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Nicole Rabner's Files
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Withdrawal/Redaction Sheet
Clinton Library
DOCUMENT NO.
SUBJECT/TITLE
DATE
RESTRICTION
AND TYPE
001. memo
Barbara Whitehead to Sidney Blumenthal re Strategy (partial) (1 page)
01/12/1998
P6/b(6)
COLLECTION:
Clinton Presidential Records
First Lady's Office
Domestic Policy Council (Nicole Rabner)
OA/Box Number: 15418
FOLDER TITLE:
Family and Medical Leave Act [3]
2012-1035-S
kc1066
RESTRICTION CODES
Presidential Records Act - |44 U.S.C. 2204(a)|
Freedom of Information Act - [5 U.S.C. 552(b)]
P1 National Security Classified Information |(a)(1) of the PRA]
b(1) National security classified information [(b)(1) of the FOIA]
P2 Relating to the appointment to Federal office [(a)(2) of the PRA]
b(2) Release would disclose internal personnel rules and practices of
P3 Release would violate a Federal statute |(a)(3) of the PRA]
an agency [(b)(2) of the FOIA]
P4 Release would disclose trade secrets or confidential commercial or
b(3) Release would violate a Federal statute [(b)(3) of the FOIA]
financial information |(a)(4) of the PRA
b(4) Release would disclose trade secrets or confidential or financial
P5 Release would disclose confidential advice between the President
information [(b)(4) of the FOIA|
and his advisors, or between such advisors |a)(5) of the PRA]
b(6) Release would constitute a clearly unwarranted invasion of
P6 Release would constitute a clearly unwarranted invasion of
personal privacy |(b)(6) of the FOIA]
personal privacy |(a)(6) of the PRA]
b(7) Release would disclose information compiled for law enforcement
purposes ((b)(7) of the FOIA]
C. Closed in accordance with restrictions contained in donor's deed
b(8) Release would disclose information concerning the regulation of
of gift.
financial institutions [(b)(8) of the FOIA]
PRM. Personal record misfile defined in accordance with 44 U.S.C.
b(9) Release would disclose geological or geophysical information
2201(3).
concerning wells |(b)(9) of the FOIA]
RR. Document will be reviewed upon request.
ORSZAG J @ A1
02/05/98 06:27:00 F PM
Record Type:
Record
To:
See the distribution list at the bottom of this message
CC:
Subject: DODD, IN AN ELECTION YEAR, FACES OBSTACLES TO FAMILY LEAVE
Date: 02/05/98 Time: 17:51
FDodd, in an election year, faces obstacles to family leave
WASHINGTON (AP) On the fifth anniversary of the Family and
Medical Leave Act, its chief author said more workers should be
covered by the law's guarantee of unpaid time off to care for a new
child or sick relative.
This is a very popular idea," Sen. Christopher Dodd, D-Conn.,
said Thursday. He wants to expand the law to bring in businesses
with at least 25 employees, down from the current threshold of 50.
That would cover another 13 million workers.
But Dodd acknowledged that convincing his colleagues would be
tough.
It took years to muster enough votes in Congress to pass the
original law. It was vetoed twice by then-President George Bush, a
Republican, before President Clinton signed it in a Rose Garden
ceremony just two weeks after taking office.
Today, some of the bill's original opponents are still in
Congress, including the Senate Republican leader, Trent Lott of
Mississippi.
And there is opposition from business. John Satagaj, president
of the Small Business Legislative Council, said it would be
difficult for many small companies to meet the law's requirements.
Requests for unusual benefits, such as lengthy time-off, are
usually handled on a case-by-case basis, he said.
We're not convinced that the problem is widespread," he said.
Employees may find out that their employer is less flexible than
they were before this law was imposed."
The family leave law allows workers up to 12 weeks unpaid leave
after the birth or adoption of a child, or to care for their own or
a family member's serious illness. About 12 million workers took
advantage of benefits offered by the law from January 1994 through
June 1995, according to a commission created by Congress.
Dodd is aiming to expand the law as part of a larger initiative
on child care, a White House priority. More than 40 child care
bills have been introduced by Republicans and Democrats in recent
months.
To mark the fifth anniversary of family leave, Dodd held a news
conference with officials of the Adams National Bank, a Washington
bank that started its own leave policy in 1977 as a small business.
It now has more than 50 workers.
Small businesses should not fear this," Barbara Blum, the
bank's president, said. It brings into the workforce people who
stay with you
APNP-02-05-98 1801EST
Message Sent To:
Anne H. Lewis
Nicole R. Rabner
Jennifer L. Klein
Neera Tanden
Elena Kagan
Audrey T. Haynes
02/03/98 08:41:04 PM
Record Type:
Record
To:
See the distribution list at the bottom of this message
CC:
Nicole R. Rabner/WHO/EOP, Janet Murguia/WHO/EOP
Subject: FMLA
Regarding Thurs.'s FMLA anniversary, the following events seem to be planned:
1. Women's Legal Defense Fund reported that Senator Dodd was having a press
conference to celebrate the anniversary and announce more about the expansion
(I have
not confirmed with Dodd's office, however, Labor told me the same thing)
2. Carolyn Moloney is having a press conference at noon in conjunction with the
Congressional Women's Caucus
(I did not confirm, but this sounded more vague than the
Dodd event )
-X- I can call folks Wed. a.m. to get the information on these 2 events.
As of late this afternoon, it was not clear as to what Labor would do, if anything. After our
discussions this morning, they were possibly going to wait and just do the POTUS event.
Regarding states with lower thresholds as possible sites, for an event outside DC, Women's Legal
Defense Fund reported the following:
DC
threshold is 20
Maine
threshold is 25
Minn
threshold is 21, but law is not as broad as FMLA
Oregon threshold is 25
Vermont
threshold is 10 for new born and newly adopted; and 15 for others, also allows
24 hours for dental care, etc.
Clearly, Vermont is the best state with alot of small business, but it doesn't appear the POTUS is
headed anywhere near there over the next couple of weeks.
Please advise
we'd love to see this come together in the District or out!
Thanks
Message Sent To:
Elena Kagan/OPD/EOP
Ann F. Lewis/WHO/EOP
Anne H. Lewis/OPD/EOP
Jonathan A. Kaplan/OPD/EOP
Maria Echaveste/WHO/EOP
THE WHITE HOUSE
WASHINGTON
January 23, 1998
MEMORANDUM FOR THE PRESIDENT
FROM:
BRUCE REED
GENE SPERLING
SUBJECT:
Family and Medical Leave Expansions
This memorandum presents options to expand the Family and Medical Leave Act
(FMLA) for your consideration before a possible announcement on this issue in your State of the
Union Address. Expanding FMLA would further enable American workers to take protected
time off to spend with a new or adopted child, or for medical emergencies. It would build on
your strong record of helping parents meet their responsibilities to their families and their jobs,
and, specifically, would complement two pieces of your current child care proposal that also help
parents who wish to stay at home: (1) support for home visitation and other parent education
programs in your Early Learning Fund, and (2) demonstration projects to test policies to help
parents stay at home.
As you know, your advisors initially believed that a proposal to expand FMLA could help
inoculate your child care initiative against conservative attack by allowing parents to spend more
time with their children. Your recent child care announcement has generated overwhelmingly
positive support; several leading Republicans, however, have been working on alternative
proposals aimed entirely at helping parents to stay at home with their children. While an
announcement on FMLA expansion would be an important marker in this area, given the nature
of the proposals under active Republican consideration -- such as income splitting, income
averaging, and expansion of the $500 per-child tax credit -- it is unlikely that any proposal to
expand FMLA could stand up fully to these costly options. We therefore will continue our work
with the Treasury Department to explore possible tax-related measures to support stay-at-home
parents, in addition to any expansion of FMLA.
FMLA currently requires employers with 50 or more employees to provide up to 12
weeks of unpaid leave to eligible employees for certain family and medical reasons, including
the care of a new child. Employees are eligible if they have worked for the employer for at least
12. months and for at least 1,250 hours over the previous 12 months, and if the employer has at
least 50 employees working within 75 miles of the employee's worksite. Public agencies are
covered by FMLA regardless of size, but employees must still meet the eligibility requirements,
including working at a site where at least 50 employees are employed within 75 miles.
1
Options to expand FMLA include: (1) applying FMLA to businesses with 25 or more
employees, either in one step or incrementally; or (2) extending the permissible leave period to
24 weeks for parents with newborns. Over the last few weeks, we have worked to determine the
costs to businesses and the benefits to workers of pursuing either or both of these options.
Unfortunately, we have found that useful data in this area does not exist. It is impossible to
determine, for example, how many people currently taking leave to care for a newborn or
adopted child would take additional leave or how additional leave would benefit people of
particular income levels. Similarly, it is impossible to quantify the likely costs to small
businesses.
Option 1: Expanding Coverage to Businesses with Fewer Employees. You could call
for lowering FMLA's employer coverage threshold from 50 to 25, either in one step or
incrementally (for example by lowering it to 40, then 35, and finally 25). Senators Kennedy and
Dodd have proposed to lower the threshold to 10 employees, but your advisors believe that
FMLA would be too great a burden on employers of that size.
According to the Department of Labor, 67 million employees are currently eligible for
FMLA. Lowering the threshold to 40 would add 3:4 million people; lowering it to 35 would add
5.4 million people. Lowering the threshold all the way to 25 would add about 10 million people,
increasing by 15 percent the number of employees covered by FMLA, and doubling the number
of employers covered by the Act (from 330,000 to 690,000).
This proposal would give FMLA protection to more people at no cost to the federal
government. It would receive strong support from labor, women's groups, and other core
Democratic constituencies. The proposal, however, would provoke strong business opposition.
Many Republican and some Democratic Members of Congress would likely criticize any attempt
to lower the threshold as detrimental to small business. (According to a survey by the Family
and Medical Leave Commission, however, the great majority of businesses that have
implemented FMLA report little or no cost increases.)
Extending FMLA Leave from Three to Six Months
Below are three variations on this theme. The first is the most inclusive. The second
limits the workers eligible to the full six months to those with two full years of job tenure with
their current employer: The third limits the extent of the new benefit and makes it available only
to new parents.
Option 2A: Extending FMLA from Three to Six Months. This option would allow
workers who are currently eligible for FMLA to take longer leave. Approximately 12 million
workers take FMLA leave. According to the FMLA Commission's survey, about 12.5 percent or
1.5 million workers take the full 12 week leave. Of these, 450,000 workers took 12 or more
weeks leave for maternity, disability, or the care of a newborn, adopted or foster child.
2
This proposal would give parents additional time to spend with their new babies (again at
no cost to the federal government). It might help respond to the charge that our child care
proposal helps only working parents, not those who with a little help can and want to stay
home with their children for a period of time. However, any family leave policy would not fully
respond to that criticism because leave is by definition geared toward people who have been in
the workforce and will return to it. In addition, this proposal would not help workers who
currently cannot afford to take even the full 12 weeks of FMLA leave. According to the
Commission's survey, 65 percent of those who would have liked to take leave-to care for their
newborn, foster, or adopted child could not do so for economic reasons. Because this proposal
would not help such workers, FMLA advocates would likely give it only lukewarm support.
Finally, businesses already covered by FMLA would oppose the extension because guaranteeing
six months of leave would disrupt their operations.
Option 2B: Extend FMLA from Three to Six Months for Workers with Two Years
Tenure. Although there is no data available, your advisors generally feel that extending FMLA
to six months is a non-trivial burden on business. While businesses can arrange for other
employees or temporary help to cover a co-workers' three month absence, a six month absence is
harder to manage. Employers may have to hire replacement workers, thus increasing their costs
significantly. Moreover, employers faced with the possibility of having to offer six months of
job-protected leave to workers with only one year's tenure may be less likely to hire employees
they suspect will take this leave. This option is intended to mitigate these problems by limiting
eligibility for the extended leave to employees with two years of tenure.
Option 2C: Allow New Parents Up to 24 Weeks Leave in a Two Year Period. To
eliminate the possibility that an employee could work only six months each year by taking six
months of job protected leave annually, this proposal would-instead allow new parents only to
take six months of job protected leave every two years. Under this option, by taking the full six
months to care for a newborn, the employee would forego any right to paid leave in the following
year. Current law allows six months every two years, but restricts it to two three month periods.
This proposal simply gives employees additional flexibility in taking their leave while adding
only minimally to the business burden.
Recommendations: Your advisors agree that lowering the employee threshold will
provoke significant opposition, but some of your advisors, including the First Lady, believe that
it is a fight worth having. The First Lady believes strongly that lowering the threshold to 25 will
make a real difference in people's lives, covering about 10 million more American workers with
this significant benefit. She believes that, politically, it is an important thing to be for.
Some of your advisors feel that a decision about lowering the threshold must be made in
the context of the impact of your overall agenda on the business community. Secretary Herman,
for instance, believes that if you decide to call for an increase in the minimum wage, you should
not also lower the threshold. If, however, you do not propose raising the minimum wage, then
she feels you could call for lowering the threshold. Administrator Alvarez opposes any changes
3
to current law because she feels they will engender significant business opposition and may
undermine gains we have already made.
Secretary Herman supports extending the length of FMLA leave. Secretary Rubin and
Janet Yellin oppose Options 2A and 2B. Secretary Rubin feels that because businesses may need
to hire replacement workers to cover six month absences, the cost to business of longer leave
could be greater than the cost of initial implementation of the FMLA. He is also concerned that
higher income workers are more likely to benefit from longer leave, while empirical evidence
would suggest that all workers will pay for this in the form of lower wages. Janet Yellin shares
Secretary Rubin's concerns about Options 2A and 2B, but supports Option 2C because she feels
it is a very minor change from current law. The First Lady worries that the six month leave
extension will make only a marginal difference, and will disproportionately assist higher-income
workers:
The NEC has concerns about six months leave, but on the whole would support Option
2B -- extending the FMLA to six months for workers with two years tenure. The NEC fears,
however, that lowering the limit to 25 will cause too much opposition from Southern Democratic
Senators, especially if we also propose to raise minimum wage.
The DPC recommends that you propose Option 2B -- extending the FMLA to six months
for workers with two years tenure -- and if you are willing to take on a larger fight, that you
propose to lower the employee threshold to 25 as well. In addition, your advisors recommend
that you continue to fight for the 24-hour extension of FMLA for school visits, doctor
appointments and other family responsibilities.
1.
Expand FMLA Coverage to Businesses with 25 Employees
YES
NO
DISCUSS
2A.
Extend FMLA Leave from Three to Six Months
YES
NO
DISCUSS
2B.
Extend FMLA from Three Months to Six Months for Workers With Two Years
Tenure
YES
NO
DISCUSS
2C.
Allow New Parents Six Months Every Two Years
YES
NO
DISCUSS
4
PROPOSED EXPANSIONS
CONGRESSIONAL PROPOSALS TO EXPAND THE FMLA
COVERING EMPLOYEES OF MID-SIZED COMPANIES
The FMLA currently applies only to employers who employ 50 or more employees. The following bills would
extend the FMLA to employees of mid-sized companies by lowering the threshold for FMLA coverage:
Clinton Administration Proposal
Contact: Geri Palast, Assistant Secretary of Labor (202) 219-4692
S. 183, introduced by Sen. Christopher Dodd (D-Conn.) (25 employees)
Contact: Suzanne Day (202) 224-5630
H.R. 109, introduced by Rep. William Clay (D-Mo.) (25 employees)*
Contact: Peter Rutledge (202) 225-7117
H.R. 191, introduced by Rep. Alcee Hastings (D-Fla.) (25 employees).
Contact: Lindsay Rosenberg (202) 225-1313
H.R. 234. introduced by Rep. Carolyn Maloney (D-N.Y.) (25 employees).
Contact: Gail Ravnitsky (202) 225-7944
H.R. 1373. introduced by Rep. Rosa DeLauro (D-Conn.) (20 employees) Contact: Catriona Macdonald (202) 225-3661
S. to be introduced by Sen. Edward Kennedy (D-Mass.) (10 employees)
Contact: Susan Green (202) 224-5441
LEAVE FOR OTHER SERIOUS FAMILY NEEDS
The FMLA currently allows employees to take leave for the birth or adoption of a baby; for the employee's serious
health condition; or for the serious health condition of the employee's spouse, child, or parent. The following bills
would allow employees to take leave for other important family needs:
Education 24 hours of unpaid leave per year to participate in children's school activities or literacy training:
S. 280, introduced by Sen. Patty Murray (D-Wash.)
Contact: Greg Williamson (202) 224-2621
H.R. 191, introduced by Rep. Alcee Hastings (D-Fla.).
