The 'Personal Income MoM' (Month-over-Month) report in the USA measures the change in income that individuals receive from all sources, including wages, investments, and government benefits, compared to the previous month.

Average Hourly Earnings in the United States increased 0.30 percent in August of 2025 over the previous month. This dataset provides the latest reported value for - United States Average Hourly Earnings - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

Dataset from null. For more information, visit https://data.gov.sg/datasets/d_aa75b9227b47cbc12ffe0e3be4979546/view

Personal Income in the United States increased 0.40 percent in July of 2025 over the previous month. This dataset provides the latest reported value for - United States Personal Income - plus previous releases, historical high and low, short-term forecast and long-term prediction, economic calendar, survey consensus and news.

Graph and download economic data for Average Hourly Earnings of All Employees, Total Private (CES0500000003) from Mar 2006 to Aug 2025 about average, earnings, hours, establishment survey, wages, private, employment, and USA.

According to a survey conducted by iResearch in January 2022, about **** percent of the maternity and childcare product buyers in China had a monthly household income of between ****** and ****** yuan. Only *** percent of the surveyed mother and baby product buyers said that their monthly household income was above ****** yuan.

Graph and download economic data for Personal Income (PI) from Jan 1959 to Jul 2025 about headline figure, personal income, personal, income, and USA.

Wages in Argentina increased 1.70 percent in June of 2025 over the same month in the previous year. This dataset provides - Argentina Wage Growth- actual values, historical data, forecast, chart, statistics, economic calendar and news.

INPC: MoM: Vitória: Communication: Communication: Communication: Pay TV data was reported at 0.000 % in Mar 2025. This records a decrease from the previous number of 0.920 % for Feb 2025. INPC: MoM: Vitória: Communication: Communication: Communication: Pay TV data is updated monthly, averaging 0.000 % from Jan 2020 (Median) to Mar 2025, with 63 observations. The data reached an all-time high of 11.780 % in Jan 2023 and a record low of 0.000 % in Mar 2025. INPC: MoM: Vitória: Communication: Communication: Communication: Pay TV data remains active status in CEIC and is reported by Brazilian Institute of Geography and Statistics. The data is categorized under Brazil Premium Database’s Inflation – Table BR.IC018: Consumer Price Index - INPC: POF: 2017-2018: Dec1993=100: Month-on-Month: by Municipality: Espírito Santo: Vitória.

■Objectives and Outline (Hereinafter referred to as the "Foundation".) Tokyo Shigoto Foundation In addition to providing employees with childcare for a desired period of time and returning to work, we will promote childcare and encourage them to continue working by providing financial incentives to Small and Medium-Sized Enterprises and other companies in Tokyo that have created a workplace environment conducive to childcare.

(1) Initiatives Eligible for Financial Incentives Financial incentives are provided when a female employee has engaged in childcare for a total of at least one year prior to the day before 2 birthday of the child in her care, has returned to her former employment for 3 months following childcare, and has improved the workplace environment.

Childcare for a total of 1 year or more means childcare for a total of 364 days or more, including the number of days of childbirth leave if childcare is continued after childbirth leave. If you continue to raise a child from the first child to the second child, you cannot add the raising period of the first child and the raising period of the second child. Please apply for the first or second child related to childcare that meets the requirements.

◇ Please refer to pages 19 to 20 of the application form for details on the initiatives eligible for the financial incentive. (2)Eligible Employees The term "Eligible Employees" for this incentive is defined as employees who meet all of the requirements set forth in the application guidelines and electronic application version on pages 16 to 18. (3)Initiatives that result in additional financial incentives For 1 initiatives that result in additional financial incentives, 300,000 JPY is added to the incentive amount. For initiatives that 1 result 2 in additional financial incentives, 500,000 JPY is added to the incentive amount. Additional (1) Development of a support evaluation system and award system for colleagues and creation of a support plan sheet Additional (2) Payment of support allowance to colleagues and creation of a support plan sheet Please refer to the application guidelines and electronic application version on page 21 for details of initiatives that add financial incentives.

