Resource Library

The report presents findings on plan filings of Form 5500 using data from 2000 to 2016. The Employee Benefits Security Administration (EBSA) administers and enforces the reporting, disclosure, and fiduciary requirements of Title I of the Employee Retirement Income Security Act of 1974. Each year, employee benefit plans are required to submit Form 5500 to EBSA to report information about the plan. Form 5500 captures important employee benefit plan information on plan type, plan administration, and plan benefits.

The report provides descriptive statistics and associations between case characteristics (injury, claim, and claimant characteristics) and the outcomes of interest (return-to-work and disability management duration). Process diagrams and survival models complement the descriptive statistics. This report also assesses the similarities and differences in return-to-work rates and duration in disability management across case characteristics and timing and sequence of disability management services.

In 2017, the Chief Evaluation Office (CEO) partnered with the Employment and Training Administration (ETA) and funded contractor Mathematica Policy Research to conduct Data on Earnings: A Review of Resources for Research and Comparing Job Training Impact Estimates Using Survey and Administrative Data under the Administrative Data Research and Analysis portfolio of studies. The descriptive analyses aim to review potential opportunities and implications of using different

On October 1, 2012, the Office of Workers’ Compensation Programs (OWCP) introduced two new requirements for all cases within the Federal Employees’ Compensation Program (FECP). The first requirement is that within 28 days of the start of a worker’s participation in FECP disability management, OWCP must assign a field nurse to the case. The second requirement is that, for workers determined to be “totally disabled,” a second opinion evaluation is necessary if the case remains unresolved after 12 months.

The report documents and explores the strengths and drawbacks of data sources commonly used to produce impact estimates for evaluations of workforce development programs. Specifically, researchers use information from the Workforce Investment Act (WIA) Adult and Dislocated Worker Programs Gold Standard Evaluation to examine three data sources used to evaluate the impacts of access to services provided by the public workforce system’s Adult and Dislocated Worker programs, two of the largest, publicly-funded workforce development programs in the nation.

The U.S. Department of Labor (DOL) Employee Benefits Security Administration (EBSA) administers and enforces the reporting, disclosure, and fiduciary requirements of Title I of the Employee Retirement Income Security Act of 1974 (ERISA). Multiple Employer Welfare Arrangements (MEWAs) and certain Entities Claiming Exception (ECEs) must file the Form M-1 report annually. Form 5500 is an annual report that employee benefit plans must file to satisfy reporting requirements under Title I and Title IV of ERISA and under the Internal Revenue Code.

Earnings are a key outcome in evaluating the impact of job training and other employment- oriented assistance programs. Adequate and sustained earnings provide a reliable measure of success for these interventions and contribute to other positive outcomes as well. Accordingly, high quality data on the income earned from employment—including self-employment—are an essential component of any analysis that seeks to understand the consequences of participating in an employment-assistance program.

Alternative Work Arrangements (AWAs) are contract forms commonly associated with less attachment, lower wages, and fewer worker benefits. Even though AWAs are theoretically cheaper for firms, they continue to account for only 10% of employment. The researcher explores why AWAs are not more widely used, given their purported economic benefit for firms. Legal rules suggest that while AWAs have lower fixed costs of employment, they may be less productive than standard employment and likely attract lower-type workers.

It has been a generation since the last systematic examination of Native socio-economic well-being. Since then, several important developments have proliferated across Indian country, including Indian gaming, energy projects, expanded social and health services, new forms of tribal governance, and the advent of tribal colleges.

People with disabilities experience significantly lower levels of labor force participation than people without disabilities in the United States. Despite the focus on work promotion among this population, comparatively less is known about the factors promoting job retention among contemporary cohorts of young workers with disabilities. This study utilizes data from the National Longitudinal Survey of Youth 1997 (NLSY97) to examine the following: How do job characteristics differ by disability status?