Overtime schedules for full-time service workers

Easton, Fred F.; Rossin, Donald F.

doi:10.1016/s0305-0483(96)00063-1

Cited by 35 publications

(15 citation statements)

References 30 publications

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“…Relatively short-term absences of those in high-skilled positions, who often dictate general guidelines for the Notes: Estimation method: ACF-FE. The fact that sickness absenteeism is also harmful to nonindustrial and low capital-intensive firms (i.e., typically services firms) is consistent with the idea that substitution opportunities and the possibility to resort to overtime work are also limited in such types of firms (Easton and Rossin 1997). We report firm-level cluster-robust bootstrapped standard errors.…”

Section: Resultssupporting

confidence: 53%

The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data

Grinza

Rycx

2020

Industrial Relations

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Using rich longitudinal matched employer-employee data for Belgium, we provide a first investigation of the impact of sickness absenteeism on firms' productivity. To do so, we estimate a production function augmented with a firm-level measure of sickness absenteeism that we constructed from worker-level information on nonworked hours due to illness or injury. We deal with the endogeneity of inputs and sickness absenteeism by applying a modified version of the semiparametric control function method developed by Ackerberg, Caves, and Fraser (2015), which explicitly takes firm fixed unobserved heterogeneity into account. Our main finding is that, in general, sickness absenteeism substantially dampens firms' productivity. However, further analyses show that the impact varies according to several workforce and firm characteristics. Sickness absenteeism is more detrimental to firm productivity when absent workers are high tenure or blue collar. Moreover, it is especially harmful to industrial, capital-intensive, and small enterprises. These findings are consistent with the idea that sickness absenteeism is more problematic when absent workers have in-depth firm-/task-specific knowledge, when the employees' work is highly interconnected (e.g., along the assembly line), and when firms face more organizational limitations in substituting absent workers.

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Section: Resultssupporting

confidence: 53%

The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data

Grinza

Rycx

2020

Industrial Relations

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“…Variations of the basic problem address a non-homogeneous workforce, skill substitution, maximum allowable work stretches, break definitions, off-days and off-weekend policies (Aykin 1996;Bechtold and Jacobs 1990;Burns andCarter 1985 andEmmons 1985), and management considerations such as customer priority, service standards, start-time rules, and objective function definitions (Beaumont 1997a, 1997band Mason et al 1998. Easton and Rossin (1997) argue that the increasing per capita labor expenses have forced service sector employers to increase the use of overtime and decrease the use of part-time labor. They evaluated the effects of alternative overtime staffing and scheduling policies on critical performance measures, such as total labor costs, labor utilization and workforce size, and found that even small amounts of premium pay for overtime provided significant savings.…”

Section: Literature Reviewmentioning

confidence: 98%

Workforce planning at USPS mail processing and distribution centers using stochastic optimization

2007

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Service organizations that operate outside the normal 8-hour day and face wide fluctuations in demand constantly struggle to optimize the size and composition of their workforce. Recent research has shown that improved personnel scheduling methods that take demand uncertainty into account can lead to significant reductions in labor costs. This paper addresses a staff planning and scheduling problem that arises at United States Postal Service (USPS) mail processing & distribution centers (P&DCs) and develops a two-stage stochastic integer program with recourse for the analysis. In the first stage, before the demand is known, the number of full-time and part-time employees is determined for the permanent workforce. In the second stage, the demand is revealed and workers are assigned to specific shifts during the week. When necessary, overtime and casual labor are used to satisfy demand. This paper consists of two parts: (1) the analysis of the demand distribution in light of historical data, and (2) the development and analysis of the stochastic integer programming model. Using weekly demand for a three-year period, we first investigate the possibility that there exists an end-of-month effect, i.e., the week at the end of month has larger volume than the other weeks. We show that the data fail to indicate that this is the case.In the computational phase of the work, three scenarios are considered: high, medium, and low demand. The stochastic optimization problem that results is a large-scale integer program that embodies the full set of contractual agreements and labor rules governing the design of the workforce at a P&DC. The usefulness of the model is evaluated by solving a

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“…Easton and Rossin [21] argued that increasing per capita labor expenses have forced service sector employers to increase the use of overtime and decrease the use of part-time labor.…”

Section: Literature Reviewmentioning

confidence: 99%

Flexible shift scheduling of physicians

Brunner

Bard

Kolisch

2009

Health Care Manag Sci

104

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This research addresses a shift scheduling problem in which physicians at a German university hospital are assigned to demand periods over a planning horizon that can extend up to several weeks. When performing the scheduling it is necessary to take into account a variety of legal and institutional constraints that are imposed by a national labor agreement, which governs all physicians in German university hospitals. Currently, most medical departments develop their staff schedules manually at great cost and time. To solve the problem, a new modeling approach is developed that requires shifts to be generated implicitly. Rather than beginning with a predetermined number of shift types and start times, shifts are allowed to start at every pre-defined period in the planning horizon and extend up to 13 h with an hour-long break included. The objective is to find an assignment such that the total hours that have to be paid out as overtime are minimal under the restrictions given by the labor agreement. The problem is formulated as a mixed-integer program and solved with CPLEX. During the solution process individual lines-of-work are constructed for each physician. Using data from an anesthesia department, computational results indicate that high quality schedules can be obtained much more quickly than by current practice.

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Overtime schedules for full-time service workers

Cited by 35 publications

References 30 publications

The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data

The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data

Workforce planning at USPS mail processing and distribution centers using stochastic optimization

Flexible shift scheduling of physicians

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