■ Incentive payments 1.25 million JPY (up to 1.75 million JPY depending on additional initiatives)

■ Project implementation period April 1, 2025 to March 31, 2026

■ Application acceptance period The application acceptance period is from the day following the day on which 3 months have passed since the child returned to the original employment after childcare for a total of at least one year before the child reaches the age of 2, and within 2 months. However, if the deadline is on Saturdays, Sundays, national holidays, or the year-end and New Year holidays, the shortest business day before the deadline is the deadline for accepting applications. If the application deadline date is exceeded, it cannot be accepted for any reason. Please refer to the "List of Application Deadline Days" on the website for specific deadline dates. ■ Salary Combination

(1) Salary Combination with Other Courses The 2025 Working Dads and Moms Education Support Grant includes "Working Moms Course NEXT" and "Working with Dads!"! There are three 4 incentives: Mama Course, Working Dad Course NEXT, and More Dad Course. The name of the award varies by fiscal year, but the same course is for the same purpose in each fiscal year. In this section, the names of the courses for each year are used as shown in the table. Please note that this incentive cannot be combined with other incentives of the same purpose or effort.

[Financial Incentive Course Name]

FY 30 to FY 4 Working Mom and Dad Parental Leave Incentive R 5 Working Mom and Dad Education Support Grant R FY 6 to R FY 7 Working Dad/Mom Education Support Subsidy Unified Name Course Name Working Dad Course Working Dad Course Working Dad Course NEXT Dad Course Working Mom Course Working Mom Course NEXT Mom Course Cooperate with Dad! Mom course, cooperate with Dad! Mom course, cooperate with Dad! Mom Course Co-Op Course Sue More Dad Course More Dad Course More Dad Course More Dad Course

Courses to Co-Op Course 2025 Dad Course More Dad Course Mom Course Co-Op Course Mom Course (Application Course) ○ ○ △ Courses to be paid together Previous years (FY 30 to FY 6) Dad Course More Dad Course Mom Course Cooperation Course Mom Course (Application Course) ○ ○ △ x ... No dual salary ○... Yes dual salary △... Child care for the same child of the same employee is not eligible.

◆ Companies that received financial incentives for the Mama Course from FY 2018 to FY 2025 will not be able to apply again. ◆Companies that have received subsidies for the cooperation course from FY 2022 to FY 2024 cannot apply for the mother course by adding up the number of childcare days by requiring the same employee to take childcare related to the same child again. ◆You can apply for the Mama course up to 1 times per company. Therefore, you cannot apply for the same course more than once. (2) Additional Initiatives

There are additional initiatives in the Working Mom Course NEXT and the Working Dad Course NEXT. The name differs depending on the fiscal year, but the purpose is the same.

[Additional Activity Names]

R FY 6 R FY 7 Name by Course Addition Items Introduction of Support Evaluation System and Development of Award System Development of Support Evaluation System and Award System Create a Parenting Plan Sheet Add Mom (1), Add Dad (3) (Common Purpose) Cheering Allowance Payments Cheering Allowance and Create Parenting Plan Sheet Mom Addition to Dad Addition (4) (Common purpose)

Each company can submit up to 1 requests for additional actions for the same purpose. As a result, we are not able to provide Mom\ Premium (1) and Dad\ Premium (3) at the same time, even if they were previously added. You cannot combine Mom Addition with Dad Addition (4).

(3) Others

They are considered to be the same company and cannot be paid in the same courses and increments if:

◆ Applications from the same representative in the past and current fiscal year (Even if you are a separate legal personality, it is regarded as an application from the same company.) ◆ Application from a company that has taken over the business of a company that received a financial incentive in the past through an absorption-type merger, etc. (deemed to be the same as the company that received the financial incentive) ◆ Application from a company that has been split from a company that received a financial incentive in the past (It is deemed to be the same as the company that received it.)

