description: Data from the Bureau of Labor Statistics (BLS) Current Employment Statistics (CES) program. CES data represents businesses and government agencies, providing detailed industry data on employment on nonfarm payrolls.; abstract: Data from the Bureau of Labor Statistics (BLS) Current Employment Statistics (CES) program. CES data represents businesses and government agencies, providing detailed industry data on employment on nonfarm payrolls.

Workforce Development Boards are part of the Public Workforce System, a network of federal, state, and local offices that support economic expansion and develop the talent of the nation’s workforce. The WDBs’ role is to develop regional strategic plans and set funding priorities for their area. State and local Workforce Development Boards serve as connectors between the U.S. Department of Labor and local American Job Centers that deliver services to workers and employers. This data contains contact information for all state WDBs. Includes name, address, contact information, as well as contact names.

Unemployment data for Phoenix, AZ from "Local Area Unemployment Statistics" provided by the U.S. Bureau of Labor Statistics.

Survey Description: Labor force and unemployment estimates for States and local areas are developed by State workforce agencies to measure local labor market conditions under a Federal-State cooperative program. The Department of Labor develops the concepts, definitions, and technical procedures which are used by State agencies for preparation of labor force and unemployment estimates.

These estimates are derived from a variety of sources, including the Current Population Survey, the Current Employment Statistics survey, the Quarterly Census of Employment and Wages, various programs at the Census Bureau, and unemployment insurance claims data from the State workforce agencies.

To establish uniform labor force concepts and definitions in all States and areas consistent with those used for the U.S. as a whole, monthly national estimates of employment and unemployment from the Current Population Survey are used as controls (benchmarks) for the State labor force statistics.

A dataset that permits examination of health, economic, work, and retirement trajectories for a representative national sample of men from middle to old age. The original sample of 5,020 men, first interviewed in 1966, was re-interviewed periodically until 1983 under a contract with the US Department of Labor. The study provided a detailed longitudinal record of their labor market activity, health, financial status, family structure, and attitudes toward and experience in retirement. The NIA grant made possible a re-interview in 1990 with the surviving men and the widows (or other next-of-kin) of the decedents. The merging of the 1990 data includes death certificate information for the decedents, Blacks were over-represented in the original sample in a ratio of about three or four to one, resulting in about 500 surviving black men in the sample. Information on labor market activity, income, and assets also is available for a sample of about 1,350 widows, 90 percent of whom are between 60 and 89 years of age. This information can be linked to earlier data on the women''s health and work activity that was reported by their late husbands. Due to the original sample selection, other NLS cohorts contain wives and daughters of the older men. These other surveys also hold a wealth of detailed information on aging and retirement issues, especially on income transfers. * Dates of Study: 1966-1990 * Study Features: Longitudinal, Minority Oversamples * Sample Size: ** 1966: 5,020 men (baseline) ** 1990: 2,092 surviving men, 1,341 widows, 865 other next-of-kin Links: * BLS Website on NLS: http://www.bls.gov/nls/ * ICPSR: http://www.icpsr.umich.edu/icpsrweb/ICPSR/studies/04675

The National Study of the Changing Workforce (NSCW) is the major ongoing study of the U.S. workforce that takes a comprehensive look at employees' lives both on and off the job. Conducted every five to six years by Families and Work Institute (FWI), the NSCW is the only ongoing, nationally representative survey of a large sample of U.S. workers and has tracked emerging trends essential to attracting, engaging, and retaining top talent for more than three decades. Based on the 1977 Quality of Employment Survey by the Department of Labor, the NSCW has more than 600 data points and a large enough sample to support comparisons of sub-populations.

Before the coronavirus (COVID-19) pandemic, 17 percent of U.S. employees worked from home 5 days or more per week, a share that increased to 44 percent during the pandemic. The outbreak of the COVID-19 pandemic accelerated the remote working trend, as quarantines and lockdowns made commuting and working in an office close to impossible for millions around the world. Remote work, also called telework or working from home (WFH), provided a solution, with employees performing their roles away from the office supported by specialized technology, eliminating the commute to an office to remain connected with colleagues and clients. What enables working from home?

To enable remote work, employees rely on a remote work arrangements that enable hybrid work and make it safe during the COVID-19 pandemic. Technology supporting remote work including laptops saw a surge in demand, video conferencing companies such as Zoom jumped in value, and employers had to consider new communication techniques and resources. Is remote work the future of work?

The response to COVID-19 has demonstrated that hybrid work models are not necessarily an impediment to productivity. For this reason, there is a general consensus that different remote work models will persist post-COVID-19. Many employers see benefits to flexible working arrangements, including positive results on employee wellness surveys, and potentially reducing office space. Many employees also plan on working from home more often, with 25 percent of respondents to a recent survey expecting remote work as a benefit of employment. As a result, it is of utmost importance to acknowledge any issues that may arise in this context to empower a hybrid workforce and ensure a smooth transition to more flexible work models.