Contact: Lindsay Rosenberg (202) 225-1313
Education Plus Nonemergency Care for Children and Elderly Parents 24 hours of unpaid leave per year to
participate in school activities as well as to accompany children and older relatives to routine dental or medical
appointments:
H.R. 109, introduced by Rep. William Clay (D-Mo.).
Contact: Peter Rutledge (202) 225-7117
H.R. 234, introduced by Rep. Carolyn Maloney (D-N.Y.).
Contact: Gail Ravnitsky (202) 225-7944
Clinton Administration proposal
Contact: Geri Palast. Assistant Secretary of Labor (202) 219-4692
Domestic Violence Permits employees to use FMLA leave to deal with the direct results of domestic violence
and its aftermath.
S. 367, introduced by Sen. Paul Wellstone (D-Minn.)
Contact: Charlotte Oldham-Moore (202) 224-5641
H.R. 851, introduced by Rep. Lucille Roybal-Allard (D-Cal.)
Contact: Ellen Riddleberger (202) 225-1766
H.R. 109, H.R. 191, and H.R. 234 both lower the coverage threshold and provide for leave for other serious family needs.
An Expanded FMLA Would Not Hurt Small Businesses
The FMLA already covers some small worksites that have fewer than 50 employees. Worksites with fewer
than 50 employees are covered by the FMLA if they are part of a larger company with at least 50 employees
within a 75-mile radius. According to the bipartisan Family Leave Commission, the majority of the 58,000
covered worksites of 25 to 49 employees found it easy and inexpensive to comply with the FMLA:
93% of covered worksites with 25 to 49 employees found it very or somewhat easy to determine
worksite coverage, and 98% found it very or somewhat easy to determine employee eligibility.
These smaller businesses found complying with the FMLA even easier than larger employers.
75% of covered worksites with 25 to 49 employees experienced little or no increase in their
administrative costs; 89% experienced little or no increase in benefits costs; 83% experienced little or
no increase in hiring and training costs, and 95% experienced little or no increase in other costs.
The Family Leave Commission also found that covered businesses' actual experiences with the FMLA
were much more positive than non-covered businesses anticipated:
Although almost 17% of non-covered worksites anticipated that complying with the FMLA
would require a large increase in administrative costs, only 1.4% of covered worksites actually
experienced a large increase.
Although more than 18% of non-covered worksites anticipated a large increase in hiring/training
costs, only 1% of covered worksites actually experienced a large increase.
ENDNOTES:
1.
Except where noted, data come from U.S. Department of Labor, Bureau of Labor Statistics, "Covered
Employment and Wages (ES-202) Program," (1995) and assume even distribution of establishments of 20-
49 employees and of employees who work in establishments of 20-49 employees. In this fact sheet, we use
the terms "employer" and "business" interchangeably with the Bureau of Labor Statistics' "establishment."
2.
A Workable Balance: Report to Congress on Family and Medical Leave Policies (Family Leave
Commission, 1996).
2
Revised 4/97
Family
LOWERING
THE THRESHOLD
Medical
Leave
AMERICA'S WORKING FAMILIES NEED
THE FMLA TO COVER MORE EMPLOYEES
The FMLA has benefitted businesses as well as families. More employees, however, should have access
to its provisions. An expanded FMLA would give people who work for smaller employers the same
benefits that others already enjoy.
The FMLA Helps Millions of American Working Families¹
The Family and Medical Leave Act provides for 12 weeks' unpaid leave every year for eligible employees.
Currently, it applies to employers of at least 50 employees. covering 57.5% of this country's private
workforce, or almost 55 million private employees. 66% of the entire workforce, including government
employees, is covered. More than 12 million working Americans have taken family or medical leave since
the FMLA became law.²
More American Working Families Need the Protection of the FMLA
Because the FMLA applies only to employers of at least 50 employees, almost 41 million private
employees (almost 43% of the private workforce) are not protected by the FMLA.
If the FMLA applied to employers of 25 or more,
FMLA Coverage in the United States
it would cover:
Size of Employer (# of employees)
71.3% of the private workforce.
Private Sector
50+
25-49
Total (25+)
# Employees
54,619,688
13,084,394
67,704,082
More than 13 million additional
covered
privately employed workers, for a total
of more than 68 million private
% Employees
57.5%
13.8%
71.3%
employees across the United States.
covered
# Employers
322,579
431,843
754,422
11.2% of private employers.
covered
% Employers
4.8%
6.4%
11.2%
covered
Printed on Recycled Paper
Family
ALABAMA
MIDDLE SOUTH REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
ALABAMA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN ALABAMA?
The chart below shows the numbers and rates of private-sector employees and employers in Alabama: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
204,663 more Alabamans (14.4% of the
FMLA Coverage in Alabama
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
70.2% of all Alabama's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- the
lowest rate in the Middle South, but only
# Employees
791,233
204,663
995,896
1.1% lower than in the U.S. overall.
covered
% Employees
55.8%
14.4%
70.2%
Only an additional 7.1% of Alabama's
private employers would be newly covered
covered
by the FMLA, yet this places Alabama
# Employers
4,785
6,743
11,528
among the 10 states in the nation with the
covered
highest increases in the percentage of
covered employers.
% Employers
5.0%
7.1%
12.1%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Middle South region includes: Alabama. Kentucky, Mississippi, Tennessee. The regional breakdown
is that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue. NW, Suite 710
Washington, DC 20009
Family
ALASKA
PACIFIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
ALASKA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN ALASKA?
The chart below shows the numbers and rates of private-sector employees and employers in Alaska: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
27,151 more Alaskans would have the right
FMLA Coverage in Alaska
to take FMLA leave.
Size of Employer (# of employees)
An additional 15.5% of Alaska's private
employees would be newly covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- the 10th highest increase in the
nation.
# Employees
82,040
27,151
109,191
covered
Because of its small population, Alaska
% Employees
46.9%
15.5%
62.4%
would rank last in the nation for number of
people covered by the FMLA.
covered
# Employers
548
901
1,449
Of all states in the country, Alaska would
covered
have the smallest number (901) of private
employers newly covered by the FMLA.
% Employers
3.4%
5.6%
9.0%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Pacific region includes: Alaska. California, Hawaii, Oregon, Washington. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington. D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW. Suite 710
Washington. DC 20009
Family
ARIZONA
MOUNTAIN REGION'
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
ARIZONA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies. or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data³ to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN ARIZONA?
The chart below shows the numbers and rates of private-sector employees and employers in Arizona: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
202,834 more Arizonans (13.6% of the
FMLA Coverage in Arizona
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
72.7% of all Arizona's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- only 12
states would have higher employee
# Employees
884,824
202,834
1,087,658
coverage.
covered
% Employees
59.1%
13.6%
72.7%
The percentage of all Arizona's private
employers covered by the FMLA would be
covered
11.7% -- just above the U.S. overall rate of
# Employers
4,999
6,700
11,699
11.2%.
covered
% Employers
5.0%
6.7%
11.7%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Mountain region includes: Arizona. Colorado. Idaho. Montana. Nevada. New Mexico, Utah.
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
ARKANSAS
SOUTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
ARKANSAS
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies, or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN ARKANSAS?
The chart below shows the numbers and rates of private-sector employees and employers in Arkansas: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
119,366 more people in Arkansas would
FMLA Coverage in Arkansas
have the right to take FMLA leave.
Size of Employer (# of employees)
13.8% of Arkansas' private employees
would be newly covered by the FMLA --
Private Sector
50+
25-49
Total (25+)
the same increase as in the U.S. overall.
# Employees
483,277
119,366
602,643
An additional 6.4% of Arkansas' private
covered
employers would be newly covered by the
% Employees
55.9%
13.8%
69.7%
FMLA -- again, the same increase as in the
U.S. overall.
covered
# Employers
2,785
3,979
6,764
The total percentage of Arkansas private
covered
employers covered by the FMLA would be
just 10.9% -- the lowest in the South
% Employers
4.5%
6.4%
10.9%
Central region.
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The South Central region includes: Arkansas, Louisiana, Oklahoma, Texas. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
CALIFORNIA
PACIFIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
CALIFORNIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN CALIFORNIA?
The chart below shows the numbers and rates of private-sector employees and employers in California: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
1,518,241 more people in California would
FMLA Coverage in California
have the right to take FMLA leave.
California would rank 1st in the nation for
Size of Employer (# of employees)
the number of people newly covered by the
FMLA.
Private Sector
50+
25-49
Total (25+)
An additional 14.5% of California's private
# Employees
5,813,391
1,518,241
7,331,632
employees would be newly covered by the
covered
FMLA -- well above the national average
% Employees
55.5%
14.5%
70.0%
of 13.8%.
covered
70.0% of all employees in California's
# Employers
37,145
50,109
87,254
private workforce would be covered by the
covered
FMLA -- the highest rate in the Pacific
region.
% Employers
4.1%
5.5%
9.6%
covered
(over)
Printed on Recycled Paper
Only an additional 5.5% of California's private employers would be newly covered by the FMLA --
only Maine, Montana, and Washington, would have smaller increases in the percentage of covered
employers.
Only 9.6% of all California's private employers would be covered by the FMLA, placing California
among the 10 states in the nation with the lowest levels of total employer coverage in the country.
ENDNOTES:
1.
The Pacific region includes: Alaska, California, Hawaii, Oregon, Washington. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
COLORADO
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
COLORADO
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN COLORADO?
The chart below shows the numbers and rates of private-sector employees and employers in Colorado: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
228,653 more people in Colorado (15.3%
FMLA Coverage in Colorado
of the private workforce) would have the
right to take FMLA leave more people
Size of Employer (# of employees)
than in any other state in the Mountain
region.
Private Sector
50+
25-49
Total (25+)
A total of 67.5% of Colorado's private
# Employees
777,984
228,653
1,006,637
employees would be newly covered by the
covered
FMLA -- below the national average of
% Employees
52.2%
15.3%
67.5%
71.3% but above the Mountain regional
covered
average of 64.2%.
# Employers
5,172
7,528
12,700
Only 11.0% of all Colorado's private
covered
employers would be covered by the FMLA
-- below the national rate of 11.2%.
% Employers
4.5%
6.5%
11.0%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
CONNECTICUT
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
CONNECTICUT
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN CONNECTICUT?
The chart below shows the numbers and rates of private-sector employees and employers in Connecticut: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
170,104 more people in Connecticut
FMLA Coverage in Connecticut
(12.8% of the private workforce) would
have the right to take FMLA leave.
Size of Employer (# of employees)
71.1% of all Connecticut's private
Private Sector
50+
25-49
Total (25+)
employees would be covered by the FMLA
-- the 2nd highest level in New England.
# Employees
772,268
170,104
942,372
covered
The total percentage of Connecticut's
% Employees
58.3%
12.8%
71.1%
private employers covered by the FMLA
would be 10.0% -- below the national rate
covered
of 11.2% and lower than in 38 other states.
# Employers
4,310
5,646
9,956
covered
% Employers
4.3%
5.7%
10.0%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The New England region includes: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
DELAWARE
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
DELAWARE
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD TIIIS EXPANSION MAKE IN DELAWARE?
The chart below shows the numbers and rates of private-sector employees and employers in Delaware: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
34,812 more people in Delaware would
FMLA Coverage in Delaware
have the right to take FMLA leave.
Size of Employer (# of employees)
Although only an additional 11.5% of
Delaware private employees would be
Private Sector
50+
25-49
Total (25+)
newly covered by the FMLA -- the lowest
increase in the nation -- 74.2% of all
# Employees
189,172
34,812
223,984
Delaware's private employees would be
covered
covered by the FMLA -- the 7th highest
% Employees
62.7%
11.5%
74.2%
rate in the nation.
covered
Only an additional 5.9% of Delaware's
# Employers
924
1,162
2,086
private employers would be newly covered
covered
by the FMLA -- a lower increase than in 35
other states.
% Employers
4.7%
5.9%
10.6%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
DISTRICT OF COLUMBIA
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN THE
DISTRICT OF COLUMBIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD TIIIS EXPANSION MAKE IN THE DISTRICT OF COLUMBIA?
The chart below shows the numbers and rates of private-sector employees and employers in District of
Columbia: who are currently covered by the federal FMLA (Size of Employer is 50+); who work for
companies of 25-49 employees (Size of Employer is 25-49); and who work for companies of 25 or more
employees (Size of Employer is 25+).
43,877 people in D.C. (11.8% of the
FMLA Coverage in the District of Columbia
private workforce) work for companies
with between 25 and 49 employees. If it
Size of Employer (# of employees)
were not for the D.C. FMLA, they would
not now have the right to take FMLA
Private Sector
50+
25-49
Total (25+)
leave.
# Employees
238,323
43,877
282,200
75.8% of all D.C.'s private employees work
covered
for companies of 25 or more employees --
% Employees
64.0%
11.8%
75.8%
the 2nd highest rate in the nation.
covered
The total percentage of D.C.'s private
# Employers
1,290
1,438
2,728
employers of 25 or more employees is only
covered
11.0% -- just below the overall U.S. rate of
11.2%.
% Employers
5.2%
5.8%
11.0%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
3.
D.C. law already provides that employees of businesses of 20 or more employees are entitled to take family
leave to care for family members (16 weeks every 2 years) and medical leave to recover from their own
serious health conditions (an additional 16 weeks every 2 years). Expanding the federal FMLA would thus
have limited impact on D.C. employers of 25-49 employees and the employees that work for them. D.C.'s
law is largely co-extensive with the federal law.
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
FLORIDA
SOUTII ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
FLORIDA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN FLORIDA?
The chart below shows the numbers and rates of private-sector employees and employers in Florida who: are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
676,403 more Floridians (13.2% of the
FMLA Coverage in Florida
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
Florida would rank 4th in the nation for
Private Sector
50+
25-49
Total (25+)
numbers of both employees and employers
newly covered by the FMLA.
# Employees
2,942,258
676,403
3,618,661
covered
Only additional 5.9% of Florida's private
% Employees
57.2%
13.2%
70.4%
employers would be newly covered by the
FMLA -- a lower increase than in 35 other
covered
states.
# Employers
17,315
22,152
39,467
covered
The total percentage of Florida's private
employers covered by the FMLA would be
% Employers
4.6%
5.9%
10.5%
only 10.5% -- below the rate of 33 other
covered
states.
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
GEORGIA
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
GEORGIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD TIIIS EXPANSION MAKE IN GEORGIA?
The chart below shows the numbers and rates of private-sector employees and employers in Georgia: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
384,518 more Georgians (14.0% of the
FMLA Coverage in Georgia
private workforce) would have the right to
take FMLA leave. Georgia would rank 10th
Size of Employer (# of employees)
in the nation for people who would be
newly covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
72.5% of all Georgia's private employees
# Employees
1,605,380
384,518
1,989,898
would be covered by the FMLA -- the 13th
covered
highest rate in the nation.
% Employees
58.5%
14.0%
72.5%
covered
An additional 7.0% of Georgia's private
employers would be newly covered by the
# Employers
9,705
12,663
22,368
FMLA -- above the national average of
covered
6.4% and the 5th highest increase in the
nation (along with Missouri and Virginia).
% Employers
5.4%
7.0%
12.4%
covered
(over)
Printed on Recycled Paper
The total percentage of Georgia's private employers covered by the FMLA would be 12.4% -- among
the 10 highest rates in the nation, but only 1.2% above the national average of 11.2%.
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
HAWAII
PACIFIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
HAWAII
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN HAWAII?
The chart below shows the numbers and rates of private-sector employees and employers in Hawaii: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
64,606 more Hawaiians (15.0% of the
FMLA Coverage in Hawaii
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
67.7% of all Hawaii's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- the
second highest (after California) in the total
# Employees
226,192
64,606
290,798
percentage of covered employees in the
covered
Pacific region.
% Employees
52.7%
15.0%
67.7%
covered
An additional 6.8% of Hawaii's private
employers would be newly covered by the
# Employers
1,454
2,133
3,587
FMLA -- the highest increase in the region
covered
and just above the national average of
6.4%.
% Employers
4.6%
6.8%
11.4%
covered
(over)
Printed on Recycled Paper
The total percentage of Hawaii's private employers covered by the FMLA would be 11.4% -- the
highest rate of employer coverage in the region, and again just above the national rate of 11.2%.
ENDNOTES:
1.
The Pacific region includes: Alaska, California, Hawaii, Oregon, Washington. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
ILLINOIS
MIDWEST REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
ILLINOIS
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN ILLINOIS?
The chart below shows the numbers and rates of private-sector employees and employers in Illinois: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
573,788 more people in Illinois (12.4% of
FMLA Coverage in Illinois
the private workforce) would have the right
to take FMLA leave. Illinois would rank
Size of Employer (# of employees)
5th in the nation and the highest in the
Midwest for the number of people newly
Private Sector
50+
25-49
Total (25+)
covered by the FMLA.