■ Main Requirements for Employers Eligible for Encouragement Employers that meet all of the requirements of (1) through (3) as of the date of application are eligible, unless otherwise specified, from Small and Medium-Sized Enterprises and other companies that take measures to improve the workplace environment as well as to encourage female employees (mothers) to return to work after childcare.

(1) Business RequirementsThe number of regular employees must be 300 or less. The applicant must be a Small and Medium-Sized Enterprises, etc. or a sole proprietorship operating a business in Tokyo. The applicant must meet the requirements of an enterprise, etc. The applicant must not be a Tokyo policy coordination organization, a business cooperation organization, or a corporation established by Tokyo as prescribed in the Guidelines for Guidance and Supervision of Tokyo Policy Coordination Organizations (General Administrative Reform Auditor No. 91 of 30 dated March 19, 2019). If the applicant is a sole proprietorship, the applicant must submit a notification of opening of business to the Tokyo tax office. If the applicant is a Small and Medium-Sized Enterprises, etc., the applicant must have a registered head office or a branch office in Tokyo. The applicant must not only have a registered head office or a branch office in Tokyo, but also be engaged in business practically at a business office in Tokyo. The applicant was granted the "Mama Course" from FY 2018 to FY 2023 and the "Mama Course NEXT" from FY 2024 to FY 2025, The company is not Small and Medium-Sized Enterprises, etc., which has received a financial incentive. The representative of the company mentioned above is not the same as the representative of the company that intends to apply for a new financial incentive. The company is not a company that has succeeded the business of a company that has received financial incentives in the past through an absorption-type merger. The company is not a company that has been split off from a company that has received financial incentives in the past. The child care work is not related to the same child of the same employee who received the "Mama Course." The employee has continuously employed 2 or more full-time employees working in Tokyo (insured persons of employment insurance) for at least 6 months. The employee has paid the metropolitan tax for the most recent fiscal year. The employee has not committed any serious violation of laws or regulations in the past 5 years from the day before the application date. As for labor-related laws and regulations, the employee meets the following requirements from 1 to 7 as of the application date. The wage paid to the employee is equal to or more than the minimum wage in Tokyo (specified minimum wage by industry). The hourly amount of fixed overtime pay, etc. does not violate the extra wage for overtime work. In addition, if the employee has worked overtime beyond the fixed overtime hours, the excess amount shall be paid in the same manner as ordinary overtime work, The employer must pay extra wages. The employer must

■Purpose and Outline (Hereinafter referred to as the "Foundation".) Tokyo Shigoto Foundation will provide incentives to companies such as Small and Medium-Sized Enterprises in Tokyo that provide female employees with childcare and improve the workplace environment to promote childcare and encourage continued employment.

(1) Initiatives Eligible for Incentives Incentives are provided when a female employee has nurtured a child for a total of at least one year prior to the day before 2 birthday of the child in her care, has returned to work for 3 months following the child's nurturing, and has improved the work environment.

Childcare for a total of 1 year or more means childcare for a total of 364 days or more, including the number of days of childbirth leave if childcare is continued after childbirth leave. If you continue to raise a child from the first child to the second child, you cannot add the raising period of the first child and the raising period of the second child. Please apply for the first or second child related to childcare that meets the requirements.

◇ Please refer to pages 12 to 13 of the application form for details on the initiatives eligible for the financial incentive. (2)Eligible Employees The "Eligible Employees" of this incentive are employees who meet all of the requirements set forth in the application guidelines and electronic application version pages 9 to 11. (3)In the case of an initiative to support surrounding employees who support the education industry, 200,000 JPY will be added to the incentive amount for each 1 item to be added. Addition (1) Introduction of a cheering evaluation system for colleagues and development of an award system Addition (2) Cheering allowance for colleagues Please refer to the application guidelines and electronic application version on page 14 for details of initiatives that add financial incentives.

