptional in being a US policy mandating unpaid job-protected leave for specified family and medical reasons, including childbirth. Surprisingly little is known about the first-order labor market effects of this policy, principally for data reasons. Benefit mandates like the FMLA have costs and benefits which are notoriously difficult to assess. The PI will use new administrative data to evaluate whether FMLA affected retention of female employees, turnover, promotion, earnings, and (in matched survey subsamples) childbearing decisions. Mandated benefits for demographically-identifiable groups may be expected to affect wages, employment, or work hours [Gruber, 1994]. The PI will analyze administrative data from the Longitudinal Employer-Household Dynamics (LEHD) and available through the New York Census Research Data Center. The proposed analysis will help inform whether US leave policy affects the gender wage gap. The basic data analysis is readily modified to assess other key dimensions of social policy implemented using firm size thresholds.