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Author: Budd, John W.

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1.	Booth, Jonathan E. Budd, John W. Munday, Kristen M.
1.	First-Timers and Late-Bloomers: Youth-Adult Unionization Differences in a Cohort of the U.S. Labor Force Industrial and Labor Relations Review 64,1 article 3 (2010): p. Also: http://digitalcommons.ilr.cornell.edu/ilrreview/vol64/iss1/3 Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Unions The authors analyze youth-adult unionization differences by using the National Longitudinal Survey of Youth 1979 (NLSY79) to follow a single cohort of individuals from the ages of 15/16 to 40/41. They find that the differences between youth and adults are greatest at ages 15 to 17 and largely disappear by the age of 23. Though currently unionized workers are most likely to be in their forties or fifties, research also demonstrates that younger workers have a greater opportunity or are more inclined to be unionized than adults and that many individuals report having had a unionized job by the age of 25. The authors also find that whereas the stock of unionized workers is largest at middle age, the flow of workers into unionized jobs is greatest between the ages of 16 and 25.
	Bibliography Citation Booth, Jonathan E., John W. Budd and Kristen M. Munday. "First-Timers and Late-Bloomers: Youth-Adult Unionization Differences in a Cohort of the U.S. Labor Force." Industrial and Labor Relations Review 64,1 article 3 (2010): p.

2.	Booth, Jonathan E. Budd, John W. Munday, Kristen M.
2.	Never Say Never? Uncovering the Never-Unionized in the United States British Journal of Industrial Relations 48,1 (March 2010): 26-52. Also: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=1552198 Cohort(s): NLSY79 Publisher: Blackwell Publishing, Inc. => Wiley Online Keyword(s): Labor Market Demographics; Unions This paper analyses individuals who never hold a unionized job and are never represented by a union ('never-unionized'). Using 21 waves of the National Longitudinal Survey of Youth 1979 data to track individuals starting at age 15 or 16, we show that by the time workers are 40 or 41 years old, one-third of them are never-unionized, and a convex never-unionization trajectory suggests that most of them will remain never-unionized. An analysis of the demographic and labour market characteristics of the never-unionized further suggests two types of never-unionized workers -- those who lack opportunities for obtaining unionized jobs and those who lack the desire to obtain unionized jobs. [ABSTRACT FROM AUTHOR] Copyright of British Journal of Industrial Relations is the property of Blackwell Publishing Limited and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
	Bibliography Citation Booth, Jonathan E., John W. Budd and Kristen M. Munday. "Never Say Never? Uncovering the Never-Unionized in the United States." British Journal of Industrial Relations 48,1 (March 2010): 26-52.

3.	Budd, John W. McCall, Brian P.
3.	The Effect of Unions on the Receipt of Unemployment Insurance Benefits Industrial and Labor Relations Review 50,3 (April 1997): 478-492. Also: http://www.jstor.org/stable/2525186 Cohort(s): NLSY79 Publisher: New York State School of Industrial and Labor Relations, Cornell University Keyword(s): Benefits, Insurance; Unemployment Compensation; Unemployment Insurance; Unions Using National Longitudinal Survey of Youth data for the period 1979-1991, a study analyzes the effect of union representation on the likelihood that individuals eligible for unemployment insurance (UI) benefits actually received those benefits. The study finds that unions had no statistically significant effect on the probability of benefit receipt among white-collar workers, but among eligible blue-collar workers, those who were laid off from union jobs were roughly 23% more likely than comparable nonunion workers to receive UI benefits. Although the analyze does not identify the reasons for this difference, 2 factors it appears to rule out as determinants are union- negotiated supplemental unemployment benefit plans and differences between union and nonunion workers in expected unemployment durations. Copyright New York State School of Industrial & Labor Relations 1997. Fulltext online. Photocopy available from ABI/INFORM.
	Bibliography Citation Budd, John W. and Brian P. McCall. "The Effect of Unions on the Receipt of Unemployment Insurance Benefits." Industrial and Labor Relations Review 50,3 (April 1997): 478-492.

4.	Park, Tae-Youn Lee, Eun-Suk Budd, John W.
4.	What Do Unions Do for Mothers? Paid Maternity Leave Use and the Multifaceted Roles of Labor Unions Working Paper, Social Science Research Network (SSRN), June 6, 2017. Also: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2981956 Cohort(s): NLSY97 Publisher: Social Science Electronic Publishing, Inc. Keyword(s): Leave, Family or Maternity/Paternity; Maternal Employment; Unions; Wage Penalty/Career Penalty Permission to reprint the abstract has not been received from the publisher. The authors present a four-fold conceptual framework of union roles for enhancing workers' paid maternity leave use, consisting of availability, awareness, affordability, and assurance. Using a panel data set constructed from the National Longitudinal Survey of Youth 1997, workers represented by unions are found to be at least 16 percent more likely to use paid maternity leave than comparable non-union workers. Additional results suggest that availability, awareness, and affordability contribute to this differential leave-taking. The authors also document a post-leave wage growth penalty for paid leave-takers, but do not find a significant union-nonunion difference.
	Bibliography Citation Park, Tae-Youn, Eun-Suk Lee and John W. Budd. "What Do Unions Do for Mothers? Paid Maternity Leave Use and the Multifaceted Roles of Labor Unions." Working Paper, Social Science Research Network (SSRN), June 6, 2017.

5.	Park, Tae-Youn Lee, Eun-Suk Budd, John W.
5.	What Do Unions Do for Mothers? Paid Maternity Leave Use and the Multifaceted Roles of Labor Unions ILR Review 72,3 (May 2019): 662-692. Also: https://journals.sagepub.com/doi/full/10.1177/0019793918820032 Cohort(s): NLSY97 Publisher: Industrial and Labor Relations Review, Cornell University Keyword(s): Leave, Family or Maternity/Paternity; Maternal Employment; Unions; Wage Penalty/Career Penalty The authors present a four-fold conceptual framework of union roles--with a focus on availability, awareness, affordability, and assurance--for enhancing workers' paid maternity leave use. Using a panel data set of working women up to age 31 constructed from the National Longitudinal Survey of Youth 1997, the authors find union-represented workers to be at least 17% more likely to use paid maternity leave than are comparable non-union workers. Additional results suggest that availability, awareness, and affordability contribute to this differential leave-taking. The authors also document a post-leave wage growth penalty for paid leave-takers, but do not find a significant union–non-union difference.
	Bibliography Citation Park, Tae-Youn, Eun-Suk Lee and John W. Budd. "What Do Unions Do for Mothers? Paid Maternity Leave Use and the Multifaceted Roles of Labor Unions." ILR Review 72,3 (May 2019): 662-692.

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