# Employees
2,919,950
573,788
3,493,738
More than 3 out of 4 (75.4%) Illinois'
covered
private employees would be covered by the
% Employees
63.0%
12.4%
75.4%
FMLA -- the 3rd highest rate in the nation
covered
and the highest in the Midwest.
# Employers
15,921
18,819
34,740
Only an additional 6.8% of Illinois' private
covered
employers would be covered by the FMLA
-- the lowest increase in the Midwest.
% Employers
5.7%
6.8%
12.5%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Midwest region includes: Illinois, Indiana, Michigan, Ohio, Wisconsin. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
INDIANA
MIDWEST REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
INDIANA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD TIIIS EXPANSION MAKE IN INDIANA?
The chart below shows the numbers and rates of private-sector employees and employers in Indiana: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
321.659 more Indianans would have the
FMLA Coverage in Indiana
right to take FMLA leave.
Size of Employer (# of employees)
13.9% of Indiana's private employees
would be newly covered by the FMLA --
Private Sector
50+
25-49
Total (25+)
the highest increase in the percentage of
covered employees in the Midwest.
# Employees
1,379,005
321,659
1,700,664
covered
73.4% of all Indiana's private employees
% Employees
59.5%
13.9%
73.4%
would be covered by the FMLA -- the 9th
covered
highest rate in the country (tied with
Wisconsin).
# Employers
8,140
10,545
18,685
covered
% Employers
5.8%
7.5%
13.3%
covered
(over)
Printed on Recycled Paper
An additional 7.5% of Indiana's private employers would be covered by the FMLA -- the highest
increase in the nation (along with Wisconsin and Utah), but only 0.3% higher than the Midwest
regional average.
The total percentage of Indiana's private employers covered by the FMLA would be 13.3% -- the 2nd
highest rate in the nation (tied with Wisconsin), but again only 0.3% higher than the Midwest regional
average.
ENDNOTES:
1.
The Midwest region includes: Illinois, Indiana, Michigan, Ohio, Wisconsin. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families. chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
IDAHO
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
IDAHO
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies, or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN IDAHO?
The chart below shows the numbers and rates of private-sector employees and employers in Idaho: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
60,318 more people in Idaho would have
FMLA Coverage in Idaho
the right to take FMLA leave.
Size of Employer (# of employees)
An additional 16.2% of Idaho's private
employees would be newly covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- the 6th highest increase in the
nation.
# Employees
161,770
60,318
222,088
covered
Idaho would rank among the 3 states in the
% Employees
43.4%
16.2%
59.6%
nation with the lowest levels of total
coverage for both employees (59.6%) and
covered
employers (8.9%) in the private sector.
# Employers
1,086
2,047
3,133
(The other 2 states would be Wyoming and
covered
Montana).
% Employers
3.1%
5.8%
8.9%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Mountain region includes: Arizona. Colorado. Idaho, Montana. Nevada. New Mexico. Utah.
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
IOWA
NORTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
IOWA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN IOWA?
The chart below shows the numbers and rates of private-sector employees and employers in Iowa: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
154,623 more people in lowa would have
FMLA Coverage in Iowa
the right to take FMLA leave.
Size of Employer (# of employees)
An additional 14.3% of Iowa's private
employees would be newly covered by the
Private Sector
50+
25-49
Total (25+)
FMLA above the national average of
13.8%.
# Employees
569,551
154,623
724,174
covered
Only an additional 6.4% of Iowa's private
% Employees
52.8%
14.3%
67.1%
employers would be newly covered by the
FMLA -- the same increase as in the U.S.
covered
overall.
# Employers
3,586
5,118
8,704
covered
% Employers
4.5%
6.4%
10.9%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The North Central region includes: lowa, Kansas. Minnesota, Missouri, Nebraska. North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF. a national
advocate for women and families. chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
KANSAS
NORTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
KANSAS
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN KANSAS?
The chart below shows the numbers and rates of private-sector employees and employers in Kansas: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
142.445 more Kansans would have the
FMLA Coverage in Kansas
right to take FMLA leave.
Size of Employer (# of employees)
15.3% of Kansas' private employees would
be newly covered by the FMLA -- above
Private Sector
50+
25-49
Total (25+)
both the national average of 13.8% and the
North Central regional average of 14.7%.
# Employees
480,727
142,445
623,172
covered
The total percentage of in Kansas' private
% Employees
51.6%
15.3%
66.9%
employers covered by the FMLA would be
11.1% -- just above the North Central
covered
regional average of 10.9% and below the
# Employers
3,109
4,736
7,845
overall U.S. rate of 11.2%.
covered
% Employers
4.4%
6.7%
11.1%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The North Central region includes: lowa. Kansas. Minnesota. Missouri. Nebraska. North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
KENTUCKY
MIDDLE SOUTH REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
KENTUCKY
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN KENTUCKY?
The chart below shows the numbers and rates of private-sector employees and employers in Kentucky: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
190,989 more people in Kentucky would
FMLA Coverage in Kentucky
have the right to take FMLA leave.
Size of Employer (# of employees)
14.7% of Kentucky's private employees
would be newly covered by the FMLA --
Private Sector
50+
25-49
Total (25+)
well above the national average of 13.8%
and the highest increase in the percentage
# Employees
732,180
190,989
923,169
of covered employees in the Middle South
covered
region.
% Employees
56.3%
14.7%
71.0%
An additional 7.3% of Kentucky's private
covered
employers would be covered by the FMLA
# Employers
4,546
6,322
10,868
-- the 3rd highest increase in the nation
covered
(along with Ohio and Louisiana) but only
0.3% above the Middle South regional
% Employers
5.2%
7.3%
12.5%
average of 7.0%.
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Middle South region includes: Alabama. Kentucky, Mississippi. Tennessee. The regional breakdown
is that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF. a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition. a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
LOUISIANA
SOUTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
LOUISIANA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies, or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN LOUISIANA?
The chart below shows the numbers and rates of private-sector employees and employers in Louisiana: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
214,941 more Louisianans would have the
FMLA Coverage in Louisiana
right to take FMLA leave.
15.8% of all Louisiana's private employees
Size of Employer (# of employees)
would be newly covered by the FMLA,
Private Sector
50+
25-49
Total (25+)
placing Louisiana among the 10 states in
the nation with the highest increases of
# Employees
718,801
214,941
933,742
covered employees.
covered
% Employees
52.8%
15.8%
68.6%
An additional 7.3% of Louisiana's private
employers would be covered by the FMLA
covered
-- the 3rd highest increase in the nation
# Employers
4,725
7,143
11,868
(along with Ohio and Kentucky) but only
covered
0.3% higher than the South Central
regional average of 7.0%.
% Employers
4.9%
7.3%
12.2%
covered
(over)
Printed on Received Paper
ENDNOTES:
1.
The South Central region includes: Arkansas. Louisiana. Oklahoma, Texas. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families. chairs the national Family and Medical Leave
Coalition. a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW. Suite 710
Washington, DC 20009
Family
MAINE
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MAINE
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies. or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MAINE?
The chart below shows the numbers and rates of private-sector employees and employers in Maine: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
59,953 more people in Maine (14.3% of the
FMLA Coverage in Maine
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
An additional 5.4% of Maine's private
Private Sector
50+
25-49
Total (25+)
employers would be covered by the FMLA
-- the 2nd lowest increase in the nation
# Employees
212,909
59,953
272,862
(along with Washington).
covered
% Employees
50.9%
14.3%
65.2%
The total percentage of Maine's private
employers covered by the FMLA would be
covered
only 9.2% -- the 6th lowest rate in the
# Employers
1,389
1,978
3,367
nation.
covered
% Employers
3.8%
5.4%
9.2%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The New England region includes: Connecticut. Maine, Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington. D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
3.
In Maine. employees who work for businesses with 25 or more employees have the right to take limited
family or medical leave (10 weeks every 2 years) under state law. Expanding the federal FMLA would
give Maine employees in companies of between 25 and 49 employees the right to the full FMLA leave
period of 12 weeks each year.
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MARYLAND
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MARYLAND
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies. or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD TIIIS EXPANSION MAKE IN MARYLAND?
The chart below shows the numbers and rates of private-sector employees and employers in Maryland: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
243.400 more people in Maryland (14.3%
FMLA Coverage in Maryland
of the private workforce) would have the
right to take FMLA leave.
Size of Employer (# of employees)
70.1% of all Maryland's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- slightly
below the national rate of 71.3%.
# Employees
952,519
243,400
1,195,919
covered
The total percentage of Maryland's private
% Employees
55.8%
14.3%
70.1%
employers covered by the FMLA would be
10.4% -- the lowest level in the South
covered
Atlantic region and lower than in 35 other
# Employers
5,923
7,998
13,921
states.
covered
% Employers
4.4%
6.0%
10.4%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The South Atlantic region includes: Delaware. District of Columbia, Florida, Georgia, Maryland. North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MASSACHUSETTS
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MASSACHUSETTS
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid. job-protected leave to care for new babies, or seriously ill family members. or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MASSACHUSETTS?
The chart below shows the numbers and rates of private-sector employees and employers in Massachusetts:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
319,308 more people in Massachusetts
FMLA Coverage in Massachusetts
(12.9% of the private workforce) would
have the right to take FMLA leave.
Size of Employer (# of employees)
Massachusetts would have the most people
newly covered by the FMLA in the New
Private Sector
50+
25-49
Total (25+)
England region.
# Employees
1,483,486
319,308
1,802,794
72.8% of all Massachusetts' private
covered
employees would be covered by the FMLA
% Employees
59.9%
12.9%
72.8%
-- the highest rate in the New England
region.
covered
# Employers
8,518
10,535
19,053
An additional 6.5% of Massachusetts'
covered
private employers would be covered by the
FMLA -- the highest increase in New
% Employers
5.2%
6.5%
11.7%
England and just over the national average
covered
of 6.4%.
(over)
"
Printed on Recycled Paper
ENDNOTES:
1.
The New England region includes: Connecticut. Maine. Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington. D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor. Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995). and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet. we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition. a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MICHIGAN
MIDWEST REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MICHIGAN
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies. or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MICHIGAN?
The chart below shows the numbers and rates of private-sector employees and employers in Michigan: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
437.375 more people in Michigan (12.4%
FMLA Coverage in Michigan
of the private workforce) would have the
right to take FMLA leave. This would rank
Size of Employer (# of employees)
Michigan 8th in the nation for the most
people newly covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
74.9% of all Michigan's private employees
# Employees
2,196,949
437,375
2,634,324
would be covered by the FMLA, placing
covered
Michigan among the 10 states with the
% Employees
62.5%
12.4%
74.9%
highest rates in the nation.
covered
The total percentage of Michigan's private
# Employers
11,552
14,359
25,911
employers covered by the FMLA would be
covered
12.4% -- among the 10 highest rates in the
nation.
% Employers
5.5%
6.9%
12.4%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Midwest region includes: Illinois, Indiana, Michigan, Ohio, Wisconsin. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MINNESOTA
NORTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MINNESOTA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MINNESOTA?
The chart below shows the numbers and rates of private-sector employees and employers in Minnesota: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
259,654 more Minnesotans (13.5% of the
FMLA Coverage in Minnesota
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
72.2% of all Minnesota's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- the
highest rate in the North Central region.
# Employees
1,131,532
259,654
1,391,186
covered
Only an additional 6.8% of Minnesota's
% Employees
58.7%
13.5%
72.2%
private employers would be newly covered
covered
by the FMLA -- 0.4% above the national
and North Central regional averages, both
# Employers
6,558
8,579
15,137
of 6.4%.
covered
% Employers
5.2%
6.8%
12.0%
covered
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The North Central region includes: Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MISSISSIPPI
MIDDLE SOUTH REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MISSISSIPPI
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MISSISSIPPI?
The chart below shows the numbers and rates of private-sector employees and employers in Mississippi: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
107,230 more Mississippians (12.8% of the
FMLA Coverage in Mississippi
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
71.1% of all Mississippi's private
Private Sector
50+
25-49
Total (25+)
employees would be covered by the FMLA
-- almost equal to the national rate of
# Employees
490,372
107,230
597,602
71.3%.
covered
% Employees
58.3%
12.8%
71.1%
Only an additional 6.3% of Mississippi's
covered
private employers would be newly covered
by the FMLA -- the lowest increase in the
# Employers
2,793
3,561
6,354
Middle South region.
covered
The total percentage of Mississippi's
% Employers
5.0%
6.3%
11.3%
private employers covered by the FMLA
covered
would be 11.3% -- the lowest rate in the
Middle South.
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The Middle South region includes: Alabama, Kentucky, Mississippi, Tennessee. The regional breakdown
is that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MISSOURI
NORTH CENTRAL REGION¹
Medical
L
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MISSOURI
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MISSOURI?
The chart below shows the numbers and rates of private-sector employees and employers in Missouri: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
295,517 more Missourians would have the
FMLA Coverage in Missouri
right to take FMLA leave. Missouri would
have the most people newly covered by the
Size of Employer (# of employees)
FMLA in the North Central region.
Private Sector
50+
25-49
Total (25+)
An additional 14.4% of Missouri's private
employees would be newly covered by the
# Employees
1,160,093
295,517
1,455,610
FMLA -- well above the national average
covered
of 13.8%.
% Employees
56.6%
14.4%
71.0%
covered
The total percentage of Missouri's private
employers covered by the FMLA would be
# Employers
6,962
9,790
16,752
12.0% -- tied with Minnesota for the
covered
highest rate in the North Central region.
% Employers
5.0%
7.0%
12.0%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The North Central region includes: lowa, Kansas, Minnesota, Missouri. Nebraska, North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
MONTANA
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
MONTANA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN MONTANA?
The chart below shows the numbers and rates of private-sector employees and employers in Montana: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
46,419 more people in Montana would
FMLA Coverage in Montana
have the right to take FMLA leave.
Size of Employer (# of employees)
An additional 17.9% of Montana's private
employees would be covered by the FMLA
Private Sector
50+
25-49
Total (25+)
-- the 2nd highest increase in the nation.
# Employees
94,343
46,419
140,762
For the first time, over half -- 54.2% -- of
covered
all Montana's private employees would be
% Employees
36.3%
17.9%
54.2%
covered by the FMLA -- but this is still the
2nd lowest rate in the nation.
covered
# Employers
754
1,557
2,311
An additional 5.0% of Montana's private
covered
employers would be newly covered by the
FMLA -- the lowest increase in the nation.
% Employers
2.4%
5.0%
7.4%
covered
(over)
Printed on Recvcled Paper
7.4% of all Montana's private employers would be covered by the FMLA, keeping Montana the state
with the lowest rate of private employer coverage in the nation.
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NEBRASKA
Medical
NORTH CENTRAL REGION¹
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NEBRASKA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 43% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NEBRASKA?
The chart below shows the numbers and rates of private-sector employees and employers in Nebraska: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
86,108 more Nebraskans (13.6% of the
FMLA Coverage in Nebraska
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
69.2% of all Nebraska's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA, above the
North Central regional average of 67.1%.
# Employees
352,695
86,108
438,803
covered
An additional 6.5% of Nebraska's private
% Employees
55.6%
13.6%
69.2%
employers would be newly covered by the
FMLA -- just 0.1% above the national and
covered
North Central regional averages, both of
# Employers
2,005
2,884
4,889
6.4%.
covered
% Employers
4.5%
6.5%
11.0%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The North Central region includes: lowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, South
Dakota. Regions defined by U.S. Department of Commerce, Bureau of the Census, "Estimates of the
Population of States: July 1, 1990 - July 1, 1996." [DOUBLE CHECK]
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NEVADA
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NEVADA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NEVADA?
The chart below shows the numbers and rates of private-sector employees and employers in Nevada: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
80,243 more Nevadans (12.0% of the
FMLA Coverage in Nevada
private workforce) would have the right to
take FMLA leave.
Size of Employer (# of employees)
74.7% of all Nevada's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- the 5th
highest rate in the nation and the highest in
# Employees
420,708
80,243
500,951
the Mountain region.
covered
% Employees
62.7%
12.0%
74.7%
An additional 6.9% of Nevada's private
covered
employers would be newly covered by the
FMLA -- 0.5% higher than the national
# Employers
1,948
2,675
4,623
average of 6.4% and 0.6% higher than the
covered
Mountain region average of 6.3%.
% Employers
5.1%
6.9%
12.0%
covered
(over)
Printed on Recvcied Paper
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington. D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NEW HAMPSHIRE
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NEW HAMPSHIRE
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NEW HAMPSHIRE?
The chart below shows the numbers and rates of private-sector employees and employers in New Hampshire:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
65,703 more people in New Hampshire
FMLA Coverage in New Hampshire
would have the right to take FMLA leave.
