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November 6, 2008 DOL Home > ESA > WHD > FMLA > The 2000 survey report | ![]() |
Wage and Hour Division (WHD)
APPENDIX E 2000 SURVEY OF ESTABLISHMENTS Advance Letter 2000 Survey of Establishments Screener Instrument 2000 Survey of Establishments Screener Instrument CASE ID:____________________ 2000 SURVEY OF ESTABLISHMENTS Hello, my name is _________________, and Im calling from Westat, a research firm in Rockville, Maryland, on behalf of the U.S. Department of Labor. We are preparing for an important nationwide study regarding businesses leave policies.
[IF BUSINESS NAME CHANGED AND BUSINESS IS THE SAME AS BUSINESS ON RIS (Q1 = 3 AND Q3 = 1) RECORD NAME IN Q2 ON RIS.]
[IF PHONE NUMBER WAS GIVEN, CALL TO CONDUCT INTERVIEW. IF ONLY ADDRESS WAS GIVEN, CODE 10]
[TRANSFER THIS NEW INFORMATION ONTO THE RIS AND CALL THE
NEW PHONE NUMBER.
Thank you. Those are all the questions I have at this time. 2000 Survey of Establishments Questionnaire 2000 SURVEY OF ESTABLISHMENTS Hello, may I speak to {CONTACT NAME}? My name is {INTERVIEWER NAME} and Im calling from Westat, a social science research firm in Rockville, MD. Your organization was recently sent a letter signed by Labor Secretary Alexis Herman, regarding a study we are conducting for the U.S. Department of Labor. Do you remember receiving this letter?
NO LETTER. LETTER. INTRO2. Your responses to this survey will remain confidential. No information tied specifically to your organization will be shared or released in any form. The interview will take about 20 minutes. BACKGROUND INFORMATION ABOUT THE ESTABLISHMENTS EMPLOYEES Q1. First, we would like some information that describes your organization and the employees at this location. How many employees are currently on the payroll at {LOCATION ADDRESS}? Please include full-time, part-time, and seasonal, or stand-by employees. |___|___|___|___|___|___| |___|___|___| PERCENT
If there are 0 employees, conclude the interview. Q2. How many of your employees at this location are female? |___|___|___|___|___|___| |___|___|___| PERCENT
Q3. How many of your employees at this location are unionized? |___|___|___|___|___|___| |___|___|___| PERCENT
Q4. How many of your employees at this location worked at least 1,250 hours for your organization in the past 12 months? |___|___|___|___|___|___| |___|___|___| PERCENT
Q5. Are there people who work for your organization at other locations? (IF NO, PROBE: "So you have no other locations?")
If there are 50 or more employees, skip to Q6INTRO. Q5A. Does your organization have other work sites within 75 miles of this location?
Q5B. INCLUDING THIS LOCATION, how many people are employed, in total, at sites within 75 miles? Would you say
Q6INTRO. For employees at this location, please tell me whether your organizations policies designate up to 12 weeks of leave for the following reasons. Q6A1. Is up to 12 weeks of leave available for parents, including fathers as well as mothers, to care for a newborn?
Q6A2. Are health benefits continued during leave (for parents, including fathers as well as mothers, to care for a newborn)?
Q6A3. Are employees guaranteed the same or equivalent job upon return (for parents, including fathers as well as mothers, to care for a newborn)?
Q6B1. Is up to 12 weeks of leave available for mothers and fathers for adoption or foster care placement?
If respondent answered "dont offer health benefits" in Q6A2, skip to Q6B3. Q6B2. Are health benefits continued during leave (for mothers and fathers for adoption or foster care placement)?
Q6B3. Are employees guaranteed the same or equivalent job upon return (for mothers and fathers for adoption or foster care placement)?
Q6C1. Is up to 12 weeks of leave available for employees own serious health condition other than maternity-related reasons? (IF NECESSARY: "This includes workmans compensation.")
If respondent answered "dont offer health benefits" in Q6A2 or Q6B2, skip to Q6C3. Q6C2. Are health benefits continued during leave (for an employees own serious health condition other than maternity-related reasons)?
Q6C3. Are employees guaranteed the same or equivalent job upon return (for an employees own serious health condition other than maternity-related reasons)?
Q6D1. Is up to 12 weeks of leave available for mothers for maternity-related reasons?
If respondent answered "dont offer health benefits" in Q6A2, Q6B2, or Q6C2 skip to Q6D3. Q6D2. Are health benefits continued during leave (for mothers for maternity-related reasons)?
Q6D3. Are employees guaranteed the same or equivalent job upon return (for mothers for maternity-related reasons)?
Q6E1. Is up to 12 weeks of leave available for the care of a child, spouse, or parent with a serious health condition?
If respondent answered "dont offer health benefits" in Q6A2, Q6B2, Q6C2, or Q6D2 skip to Q6E3. Q6E2. Are health benefits continued during leave (for the care of a child, spouse, or parent with a serious health condition)?