■ Incentive payments 1.25 million JPY (up to 1.65 million JPY with additions)

■ Project implementation period April 1, 2024 to March 31, 2025

■ Application period The application period is for a total of at least one year of childcare before the child reaches the age of 2, and within 2 months from the day following 3 months after returning from childcare. However, if the application deadline is on Saturdays, Sundays, national holidays or the year-end and New Year holidays, the deadline will be the shortest business day before the deadline. If the application deadline is exceeded, we cannot accept it for any reason. Please refer to the "Application Deadline Date List" on the website for the specific deadline date. ■ Co-pay with other courses Courses you wish to co-pay 2024 Business Dad Course NEXT More Dad Course Mom Course NEXT Work with Dad! Mama Course Mama Course NEXT (Application Course) ○ ○ △ Course to be co-funded Previous Years Operations (Dad, Mom Course: H30 to FY 5, More Dad Course: R5, Cooperative Course: R 4 to FY 5) Papa Course More Papa Course Mama Course Cooperate with Papa! Mama Course Mama Course NEXT (Application course) ○ ○ △ ×... No concurrent salary ○... Yes concurrent salary △... No concurrent salary if applicable (childcare related to the same child of the same employee is not applicable)

◆ Working mom and dad childcare support subsidy Working mom course NEXT(Hereinafter referred to as "Mama course NEXT".) You can apply up to 1 times per business operator. For this reason, we have created the Mama Course NEXT in fiscal 2024 and the Working Mama Course (Hereinafter referred to as "Mama course".) in the previous fiscal years (fiscal 2018 to fiscal 2023), which was funded by the Working Mama Education Incentive Fund. Companies that have already received benefits cannot apply again. ◆Working Dad and Mom Education Support Subsidy for FY 2022 and FY 2023 Cooperate with Dad! Mama course (hereinafter referred to as "cooperative course".) A company that has received a subsidy may not apply for "Mama Course NEXT" by requiring the same employee to retake childcare related to the same child. *Please note that an application filed by the same representative is regarded as an application filed by the same company, even if the person is a separate legal personality. In addition, a company that has taken over the business of a company that has received subsidies in the past due to an absorption-type merger, etc. is also regarded as a recipient company and cannot apply for Mama Course NEXT.

■ Main Requirements for Employers Eligible for Encouragement Employers that meet all of the requirements from (1) to (3) as of the date of application are eligible, unless otherwise specified, from Small and Medium-Sized Enterprises and other companies that provide education to female employees and improve the workplace environment.

