CEO Library

To evaluate the impacts of Seattle’s Secure Scheduling legislation on the work schedule experiences of Seattle workers, the researchers who developed this paper surveyed a set of workers paid by the hour and employed at businesses covered by the Secure Scheduling Ordinance. The researchers collected pre-implementation, baseline survey data from Seattle workers in the Spring of 2017. The researchers then collected follow-up survey data from Seattle workers between Fall of 2017 and Spring of 2018, after the law had gone into effect.

The 1993 Family and Medical Leave Act (FMLA) allows eligible employees working for covered employers to take up to 12 work weeks of unpaid, job-protected leave for certain family and medical reasons.

The supplemental results from the 2018 Family and Medical Leave Act (FMLA) surveys that provide key definitions and detailed survey results, including both more detailed information underlying exhibits presented in the technical report and additional exhibits not displayed in the technical report.

The paper compares leave experiences of low-wage and non-low wage workers using data from the 2018 Family and Medical Leave Act (FMLA) Employee Survey. It finds that in some ways experiences are similar—both groups take needed leave at similar rates for similar reasons. In other ways experiences are very different and worse for low-wage workers—they less commonly have access to paid leave or are eligible for FMLA protections and more commonly face adverse financial and job consequences from taking leave.

Using data from the 2018 Family and Medical Leave Act (FMLA) Employee Survey, the paper explores patterns of needing and taking leave from work for a family or medical reason—either for one’s own health, or to care for someone else. The 2018 FMLA Employee Survey asks U.S. employees about their need for leave for a family or medical reason, whether they took leave, and their experiences while on leave—all for the twelve months prior to the survey. This paper begins by exploring patterns in needing and taking leave between women and men.

The brief uses data from the 2018 Family and Medical Leave Act (FMLA) Employee Survey and Worksite Survey to summarize findings on employee access to paid leave benefits, pay received while on leave for a family or medical reason, pay and unmet need for leave. It also describes variation in findings between states that do and do not offer paid family and medical leave.

The brief uses data from the 2018 Family and Medical Leave Act (FMLA) Employee Survey to summarize findings on employee leave-taking rates and characteristics of leaves taken. The survey asked about family and medical leave, both for qualifying FMLA reasons and for care of non-immediate family members with serious health conditions (which does not typically qualify). Other medical reasons that are not serious health conditions, such as a sick day for a cold, are not included.

The brief uses data from the 2018 Family and Medical Leave Act (FMLA) Employee Survey to summarize findings on employee eligibility rates, reasons for ineligibility, differences in eligibility by employee characteristics, and knowledge of their own eligibility.

The methodology report appendices to the 2018 Family and Medical Leave Act (FMLA) surveys that include employee survey materials, employer survey materials, revision matrices, nonresponse follow-up employee survey materials, and employer survey response option experiment (detailed findings).

The report for the 2018 Family and Medical Leave Act (FMLA) surveys that details the methods used to conduct the surveys.

The executive summary of the 2018 Family and Medical Leave Act (FMLA) surveys that summarizes the conduct of the 2018 surveys and major findings.

The report of the 2018 Family and Medical Leave Act (FMLA) surveys, presenting findings, including comparisons between worksites covered and not covered by FMLA, between employees eligible and ineligible for FMLA, and over time.

In 2016, the Chief Evaluation Office (CEO) partnered with the Office of Disability Employment Policy (ODEP) to fund contractor Westat to conduct the Survey of Employer Policies on the Employment of People with Disabilities. The survey, administered in 2018, collected information from employers about organizational policies, practices, successes, and challenges, as well as attitudes and beliefs regarding the recruitment, hiring, retention, and advancement of people with disabilities. The 2,023 survey respondents represent businesses across the United States.

The brief related to the U.S. Department of Labor’s (DOL) Office of Disability Employment Policy's (ODEP) Survey of Employer Policies on the Employment of People with Disabilities examines employers’ efforts to employ, recruit, and hire people with disabilities and their attitudes toward people with disabilities.

The brief related to the U.S. Department of Labor’s (DOL) Office of Disability Employment Policy's (ODEP) Survey of Employer Policies on the Employment of People with Disabilities examines the extent to which companies implement disability-inclusive recruitment, hiring, retention, and advancement practices and which practices are related to hiring of people with disabilities.

Brief related to the U.S. Department of Labor’s (DOL) Office of Disability Employment Policy's (ODEP) Survey of Employer Policies on the Employment of People with Disabilities that uses data from the survey to examine implementation of disability-inclusive workplace policies and practices by federal contractors and non-federal contractors.

Report of the U.S. Department of Labor’s (DOL) Office of Disability Employment Policy's (ODEP) Survey of Employer Policies on the Employment of People with Disabilities. The executive summary begins with a brief description of the methodology followed by an overview of major findings from the survey. A more in-depth review of findings plus methodological detail is contained in the remainder of this report and its technical appendices.

In 2020, the Chief Evaluation Office (CEO) partnered with the Employment and Training Administration (ETA) to fund contractors Mathematica Policy Research with Social Policy Research Associates and the Council of State Governments Justice Center to conduct the Pathway Home Reentry Evaluation. The study aims to develop design options for an impact and implementation evaluation to assess the feasibility of conducting an impact evaluation and examine the implementation of the Pathway Home Reentry Grant program.

The report, the second of the Youth CareerConnect (YCC) project’s implementation study, examines the evolution of YCC program implementation, and focuses on the third and fourth years of the grant, when grant funding was scheduled to end. It also examines grantee approaches to sustainability of YCC activities and services as they approached the end of grant funding.

The U.S. Department of Labor’s (DOL) National Agricultural Workers Survey (NAWS) is an employment-based, random-sample survey of U.S. crop workers that collects demographic, employment, and health data in face-to-face interviews. The survey began in Federal Fiscal Year (FY) 1989; since then over 66,000 workers have been interviewed. The primary purposes of the NAWS are to monitor the terms and conditions of agricultural employment and assess the conditions of farmworkers. The survey also generates information for various Federal agencies that oversee farmworker programs.

The Employer Perspectives Study describes strong employer-community college partnerships. It draws insights from employers identified by colleges as partners that have contributed to their programs. Abt Associates and the Urban Institute, with their partners Capital Research Corporation and the George Washington University, (the research team) interviewed 41 employers to better understand their perspective of what constitutes a strong partnership with a college.

In September 2015, the U.S. Department of Labor (DOL) contracted with IMPAQ International and its partner ideas to conduct an exploratory study of the customer experience at American Job Centers (AJCs). The purpose of this study is threefold: 1) to learn more about the customer experience in AJCs, 2) to highlight promising practices in those AJCs, and 3) to produce a set of behavioral science-based strategies that could enhance the AJC customer experience.

The objective of the report is to summarize the development and field testing of a new module on survey questions and focus group protocols on the topic of work related violence (WRV), for use in Central America.

The mission of the Office of Federal Contract Compliance Programs (OFCCP) is “to enforce, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.” Accordingly, OFCCP is dedicated to promoting diversity and protecting workers, ensuring that workers are treated fairly and equitably in their current jobs and that those seeking employment do not face discrimination in the hiring process.

The Office of Federal Contract Compliance Programs (OFCCP) in the U.S. Department of Labor (DOL) serves to “protect workers, promote diversity and enforce the law.” Accordingly, OFCCP is dedicated to ensuring that federal contractors and subcontractors comply with their responsibility to take affirmative action and offer equal employment opportunity to job seekers and wage earners.