Q6E3. Are employees guaranteed the same or equivalent job upon return (for the care of a child, spouse, or parent with a serious health condition)?
Q7. We just asked you about your leave polices when an employee or the employees family member has a serious health condition. How did you define a serious health condition when you told us about your leave policies? ______________________________________________ If no job-guaranteed leave is offered [all NO, DONT KNOW, or REFUSED to series Q6__3] skip to Q9. Q8. At this location, does your organization provide:
Q9. Are employees at this location provided any
Q10INTRO. We just asked if you provided certain kinds of paid leave. Now, we would like to know if you provide any leave to employees at this location at full pay or partial pay for particular circumstances. (IF Q9C =1 DISPLAY: "Please do not include any vacation leave that employees may receive.") Q10A. Are parents, including fathers as well as mothers provided leave at full pay to care for a newborn?
Q10AA. Is there any leave at partial pay for parents, including fathers as well as mothers, to care for a newborn?
Q10B. Are mothers and fathers provided leave at full pay for adoption or foster care placement?
Q10BB. Is there any leave at partial pay for mothers and fathers for adoption or foster care placement?
Q10C. Are employees provided leave at full pay for their own serious health condition other than maternity-related reasons?
Q10CC. Is there any leave at partial pay for employees own serious health condition other than maternity-related reasons?
Q10D. Are mothers provided leave at full pay for maternity-related reasons?
Q10DD. Is there any leave at partial pay for mothers for maternity-related reasons?
Q10E. Are employees provided leave at full pay to care for a child, spouse, or parent with a serious health condition?
Q10EE. Is there any leave at partial pay for care of a child, spouse, or parent for a serious health condition?
Q11. When employees at this location take leave, does your organization:
Q12. Are employees at this location offered the following benefits?
Q13A. Does this location allow employees to take leave for attending school meetings or activities?
Q13A1. Is this leave separate from the employee's sick leave, vacation or personal days?
Q13B. Does this location allow employees to take leave for getting routine medical appointments for self and family?
Q13B1. Is this leave separate from the employee's sick leave, vacation or personal days?
If there are no other locations, skip to Q15. Q14. Are your family and medical leave policies determined at the
Q15. Is this location in a state, county, or city that has its own family and medical leave law? (IF NECESSARY: This includes adding provisions to the Federal Family and Medical Leave Act.)
Q15A. Does it apply to your organization at this location?
Q16. In 1993, the Federal Family and Medical Leave Act was passed. It gives employees in certain organizations the right to take up to 12 weeks of unpaid, job-guaranteed leave a year for various family and medical reasons. Does the Federal Family and Medical Leave Act apply to this location, does it not apply, or are you not sure if it applies?
Q16A. Has this location been covered by FMLA since the law took effect in 1994?
Q16B. In what year did this location become covered by FMLA? |___|___|___|___|
USE OF FAMILY AND MEDICAL LEAVE BY EMPLOYEES AT THIS COVERED LOCATION Q17. How many employees at this location have taken leave since January 1st, 1999, which you classified as being under the Federal Family and Medical Leave Act? |___|___|___|___|___|___|
If no employees took leave since Jan. 1, 1999, skip to Q17D. Q17A. How many of these employees took their leave on an intermittent basis? By intermittent, we mean taking leave a few hours or days at a time, on multiple occasions, but for the same reason. |___|___|___|___|___|___|
If respondent answered dont know or refused to Q17, do not display "Of these NUMBER IN Q17 employees" in Q17B. Q17B. {Of these {NUMBER IN Q17} employees,} how many took FMLA leave since January 1st, 2000? |___|___|___|___|___|___|
If no employees took leave since January 1, 2000, skip to Q17D. Q17C. How many of these employees took their leave on an intermittent basis, that is, taking leave a few hours or days at a time, on multiple occasions, but for the same reason? |___|___|___|___|___|___|
Q17D. Since January 1st, 1999, have any employees at this location been denied leave because they used their entire 12 week allotment covered by FMLA?
Q17E. How many employees were denied leave for this reason? |___|___|___|___|___|___|
Q17F. Since January 1st, 1999, have any eligible employees been denied leave because the Family and Medical Leave Act did not cover the reason?
Q17G. What reasons for leave were denied? _______________________________________________ If the business is FMLA covered (Q16 = YES), skip to Q19 USE OF FAMILY AND MEDICAL LEAVE BY EMPLOYEES AT THIS NON-COVERED LOCATION Q18. Since January 1st, 2000, how many employees at this location have taken leave for family reasons or serious medical reasons lasting more than 3 days? |___|___|___|___|___|___|
Q18A. How many took leave in 1999? (IF NECESSARY: "leave for family reasons or serious medical reasons lasting more than 3 days") |___|___|___|___|___|___|
Q19. How does your organization cover work when employees take leave for a week or longer? Do you
If yes to at least two items in Q19, ask Q19G, else skip to next box. Q19G. You just said that you {DISPLAY YES ANSWERS FROM Q19} when an employee takes leave for a week or longer. Which of these methods do you use most often at this location?