An additional 14.9% of New Hampshire's
Size of Employer (# of employees)
private workforce would be covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- well above both New England's
regional average of 14.1% and the national
# Employees
226,007
65,703
291,710
average of 13.8%.
covered
% Employees
51.2%
14.9%
66.1%
The total percentage of New Hampshire's
private employers covered by the FMLA
covered
would be 10.2% -- close to the New
# Employers
1,536
2,185
3,721
England regional average of 10.0% and
covered
below the national average of 11.2%.
% Employers
4.2%
6.0%
10.2%
covered
(over)
&
Printed on Recvcied Paper
ENDNOTES:
1.
The New England region includes: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NEW JERSEY
Medical
MIDDLE ATLANTIC REGION¹
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NEW JERSEY
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NEW JERSEY ?
The chart below shows the numbers and rates of private-sector employees and employers in New Jersey: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
380,569 more people in New Jersey would
FMLA Coverage in New Jersey
have the right to take FMLA leave.
Size of Employer (# of employees)
71.0% of all New Jersey's private
workforce would be covered by the FMLA
Private Sector
50+
25-49
Total (25+)
-- just below the national average of 71.3%.
# Employees
1,686,270
380,569
2,066,839
An additional 5.7% of New Jersey's private
covered
employers would be covered by the FMLA
% Employees
57.9%
13.1%
71.0%
-- below the overall national increase of
6.4%.
covered
# Employers
9,874
12,543
22,417
covered
% Employers
4.5%
5.7%
10.2%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Middle Atlantic region includes: New Jersey, New York, Pennsylvania. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NEW MEXICO
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NEW MEXICO
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NEW MEXICO?
The chart below shows the numbers and rates of private-sector employees and employers in New Mexico: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
84,160 more people in New Mexico would
FMLA Coverage in New Mexico
have the right to take FMLA leave.
Size of Employer (# of employees)
An additional 16.7% of New Mexico's
private employees would be covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- the 4th highest increase in the
nation.
# Employees
243,224
84,160
327,384
covered
The total percentage of New Mexico's
% Employees
48.3%
16.7%
65.0%
private employers covered by the FMLA
covered
would be 10.9% -- above the Mountain
regional rate of 10.3% but below the
# Employers
1,745
2,786
4,531
overall U.S. rate of 11.2%.
covered
% Employers
4.2%
6.7%
10.9%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NORTH CAROLINA
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NORTH CAROLINA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NORTH CAROLINA?
The chart below shows the numbers and rates of private-sector employees and employers in North Carolina:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
385,048 more North Carolinians (13.5% of
FMLA Coverage in North Carolina
the private workforce) would have the right
to take FMLA leave. North Carolina
Size of Employer (# of employees)
would rank 9th in the nation for the number
of people newly covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
73.1% of all North Carolina's private
# Employees
1,695,322
385,048
2,080,370
employees would be covered by the FMLA
covered
-- the 10th highest rate in the nation.
% Employees
59.6%
13.5%
73.1%
An additional 7.4% of North Carolina's
covered
private employers would be newly covered
# Employers
9,653
12,630
22,283
by the FMLA -- only 1.0% above the
covered
national average of 6.4% but still making
North Carolina (along with Texas) the state
% Employers
5.6%
7.4%
13.0%
with the 2nd highest increase in the nation
covered
in rate of employer coverage.
(over)
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
NORTH DAKOTA
NORTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
NORTH DAKOTA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN NORTH DAKOTA?
The chart below shows the numbers and rates of private-sector employees and employers in North Dakota:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
37,353 more North Dakotans would have
FMLA Coverage in North Dakota
the right to take FMLA leave.
Size of Employer (# of employees)
An additional 16.9% of North Dakota's
private employees would be covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- the 3rd highest increase in the
nation and the highest in the North Central
# Employees
97,870
37,353
135,223
region.
covered
% Employees
44.2%
16.9%
61.1%
The total percentage of North Dakota's
covered
private employers covered by the FMLA
would be only 9.8% -- below the overall
# Employers
759
1,243
2,002
U.S. rate of 11.2% and the rates of 39 other
covered
states.
% Employers
3.7%
6.1%
9.8%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The North Central region includes: Iowa, Kansas, Minnesota, Missouri, Nebraska, North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
OHIO
MIDWEST REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
OHIO
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN OHIO?
The chart below shows the numbers and rates of private-sector employees and employers in Ohio: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
558,893 more people in Ohio (13.0% of the
FMLA Coverage in Ohio
private workforce) would have the right to
take FMLA leave. Ohio would rank 6th in
Size of Employer (# of employees)
the nation for the number of people newly
covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
74.5% of Ohio's private employees would
# Employees
2,651,361
558,893
3,210,254
be covered by the FMLA -- the 6th highest
covered
rate in the nation.
% Employees
61.5%
13.0%
74.5%
covered
An addtional 7.3% of Ohio's private
employers would be newly covered by the
# Employers
15,427
18,321
33,748
FMLA -- the 3rd highest increase in the
covered
nation (along with Louisiana and
Kentucky).
% Employers
6.2%
7.3%
13.5%
covered
(over)
Printed on Recycled Paper
The total percentage of Ohio's private employers covered by the FMLA would be 13.5% -- the highest
rate in the nation.
ENDNOTES:
1.
The Midwest region includes: Illinois, Indiana, Michigan, Ohio, Wisconsin. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
OKLAHOMA
SOUTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
OKLAHOMA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN OKLAHOMA?
The chart below shows the numbers and rates of private-sector employees and employers in Oklahoma: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
160,998 more Oklahomans would have the
FMLA Coverage in Oklahoma
right to take FMLA leave.
Size of Employer (# of employees)
An additional 16.1% of Oklahoma's private
employees would be covered by the FMLA
Private Sector
50+
25-49
Total (25+)
-- among the 10 states in the nation with
the highest increases in private employee
# Employees
508,751
160,998
669,749
coverage and the highest increase in the
covered
South Central region.
% Employees
50.9%
16.1%
67.0%
covered
The total percentage of Oklahoma's private
employers covered by the FMLA would be
# Employers
3,349
5,352
8,701
11.2% -- below the South Central regional
covered
average of 11.8% and the same as the
national rate.
% Employers
4.3%
6.9%
11.2%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The South Central region includes: Arkansas, Louisiana, Oklahoma, Texas. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
OREGON
PACIFIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
OREGON
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN OREGON?3
The chart below shows the numbers and rates of private-sector employees and employers in Oregon: who are
currently covered by the FMLA (Size of Employer is 50+); who work for companies of 25-49 employees (Size
of Employer is 25-49); and who work for companies of 25 or more employees (Size of Employer is 25+).
188,804 Oregonians work for companies
FMLA Coverage in Oregon
with 25-49 employees. If it were not for
the Oregon FMLA, they would not now
Size of Employer (# of employees)
have the right to take FMLA leave.
Private Sector
50+
25-49
Total (25+)
16.4% of Oregon's private employees work
for companies with 25-49 employees -- the
# Employees
554,883
188,804
743,687
5th highest rate in the nation and the
covered
highest in the Pacific region.
% Employees
48.3%
16.4%
64.7%
10.7% of all Oregon's private employers
covered
have 25 or more employees -- above the
# Employers
3,892
6,277
10,169
Pacific regional average of 10.0% but
covered
below the national rate of 11.2%.
% Employers
4.1%
6.6%
10.7%
covered
(over)
ENDNOTES:
1.
The Pacific region includes: Alaska, California, Hawaii, Oregon, Washington. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
3.
Oregon law already provides that employees who work for businesses with 25 or more employees can take
family and medical leave (12 weeks per year). Expanding the federal FMLA would thus have limited
impact on Oregon employers of 25-49 employees, and the employees who work for them.
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
PENNSYLVANIA
MIDDLE ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
PENNSYLVANIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN PENNSYLVANIA?
The chart below shows the numbers and rates of private-sector employees and employers in Pennsylvania: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
550,309 more Pennsylvanians (12.7% of
FMLA Coverage in Pennsylvania
the private workforce) would have the right
to take FMLA leave. Pennsylvania would
Size of Employer (# of employees)
rank 7th in the nation for the number of
people newly covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
73.9% of all Pennsylvania's private
# Employees
2,661,379
550,309
3,211,688
employees would be covered by the FMLA
covered
-- the 8th highest rate in the nation and the
% Employees
61.2%
12.7%
73.9%
highest in the Middle Atlantic region.
covered
An additional 6.8% of Pennsylvania's
# Employers
14,901
18,097
32,998
private employers would be covered by the
covered
FMLA -- the 7th highest increase in the
country (along with Minnesota, Hawaii,
% Employers
5.6%
6.8%
12.4%
and Illinois), but only 0.4% higher than the
covered
national average of 6.4%.
(over)
ENDNOTES:
1.
The Middle Atlantic region includes: New Jersey, New York, Pennsylvania. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
RHODE ISLAND
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
RHODE ISLAND
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN RHODE ISLAND?
The chart below shows the numbers and rates of private-sector employees and employers in Rhode Island: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
51,603 more people in Rhode Island
FMLA Coverage in Rhode Island
(14.1% of the private workforce) would
have the right to take FMLA leave.
Size of Employer (# of employees)
69.7% of all Rhode Island's private
Private Sector
50+
25-49
Total (25+)
employees would be covered by the FMLA
-- below the national rate of 71.3%, but
# Employees
202,889
51,603
254,492
above the New England regional average
covered
rate of 67.6%.
% Employees
55.6%
14.1%
69.7%
covered
The total percentage of Rhode Island's
private employers covered by the FMLA
# Employers
1,247
1,718
2,965
would be 9.7% -- the 2nd lowest rate in the
covered
New England region.
% Employers
4.1%
5.6%
9.7%
covered
(over)
ENDNOTES:
1.
The New England region includes: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
SOUTH CAROLINA
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
SOUTH CAROLINA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN SOUTH CAROLINA?
The chart below shows the numbers and rates of private-sector employees and employers in South Carolina:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
178,297 more South Carolinians (13.5% of
FMLA Coverage in South Carolina
the private workforce) would have the right
to take FMLA leave.
Size of Employer (# of employees)
72.2% of all South Carolina's private
Private Sector
50+
25-49
Total (25+)
employees would be covered by the FMLA
-- the 14th highest rate in the nation (tied
# Employees
775,161
178,297
953,458
with Minnesota).
covered
% Employees
58.7%
13.5%
72.2%
An additional 6.7% of South Carolina's
covered
private employers would be newly covered
by the FMLA-- close to the national
# Employers
4,533
5,841
10,374
increase of 6.4%.
covered
% Employers
5.2%
6.7%
11.9%
covered
(over)
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
SOUTH DAKOTA
NORTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
SOUTH DAKOTA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN SOUTH DAKOTA?
The chart below shows the numbers and rates of private-sector employees and employers in South Dakota:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
38,638 more South Dakotans would have
FMLA Coverage in South Dakota
the right to take FMLA leave.
Size of Employer (# of employees)
An additional 14.8% of South Dakota's
private workforce would be newly covered
Private Sector
50+
25-49
Total (25+)
by the FMLA -- above both the North
Central regional average of 14.7% and the
# Employees
124,236
38,638
162,874
national average of 13.8%.
covered
% Employees
47.7%
14.8%
62.5%
An additional 5.6% of South Dakota's
covered
private employers would be covered by the
FMLA -- among the 10 states in the nation
# Employers
876
1,293
2,169
with the lowest increases in covered
covered
employers and the lowest increase in the
North Central region.
% Employers
3.8%
5.6%
9.4%
covered
(over)
9.4% of all South Dakota's private employers would be covered by the FMLA -- the lowest rate in the
North Central region and the 8th lowest in the nation.
ENDNOTES:
1.
The North Central region includes: lowa, Kansas, Minnesota, Missouri, Nebraska. North Dakota, South
Dakota. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
TENNESSEE
MIDDLE SOUTH REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
TENNESSEE
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN TENNESSEE?
The chart below shows the numbers and rates of private-sector employees and employers in Tennessee: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
243,512 more people in Tennessee would
FMLA Coverage in Tennessee
have the right to take FMLA leave -- the
most people newly covered in the Middle
Size of Employer (# of employees)
South region.
Private Sector
50+
25-49
Total (25+)
76.2% of all Tennessee's private employees
would be covered by the FMLA -- the
# Employees
1,317,737
243,512
1,561,249
highest rate in the nation.
covered
% Employees
64.3%
11.9%
76.2%
An additional 7.1% of Tennessee's private
covered
employers would be covered by the FMLA,
placing Tennessee among the 10 states in
# Employers
6,850
8,011
14,861
the nation with the highest increases in the
covered
percentage of employers covered.
% Employers
6.1%
7.1%
13.2%
covered
(over)
Printed on Recycled
ENDNOTES:
1.
The Middle South region includes: Alabama, Kentucky, Mississippi, Tennessee. The regional breakdown
is that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
TEXAS
SOUTH CENTRAL REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
TEXAS
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN TEXAS?
The chart below shows the numbers and rates of private-sector employees and employers in Texas: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
918,792 more Texans (14.4% of the private
FMLA Coverage in Texas
workforce) would have the right to take
FMLA leave. After California, Texas
Size of Employer (# of employees)
would rank 2nd in the nation for the
number of people newly covered by the
Private Sector
50+
25-49
Total (25+)
FMLA.
# Employees
3,634,746
918,792
4,553,538
71.5% of all Texas' private employees
covered
would be covered by the FMLA -- the
% Employees
57.1%
14.4%
71.5%
highest rate in the South Central region and
covered
just over the national rate of 71.3%.
# Employers
21,965
30,465
52,430
covered
% Employers
5.4%
7.4%
12.8%
covered
(over)
An additional 7.4% of Texas' private employers would be covered by the FMLA -- along with North
Carolina, the 2nd highest increase in the nation and the highest in the South Central region, but only
1.0% higher than the national average of 6.4%.
ENDNOTES:
1.
The South Central region includes: Arkansas, Louisiana, Oklahoma, Texas. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
UTAH
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
UTAH
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN UTAH?
The chart below shows the numbers and rates of private-sector employees and employers in Utah: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
107,411 more people in Utah would have
FMLA Coverage in Utah
the right to take FMLA leave.
Size of Employer (# of employees)
15.3% of Utah's private employees would
be newly covered by the FMLA -- only 11
Private Sector
50+
25-49
Total (25+)
states would have higher increases in the
percentage of covered employees.
# Employees
369,664
107,411
477,075
covered
An additional 7.5% of Utah's private
% Employees
52.8%
15.3%
68.1%
employers would be covered by the FMLA
covered
-- the highest increase in the nation (along
with Indiana and Wisconsin) and the
# Employers
2,351
3,591
5,942
highest in the Mountain region, but only
covered
1.1% higher than the national average of
6.4%.
% Employers
4.9%
7.5%
12.4%
covered
(over)
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
VERMONT
NEW ENGLAND REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
VERMONT
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA. because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN VERMONT?³
The chart below shows the numbers and rates of private-sector employees and employers in Vermont: who are
currently covered by the federal FMLA (Size of Employer is 50+); who work for companies of 25-49
employees (Size of Employer is 25-49); and who work for companies of 25 or more employees (Size of
Employer is 25+).
34,114 people in Vermont work for
FMLA Coverage in Vermont
companies of 25-49 employees. If it were
not for the Vermont FMLA, they would not
Size of Employer (# of employees)
have the right to take FMLA.
Private Sector
50+
25-49
Total (25+)
15.7% of Vermont's private employees
work for companies with 25-49 employees
# Employees
98,531
34,114
132,645
-- the 9th highest rate in the nation and the
covered
highest in the New England region.
% Employees
45.2%
15.7%
60.9%
covered
8.9% of all Vermont's private employers
have 25 or more employees -- the 3rd
# Employers
669
1,154
1,823
lowest rate in the nation (along with Idaho)
covered
and the lowest in the New England region.
% Employers
3.3%
5.6%
8.9%
covered
(over)
21
Printed on Recvcled Paper
ENDNOTES:
1.
The New England region includes: Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island,
Vermont. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
3.
Vermont law already provides 12 weeks of family or medical leave per year to employees. Employees
who work at companies with 10 or more employees may take leave to recover from a serious illness or care
for a family member with a serious illness; employees who work at companies with 15 or more employees
may take leave for the birth or adoption of a child. Expanding the federal FMLA thus would have limited
effect on Vermont employers with 25-49 employees and the employees who work for them.
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
VIRGINIA
SOUTH ATLANTIC REGION'
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
VIRGINIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN VIRGINIA?
The chart below shows the numbers and rates of private-sector employees and employers in Virginia: who are
currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
353,421 Virginians would have the right to
FMLA Coverage in Virginia
take FMLA leave. Only 11 other states in
the nation would have more people newly
Size of Employer (# of employees)
covered by the FMLA.
