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The data are based on annual averages
from the Labour Force Survey (see Data source), not a special survey of absenteeism.
Although the LFS was not specifically
designed to capture the incidence and level of absence from work, it is the
best source of data on the subject. Use of a household survey to provide such
data is not unique to Canada. All countries belonging to the Organisation
for Economic Co-operation and Development (OECD) have surveys like the LFS
that provide data on persons 'with a job but not at work.' Many of these surveys
look at the reasons for the difference between usual and actual hours worked
(that is, number of hours absent) in the reference week; these data can be
used to generate work absence rates. Unfortunately, differences in the classification
of reasons for work absence, and in periodicity, etc., have made international
comparisons difficult. Both the OECD and the International Labour Office are
currently making efforts to promote the gathering and publication of comparable
data.
Most firms and institutions in
Canada keep records on worker absences for administrative and accounting purposes.
Again, differences in coverage, periodicity and definitions limit comparability
or across-industry aggregation of the data into meaningful national rates
by sex, age, industry, occupation, and so forth.
Q.
Is maternity leave included in the
absence data?
A.
As of 1997, women with a full-time
job but on maternity leave are excluded from the data. Prior to the 1997 redesign,
this was not possible. Maternity leave is not considered a reason for absenteeism
since it is often scheduled and thus entails minimal disruption at the workplace.
Q.
How are long-term disability absences
treated?
A.
The LFS does not distinguish between
long- and short-term disability absences. Those who are absent but consider
themselves 'employed,' and who receive full or partial pay from their employer,
are included in the illness or disability category, irrespective of length
of absence. In 2001, an average of 16,000 employees each week
had been absent from work for over a year because of illness or disability.
Their exclusion would have had a minimal effect on the overall findings.
Q.
Are absences resulting from work-related
injuries or illness included in the data?
A.
The LFS does not ask if an illness
or disability is work-related. Thus, all such absences are included in the
data in this publication.
Q.
Do the data include both paid and
unpaid absences?
A.
Yes, both are included. However, only
persons on full-week absences are asked whether they received any wages from
their employer for any time lost from work. Those on part-week absences are
not asked this question.
Q.
Does the LFS measure the effect of
stress?
A.
Not directly. While stress may be
an important factor in explaining work absences, this reason and others, such
as worker boredom (with repetitive work, for example), employer-employee relations,
and poor working conditions-all of which affect work attendance-are not listed
separately in the LFS response categories. Answers to such questions are often
difficult to substantiate.