New Evidence on the Determinants of Absenteeism Using Linked Employer-Employee Data

This paper provides new evidence on the determinants of absenteeism. The authors extend the typical labor-leisure model used to analyze the decision to skip work to include firm-level policy variables relevant to the absenteeism decision and uncertainty about the cost of absenteeism. Estimates based on data from Statistics Canada's Workplace Employee Survey (1999–2002), with controls for observed and unobserved demographic, job, and firm characteristics (including workplace practices), indicate that work arrangements were important determinants of absence. For example, the authors find strong evidence that standard weekday work hours, work-at-home options, and reduced workweeks were associated with reduced absence, whereas shift work and compressed work weeks were associated with increased absence.

Longer Days, Shorter Weeks: Compressed Work Weeks in Policing

Three-day, 40 hour, compressed work weeks are atypical in American labor circles. They are especially rare among law enforcement agencies. Positive and negative attributes of compressed work weeks have remained largely untested and particular to specific industries. This case study is an evaluation of the attitudinal and productivity effects of a three-day work week schedule as implemented by the Bexar County Sheriff's Department, Patrol Division, responsible for policing unincorporated areas surrounding San Antonio, Texas. The findings of this research are consistent with previous evaluations of compressed work weeks in private industry. Positive impacts on both productivity measures and the self-reported attitudes of patrol officers are found. Furthermore, the quality of policing provided to citizens did not decline. These data lead to the conclusion that a three day compressed work week with 13 hour and 20 minute work days is a work hour allocation strategy that may be successfully applied to policing agencies with benefits to both the organization and line patrol officers.