Private Sector
50+
25-49
Total (25+)
14.8% of Virginia's private employees
would be newly covered by the FMLA --
# Employees
1,320,926
353,421
1,674,347
the 2nd highest increase in the percentage
covered
of covered employees in the South Atlantic
% Employees
55.3%
14.8%
70.1%
region.
covered
11.9% of all Virginia's private employers
# Employers
8,189
11,670
19,859
would be covered by the FMLA -- only
covered
0.5% above the South Atlantic regional
average of 11.4%.
% Employers
4.9%
7.0%
11.9%
covered
(over)
Printed on Paper
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina, South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
WASHINGTON
PACIFIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
WASHINGTON
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 - employees would give 13 million more Americans the right
to take FMLA leave, The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN WASHINGTON?
The chart below shows the numbers and rates of private-sector employees and employers in Washington: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
275,292 more Washingtonians would have
FMLA Coverage in Washington
the right to take FMLA leave.
Size of Employer (# of employees)
An additional 14.7% of Washington's
private workforce would be newly covered
Private Sector
50+
25-49
Total (25+)
by the FMLA -- well above the national
average of 13.8%.
# Employees
988,149
275,292
1,263,441
covered
An additional 5.4% of Washington's
% Employees
52.9%
14.7%
67.6%
private employers would be covered by the
FMLA -- the 2nd lowest increase in the
covered
nation (along with Maine) and the lowest in
# Employers
6,303
9,081
15,384
the Pacific region.
covered
The total percentage of Washington's
% Employers
3.7%
5.4%
9.1%
private employers covered by the FMLA
covered
would be 9.1% among the 10 lowest rates
in the nation.
(over)
Printed on Recvcled Paper
ENDNOTES:
1.
The Pacific region includes: Alaska, California. Hawaii. Oregon, Washington. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
WEST VIRGINIA
SOUTH ATLANTIC REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
WEST VIRGINIA
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN WEST VIRGINIA?
The chart below shows the numbers and rates of private-sector employees and employers in West Virginia:
who are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an
expanded FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of
Employer is 25+). If the expansion were adopted:
81,063 West Virginians would have the
FMLA Coverage in West Virginia
right to take FMLA leave.
Size of Employer (# of employees)
An additional 15.8% of West Virginia's
private employees would be covered by the
Private Sector
50+
25-49
Total (25+)
FMLA -- the 8th highest increase in the
nation (along with Louisiana) and the
# Employees
248,571
81,063
329,634
highest in the South Atlantic region.
covered
% Employees
48.4%
15.8%
64.2%
64.2% of all West Virginia's private
covered
employees would be covered by the FMLA
-- the lowest rate in the South Atlantic
# Employers
1,712
2,687
4,399
region and among the lowest 10 in the
covered
country.
% Employers
4.1%
6.4%
10.5%
covered
(over)
Printed on Recvcied Paper
The total percentage of West Virginia's private employers covered by the FMLA would be 10.5% --
below the overall U.S. rate of 11.2% and the rates of 33 other states.
ENDNOTES:
1.
The South Atlantic region includes: Delaware, District of Columbia, Florida, Georgia, Maryland, North
Carolina. South Carolina, Virginia, West Virginia. The regional breakdown is that used by the U.S. Census
Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.) Washington, D.C., 1996, Table
27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
WISCONSIN
MIDWEST REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
WISCONSIN
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN WISCONSIN?
The chart below shows the numbers and rates of private-sector employees and employers in Wisconsin: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
288,330 more people in Wisconsin (13.8%
FMLA Coverage in Wisconsin
of the private workforce) would have the
right to take FMLA leave.
Size of Employer (# of employees)
73.4% of all Wisconsin's private employees
Private Sector
50+
25-49
Total (25+)
would be covered by the FMLA -- the 8th
highest rate in the country (along with
# Employees
1,244,222
288,330
1,532,552
Indiana).
covered
% Employees
59.6%
13.8%
73.4%
An additional 7.5% of Wisconsin's private
covered
employers would be covered by the FMLA
-- the highest increase in the nation (along
# Employers
7,285
9,504
16,789
with Indiana and Utah), but only 0.3%
covered
higher than the Midwest regional average
of 7.2%.
% Employers
5.8%
7.5%
13.3%
covered
(over)
Printed on Recycled Paper
ENDNOTES:
1.
The Midwest region includes: Illinois, Indiana, Michigan, Ohio, Wisconsin. The regional breakdown is
that used by the U.S. Census Bureau in its Statistical Abstracts of the United States: 1996 (116th Ed.)
Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Family
WYOMING
MOUNTAIN REGION¹
Medical
Leave
EXPANDING THE FMLA TO COVER BUSINESSES WITH 25-49 EMPLOYEES IN
WYOMING
The Family and Medical Leave Act (FMLA) now gives millions of Americans the right to take up to 12 weeks
per year of unpaid, job-protected leave to care for new babies, or seriously ill family members, or to recover
from their own serious illnesses. But nationwide 42.5% of private-sector employees are not covered by the
FMLA, because they work for businesses with fewer than 50 employees -- the coverage threshold set by the
1993 law.
Expanding the law to cover businesses with 25-49 employees would give 13 million more Americans the right
to take FMLA leave. The Women's Legal Defense Fund (WLDF) has analyzed the most recent available
employment data² to show what this expansion would mean for all 50 states and the District of Columbia.
WHAT DIFFERENCE WOULD THIS EXPANSION MAKE IN WYOMING?
The chart below shows the numbers and rates of private-sector employees and employers in Wyoming: who
are currently covered by the FMLA (Size of Employer is 50+); who would be newly covered by an expanded
FMLA (Size of Employer is 25-49); and who would be covered after FMLA expansion (Size of Employer is
25+). If the expansion were adopted:
27,848 more people in Wyoming would
FMLA Coverage in Wyoming
have the right to take FMLA leave.
Size of Employer (# of employees)
An additional 18.6% of Wyoming's private
employees would be covered by the FMLA
Private Sector
50+
25-49
Total (25+)
-- the highest increase the nation and the
highest in the Mountain region.
# Employees
48,991
27,848
76,839
covered
51.4% of all Wyoming's private employees
% Employees
32.8%
18.6%
51.4%
would be covered by the FMLA -- the
lowest rate in the nation.
covered
# Employers
428
949
1,377
After Alaska, Wyoming would have the
covered
2nd fewest employers newly covered by the
FMLA in the nation (949).
% Employers
2.5%
5.6%
8.1%
covered
(over)
Printed on Recycled Paper
The total percentage of Wyoming's private employers covered by the FMLA would be 8.1% -- the 2nd
lowest rate in the nation.
ENDNOTES:
1.
The Mountain region includes: Arizona, Colorado, Idaho, Montana, Nevada, New Mexico, Utah,
Wyoming. The regional breakdown is that used by the U.S. Census Bureau in its Statistical Abstracts of the
United States: 1996 (116th Ed.) Washington, D.C., 1996, Table 27.
2.
Data are for the private sector and come from U.S. Department of Labor, Bureau of Labor Statistics,
"Covered Employment and Wages (ES-202) Program" (1995), and assume even distribution of
establishments of 20-49 employees and of employees who work in establishments of 20-49 employees. In
this fact sheet, we use the terms "employer" and "business" interchangeably with the Bureau of Labor
Statistics' "establishment."
For other state fact sheets, or for information about the FMLA, please
contact the Women's Legal Defense Fund at 202/986-2600. WLDF, a national
advocate for women and families, chairs the national Family and Medical Leave
Coalition, a diverse coalition of more than 250 groups that worked to enact the
FMLA and continues to monitor its implementation.
© 1997
Women's Legal Defense Fund
1875 Connecticut Avenue, NW, Suite 710
Washington, DC 20009
Withdrawal/Redaction Marker
Clinton Library
DOCUMENT NO.
SUBJECT/TITLE
DATE
RESTRICTION
AND TYPE
001. memo
Barbara Whitehead to Sidney Blumenthal re Strategy (partial) (1 page)
01/12/1998
P6/b(6)
COLLECTION:
Clinton Presidential Records
First Lady's Office
Domestic Policy Council (Nicole Rabner)
OA/Box Number: 15418
FOLDER TITLE:
Family and Medical Leave Act [3]
2012-1035-S
kc1066
RESTRICTION CODES
Presidential Records Act - |44 U.S.C. 2204(a)]
Freedom of Information Act 15 U.S.C. 552(b)]
P1 National Security Classified Information |(a)(1) of the PRA]
b(1) National security classified information |(b)(1) of the FOIA]
P2 Relating to the appointment to Federal office [(a)(2) of the PRA]
b(2) Release would disclose internal personnel rules and practices of
P3 Release would violate a Federal statute |(a)(3) of the PRA]
an agency |(b)(2) of the FOIA]
P4 Release would disclose trade secrets or confidential commercial or
b(3) Release would violate a Federal statute |(b)(3) of the FOIA]
financial information [(a)(4) of the PRA]
b(4) Release would disclose trade secrets or confidential or financial
P5 Release would disclose confidential advice between the President
information [(b)(4) of the FOIA]
and his advisors, or between such advisors |a)(5) of the PRA]
b(6) Release would constitute a clearly unwarranted invasion of
P6 Release would constitute a clearly unwarranted invasion of
personal privacy [(b)(6) of the FOIA]
personal privacy |(a)(6) of the PRA]
b(7) Release would disclose information compiled for law enforcement
purposes [(b)(7) of the FOIA]
C. Closed in accordance with restrictions contained in donor's deed
b(8) Release would disclose information concerning the regulation of
of gift.
financial institutions [(b)(8) of the FOIA]
PRM. Personal record misfile defined in accordance with 44 U.S.C.
b(9) Release would disclose geological or geophysical information
2201(3).
concerning wells [(b)(9) of the FOIA]
RR. Document will be reviewed upon request.
[001]
JAN-12-98 MON 2:00 FM BARBARAWHITEHEAD
FAX NO. 4135491835
P. 2
Ten Niwle
POTUS
BARBARA DAFOE WHITEHEAD
file
P6/(b)(6)
AMHERST, MA
01002
PHONE:
P6/(b)(6)
Memo To: Sidney Blumenthal
From:
Barbara Whitehead
Re:
A strategy for using family and medical leave to win the
childcare debate
Date:
January 12, 1998
This memo is inspired by a brief parting exchange I had with the
President. I told him that a recent study in the medical journal Pediatrics
supports his hugely popular family and medical leave program and also
bears upon the new childcare proposal. Its bottom line finding: for infants,
breast milk acts as brain food, boosting IQ and school performance. (More
on this later.)
I'm also attaching a piece that ran in the Wall Street Journal on the
day after the dinner. An attack on institutional child care in general, it rests
heavily on research evidence of the risks of institutional care for children in
the first six to twelve months of life.
As it happens, the evidence for the risks to infants is quite robust.
And now pediatric evidence on the benefits of maternal care for infants is
appearing. For the President's childcare initiative, this poses both peril and
opportunity.
The peril is this: The opposition will try to use the recent research on
breastfeeding and infant brain development to discredit the proposal. It will
argue that the President's proposal is at odds with what the White House
itself was telling us last April about early brain development. It will say that
the proposal is not designed with the best interests of infants in mind. It will
say that the proposal rewards women who work during the early months of a
child's life, but neglects those who choose to remain at home literally to
pour their mother's milk into their child's cognitive capacity. And as the
recent NBC/WSJ poll shows - granted, your polls may tell a different story
JAN-12-98 MON 2:03 PM BARBARAWHITEHEAD
FAX NO. 4135491835
P. 1
2
- the public's view of child care (and especially infant care, I suspect) is
ambivalent.
The opportunity is this: The President can preempt the opposition by
adding a feature to his State of the Union exposition of his child care plan.
The purpose of the addition: affirming the principle that working mothers of
newborns deserve the opportunity to nurture their infants before they return
to their place of employment.
The policy vehicle for providing this opportunity already exists: The
Family and Medical Leave Act. It now offers up to 12 weeks of unpaid
leave for varied family purposes. What if parents of newborns were
provided with more than 12 weeks of unpaid leave? Ideally the number of
weeks might rise incrementally to 36 weeks, but you know better than I how
many weeks might be appropriate for the first incremental expansion.
This puts the President on the offense and keeps him there. He can
say:
I have long recognized the importance of giving parents the option of
caring for newborn babies at home. This is one reason why I faced down
Republican opposition and signed the Family and Medical Leave Act. The
latest research on infant well-being only confirms the importance of
providing new parents with this opportunity.
Thus, he can use a wildly popular achievement not only as the policy
vehicle but also for rhetorical and political leverage. This puts the
opposition in a corner: You'll get the option of at-home maternal care for
infants in the early months of life, but the price you pay for it is an
expansion of a signature achievement of the Clinton administration (and one
you fought against.)
This also enables the President to present his childcare initiative in a
way that is sensitive to the developmental needs of the child: expanded
family leave for working parents of infants, followed by quality day care for
children beyond infancy, followed by afterschool care for school-age kids.
Again the emotional and cognitive needs of children - rather than what some
might disparage as the convenience desires of parents and employers - are
the linchpin rationale.
JAN-12-98 MON 2:03 PM BARBARAWHITEHEAD
FAX NO. 4135491835
P. 2
3
Of course, some parents, especially single mothers who are leaving
welfare for work, will have to rely on childcare for their infants and toddlers.
(Some states require new mothers to return to school or work as early as
twelve weeks after the birth of a baby, I believe.) But the point remains that
the President has already fought, against Republican opposition, for the right
of working parents to stay at home with a newborn. Now he can call for an
expansion of that right.
A brief summary of the attached article:
This well-designed longitudinal study by New Zealand researchers indicates
that children who are breast fed for up to eight months have higher IQs and
better school performance than those who are fed infant formula. The
researchers hypothesize that a fatty acid present in breast milk but not in
formula may be responsible for the advantage. Another hypothesis is that
eight months of breastfeeding makes for stronger attachment between infant
and mother, and stronger attachment enhances cognitive and emotional
functioning. Importantly, the positive effects of breastfeeding persist over
time. Partly in response to the research and partly in response to clinical
experience, the American Academy of Pediatrics recently revised its
advisory on breastfeeding and called for a full year of maternal breastfeeding
wherever possible.
JAN-12-98
MON
2:04
PM
BARBARAWHITEHEAD
FAX
NO.
4135491835
P.
3
THE WALL STREET JOURNAL THURSDAY, JANUARY 8, 1998
A Dangerous Experiment in Child-Rear
By ANDREW PEYTON THOMAS
Pennsylvania State University warns,
lieve that a stranger can care for your
A harmful social phenomenon is fast
based on his research, that full-time day-
child as well as you can?
gaining popular acceptance-a vice so
care babies are at risk of "heightened ag-
Defenders of day care often say it is es-
common that the problem is rarely even
gressiveness, non-compliance and with-
sential for women's equality in the work
discussed, and almost never forthrightly.
drawal in the preschool and early school
force. This simplistic notion, however, ig-
A new Census Bureau study makes clear
years.
nores the experiences of real men and
the magnitude of the problem. Examining
Other studies have concluded that
women. Often It Is fathers who are the
nearly 57,000 households across the U.S.,
lengthy stays in day-care centers impair
biggest fans of day care: They like the ex-
the bureau found that 55% of new mothers
children's mental ability. In 1995, the Na-
tra income their wives can bring in by de-
return to the work force within one year of
tional Institute of Mental Health published
positing children in institutions during the
giving birth. In 1976, by contrast, the fig-
ure was only 31%. Ours is now a day-care
culture. And the Clinton administration
Social science confirms that children raised in day-care
appears determined to keep it that way.
Yesterday the president proposed & $21.7
centers and similar institutions are often emotionally mal-
billion program of new spending and tax
adjusted and mentally impaired.
breaks to subsidize day care.
It is one thing for both parents to work
outside the home when their kids are
a joint U.S.-Israeli study that found chil-
day. It is mothers who usually feel the
older. But for both parents in a majority of
dren raised in Israeli communes known as
sting of guilt, that despised but just gadfly
families to be employed before their chil-
kibbutzim. who received 24-hour day care,
of conscience.
dren can even walk is startling. We are
were at significantly greater risk of devel-
Americans today are sophisticated at
witnessing a momentous experiment in
oping schizophrenia and other serious
rationalizing vice, but the justifications of-
the raising of children. Yet there are few
mental disorders. Last April the National
fered for day care are surprisingly thin.
stirrings in the culture suggesting any-
Institute of Child Health and Human De-
The most common excuse is that young
thing but a complacent acceptance of this
velopment released a long-term study of
'couples need the extra money. But U.S.
revolution in child rearing. Few political,
1,364 children from 10 states. The study.
