If you seek to build and maintain a vibrant corporate culture where third party involvement isn’t needed, CUE membership can help. CUE members find the resources and tools they need to support that effort within the CUE community.
CUE membership offers a variety of resources ranging from a regular schedule of timely labor relations updates, and our store where you can browse and purchase some of the most powerful communications resources in the industry to the incredible networking and educational opportunities available through our CUE Conferences, and the CUE community throughout the year.
Employee engagement is an ongoing effort, and CUE can help your company. Attend the next CUE Conference. Or, if you’re ready to connect right now, CUE membership will allow you to reach out with your challenges online, for instant responses from our knowledgeable members.
How the CUE Community can help you
Recently a member submitted the following questions:
- • Do any other members have 24/7 operations? If so, how are you staffing that operation with F/T employees?
- • We are looking at the possibility and have considered a rotating 4 day, 10 hour shift. Also there would be a set weekend shift – work 36 hours but paid for 40 – similar to the health industry. Any advice?
Numerous members responded, offering valuable insights into implementation issues, compensation, employee concerns they experienced, and resources to assist with implementation.
I worked for several years with a 24/7 location with different shifts. 6 hour shifts –4 per day on certain equipment. 8 hour shifts – 3 per day. We did not allow OT in most positions. Only allowed it at crunch time for certain advanced roles.”
We have a number of sites with 24/7 schedules…details are complicated. Would take a phone call with the local HR Manager that I could arrange for you.”
We have different 24/7 schedules. We use a consultant specializing in transitioning to these types of schedules who educates our workforce on the benefits of such schedules, how we can balance the needs of the employees with the needs of the business, reviews various schedules and nuances of each, conducts an employee survey, then comes back with 3-4 schedules that meet the majority of employee wants/needs as determined by the survey. Employees appreciate that we brought someone in from outside to explain rationale for schedules and then allow them to vote on preferred schedule. Not all are happy with the schedule we end up with, but they all know they each had a say in determining the schedule and that we didn’t just “cram a schedule down their throats.” Not necessarily how most companies choose to make this transition, but it’s worked for us.”