(1) Business RequirementsThe number of regular employees must be 300 or less. The applicant must be a Small and Medium-Sized Enterprises, etc. or a sole proprietorship operating a business in Tokyo. The applicant must meet the requirements of an enterprise, etc. The applicant must not be a Tokyo policy coordination organization, a business cooperation organization, or a corporation established by Tokyo as prescribed in the Guidelines for Guidance and Supervision of Tokyo Policy Coordination Organizations (General Administrative Reform Auditor No. 91 of 30 dated March 19, 2019). If the applicant is a sole proprietorship, the applicant must submit a notification of opening of business to the Tokyo tax office. If the applicant is a Small and Medium-Sized Enterprises, etc., the applicant must have a registered head office or a branch office in Tokyo. The applicant must not only have a registered head office or a branch office in Tokyo, but also conduct business practically at a business office in Tokyo. The applicant has received the decision to provide "Mama Course" for fiscal 2018 through fiscal 2023 and "Mama Course NEXT" for fiscal 2024, The company is not Small and Medium-Sized Enterprises, etc., which has received a financial incentive. The representative of the company, etc. indicated above is not the same as the representative of the company, etc. for which a new application is to be made. The child care work is not for the same employee who received a financial incentive under the "cooperation course" and related to the same child. The company has continuously employed at least 2 full-time employees working in Tokyo (persons insured by employment insurance), and for at least 6 months as of the application date. The company has paid metropolitan tax. The company has not committed a serious violation of any law or regulation in the past 5 years. The company meets the requirements of the following 1 through Small and Medium-Sized Enterprises as of the application date. The wage paid to the employee exceeds the minimum wage in the region where the company works (Regional and specific (by industry) minimum wages). The hourly amount of fixed overtime pay, etc. does not violate the premium wage for overtime work. In addition, if the company has worked overtime beyond the fixed overtime hours, the company must pay the following:, The worker must be paid extra wages in the same way as for ordinary overtime work. If the worker is to work overtime exceeding the statutory working hours, the "Agreement on Overtime and Holiday Work (Agreement 36)" must be concluded and observed. The worker does not violate Article 39, Paragraph Tokyo of the Labor Standards Act (Obligation to Require Employees to Take Five Days of Annual Paid Leave). The worker must comply with the upper limit on overtime work set forth in the Labor Standards Act. * In principle, overtime work must not exceed 45 hours per month or 360 hours per year. In cases where there are special temporary circumstances, the total of overtime work and work on holidays is less than 100 hours per month, average of 80 hours per multiple months (up to 6 month per year), and overtime work is 720 hours or less per year (However, it is necessary to conclude the 36 Agreement with special provisions.). Comply with labor-related laws and regulations other than those 2011 listed Tokyo above. Take measures to prevent sexual harassment, etc 54., based on the guidelines of the Minister of Health, Labour and Welfare. Do not engage in the entertainment business prescribed in Article 2, Paragraph 1 of the Act on Control and Improvement of Amusement Business, etc. (Act No. 122 of 1948), the sex morning-related special business prescribed in Paragraph 5 of the same Article, the hospitality business prescribed in Paragraph 13 of the same Article, or any business similar thereto Tokyo. (hereinafter referred to as the "Ordinance"), Boryokudan (meaning Boryokudan prescribed in Item 3 of Article 2 and Boryokudan related persons prescribed in Item 4 of the same Article), Boryokudan (meaning Boryokudan prescribed in Item 2 of the same Article), and corporate representative, officer, or employee of an organization in Others Employees or members of Others must not fall under Boryokudan members, etc. Employees must have prepared work rules and submitted them to the Labor Standards Inspection Office. * When applying for financial incentives, a notification is required even if the business office has less than 10 employees. We will check if there is a receipt stamp from the Labor Standards Office. (2) Requirements for Employees Eligible for Application A female employee who has been employed as an insured person under employment insurance for at least 6 months prior to the commencement of maternity leave and is expected to continue to be employed until the payment of the incentive is completed A female employee who belongs to and works at a business office in Tokyo as of 1 months prior to the commencement of maternity leave and is expected to continue to be employed until the payment of the

■Purpose and Outline (Hereinafter referred to as the "Foundation".) Tokyo Shigoto Foundation The Government will support the promotion of women's active participation and the promotion of men's childcare by providing financial incentives to companies in which Small and Medium-Sized Enterprises in Tokyo, etc. have female employees raise their children on the premise that they will cooperate with the father of the child and prepare an action plan for the promotion of childcare.

Incentive payments are provided when a female employee has nurtured a child for a total of 6 months or more but less than one year in cooperation with the father of the child by the day before the child's 2 birthday, has returned to work for a total of 3 months, and has drawn up an action plan to promote nurturing, etc.

Childcare for a period of 180 to 364 days in total (180 to 363 days) is defined as 6 months or more in total and less than 1 year. If childcare is continued after childbirth leave, the number of days of childbirth leave is included.

◇ Please refer to pages 12 to 13 of the application guidelines and electronic application for details of initiatives eligible for financial incentives.

■ Incentive amount 1 million JPY

■ Project implementation period April 1, 2023 to March 31, 2024 * However, the program will be terminated when budget for grants amount is executed.

