This paper estimates the effects of motherhood timing on female career path, using national panel data from the NLSY79, and biological fertility shocks as instrumental variables for the age at which a woman bears her first child. Motherhood delay leads to a substantial increase in career earnings, a smaller increase in wage rates, and an increase in career hours worked. The postponement wage premium is largest for college-educated women, and those in professional, managerial, and clerical occupations.Family leave laws do not significantly influence the premium. Conversely, using measured aptitude level as an instrumental variable for expected future earnings, we show that higher expected career earnings lead women to postpone childbearing.1

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This paper examines the role of women helping women in corporate America. Using a merged panel of directors and executives for large US corporations between 1997 and 2009, we find a positive association between the female share of the board of directors in the previous year and the female share among current top executives. The relationship's timing suggests that causality runs from boards to managers and not the reverse. This pattern of women helping women at the highest levels of firm leadership highlights the continued importance of a demand-side “glass ceiling” in explaining the slow progress of women in business.

A-2 would affect its workforce, and the like. In an effort to maintain confidentiality, the provision allows the employers to retain some information in consultations with their employees. Section references for prior version of law: N/A Section references for updated version of law: 8-1; 8-2; 8-3. No ChangesCollective Redundancies: Collective redundancies are defined as the termination of ten or more employees within a 30-day period, excluding terminations for cause. Firms' responsibilities to provide consultation and expert advice to employees in connection with collective redundancies did not change with the law, neither did the conditions employers must follow, such as calling consultations as early as possible and giving a very detailed notice, including the grounds for redundancies. Notice must also be forwarded to the Public Employment Service and employees' elected representatives may comment on the notification directly to the Public Employment Service. Collective redundancies may not come into effect earlier than 30 days after the Public Employment Service has been notified, and the Public Employment Service may extend this waiting period. Section references for prior version of law: 56A. Section references for updated version of law: 15-2. More than one employer/Duties of employer to workers other than own employees:This provision pertains to work environment standards for contract workers or self-employed persons who perform tasks in connection with an employer's activities. If there are more than ten employees simultaneously employed at a workplace and there is no principal employer, then it is to be agreed in writing which employer is in charge of coordinating work environment standards or else the Labor Inspection Authority will decide. Section references for prior version of law: 15. Section references for updated version of law: 2-2. Electing safety officials:Workforces of ten or more employees are required to elect a safety representative. At firms with fewer than ten employees, parties may agree in writing to another arrangement or to not have a safety representative (although this agreement may be vacated by the Labor Inspection Authority). Workforces of more than ten employees may have more than one representative. The number of safety representatives should proportional to the number of workers and the type of work performed. Section references for prior version of law: 25-1; 25-2. Section references for updated version of law: 6-1. Working Environment Committees:Working environment committees are concerned with planning and maintaining safe and healthy work environment standards. Firms that employ at least 50 workers must have a working environment committee representing the employers, employees, and safety and health staff. Firms that employ between 20 and 50 employees may form a working environment committee when agreed by the parties. The Labor Inspection Authority may also require a working environment committee for firms with fewer than 50 employees, based on the conditions of work. Se...