description: The U.S. Department of Labor has been working collaboratively with our state partners to identify several robust strategies that focus on the prevention of overpayments and will yield the highest impact in reducing UI improper payment rates. Improper Unemployment Insurance benefit payments are most likely to occur when: Recipients continue to claim benefits after returning to work; Employers or their third party administrators do not submit timely or accurate separation information; and Claimants fail to register with the state's Employment Service (ES) as dictated by state law. Earlier this year, the Department actively intervened to encourage the ten states with the highest Employment Service registration error rates to focus on the issue. Senior DOL officials personally contacted these states to determine specific steps the states would take to address their error rates, and the Department provided targeted technical assistance. As a result, dramatic progress is being made in this area, with a 23% reduction in improper payments to people who did not register with employment services agencies, including a more than 35% drop in eight states.; abstract: The U.S. Department of Labor has been working collaboratively with our state partners to identify several robust strategies that focus on the prevention of overpayments and will yield the highest impact in reducing UI improper payment rates. Improper Unemployment Insurance benefit payments are most likely to occur when: Recipients continue to claim benefits after returning to work; Employers or their third party administrators do not submit timely or accurate separation information; and Claimants fail to register with the state's Employment Service (ES) as dictated by state law. Earlier this year, the Department actively intervened to encourage the ten states with the highest Employment Service registration error rates to focus on the issue. Senior DOL officials personally contacted these states to determine specific steps the states would take to address their error rates, and the Department provided targeted technical assistance. As a result, dramatic progress is being made in this area, with a 23% reduction in improper payments to people who did not register with employment services agencies, including a more than 35% drop in eight states.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Fremont. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Fremont, the median income for all workers aged 15 years and older, regardless of work hours, was $99,996 for males and $55,990 for females.

These income figures highlight a substantial gender-based income gap in Fremont. Women, regardless of work hours, earn 56 cents for each dollar earned by men. This significant gender pay gap, approximately 44%, underscores concerning gender-based income inequality in the city of Fremont.

- Full-time workers, aged 15 years and older: In Fremont, among full-time, year-round workers aged 15 years and older, males earned a median income of $136,764, while females earned $101,991, leading to a 25% gender pay gap among full-time workers. This illustrates that women earn 75 cents for each dollar earned by men in full-time roles. This analysis indicates a widening gender pay gap, showing a substantial income disparity where women, despite working full-time, face a more significant wage discrepancy compared to men in the same roles.

Surprisingly, the gender pay gap percentage was higher across all roles, including non-full-time employment, for women compared to men. This suggests that full-time employment offers a more equitable income scenario for women compared to other employment patterns in Fremont.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Fremont median household income by race. You can refer the same here

Description

From website:

The Statistical Abstract of the United States, published since 1878, is the authoritative and comprehensive summary of statistics on the social, political, and economic organization of the United States.

Use the Abstract as a convenient volume for statistical reference, and as a guide to sources of more information both in print and on the Web

Sources of data include the Census Bureau, Bureau of Labor Statistics, Bureau of Economic Analysis, and many other Federal agencies and private organizations

Sections include:

• Accommodation, Food, & Other Services
• Agriculture
• Arts, Recreation, & Travel
• Banking, Finance, & Insurance
• Births, Deaths, Marriages, & Divorces
• Business Enterprise
• Construction & Housing
• Education
• Elections
• Energy & Utilities
• Federal Gov’t Finances & Employment
• Foreign Commerce & Aid
• Geography & Environment
• Health & Nutrition
• Income, Expenditures, Poverty, & Wealth
• Information & Communications
• International Statistics
• Labor Force, Employment, & Earnings
• Law Enforcement, Courts, & Prisons
• Manufactures
• National Security & Veterans Affairs
• Natural Resources
• Population
• Prices
• Puerto Rico & the Island Areas
• Science & Technology
• Social Insurance & Human Services
• State & Local Gov’t Finances & Employment
• Transportation
• Wholesale & Retail Trade

Openness: OPEN

• License: US government so public domain.
• Access: ok. Most data provided as xls or pdf but no bulk.
  • www: yes. Browse and then get individual items as xls or pdf. Note one can get some of this information in more convenient form from http://www.usgovernmentspending.com/ (download series page).
  • bulk: no.

description: The Bureau of Labor Statistics (BLS) Census of Fatal Occupational Injuries (CFOI) produces comprehensive, accurate, and timely counts of fatal work injuries. CFOI is a Federal-State cooperative program that has been active in all 50 States and the District of Columbia since 1992. To compile counts that are as complete as possible, CFOI uses multiple sources to identify, verify, and profile fatal worker injuries. Information about each workplace fatal injury is obtained by cross referencing the source records, such as death certificates, workers' compensation reports, and Federal and State agency administrative reports. To ensure that fatal injuries are work-related, cases are substantiated with two or more independent source documents, or a source document and a follow-up questionnaire. CFOI publishes detailed data on case characteristics such as the event or exposure leading to the fatal injury, the source of the fatal injury, and worker activity at the time of the incident. Event or exposure, source, and other case characteristic codes are currently based on the BLS Occupational Injury and Illness Classification System (OIICS) 2.01, which can be viewed at our Web site at http://www.bls.gov/iif/oshoiics.htm.; abstract: The Bureau of Labor Statistics (BLS) Census of Fatal Occupational Injuries (CFOI) produces comprehensive, accurate, and timely counts of fatal work injuries. CFOI is a Federal-State cooperative program that has been active in all 50 States and the District of Columbia since 1992. To compile counts that are as complete as possible, CFOI uses multiple sources to identify, verify, and profile fatal worker injuries. Information about each workplace fatal injury is obtained by cross referencing the source records, such as death certificates, workers' compensation reports, and Federal and State agency administrative reports. To ensure that fatal injuries are work-related, cases are substantiated with two or more independent source documents, or a source document and a follow-up questionnaire. CFOI publishes detailed data on case characteristics such as the event or exposure leading to the fatal injury, the source of the fatal injury, and worker activity at the time of the incident. Event or exposure, source, and other case characteristic codes are currently based on the BLS Occupational Injury and Illness Classification System (OIICS) 2.01, which can be viewed at our Web site at http://www.bls.gov/iif/oshoiics.htm.