Scaling back on OT

HRCalico

Anybody want to weigh in with a "been there, done that"? We have historically worked TONS of OT in production - wages were low, so they compensated with all the hours a person could work. Current prez came on board 11 years ago, and they worked it back to the current 45-50 (with wage increases). Talk has been (as long as I've been here, just over 1 yr) that we want to get to a regular 40 hr week, so that if we need to bump up production levels, we can.

Big meeting yesterday with all levels of management and various other key people. Decision was made (with concurrence of all) to roll back to 4 10 hour days effective week of 4/3, and then OT would be on Friday if necessary. We thought this was softer than rolling back to 5 8 hour days and then OT on Saturday.

Apparently, you'd have thought we lined everybody's mothers up and beat them while the employees had to watch. Everybody is taking it very personally. (Oh, office will be open on Friday, mind you, so no change for us. Bummer.) Decision will be made on Friday as to what changes in wages will be.

I do have to share this - I believe we've had our first "casualty" already. Said person was one of my attendance problems (called in frequently), and as a matter of fact, was working 4 10s part of the time while everybody else was working 5 10s for personal reasons. Now says he can't do 4 10s. I probably could give myself a good half day of amusement by going over his time cards and seeing how many weeks last year he actually was able to work over 40 hours.

So, can I either get some real war stories to make me feel better, or misery loves company, or something?

Shadowfax

Similar experience. Several years ago I was directed to negotiate 4-10s into the cba. You'd think we were asking them to mutilate themselves every hour on the hour. Now, I know part of the plan was to bargain for some other stuff they wanted and the grudgingly give in to our 4-10s. After about 3 weeks of grief over it - we withdrew it - abruptly, and refused to address it again. The next year, it was on their demand list. MOst ees , and even most employers don't like 12s, for obvious reasons. I don't think anyone out there really doesn't like 10s. My guess is there is a method to their madness - go figure out what it is.

HRCalico

I typically spend a few minutes each day thanking the Lord above that we aren't union, but I can't be sure there isn't an ulterior motive. I'm putting feelers out.

Apparently the rumor of the minute is that we're also going to lay off. Can I volunteer to be laid off? Just kidding, but a few weeks (months?) of peace and quiet would be welcome. Maybe I could go "warm up" Gillian's place in Mexico for him . . .

TN HR

What has worked for us in similar situations is to be very open in communicating the change. Sell it as a quality of life improvement that is also necessary in order for the organization to remain financially healthy and continue to grow.

I think the news never gets better, however, with time, people will adjust.

Gene

pork1

HRCALICO: The biggest concern the company will experience is the availability of anyone to work the OT hours. At first they will be available but after a few weeks most will find other vocational things to do with their time for pay with or without your permission. Then the company will have the hassal of challenging the excuses. If operations has their ducks in a row the O/T will go "bye bye" and the work force will be happier for the three day week end off. The maintenance guys will be happy because they will be able to do some scheduled maintenance and some real quality work.

The spouses will hate you for it, because the ee spouse is now under foot and interfering in their time away from their play time.

We wish you well and wish I could also have a 4 x 10 work week.

PORK