If not FMLA covered (Q16 does not equal YES) skip to Q37. Q20. Does your organization maintain records of employee use of FMLA leave?
Q20A. In some companies, employees take leave for family and medical reasons and it is not counted as FMLA leave. How often do you believe this happens in your company? Would you say
Q21. Are employees at this location who are eligible for FMLA leave
Q22. Does this location offer the same family and medical leave benefits to employees who are not eligible for FMLA leave?
Q23. Has your organization reduced benefits at this location to offset any increased costs associated with the Family and Medical Leave Act?
Q23A. Which of the following benefits have been reduced?
Q24. What effect has complying with the Federal Family and Medical Leave Act had on this locations {ITEM FROM LIST}? Would you say a positive effect, negative effect, or no noticeable effect?
Q25. You told us that this location has been covered by FMLA since {YEAR FROM Q16B or 1994}. During that time, has complying with the Federal Family and Medical Leave Act increased, decreased, or not changed {ITEM FROM LIST}?
Q26. Since January 1, 1999, to what extent has complying with the Federal Family and Medical Leave Act increased this locations {READ ITEM FROM LIST}? Would you say there has been no increase, a small increase, a moderate increase or a large increase?
Q27. Has complying with the Federal Family Medical Leave Act resulted in any cost savings at this location, for example, in reducing employee turnover?
Q27A. What are these savings? _____ ___________________________________ Q28. How easy or difficult are each of the following activities for your organization? {ITEM FROM LIST}. Would you say very easy, somewhat easy, somewhat difficult, or very difficult?
Q29. FMLA allows employees to take intermittent leave. Has leave taken on an intermittent basis had an impact on this locations productivity?
Q29A. Has this impact on productivity been positive or negative?
Q29B. Would you say this impact on productivity has been small, moderate or large?
Q30. Has leave taken on an intermittent basis had an impact on this locations profitability?
Q30A. Has this impact on profitability been positive or negative?
Q30B. Would you say this impact on profitability has been small, moderate or large?
Q31. From which of the following do you get information on the Family and Medical Leave Act?
Q32. Which of the following methods, if any, do you use to inform employees of their rights under FMLA?
If Q32A, Q32B, Q32C, Q32D, Q32E, and Q32F all = no, ask Q32G, else skip to Q33. Q32G. Do you inform your employees of their rights under the FMLA?
Q33. The Family and Medical Leave Act contains several provisions designed to assist in managing employees use of FMLA leave. Im going to read to you a list of these provisions and Id like you to tell me how useful these provisions are in managing your employees use of FMLA leave Lets begin. Would you say {ITEM FROM LIST} is very useful, somewhat useful, or not at all useful in managing your employees use of FMLA leave?.
Q34. Overall, how easy or difficult has it been for your organization to comply with the requirements of the Family and Medical Leave Act? Would you say it was
If there were no FMLA leave takers since January 1, 1999 (Q17 = 0) or respondent said "dont know" or "refused," to Q17, skip to Q36. Q35. Did any employees at this location take leave under the Family and Medical Leave Act since January 1st of 1999 and then choose NOT to return to work for you?
Q35A. How many of these employees chose not to return? |___|___|___|___|___|___|
Q35B. Did you attempt to recover from these employees any health insurance benefits to which your organization was entitled?
Q35C. Did you successfully recover these payments?
Q35D. How easy or difficult was it to recover the benefit payment? Would you say
Q36. Has the Family and Medical Leave Act had any effects at this location NOT already covered in this survey?
Q37. What effect has your family and medical leave policies had on this locations {ITEM FROM LIST}? Would you say a positive effect, a negative effect, or no noticeable effect?
Q38. Earlier I told you about the Federal Family and Medical Leave Act of 1993. It gives employees in certain organizations the right to take up to 12 weeks of unpaid, job-guaranteed leave a year for various family and medical reasons. Imagine for a moment this law applied to your organization. What effect would complying with the law have on this locations {ITEM FROM LIST}? Would you say a positive effect, a negative effect, or no noticeable effect?
Q39. To what extent would complying with the Federal Family and Medical Leave Act increase this locations {ITEM FROM LIST}? Would you say no increase, small increase, moderate increase, or a large increase?
Q40. Would complying with the Federal Family and Medical Leave Act result in any cost savings at this location, for example, in reducing employee turnover?
I have only a few more questions. Q41. How many other people in your organization did you consult to obtain the information we have asked for in this survey?
Q42. Did you or anyone else check in your organizations records to provide us information requested in this survey?
Q43. In what year did you begin working in your current position with this organization? |___|___|___|___|
Q44. What is your current job title? __________________________
Q45. Do you have any other comments or concerns related to family and medical leave issues? __________________________
(1) Due to programming constraints, the items could not be re-lettered when item G was deleted. (2) Due to programming constraints, the items could not be re-lettered when item I was added. (3) Due to programming constraints, the items could not be re-lettered when item G was deleted. (4) Due to programming constraints, the items could not be re-lettered when item G was deleted.
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