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Where Will You Be on Super Bowl Monday?

January 30, 2008

New survey findings suggest that an estimated 1.5 millioni employedii U.S. adults may call in sick to work the day after the Super Bowl. The “Super Bowl Fever Sidelines Employees on Monday Morning” survey of 1,430 adults employed full-time was sponsored by The Workforce Institute at Kronos® Incorporated and conducted online via Harris Interactive.

The survey shows that another three percent of respondents, or an estimated 4.4 millioniii employees, may arrive late to work the Monday after the Super Bowl. This number is in-line with the three percent of respondents who admit to, in the past, having arrived late to work the Monday after the Super Bowl. Interestingly enough, three percent also say that they have previously called in sick to work the Monday after the Super Bowl, indicating that the number of employees who actually do call in sick may be significantly higher than the number who say they might.

Super Bowl-related absences could be particularly striking for organizations with a high population of Gen X and Gen Y employees, as the majority of the employed adults who say they may call in sick the day after the Super Bowl are males and females between the ages of 18-34 years (4 percent and 3 percent, respectively).

Unscheduled absences, including those that organizations will experience after the Super Bowl, cost U.S. employers billions of dollars each year in lost productivity, impact production and customer service, and create employee satisfaction problems. Until recently, few organizations were conscience of this hidden cost or were simply not focused on controlling it.

“Today, best practice organizations are using automated solutions to manage and apply attendance policies fairly and consistently throughout their organizations,” said Joyce Maroney, director of the Workforce Institute at Kronos Incorporated. “Managers benefit from the timely information, which enables them to quickly adjust to unscheduled absences without impacting production or employee satisfaction. Employees are empowered with self-service tools, which provide access to vacation and personal leave time balance information, encouraging them to plan appropriately for time away from work. This supports a healthy work/life balance and reduces unscheduled absences.”

Study Methodology

This Super Bowl survey was conducted online within the United States by Harris Interactive on behalf of Kronos Incorporated between January 24 and 28, 2008 among 3,091 U.S. adults aged 18 and over, of whom 1,430 were employed full-time. Results were weighted as needed for age, sex, race/ethnicity, education, region and household income. Propensity score weighting was also used to adjust for respondents' propensity to be online.

All sample surveys and polls, whether or not they use probability sampling, are subject to multiple sources of error which are most often not possible to quantify or estimate, including sampling error, coverage error, error associated with nonresponse, error associated with question wording and response options, and post-survey weighting and adjustments. Therefore, Harris Interactive avoids the words “margin of error” as they are misleading. All that can be calculated are different possible sampling errors with different probabilities for pure, unweighted, random samples with 100% response rates. These are only theoretical because no published polls come close to this ideal.

Respondents for this survey were selected from among those who have agreed to participate in Harris Interactive surveys. The data have been weighted to reflect the composition of the U.S. adult population. Because the sample is based on those who agreed to be invited to participate in the Harris Interactive online research panel, no estimates of theoretical sampling error can be calculated.

Workforce Institute's opinion
The Institute recommends using automated solutions to manage and apply attendance policies fairly and consistently. Managers can use the real-time information to quickly adjust to unscheduled absences without impacting production or employee satisfaction.

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