News & World Report found that the me-
cultural or religious leaders have spoken
dian income for two-earner families is
out against the growing practice of aban-
$56,000, compared with $32,000 for male-
doning infants to paid strangers. Yet re-
breadwinner homes. At neither salary is a
cent research, not to mention common
four-member family lacking for necessi-
sense, tells us that this quiet overhaul of
ties. Per capita disposable income, adjust-
American families is a profound tragedy
ing for inflation, is more than twice as
whose bitter fruit will be reaped for
high today as it was in 1950, and three
decades to come.
times as high as in 1930. Families are
spending much of this money on luxuries
'Psychological Thalidomide'
like bigger homes (new homes are 38%
Social science confirms that babies
larger now than in 1970)-not on their kids.
raised in day-care centers and similar in-
The notorious au pair trial presented
stitutions are often emotionally malad-
this reality in stark relief: Two physicians
justed. Child development expert Edward
imported a teenage indentured servant,
Zigler of Yale has gone so far as to call day
paid her slave wages, entrusted her with
care "psychological thalidomide." Re-
raising their two children and then were
search beginning in the early 1970s has
outraged when many Americans did not
found that such children are more likely to
entirely sympathize with them after one of
be violent. antisocial and resistant to basic
the children died in the young woman's
discipline. A 1974 study in the journal De-
care.
velopmental Psychology reported that
Childhood was never perfect. Small
children who entered day care before their
They don't belong in day care.
children were once forced to sweep chim-
first birthday were "significantly more ag-
which examined children from diverse eth-
neys and pick grapes, and often children
gressive" and more physically and ver-
nic and socioeconomic backgrounds. re-
lost parents entirely to disease and war.
bally abusive of adults than other children.
ported that a child's placement in day care
But that is precisely why the destruction of
A 1985 study by Ron Haskins In Child
provided a "significant prediction" of
the 1950s nuclear family is so tragic. The
Development. another scholarly journal.
poorer mother-child interaction and re-
1950s set a standard for family life that
compared two groups of day-care children
duced cognitive and linguistic develop-
probably has never been equaled any-
and found that those who had spent more
ment.
where. Children were raised by two par-
time in day care suffered from proportion-
These are remarkable findings, espe-
ents in a safe, comfortable home, and
ately greater ill effects, regardless of the
cially given that social scientists, in the
Mom was almost always there to look after
quality of care. Teachers were more likely
main. hold no brief for traditional family
them when they were young. The self-cen-
to rate these early-care children as "hav-
values. But If you are a parent skeptical of
tered popular culture unleashed in the
ing aggressiveness as a serious deficit of
this social science, ask yourself this
1960s mocked and ultimately shattered this
social behavior." Similarly, Jay Belsky of
straightforward question: Do you truly be-
paradigm. Now we are Institutionalizing
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the worst aspects of this cultural revolu-
tion by warehousing infants merely so that
we might accumulate ever-nicer posses-
sions.
If these dire trends are to be reversed.
our leaders must assert themselves. To be-
gin with, religious leaders should decry
the selfishness and materialism that lead
parents to put their careers ahead of their
children.
Politicians always do well to leave
moral condemnations to the pulpit, and
such a sermon would not win them many
votes today. Yet they would likely become
heroes to many working mothers if. in-
stead of simply ignoring this issue, they
handled it with sincerity and skill. A Roper
poll this year reported that 75% of Ameri-
cans think that mothers who work outside
the home and have children under age
three threaten family values. A survey of
American women this year by the Pew
Center found that 81% thought the job of
mothering is more difficult today than It
was 20 or 30 years ago, and 56% thought
they did a less capable job than their own
mothers. Even among women who work
full time, only 41% were confident that
their situation was good for their children.
Can't Have It All
There are several policy changes that
elected officials should consider. The fed-
eral child care tax credit, which subsidizes
day care at the expense of stay-at-home
parents, should be reassessed. In a grow-
ing number. of jurisdictions, judges are
pressuring divorced mothers, even those
with small children, to go to work, by re-
ducing child-support payments based on
their potential income. This practice
should be ended legislatively. Lawmakers
should also consider offering tax credits
for businesses that accommodate mothers
or fathers who leave the work force during
their child's critical first five years. And,
of course, Congress should reject Mr. Clin-
ton's ill-considered plan to subsidize day
care.
Above all, we must see through the ca-
nard that tells us that when it comes to the
ancient clash between career and family,
we are now clever enough to be able to
"have it all." For when we knowingly sac-
rifice our children's well-being for the sake
of money or careers, are we even truly
worthy of our children's love?
Mr. Thomas is an attorney in Phoenix
and the author of "Crime and the Sacking of
America: The Roots of Chaos" (Brassoy's,
1994).
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PEDIATRICS Vol. 101 No. 1 January 1998, p. c9
ELECTRONIC ARTICLE:
Breastfeeding and Later Cognitive and Academic Outcomes
L. John Horwood and David M. Fergusson
From the Christchurch Health and Development Study. Christchurch School of Medicine, Christchurch,
New Zealand.
ABSTRACT
Objective. This study examines the associations between duration of breastfeeding
Top
Abstract
and childhood cognitive ability and academic achievement over the period from 8 to
Introduction
18 years using data collected during the course of an 18-year longitudinal study of a
Methods
Results
birth cohort of >1000 New Zealand children.
Discussion
References
Method. During the period from birth to age 1 year, information was collected on
maternal breastfeeding practices. Over the period from 8 to 18 years, sample members were assessed on
a range of measures of cognitive and academic outcomes including measures of child intelligence
quotient: teacher ratings of school performance; standardized tests of reading comprehension,
mathematics, and scholastic ability; pass rates in school leaving examinations; and leaving school
without qualifications.
Results. Increasing duration of breastfeeding was associated with consistent and statistically significant
increases in 1) intelligence quotient assessed at ages 8 and 9 years; 2) reading comprehension,
mathematical ability, and scholastic ability assessed during the period from 10 to 13 years; 3) teacher
ratings of reading and mathematics assessed at 8 and 12 years; and 4) higher levels of attainment in
school leaving examinations. Children who were breastfed for ≥8 months had mean test scores that were
between 0.35 and 0.59 SD units higher than children who were bottle-fed.
Mothers who elected to breastfeed tended to be older; better educated; from upper socioeconomic status
families; were in a two-parent family; did not smoke during pregnancy; and experienced above average
income and living standards. Additionally. rates of breastfeeding increased with increasing birth weight,
and first-born children were more likely to be breastfed.
Regression adjustment for maternal and other factors associated with breastfeeding reduced the
associations between breastfeeding and cognitive or educational outcomes. Nonetheless, in 10 of the
12 models, fitted duration of breastfeeding remained a significant predictor of later cognitive or
educational outcomes. After adjustment for confounding factors, children who were breastfed for ≥8
months had mean test scores that were between 0.11 and 0.30 SD units higher than those not breastfed.
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Conclusions. It is concluded that breastfeeding is associated with small but detectable increases in child
cognitive ability and educational achievement. These effects are 1) pervasive, being reflected in a range
of measures including standardized tests, teacher ratings, and academic outcomes in high school; and 2)
relatively long-lived, extending throughout childhood into young adulthood.
Key words: breastfeeding, cognitive ability, academic achievement, longitudinal study.
INTRODUCTION
Over the last 2 decades, there has been an accumulation of evidence suggesting that
Top
Abstract
breastfeeding may lead to small but detectable improvements in childhood cognitive
Introduction
ability or educational achievement. Three lines of evidence support this conclusion.
Methods
Results
Discussion
First, evidence from longitudinal studies of general child samples1 has shown
References
repeatedly that children who are breastfed show small increases over bottle-fed
children in mean test scores on measures of intelligence and academic achievement, with these
differences persisting after control for confounding factors. Typically, these studies suggest that in
comparison with bottle-fed children, children who are breastfed for a minimum of 3 to 5 months have an
advantage of between 0.15 and 0.25 SD units in mean test performance, even after control for
confounders.1
Second, data from an experimental study of feeding practices among preterm infants showed that
children whose mothers chose to express their own milk to feed their infant had higher developmental
scores at 18 months and higher intelligence quotient (IQ) assessed at 7.5 to 8.0 years than those whose
mothers chose not to do so.7,8 These differences persisted after control for confounding factors, and
there was evidence of dose-response relationships between the amount of breast milk supplied and
developmental or cognitive gains. These children had taken part in a randomized trial of nutrition in
neonatal diet. Among the children whose mothers had chosen not to express their breast milk, those
randomized to donor breast milk, with low nutrient content, performed as well as those fed with nutrient
supplemented preterm formula and significantly better than those fed a standard term formula. 2 These
data raise the possibility that some components of breast milk ameliorate the effect of poor nutrition. 8
Finally, neurodevelopmental research has suggested that the factors in breast milk that may be
responsible for the improved cognitive abilities of breastfed children may involve long chain
polyunsaturated fatty acids and, particularly, docosahexaenoic acid (DHA), 10 with some clinical studies
in which infant formula was supplemented with DHA suggesting possible improvements in visual acuity
and cognitive ability in preterm infants given the DHA-supplemented formula. 13
Collectively, the evidence from longitudinal research, clinical trials, and neurodevelopmental research is
beginning to provide a compelling case for the view that breastfeeding may have longer-term effects on
individual cognitive ability and educational achievement. There are, nonetheless, a number of issues
about the associations between breastfeeding and cognitive outcomes that require clarification.
One important issue concerns the extent to which the benefits of breastfeeding on cognitive development
persist beyond middle childhood. To date, most studies have examined these benefits in preschool
children or in children studied in the early school years 1.6.8.17.18 Less is known about the extent
to which the benefits of brcastfeeding on cognitive ability extend into adolescence and young adulthood.
This issue is clearly important because it is possible that the benefits of breastfeeding on cognitive
development may wash out over time, with these benefits being confined to only a relatively short period
of the individual's life.
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A second issue concerns the assessment of educational achievement. To date, only a few studies appear
to have assessed measures of academic achievement, as opposed to measures of cognitive ability, 1,2,6
and of these, the majority have used methods of standardized testing to assess educational achievement.
Although such measures have obvious psychometric advantages reflected by their standardization,
reliability, and validity data, the extent to which performance on standardized tests reflects real life
academic achievement remains to be assessed. For these reasons. it would be desirable for cognitive
benefits of breastfeeding to be assessed using a range of indices that could include performance on
standardized tests, teacher-based evaluations of academic achievement, and levels of achievement in
school examinations or in tertiary education.
To address the issues above, this paper reports on the results of an 18-year longitudinal study of the
relationships between infant feeding practices and later cognitive ability and academic achievement in a
birth cohort of >1000 New Zealand children studied from birth to age 18 years. The design of this study
made it possible to examine 1) the extent to which benefits of breastfeeding on cognitive ability and
achievement were evident throughout middle childhood, adolescence, and into young adulthood; and 2)
the extent to which breastfeeding was related to a range of indices of academic achievement that
included performance on standardized tests, teacher ratings of academic achievement, and levels of
success in examinations on leaving school.
METHODS
Top
The data were gathered during the course of the Christchurch Health and
Abstract
Development Study. The Christchurch Health and Development Study is a
Introduction
longitudinal study of a birth cohort of 1265 Christchurch, New Zealand, children born
Methods
Results
in 1977. The cohort was an unselected population sample comprising all children
Discussion
born in all hospitals in the Christchurch urban region during the period from April
References
15, 1977 to August 5, 1977. These children have been studied at birth, at 4 months, at
1 year, at annual intervals to age 16 years, and again at age 18, using information gathered from a
combination of sources including parental interview, teacher report, standardized testing and interviews
with the children, and medical records, 19
Measures Used in the Study
Breastfeeding When children surveyed were 4 months and 1 year of age, mothers were questioned in
detail concerning breastfeeding practices, use of milk formulas, and other aspects of infant diet. Maternal
reports were supplemented by evidence on breastfeeding practices recorded in the developmental records
completed by community health nurses. In addition, information was available from medical records of
the mother's breastfeeding practices in the maternity unit at the time of the child's birth. Using this
information, the following measures of breastfeeding were constructed. The first measure was duration
in months for which the child was breastfed. For the purposes of data display, this measure has been
classified into four groups: child was not breastfed; child was breastfed for <4 months; child was
breastfed for 4 to 7 months; child was breastfed for >8. The second measure was duration in months of
exclusive breastfeeding. This was defined as the number of months, to age 4 months, that the child was
reported to have been breastfed without receiving any additional cow's milk, milk formula preparation,
or solid food.
Although the two measures of breastfeeding were derived independently and used different criteria, they
proved to be highly correlated (r = 0.84; P < .001).
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Measures of Cognitive Ability and Academic Achievement
To describe the child's cognitive ability and academic achievement during the period from 8 to 18 years
of age, the following measures were selected.
Measures of Cognitive Ability At ages 8 and 9 years, children were administered the Revised Wechsler
Intelligence Scale for Children (WISC-R). 20 For the purposes of the present analysis, the child's total IQ
scores were used. The reliabilities of these scores, assessed using split-half methods, were .93 at age
8 years and .95 at age 9 years.
Teacher Ratings of School Performance When children were 8 and 12 years of age, teacher ratings of
the child's performance in reading and mathematics were obtained. Teachers were asked to rate the
child's performance in each area relative to other children of the same age, and ratings were made on a
five-point scale ranging from 1 = very poor to 5 = very good.
Standardized Tests of Achievement During the period from 10 to 13 years of age, children were
administered a series of standardized tests of achievement including 1) tests of reading comprehension
based on the Progressive Achievement Test of Reading Comprehension,21 administered at ages 10 and
12 years; 2) tests of mathematical reasoning based on the Progressive Achievement Test of
Mathematics, 22 administered at age 11 years; and 3) tests of Scholastic Abilities, 23 administered at age
13 years. The Test of Scholastic Abilities is a broad-based measure designed to assess those verbal and
numerical reasoning abilities deemed to be requisite for success in academic aspects of the school
curriculum. 23 The reliabilities of these measures, assessed using coefficient a, ranged from .83 for the
measures of reading comprehension to .87 for the measure of mathematical reasoning and .95 for the
measure of scholastic ability.
High School Outcomes At 18 years of age, study participants were assessed on the following two
measures of high school success. The first was the number of passing grades achieved in School
Certificate examinations. School Certificate is a national series of examinations that New Zealand
children may attempt at the end of their third year of high school. School Certificate examinations are
the first of a series of public examinations that provide young people with the eligibility requirements to
enter universities. Students typically undergo School Certificate at 15 or 16 years of age and attempt
examinations in between four and six subjects. The results of School Certificate examinations are graded
from A to E, with grades A, B, and C considered passing grades. The second measure was leaving
school without qualifications. Students who had left school by age 18 without at least one passing grade
in School Certificate were classified as having left school without qualifications.
Confounding Factors
To control for potentially confounding and selection factors associated with breastfeeding, a range of
measures of social, family, and other factors was selected from the database of the study. These
measures were chosen on the basis of being known to be associated with the mother's breastfeeding
history and/or with the cognitive and academic outcomes.
Measures of Social and Family History Maternal age at the time of the survey child's birth and
maternal education at the time of the child's birth were the first two measures of social and family
circumstances. Education was coded on a three-point scale reflecting the highest level of qualification
obtained, with 1 = no formal qualifications, 2 = high school qualifications, and 3 = tertiary level
qualifications. The third measure was family socioeconomic status at the time of the child's birth. This
was assessed using the Elley/Irving scale of socioeconomic status for New Zealand. 24 This scale
categorizes families into six classes on the basis of paternal occupation. The fourth measure was the
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child's family placement at birth. This was a binary measure reflecting whether the child entered a
single-parent family or a two-parent family at birth. The fifth measure was maternal smoking during
pregnancy. This was a binary measure reflecting whether the mother smoked during pregnancy.
The sixth measure was family living standards (0 to 5 years). Each year until survey children were
5 years of age, survey interviewers were asked to rate the family's living standards on a five-point scale
ranging from 1 = very good to 5 = very poor. These ratings were summed and then averaged over the
5-year period to provide a global measure of the general quality of living standards experienced by each
family during this period. The seventh measure was averaged family income (0 to 5 years). Each year,
estimates of the family's gross annual income were obtained from parental report. To provide a measure
of the average level of income available to each family for the period from the child's birth to age 5
years, the income estimates for each year were first recoded into decile categories and the resulting
measures then averaged over the 5-year period to produce a measure of the family's averaged income
decile rank.
Measures of Perinatal Outcome These were measures of gender, the child's birth weight in grams, the
child's estimated gestation in weeks. and the child's birth order in the family.
