This question was asked somewhat differently in the two surveys, reflecting changes in fathers' rights to take leave, but we believe the data from the two years to be comparable.
Other dramatic differences were found in terms of companies' offering of formal programs to encourage fathers to take leave, which by 2006 was true for almost half the companies (48%).
The aspect of formal support that companies were the least likely to report was a person/group designated to encourage fathers to take leave.
The only formal measure reported by a majority of companies in 2006 was having a man in top management take leave.
The most commonly cited reason for this group's not taking leave was financial, with 77 percent saying that they did not take leave because they could not afford it, a significant increase from 1995, when about two-thirds of those needing, but not taking, leave (65.
This is an area that has received a great deal of attention in recent years, and one avenue that is currently being pursued is allowing parents to use unemployment benefits when they take leave to care for a newborn or a newly adopted child.
Legislation that would amend the FMLA tO extend coverage to employees in businesses with 25 to 50 employees (as well as to fund the replacement of wages for some employees who take leave after the birth of a child) has been proposed in Congress, but the prospects for congressional action are uncertain.