Background: I work at a 24/7 operation in middle management. I’ve got an ear to the table rather than a seat at it, but my manager has a vote and I can help discuss options and be heard with good ideas. The decisions are made collectively one level above me, but I interact with all decision makers daily. I want to be a voice to advocate for the best system for hourly folks, but have limited experience with a continuous operation.
We have a Building Manager who doesn’t seem to care about anything other than customer service and will seemingly sacrifice moral and anything else to get the job done and goal met.
We had a building meeting today that went less than well for the management group. We discussed numbers for production that are falling despite wages that have gone up by 30%+ in the last year and a half or so. We pay very competitively for our area. Our throughput numbers are roughly 10% worse this year when compared to last with no significant changes in structure.
Anyways, we open it up for questions/comments from the staff, and one of the chief complaints (rightly so imho) is that we posted a holiday schedule months ago, and the management team decided that they were going to schedule production through one of them and decided that everyone would just have to work. They’ll get double time (Holiday Pay + Straight Time) for working it, but it’s a curveball that was thrown at them just 2 weeks before the projected day off. We have a mix of folks that work 8 hour shifts (3 shifts, 5 days, M-F) and 12 hour shifts (4 groups) that are truly continuous.
My question: What is the best way that you’ve seen holiday compensation/time off handled while working in a continuously running environment?
My initial thoughts in the comments.
I’m new to antiwork, and love the concept and posts coming from this sub. Sorry if my question may be a little more of a “management mindset”, but the company is small enough to where the loss of a few key contracts and service failures could legitimately lead to loss of jobs of the staff. We are profitable, and many of those profits have been invested into hourly compensation rather than the expansion of a benefits package and planning strict downtime.