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Use of paid parental leave for the birth or adoption of the youngest child under age 6 is measured in the NSCW, but because that sample is quite small and we find no significant differences, the results for it are not displayed.
ACKNOWLEDGMENTS: The authors are grateful to Pivotal Ventures for funding support and to Ipshita Pal for assistance with the NSCW data.
 The 2008 NSCW used the questions "Did you take time off work after your child's birth or adoption, or were you not allowed any time off?" for paid parental leave, "Are you allowed to take at least five days off per year to care for a sick child without losing pay, without using vacation days, AND without having to make up some other reason for your absence?" for paid leave to care for a sick child, and "Are you allowed at least five days per year of paid time off for personal illness, or not?" for paid sick leave.
The information on children and immigrant status was not included in the NSCW models.
 The NSCW model controlled for region instead of state.
 In the smaller NSCW sample (not shown), Hispanic workers are less likely than White non-Hispanic workers to report access across all three models, but the differences are not significant.
 The NSCW asked specifically about paid leave to care for a sick child, but the data did not reveal any statistically significant differences by race or ethnicity.
For the purposes of this study, existing questions taken from the NSCW survey of the changing workforce (2002; 2008) were utilized as predictors including gender (i.e., male or female) and education level (i.e., High School, Some College, Bachelor's, or Graduate Degree).
The NSCW survey consists of approximately 600 items.
As two points of comparison with other surveys on work and stress, the 2008 National Study of the Changing Workforce (NSCW) achieved 55 percent.
For example, Anderson et al., (2002) examined the 1997 National Study of the Changing Workforce (NSCW) (2,248 respondents) and noted that supervisor support was associated with lower levels of both work-family interference and family-work interference.
Other studies with relatively fewer respondents than the NSCW have also supported the notion that supervisor support is associated with less work-life conflict.
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