Sample Sizes
Although this study is based on a birth cohort of 1265 children, the sample sizes studied in this paper are
smaller, ranging from 772 to 1064. There were three reasons for these variations in sample size. First,
during the study period, there was attrition in the sample attributable to the combined effects of subject
refusal, outmigration from New Zealand, and death. The result of this attrition was that by age 18, the
number of cohort subjects had been reduced to 1025 subjects, with these subjects representing 81.0% of
the original sample and 92.3% of the sample still in New Zealand. Second, for standardized testing,
sample size was reduced further because of logistic reasons that made it necessary to confine
standardized tests to the sample of children resident in the Canterbury region. Canterbury residents
represented ~80% of the cohort in any year. Finally, there were small amounts of missing data for some
measures. The sample sizes studied for each outcome measure are shown in Table 1.
TABLE 1
View this table:
Associations Between Duration of Breastfeeding and Measures of Cognitive
[in this window]
Ability, Teacher Ratings of School Performance, Standardized Tests of
[in a new window]
Achievement, and High School Success
The variations in sample size raise the possibility that the results reported here could have been
influenced by the effects of nonrandom sample attrition. However, whereas previous analyses of
educational outcomes for this cohort suggest a slight bias in the samples available for analysis toward
underrepresentation of children from more disadvantaged family backgrounds, analyses that incorporate
statistical corrections for such bias produce conclusions essentially identical to those that do not
incorporate such correction 25.26 These findings suggest that sample loss processes are unlikely to
influence the conclusions drawn from the analyses reported here.
RESULTS
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Associations Between Duration of Breastfeeding and Measures of Cognitive
Top
Ability and School Achievement
Abstract
Introduction
Methods
Table 1 presents the relationships between the duration of breastfeeding classified
Results
into four groups (not breastfed, breastfed <A months, breastfed 4 to 7 months,
Discussion
breastfed ≥8 months) and mean scores on a series of measures of cognitive ability and
References
school achievement including the WISC-R IQ test; teacher ratings of performance in reading and
mathematics; standardized tests of reading comprehension, mathematics, and scholastic ability; and
success in School Certificate examinations. Table 1 also shows the percentage of children in each group
who left school without qualifications. For case of comparison, all standardized tests have been scaled to
a mean of 100 and an SD unit of 10, and teacher ratings have been scaled to a mean of 3 and an SD unit
of 1. Each comparison is tested for statistical significance, with continuously distributed measures being
tested by one-way analysis of variance and the dichotomous measure by the x2 test of independence. The
strength of association between duration of breastfeeding and each outcome is described by the product
moment correlation.
Table 1 shows clear and highly significant (P < .0001) tendencies for increasing duration of
breastfeeding to be associated with higher scores on measures of cognitive ability, teacher ratings of
performance, standardized tests of achievement, better grades in School Certificate examinations, and
lower percentages of children leaving school without qualifications. On average, children who were
breastfed for >8 months 1) scored between 0.35 and 0.59 SD units higher on standardized tests of ability
or achievement and teacher ratings of school performance than children who were not breastfed, and 2)
were considerably less likely than nonbreastfed children to leave school without qualifications (relative
risk = 0.38; 95% CI: 0.25, 0.59).
Tests of linearity applied to the associations in Table 1 suggested that in all cases, the association
between duration of breastfeeding and the outcome measure was well approximated by a linear model.
The product moment correlations between duration of breastfeeding and the outcome measures were
generally similar across all outcomes, ranging from 0.14 to 0.24, with a median value of 0.20, suggesting
that from middle childhood to the point of leaving school, there were moderate but consistent tendencies
for increasing duration of breastfeeding to be associated with increasing levels of cognitive ability and
academic success.
The pervasive associations found between breastfeeding and measures of cognitive ability and academic
achievement were, in part, explained by the fact that the outcomes described in Table 1 were all
significantly correlated. Correlations between different measures ranged from as high as 0.88 to as low
as 0.32, with the median intercorrelation between measures being 0.61. Given the correlations between
cognitive ability and academic achievement throughout childhood and into young adulthood, it is
evident that if breastfeeding is associated with one of these outcomes, it is likely to be associated with
others.
Associations Between Duration of Breastfeeding and Social, Family, and Perinatal Factors
Table 2 shows the relationships between duration of breastfeeding and the potentially confounding
social, family, and perinatal factors described in the "Methods." For ease of data display, measures of
family factors and social background have been expressed as dichotomous variables. The rules for
constructing these dichotomies are reported in Table 2. The significance of the associations between the
duration of breastfeeding and the variables in Table 2 was tested using the x² test of independence for
dichotomous measures and one-way analysis of variance for continuously distributed variables (ie, birth
weight, gestation).
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TABLE 2
View this table:
Associations Between Duration of Breastfeeding and Social, Family, and
[in this window]
Perinatal Factors
[in a new window]
Table 2 shows clear tendencies for increasing duration of breastfeeding to be associated with decreasing
levels of social and family disadvantage and improved child perinatal outcomes. In particular, there were
detectable tendencies for women who did not breastfeed to be younger (P < .001), to have poorer
educational qualifications (P < .001), to have smoked during pregnancy (P < .001), to be more likely to
come from families of lower socioeconomic status (P < .001), families with below-average living
standards (P < .001), or families with low income (P < .001); and to have been a single parent at the time
of the survey child's birth (P < .001). In addition, women who did not breastfeed were more likely to
have had infants of lower birth weight (P < .001) and to be primiparous (P < .001). However, the
duration of breastfeeding appeared to be unrelated to the child's gender (P > .30) or gestation (P > .20).
Associations Between Duration of Breastfeeding and Cognitive Outcomes After Adjustment for
Confounding
To examine the associations between duration of breastfeeding and cognitive and educational outcomes
after adjustment for the social, family, and perinatal factors presented in Table 2, the data were
reanalyzed by fitting multiple regression models in which each outcome measure was modelled as a
function of the duration of breastfeeding and the potentially confounding or selection factors. For
continuously scored outcomes, multiple linear regression models were fitted, whereas for the
dichotomous outcome, multiple logistic regression methods were used. In fitting these models, the social
and family factors were not scaled as dichotomies as shown in Table 2, but rather were scored as
described in "Methods."
From the parameters of the fitted regression models, estimates of the dose-response functions between
the duration of breastfeeding and the outcome measures adjusted for confounding factors were obtained.
These adjusted associations are given in Table 3, which shows for each outcome 1) the covariate
adjusted mean scores or percentages for each level of the breastfeeding factor; 2) the test of significance
of the breastfeeding factor based on the ratio of the regression coefficient for the breastfecding measure
to its SE; and 3) the confounding covariates that were found to be significant in each equation. The
adjusted mean scores and percentages were obtained using the methods described by Lee (1981) 27 The
adjusted means and percentages give estimates of the mean test scores and percentages that would have
been observed had all subjects been exposed to comparable levels of the confounding covariates in
shown for each equation.
TABLE 3
View this table:
Associations Between Duration of Breastfeeding and Measures of Cognitive
[in this window]
Ability, Teacher Ratings of School Performance, Standardized Tests of
[in a new window]
Achievement, and High School Success After Adjustment for Covariates
Examination of Table 3 leads to the following conclusions:
1. In all cases, control for confounding factors reduced the strength of association between the
duration of breastfeeding and later outcomes. This result suggests, in part, that the apparently
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superior performance of children exposed to lengthy duration of breastfeeding reflected the
presence of confounding factors and/or selection processes that were associated with both
breastfeeding and later cognitive achievement. Inspection of the significant covariate factors
suggests that these confounding factors included both measures of social/family advantage
(maternal age, education, family socioeconomic status, family income, and living standards) and
measures of perinatal outcome (birth weight, birth order, gender).
2. Of the 12 comparisons made, however, 10 show statistically significant (P < .05) associations
between duration of breastfeeding and later outcomes, one comparison is marginally significant (P
< .10), and one clearly nonsignificant (P > .15). Of particular note is the fact that both the
individual's levels of success in School Certificate examinations and his/her risk of leaving school
without qualifications were significantly related to duration of breastfeeding even when allowance
was made for confounding factors.
3. In general, the results suggest that after adjustment for confounding, there were small but
consistent tendencies for increasing duration of breastfeeding to be associated with increased IQ,
increased performance on standardized tests, higher teacher ratings of classroom performance, and
better high school achievement. The size of this influence can be seen by comparing the adjusted
mean test scores of children who were not breastfed with those of children who were breastfed for
>8 months. These comparisons show that children who were breastfed for ≥8 months had mean
scores that were between 0.11 and 0.30 SD units higher than the scores for those who were not
breastfed. Similarly, children breastfed for ≥8 months were only two thirds as likely as
nonbreastfed children to have left school without qualifications.
Supplementary Analyses
To examine the robustness of study conclusions to changes in analytic approaches, the following
supplementary analyses were conducted.
1. The data were reanalyzed using a classification of breastfeeding based on the number of months
for which the child was exclusively breastfed. This analysis produced conclusions that were
consistent with those drawn above: increasing duration of exclusive breastfeeding was associated
with increasing levels of cognitive ability and academic achievement, and adjustment for
confounding tended to reduce the size of these associations but, even after adjustment, significant
(P <.05) associations remained between the duration of exclusive breastfeeding and 9 of the
12 outcomes studied. In particular, there were significant adjusted associations between duration
of exclusive breastfeeding and high school outcomes measured at age 18.
2. To examine whether the effects of breastfeeding varied for boys and girls, the analyses were
extended to include tests of interactions between gender and measures of breastfeeding in their
effects on cognitive and educational outcomes. However, in no instance was there any detectable
evidence to suggest that the association of breastfeeding with the outcome measures varied with
the child's gender.
3. Exploration of additional possible confounding factors was conducted by examining the extent to
which such factors as maternal work force participation patterns explained the associations. There
was no evidence to suggest that the associations between breastfeeding and academic achievement
or cognitive ability could be explained further by the inclusion of such confounding factors into
the models.
DISCUSSION
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This study has examined the statistical linkages between duration of breastfeeding
Top
and later cognitive outcomes in a birth cohort of New Zealand-born children studied
Abstract
Introduction
to 18 years of age. The findings of this study may be summarized as follows.
Methods
Results
Increasing duration of breastfeeding was associated with small, detectable, and
Discussion
References
generally consistent increases in childhood cognitive outcomes from the age of 8 to
the age of 18. Breastfed children had higher mean scores on tests of cognitive ability; performed better
on standardized tests of reading, mathematics, and scholastic ability; were rated as performing better in
reading and mathematics by their class teachers; had higher levels of achievement in school-leaving
examinations; and less often left school without educational qualifications. There seems to be little doubt
on the basis of this evidence that patterns of infant feeding were consistently related to levels of
educational attainment from middle childhood to the point of young adulthood.
Subsequent analysis revealed that, in part, the cognitive and academic superiority of breastfed children
was explained by the fact that they tended to be born into socially advantaged families characterized by
having older, better educated mothers, who did not smoke during pregnancy, higher socioeconomic
status, better living standards, and higher family income. However, even after control for confounding
and selection factors associated with infant feeding practices, increasing duration of breastfeeding was
associated with small but significant increases in scores on standardized tests of ability and achievement,
teacher ratings of classroom performance, and greater success at high school. The size of this effect may
be illustrated by comparing the mean test scores of those who were breastfed for ≥8 months with those
who were not breastfed. This comparison showed that even after statistical adjustment, children exposed
to ≥8 months of breastfeeding had mean test scores that were between 0.11 to 0.30 SD units higher than
those not breastfed. These effect sizes appear to be very similar to the effects found in other studies of
general child samples. 1 Similarly, after adjustment for confounding factors, children who were breastfed
for ≥8 months had only an approximate two-thirds risk of leaving school without qualifications
compared with children who were not breastfed. These results were found to be resilient to a change to
an alternative measure of the duration of breastfeeding based on the number of months of exclusive
breastfeeding.
Although the results above suggest that associations between duration of breastfeeding and later
outcomes persisted when allowance was made for a range of confounders, the possibility remains that
the association between breastfeeding and longer-term outcomes found in this study is noncausal and
arises from the effects of confounding factors that have not been controlled adequately in the analysis.
Nonetheless, when taken in conjunction with the existing literature on this topic, 1.16 the weight of the
evidence clearly favors the view that exposure to breastfeeding is associated with small but detectable
increases in childhood cognitive ability and educational achievement, with it being likely that these
increases reflect the effects of long chain polyunsaturated fatty acid levels and, particularly, DHA levels
on early neurodevelopment. The present study extends these conclusions by showing that the effects of
breastfeeding are 1)pervasive and reflected in a range of measures including standardized tests, teacher
ratings, and success in high school examinations; and 2) relatively long-lived, extending throughout
childhood into young adulthood.
Clinical Implications
These findings add to a growing body of evidence that has suggested breastfeeding may have multiple
health and other benefits for children. 12,28 The particular significance of the present findings is that they
show the cognitive benefits that are associated with breastfeeding are unlikely to be short-lived and
appear to persist until at least young adulthood. These findings underwrite the need to encourage
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Pediatrics Horwood and Fergusson 101 (1):9
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breastfeeding and/or to continue to develop improved infant formulas with properties more similar to
those of human breast milk that may lead to improved developmental outcomes in children. 11
FOOTNOTES
L. John Horwood is a Research Fellow and David M. Fergusson is an Associate Professor,
Christchurch School of Medicine, Christchurch, New Zealand.
Received for publication Jun 23, 2997; accepted Sep 5, 1997..
Reprint requests to (D.M.F.) Christchurch Health and Development Study, Christchurch School of
Medicine, 4345, Christchurch, New Zealand.
ACKNOWLEDGMENTS
This research was funded by grants from the Health Research Council of New Zealand, the National
Child Health Research Foundation, the Canterbury Medical Research Foundation, and the New Zealand
Lottery Grants Board.
ABBREVIATIONS
DHA, docosahexaenoic acid. WISC-R, Revised Wechsler Intelligence Scale for Children. IQ,
intelligence quotient.
REFERENCES
Top
1. Fergusson DM, Beautrais AL, Silva PA Breast-feeding and cognitive
Abstract
development in the first seven years of life. Soc Sci Med 1982; 16:1705-1708
Introduction
2. Rodgers B Feeding in infancy and later ability and attainment: a longitudinal
Methods
Results
study. Dev Med Child Neurol. 1978; 20:421-426[Medline]
Discussion
3. Taylor B, Wadsworth J Breast feeding and child development at five years. Dev
References
Med Child Neurol. 1984; 26:73-80[Medline]
4. Niemelä A, Järvenpää AL Is breast feeding beneficial and maternal smoking harmful to the
cognitive development of children. Acta Paediatr. 1996; 85:1202-1206[Medline]
5. Florey C du V, Leech AM, Blackhall A. Infant feeding and mental and motor development at
18 months of age in first born singletons. Int J Epidemiol. 24(3 suppl 1):S21-S26.
6. Rogan WJ, Gladen BC Breast-feeding and cognitive development. Early Hum Dev. 1993;
31:181-193[Medline]
7. Morley R, Cole TJ, Powell R, Lucas A Mother's choice to provide breast milk and developmental
outcome. Arch Dis Child. 1988; 63:1382-1385[Medline]
8. Lucas A, Morley R, Cole TJ, Lister G, Leeson-Payne C Breast milk and subsequent intelligence
quotient in children born preterm. Lancet. 1992; 339:261-264[Medline]
9. Lucas A, Morley R, Cole TJ, Gore SM A randomised multicentre study of human milk versus
formula and later development in preterm infants. Arch Dis Child. 1994; 70:F141-F146
10. Morley R Diet in infancy and developmental outcome. Semin Neonatol. 1996; 1:27-34
11. Lanting CI, Boersma ER Lipids in infant nutrition and their impact on later development. Curr
Opin Lipidol. 1996; 7:43-47[Medline]
12. Cockburn F. Breast feeding and the infant human brain. In: Davies DP, ed. Nutrition in Human
Health. London, UK: Royal College of Physicians; 1995:3-12
13. Carlson SE, Werkman SH, Peeples JM, Wilson WM. Long-chain fatty acids and early visual and
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http://www.pediatrics.org/cgi/cont.lltext:breast-fedinglsendit:inap
cognitive development of preterm infants. Eur J Clin Nutr. 1994;48(suppl 2):S27-S30
14. Carlson SE, Werkman SH, Peeples JM, Wilson WM. Growth and development of premature
infants in relation to w3 and W-6 fatty acid status. In: Gali C, Simoupoulos AP, Tremoli E, eds.
World Review of Nutrition and Dietetics, Volume 75. Basel, Switzerland: Karger; 1994:63-69
15. Uauy-Dagach R, Birch EE, Birch DG, Hoffman DR. Significance of w-3 fatty acids for retinal and
brain development of preterm and term infants. In: Gali C, Simoupoulos AP, Tremoli E, eds.