■ Application Period The application period is for a total of 6 months or more and less than one year in childcare in cooperation with the father of the child before the child becomes 2 years old, and for a total of 2 months from the day following the day on which 3 months have passed since the child returned from childcare on or after April 2, 2023. However, if the application deadline is on Saturdays, Sundays, national holidays or the year-end and New Year holidays, the deadline will be the shortest business day before the deadline. If the application deadline is exceeded, we cannot accept it for any reason. Please be sure to check the "Application Deadline Date List" on the website for the specific deadline date. ■ Courses to be combined with other courses 2023 Business Dad Course More Dad Course Mom Course Cooperate with Dad! Mom course, cooperate with Dad! Mama Course (Applicant Course) ○ ○ △ x

Course to be co-funded Previous Years Operations (Mom and Dad Course: H30 to 4, Cooperation Course: R4) Papa Course, Mama Course, Cooperation with Papa! Mom course, cooperate with Dad! Mama Course (Application Course) △ △×

×... No concurrent salary ○... Yes concurrent salary △... No concurrent salary if applicable (Childcare related to the same child of the same employee is not applicable)

! Mama course (hereinafter referred to as "cooperative course".) You can apply up to 1 times per business operator. Therefore, Small and Medium-Sized Enterprises and other countries that have already received subsidies for the "Cooperative Course" conducted in FY 2023 and the "Cooperative Course" conducted in the previous fiscal year (FY 2022) cannot reapply. ◆A company that has received a subsidy for the "Cooperation Course" may not apply for the subsidy for the "Working Mom Course" by requiring the same employee to retake childcare related to the same child. *Please note that an application filed by the same representative is regarded as an application filed by the same company, even if the person is a separate legal personality.

■ Main Requirements for Companies Eligible for Incentive Programs Companies that meet all of the requirements of (1) through (3) from the time of application until the completion of payment of the incentive program are eligible, unless otherwise specified, from Small and Medium-Sized Enterprises and other companies that provide female employees with childcare on the premise that they will cooperate with the father of their child to raise their children and work to balance work and childcare.

(1) Business RequirementsThe number of regular employees must be 300 or less. The applicant must be a Small and Medium-Sized Enterprises, etc. or a sole proprietorship operating a business in Tokyo. The applicant must meet the requirements of an enterprise. The applicant must not be a Tokyo policy coordination organization, a business cooperation organization, or a corporation established by Tokyo as prescribed in the Guidelines for Guidance and Supervision of Tokyo Policy Cooperation Organizations (General Administrative Reform Auditor No. 91 of 30 dated March 19, 2019). If the applicant is a sole proprietorship, the applicant must submit a notification of opening of business to the Tokyo tax office. In the case of Small and Medium-Sized Enterprises, etc., the applicant must have a registered head office or a branch office in Tokyo. The applicant must not only have a registered head office or a branch office in Tokyo, but also be substantially engaged in business at a business office in Tokyo. The applicant must not be a Small and Medium-Sized Enterprises, etc. that received financial incentives for receiving the "Cooperation Course" in FY 2022 or FY 2023, The representative of the company, etc. that intends to newly apply is not the same. The childcare work is not related to the same child of the same employee who received the "Mama Course". The company must have at least 2 name (*) of a full-time employee working in Tokyo (an insured person of employment insurance), and must have continuously employed the employee for at least 6 month as of the application date. * This includes applicable employees. The applicant must have paid metropolitan tax. The applicant must not have committed any serious violation of any law or regulation in the past 5 years. The applicant must satisfy the requirements of 1 through 7 as of the date of application. The wage paid to the employee exceeds the minimum wage in the region where the applicant works (Regional and specific (by industry) minimum wages). The hourly amount of fixed overtime pay does not violate the extra wage for overtime work. If the applicant works overtime beyond the statutory working hours, the applicant must enter into the "Agreement on Overtime and Holiday Work (36 Agreement)," The employer must not violate Article 39, Paragraph 7 of the Labor Standards Act (Obligation to Require Employees to Take Five (5) Days of Annual Paid Leave). The employer must comply with the upper limit on overtime work set forth in the Labor Standards Act. * As a general rule, overtime work must not exceed 45 hours per month and 360 hours per year. In cases where there are special temporary circumstances, the total of overtime work and work on holidays is less than 100 hours per month, average of 80 hours per multiple months (up to 6 month per year), and overtime work is 720 hours or less per year (However, it is necessary to conclude the 36 Agreement with special provisions.). Comply with labor-related laws and regulations other than those 2011 listed Tokyo above. Take measures to prevent sexual harassment, etc 54., based on the guidelines of the Minister of Health, Labour and Welfare. Do not engage in the entertainment business prescribed in Article 2, Paragraph 1 of the Act on Control and Improvement of Amusement Business, etc. (Act No. 122 of 1948), the sex morning-related special business prescribed in Paragraph 5 of the same Article, the hospitality business prescribed in Paragraph 13 of the same Article, or any business similar thereto Tokyo. (hereinafter referred to as the "Ordinance"), Boryokudan (meaning Boryokudan prescribed in Item 3 of Article 2 and Boryokudan related persons prescribed in Item 4 of the same Article), Boryokudan (meaning Boryokudan prescribed in Item 2 of the same Article), and corporate representative, officer, or employee of an organization in Others Employees or members of Others must not fall under Boryokudan members, etc. Employees must have prepared work rules and submitted them to the Labor Standards Inspection Office. * When applying for financial incentives, a notification is required even if the business office has less than 10 employees. (2) Eligible Employee Requirements. Must be a female employee employed as an insured under Unemployment Insurance. Must have been in childcare for at least 6 months and less than one year in total before the day before the child's 2 birthday. (1) Employment during childcare is considered continuous as long as it is within the scope of temporary employment. ② The annual paid leave granted by the plan during childcare is not included in the number of childcare days. ③ Paid childcare is not included in the number of childcare days, but is considered to be continuous if it is within the scope of temporary employment.

