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To describe the modernization and simplification amendments of certain disclosure requirements of Regulation S-K and related rules and forms recently adopted by the US…
To describe the modernization and simplification amendments of certain disclosure requirements of Regulation S-K and related rules and forms recently adopted by the US Securities and Exchange Commission (SEC).
This article provides an overview of the amendments, their effective dates and related practical considerations for companies.
The amendments cover many provisions within Regulation S-K and affect various forms that rely on the integrated disclosure requirements of Regulation S-K. The amendments are designed to enhance the readability and navigability of SEC filings, to discourage repetition and disclosure of immaterial information and to reduce the burdens on registrants, all while still providing material information to investors. The amendments contain several changes relating to confidential information contained in exhibits. For consistency, parallel amendments have been adopted to rules other than Regulation S-K, as well as to forms for registration statements and reports.
Most of the amendments are effective May 2, 2019. The amendments relating to the redaction of confidential information in certain exhibits became effective April 2, 2019. Given these dates, companies should review the rule changes implemented by the amendment now and consider how they will impact their disclosure in upcoming SEC filings.
Practical guidance from experienced lawyers in the Corporate & Securities practice.
Past studies suggest that full-time maternal employment may be negatively related to children’s cognitive development. Most studies measure maternal employment at one time…
Past studies suggest that full-time maternal employment may be negatively related to children’s cognitive development. Most studies measure maternal employment at one time point, while mothers’ work hours may not be stable during early childrearing years. Using data from the 2001 Early Childhood Longitudinal Study – Birth Cohort (N ≈ 6,500), the authors examine stability in mothers’ work hours across four waves when children are 9 and 24 months old, in preschool, and in kindergarten, mothers’ background characteristics associated to it, and its link to child cognitive development. Results show that the majority of mothers change work hours across the four waves. Analysis using multinomial logistic regression models suggests that mothers’ older age, fewer children, and higher household income are related to working full time at all four waves compared to varying work hours across the waves; more children and less than high school completion are related to staying home at all four waves; and mothers’ older age, being White, no change in partnership status, and holding a college degree are related to working part time at all four waves. Compared to mothers’ changing work hours, mothers’ stable work hours, full time or part time, at all four waves is related to children’s better reading, math, and cognitive scores in kindergarten, whereas mothers’ staying home at all four waves is negatively related to these scores. These associations disappear when background characteristics are controlled for in ordinary least squares regression models. These findings underscore the role of background characteristics in shaping both mothers’ stable employment and children’s cognitive development.
To determine the age at which influence peaks for men and women at work, then use empirical data to develop procedures predicting complex combining effects of diffuse…
To determine the age at which influence peaks for men and women at work, then use empirical data to develop procedures predicting complex combining effects of diffuse status characteristics.
A survey experiment with a nationally representative sample is used to measure the age at which the status value of men and women at work reaches a maximum. Research results are then incorporated into equations adapted from current status characteristics theory (SCT) procedures to model the combined effects of age, gender, race/ethnicity, education, income, occupation, and beauty.
Analyses reveal that the status value of men and women reaches a maximum in middle age, and that women reach a maximum status value at work at an earlier age than men.
This approach maintains core assumptions of SCT and uses ongoing research results to calibrate a model predicting complex combining effects of diffuse status characteristics. Limitations include the need to develop additional empirical constants to make predictions in new research settings.
Predictions from the model can be used in hiring situations to adjust for interviewers’ nonconscious expectations related to status characteristics of job applicants.
The disadvantage for women at work that increases through mid-career helps to explain the continuing underrepresentation of women in senior leadership positions. Awareness of the impact of socially valued characteristics like age and gender can help individuals respond more effectively to challenging social situations.
Extend the current SCT model to make predictions in contexts where people are being evaluated such as elections, hiring, and promotions.
This study examines whether Revenue Procedure 2003-61 is an improvement over Revenue Procedure 2000-15, in the areas of taxpayers’ expectations for IRS equitable relief…
This study examines whether Revenue Procedure 2003-61 is an improvement over Revenue Procedure 2000-15, in the areas of taxpayers’ expectations for IRS equitable relief decisions and gender-related in-group bias. The survey instrument includes a vignette adapted from a judicial decision. The results show that Rev. Proc. 2003-61 does improve upon Rev. Proc. 2000-15. Furthermore, taxpayers perceive different expectations of what the IRS should do and what the IRS would do in equitable relief decision making. Also, gender-related in-group biases are found to be present for both genders. Tax policy implications regarding equitable relief are discussed.
Fundamental theories of power and status have developed sufficiently to apply in educational and organizational contexts. The path from basic theory to program development…
Fundamental theories of power and status have developed sufficiently to apply in educational and organizational contexts. The path from basic theory to program development is neither simple nor direct. We trace the application of theoretical principles taken from network exchange theories of power as well as status characteristics and expectation states theories through the interdisciplinary field of leadership studies to applications that interrelate basic research, applied research, undergraduate educational programs, and organizational development. Two proposals result (1) a leadership training program that will produce university graduates with effective leadership skills, while also bringing diverse high school students to participate in a university program and (2) basic status characteristics research to explain the glass ceiling phenomenon.