World Review of Nutrition and Dietetics, Volume 75. Basel, Switzerland: Karger; 1994:52-62
16. Morrow-Tlucak M. Haude RH, Emhart CB Breast feeding and cognitive development in the first
2 years of life. Soc Sci Med. 1988; 26:635-639
17. Lanting CI, Fidler V, Huisman M, Touwen BCL, Boersma ER Neurological differences between
9-year-old children fed breast-milk or formula-milk as babies. Lancet. 1994; 334:1319-1322
18. Hoefer C, Hardy MC Later development of breast fed and artificially fed infants. JAMA. 1929;
92:615-619
19. Fergusson DM, Horwood LJ, Shannon FT, Lawton JM The Christchurch Child Development
Study: a review of epidemiological findings. Paediatr Perinatal Epidemiol. 1989: 3:278-301
20. Wechsler D. Wechsler Intelligence Scale for Children, Revised. New York, NY: The
Psychological Corporation; 1974
21. Elley WB, Reid NA. Progressive Achievement Tests: Teacher Manual. Reading Comprehension,
Reading Vocabulary. Wellington, NZ: New Zealand Council for Educational Research; 1969
22. Reid NA, Hughes DC. Progressive Achievement Tests: Teacher Manual. Mathematics.
Wellington, NZ: New Zealand Council for Educational Research; 1974
23. Reid NA, Jackson PF, Gilmore A, Croft C. Test of Scholastic Abilities. Wellington, NZ: New
Zealand Council for Educational Research; 1981
24. Elley WB, Irving JC Revised socio-economic index for New Zealand. NZ J Ed Studies. 1976;
11:25-36
25. Fergusson DM, Lloyd M Smoking during pregnancy and effects on child cognitive ability from
the ages of 8 to 12 years. Paediatr Perinat Epidemiol. 1991; 5:189-200[Medline]
26. Fergusson DM, Horwood LJ, Lynskey MT Early dentine lead levels and educational outcomes at
18 years. J Child Psychol Psychiatry. 1997; 38:471-478[Medlinc]
27. Lee J Covariance adjustment of rates based on the multiple logistic regression model. J Chronic
Dis 1981; 34:415-426[Medline]
28. Forsyth JS The relationship between breast-feeding and infant health and development. Proc Nutr
Soc. 1995; 54:407-418[Medline]
Pediatrics (ISSN 0031 4005). Copyright Q1998 by the American Academy of Pediatrics
[Reprint (PDF) Version of this article]
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NATL ECONOMIC COUNCIL
003/004
01/20/98 TUE 10:05 FAX 202 6222633
002
DEPARTMENT OF THE TREASURY
THE LOCASTIC THE
WASHINGTON
1:29
January 20, 1997
Memo To: Anne Lewis
From:
Jon Gruber
Re:
Treasury Position on FMLA
This memo lays out the Treasury position on FMLA extension to 6 months of leave. Please feel
free to directly incorporate this into the memo to the President, or to summarize it as you wish.
We would like to remain neutral on the issue of lowering the firm size threshold to 25 . if that is
a problem, please let me know.
I believe that CEA agrees with much of this position, but perhaps not all of it. You should check
with Amy Finkelstein or Becky to be sure.
Also, I wanted to discuss with you how to dress up the witholding option. As you noted, the
primary problem with what I presented is the difficultly in explaining the dichotomy between the
$100 and $350 figures, as well as the problems with the small figure in the former case. It seems
to me that it would not be inappropriate to simply take the average of the two figures that I gave
you, and say that for the typical family this would provide roughly $225 of tax savings over three
months. This is actually the amount that families would receive for their 3rd+ child, and it is the
average of what they get for their first two. This makes the case easy to understand and it is a
reasonably large figure which makes the policy look interesting.
I'm happy to discuss any of this further with you if you like. Please feel free to call at 622-0563.
13:32
FAX
NATL ECONOMIC COUNCIL
004/004
20/98 TUE 10:05 FAX 202 6222633
003
EXTENDING FMLA FROM 3 TO 6 MONTHS
Treasury is opposed to the extension of FMLA duration for two reasons. First, there is no data
on the potential costliness of this extension to employers, and there is reason to be concerned that
such an extension could increase costs by more than the cost increase associated with the initial
FMLA introduction. For longer periods of leave, employers may find hiring temporary workers
or adjusting other employees' work loads unsatisfactory solutions; the need to hire replacement
workers could substantially increase the cost to employers of FMLA. Second, while there is once
again a paucity of data, it seems likely that this extension will benefit high income workers much
more than their lower income counterparts. Low-income families are likely to have insufficient
savings to finance long periods of unpaid leave; indeed, it is unclear whether such workers
currently take advantage of even the three months available. It is therefore likely that those who
choose to take more than 3 months of leave will be disproportionately higher-income workers.
Since empirical evidence suggests that workers will pay for this new entitlement through lower
wages, this policy amounts to a tax on all potential leave takers to finance longer leaves for
higher income families.
If WE decide to extend FMLA leave to six months, we would want to qualify that extension in
two ways to minimize the unpredictability of costs to employers, while having minimal impact
on the benefits to leave takers:
Increasing the tenure requirement on eligibility if length of covered leave is
extended. Currently, covered employees are eligible for 3 months of job protected leave
within any 12-month period. if they have worked for the employer for at least 12 months.
If covered leave is extended to 6 months, it seems reasonable to extend the tenure
requirement for eligibility to 24 months. That is, workers would have to have been on the
job for at least two years to take more than 12 weeks of leave. Otherwise, employers
could be faced with a situation where an employee is entitled to six months of job-
guaranteed leave after having been on the job for only one year. This type of uncertainty
might deter employers from hiring employees who they suspect will take leave in the near
future, such as women of child-bearing age.
Allow new parents no more than 24 weeks of leave in a two year period. An
additional concern for employers with the FMLA extension would be that employees
could take leave for almost half the year, every year, and retain his or her job. This could
create huge scheduling difficulties and once again deter hiring of certain populations.
This concern could be allayed by restricting workers to take at most 24 weeks of leave
over any two year period, That is, a parent could spend six consecutive months at home
with his or her child, but would be ineligible for leave for the next 18 months. This
policy would still add considerable flexibility, relative to current law, for newborn leave;
small
while current law allows the same amount of leave over a two year period, it restricts
parents to at most three months in any given year. So this new policy would improve
upon current law by allowing parents of newborns to stay at home with their child for the
100mg
first six months of life, while minimizing the risk to employers of excessive leave time.
shopma
FOR IMMEDIATE RELEASE
CONTACT: Lisa Lederer
Tuesday, January 19, 1999
202/371-1999 ext. 1
STATE OF THE UNION REFLECTS PRESIDENT CLINTON'S
POWERFUL COMMITMENT TO WORKING FAMILIES
Statement by Judith L. Lichtman, President
National Partnership for Women & Families
The State of the Union address President Clinton will deliver tonight includes measures that will
improve life dramatically for this nation's women and families. President Clinton's proposal to
expand the Family & Medical Leave Act to cover more workers at mid-sized companies is
urgently needed and long overdue. The Family & Medical Leave Act was the first measure Bill
Clinton signed into law when he became president, but too many Americans must still make an
impossible choice between the job they need and the family they love when a baby is born or
adopted, or a medical crisis strikes. President Clinton is right that we need to lower the threshold
so that the law covers more working Americans.
We also applaud a range of other initiatives the President is recommending that will make a
difference for women and families: raising the minimum wage; narrowing the wage gap;
enforcing civil rights more aggressively; prohibiting job discrimination against working parents;
helping people get from welfare to work; and helping families provide care for their children and
elderly and disabled relatives. And the President is right that federal lawmakers have no higher
priority this year than passing the Patients' Bill of Rights Act. Americans deserve real patient
protections, not more laws that protect the insurance industry.
President Clinton is spelling out an impressive agenda for working women and their families
tonight. Americans will be watching closely to see which elected officials support that agenda,
and which stand in its way. Congress should stop playing politics and start making policy.
####
The National Partnership for Women & Families (formerly the Women's Legal Defense Fund) is a
nonprofit. nonpartisan organization that promotes fairness in the workplace, quality health care, and
policies that help women and men meet the dual demands of work and family.
July 8, 1999 - DRAFT
file FMCA
STATEMENT OF JOHN R. FRASER
DEPUTY ADMINISTRATOR
WAGE AND HOUR DIVISION
EMPLOYMENT STANDARDS ADMINISTRATION
U.S. DEPARTMENT OF LABOR
BEFORE THE
SUBCOMMITTEE ON CHILDREN AND FAMILIES
OF THE SENATE HEALTH, EDUCATION, LABOR AND PENSIONS COMMITTEE
JULY 14, 1999
Mr. Chairman and Members of the Subcommittee:
I am pleased to be here today to highlight the tremendous success of the Family and
Medical Leave Act (FMLA), and to discuss the President's proposals to extend the Act's benefits
and fund needed research to provide better information on the Act's impact on American
families.
Mr. Chairman, August 5 will mark the sixth anniversary of the day the FMLA took
effect. The Act's purpose is practical and its benefits evident. Since its enactment, the FMLA
has become indispensable, supporting family stability by helping Americans balance the
demands of work and family. The Administration believes, in fact, that based on the experience
with the law to date, it is time to broaden its coverage to protect more workers and to allow
workers to take time off, without placing their jobs in jeopardy, to deal with important family
matters that they face daily.
I would like to begin by discussing why we believe the FMLA has been such a big
success, as demonstrated by our positive experience administering and enforcing the Act, the
findings of the bipartisan Commission on Family and Medical Leave (Commission), and how the
Act has benefited America's workers and employers. Then I will outline the Administration's
FMLA research and legislative proposals.
FMLA HAS BEEN A GREAT SUCCESS
FMLA Purpose and Benefits
The FMLA allows eligible employees of covered employers up to 12 weeks unpaid leave
a year to care for seriously ill family members, the birth or placement for adoption or foster care
of a child, or their own serious health problems. Public agencies and schools, and private
employers with 50 or more workers must offer eligible employees family and medical leave.
Employees are eligible if they have worked for their employer for at least one year and for 1,250
hours over the previous 12 months, and work at a location where there are at least 50 or more
workers employed within 75 miles. For the period of FMLA leave which the Commission
July 8, 1999 - DRAFT
found to average about 10 days -- the employer must maintain the employee's health coverage if
provided under its group health plan. Upon return from FMLA leave, employees must be
restored to their original or equivalent positions with equivalent pay, benefits, and other
employment terms. In addition, the use of FMLA leave cannot result in the loss of any
employment benefit that accrued prior to the start of an employee's leave. The law covers
worksites which employ over 70 percent of all workers -- about 91 million people.
FMLA was intended to allow employees to better meet the challenge of balancing the
sometimes competing demands of the workplace and their families, to promote the stability and
economic security of families, and to promote national interests in preserving family integrity. It
was intended that the Act accomplish these purposes in a manner that accommodates the
legitimate interests of employers, and in a manner consistent with the Equal Protection Clause of
the Fourteenth Amendment in minimizing the potential for employment discrimination on the
basis of sex, while promoting equal employment opportunity for men and women.
Enactment of FMLA was predicated on two fundamental concerns - the evolving needs
of the American workforce, and the development of high performance organizations. America's
children and elderly commonly depend upon family members who must spend long hours at
work. When a family emergency arises, requiring workers to attend to seriously-ill children or
parents, or to newly-born or adopted infants, or even to their own serious illness, workers need
greater assurance that they will not be forced to choose between continuing their employment or
tending to vital needs at home.
The Department of Labor's experience in implementing and enforcing the Act, along with
the findings of the bipartisan Commission, demonstrate that the FMLA has worked well,
accomplishing its purpose effectively and efficiently, with distinct benefits to employers and
employees. It has allowed millions of workers to take FMLA-protected time-off from work to
meet family and medical needs without risking their jobs or health insurance.
And, we think the FMLA is a win-win proposition for both employers and employees.
Employees who are treated fairly and whose family commitments are honored at work are more
loyal and productive workers. Employers benefit from reduced turnover, increased productivity,
greater uniformity and consistency in their family and medical leave policies, and greater
labor-management stability. By promoting job security and encouraging greater productivity, the
FMLA enables American businesses to compete effectively in a global economy.
Enforcement
In the five years since FMLA became effective on August 5, 1993 (through the end of
fiscal year 1998), the Department, through the Employment Standards Administration's Wage
and Hour Division, has completed action on some 13,600 complaints-an extremely small
number given the millions of workers who have taken time off under FMLA. Fifty-nine percent
July 8, 1999 - DRAFT
of the complaints presented valid issues. Nearly 90 percent of the complaints of an apparent
FMLA violation were successfully resolved, many with a simple phone call to the employer
explaining FMLA's provisions and the steps needed to remedy the situation.
A review of the FMLA compliance actions completed through September 30, 1998,
shows that by far the largest number of valid complaints -- 44 percent -- involved their
employer's refusal to reinstate employees to the same or equivalent positions after they returned
from FMLA leave. In the rest of the cases, complaints alleged that the employer:
*
refused to grant them FMLA leave - 22 percent;
interfered with or discriminated against them for using FMLA leave - 15 percent; or
refused to maintain their group health benefits during leave - 3 percent.
Eight percent of the complaints involved a combination of these issues, while most of the
remaining complaints involved other issues, primarily administrative in nature.
Because emergency medical situations are often involved in FMLA leave cases, the
Department has sought to resolve complaints quickly through a conciliation process. If
necessary, a full investigation is conducted. Over 60 percent of the completed compliance
actions have been resolved through conciliation.
Since FMLA's enactment, the Department has initiated legal action in 32 cases, most of
which involve issues of job restoration and leave denial. Of these, four are pending. The
Department has also filed friend-of-the-court briefs in six cases addressing FMLA issues, of
which two are pending.
Reasons for FMLA Leave
According to the Commission's report to Congress in April 1996, entitled "A Workable
Balance," during an 18-month period in 1994-1995, about 60 percent of the FMLA-protected
leave was taken for the employee's own health problems. Seventeen percent of FMLA-protected
leave was taken for maternity reasons and the birth or adoption of a child, and approximately 20
percent was to care for an ill child, spouse, or parent.
The Commission also found that about 58 percent of FMLA-protected leave was used by
women, about 42 percent by men.
Employees most likely to take leave were between the ages of 25 and 34, those with
children, employees paid by the hour, and workers with family incomes between $20,000 and
$30,000 a year.
Employer Compliance
Employers generally have not reported serious problems complying with the law.
According to the Commission's report to Congress, nearly 90 percent of all employers surveyed
July 8, 1999 - DRAFT
reported that complying with the FMLA entailed "no" or only "small" administrative costs, and
roughly nine of ten employers reported no noticeable effect on productivity, profitability or
growth. Over 90 percent of the covered employers said it was "very easy" or "somewhat easy"
to determine worksite coverage or to determine employee eligibility.
User-Friendly Law
An important component of the Department's compliance efforts - and something that we
think contributed to broad acceptance of and compliance with the law - has been our focus on
educational outreach. From the outset, the Department initiated and has maintained an
aggressive outreach program which includes: (1) distributing public service announcements; (2)
delivering nearly 2,800 speeches, seminars, and media events; and (3) responding to over
625,000 telephone inquiries to our offices and establishing a special toll-free number
(1-800-959-FMLA).
In a continuing effort to provide easy-to-understand information on the FMLA, the
Department has also developed an on-line FMLA information service as part of the Employment
Laws Assistance for Workers and Small Business (elaws) on the Internet. The FMLA elaws
Advisor is an interactive program designed to help employees and employers learn more about
the FMLA, and determine their rights and responsibilities under the law. This system can be
accessed from the Department's web site homepage. Since its inception in November 1997,
more than 91,000 individuals have accessed the FMLA elaws Advisor.
From the outset, the Department has also provided user-friendly informational materials
such as compliance guides and fact sheets written in non-technical language, and a prototype
employee notification form for employers.
No Widespread Problems or Abuse
We believe that this concentrated outreach has paid off. Most of the evidence from the
Commission's report and the Department's experience suggests there have not been widespread
problems or abuses under the FMLA. This is also a result, we believe, of the concerted effort the
Department made in developing the FMLA regulations, to obtain and consider valuable public
input, and the user-friendly structure of the regulations.
In developing the FMLA implementing regulations, numerous complex issues had to be
resolved, with the definition of serious health condition and the qualifying illnesses it
encompasses, and use of intermittent FMLA leave among the most significant. As you know,
concerns about these issues continue to be expressed, but we believe that many of these concerns
arose primarily when employers first tried to blend pre-existing leave and attendance policies
with new requirements under FMLA. In addressing these and the many other issues, we
carefully weighed the comments received within the context of the FMLA statutory requirements
and legislative history. In promulgating the regulations, we sought to ensure the benefits and