The employee belongs to a business office in Tokyo as of 6 months before the start of childcare and continues to work at the business office in Tokyo. The employee has returned to the original position. The employee has been continuously employed since returning to the original position. The eligible employee is not a relative within the third degree of kinship with the representative of the applicant company during the period from 6 months before the maternity leave until the completion of the payment of the incentive (3) Initiatives Eligible for the Incentive Payment The eligible employee has been in childcare for at least 6 months and less than one year in total by the day before 2 birthday of the child raised by the female employee, and has been continuously employed since April 2, 2023 after returning to the original position from childcare. The father of the eligible employee's child, You must have engaged in childcare for a total of 30 days or more after the child's birth date (or plan to do so). You must have presented the Notice from Tokyo to eligible female employees. You must have created an action plan

INPC: MoM: Fortaleza: Communication: Communication: Communication: Pay TV data was reported at 0.000 % in Mar 2025. This records a decrease from the previous number of 0.920 % for Feb 2025. INPC: MoM: Fortaleza: Communication: Communication: Communication: Pay TV data is updated monthly, averaging 0.000 % from Jan 2020 (Median) to Mar 2025, with 63 observations. The data reached an all-time high of 11.780 % in Jan 2023 and a record low of 0.000 % in Mar 2025. INPC: MoM: Fortaleza: Communication: Communication: Communication: Pay TV data remains active status in CEIC and is reported by Brazilian Institute of Geography and Statistics. The data is categorized under Brazil Premium Database’s Inflation – Table BR.IC009: Consumer Price Index - INPC: POF: 2017-2018: Dec1993=100: Month-on-Month: by Municipality: Ceará: Fortaleza.

Descriptive analysis of association between sociodemographic characteristics and psychological state on the Africans In China group.

Graph and download economic data for Real Personal Consumption Expenditures (PCEC96) from Jan 2007 to Jul 2025 about headline figure, PCE, consumption expenditures, consumption, personal, real, and USA.

Descriptive analysis of association between sociodemographic characteristics and psychological state on the Chinese In China group.

Estimated average monthly income and disaggregation of costs by type of income.

Prevalence of anxiety.