Dear Expert! I have been given an assignment:
Case Study: Transition to a Six-Day Working Week
An organization currently has a 5-day working policy. Now, the management has decided to change it to a six-day working week. As the HR Manager, how would you convince the employees?
Please share your views.
From India, Mumbai
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6Case Study: Transition to a Six-Day Working Week
An organization currently has a 5-day working policy. Now, the management has decided to change it to a six-day working week. As the HR Manager, how would you convince the employees?
Please share your views.
From India, Mumbai
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I think the assignment is for you and not for others. So, it would be better if you put forth your views on the matter first; others can appreciate and improve them as well. Now, tell me, if you are not successful in convincing the employees as an HR Manager but your management insists on going ahead at any cost, how are you going to handle this issue?
From India, Salem
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From India, Salem
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Thank you for the opinion.
Case 1: Non-Manufacturing Firm
In a non-manufacturing firm, one can decrease half an hour and propose the idea of a 6-day workweek. Additionally, on Saturdays, employees will be provided with complimentary breakfast and lunch. For employees with children below 10 years old, they can bring their kids to the office.
Case 2: Manufacturing Firm
In a manufacturing firm, workers would appreciate the 6-day work policy as they are paid daily wages, so there should not be an issue. Only the department managing the workshop will be needed, and they will be compensated accordingly.
Please suggest.
From India, Mumbai
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Case 1: Non-Manufacturing Firm
In a non-manufacturing firm, one can decrease half an hour and propose the idea of a 6-day workweek. Additionally, on Saturdays, employees will be provided with complimentary breakfast and lunch. For employees with children below 10 years old, they can bring their kids to the office.
Case 2: Manufacturing Firm
In a manufacturing firm, workers would appreciate the 6-day work policy as they are paid daily wages, so there should not be an issue. Only the department managing the workshop will be needed, and they will be compensated accordingly.
Please suggest.
From India, Mumbai
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Your expectation about the manufacturing unit is correct and feasible. However, in respect of Case 1, your suggestion seems to be mere appeasement as your mention of bringing kids to the workplace suggests that the majority of employees are women. If the proposal is turned down, how do you plan to proceed with implementing the change recommended by the management?
From India, Salem
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From India, Salem
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I feel that before you announce the amendment in working hours, you should first create a list of advantages, present it to your employees, and then announce the changes in working hours. Alternatively, you can simply write an email to the staff about the amendment in working hours. Let them come in person to talk to you. You can handle one employee, but sometimes it becomes difficult to handle a crowd.
Hope it helps!
From India, Pune
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Hope it helps!
From India, Pune
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My dear Tatcare, no attempt on your side so far to answer the question I posed to you. Well, let me answer. Devising the schedule of the working hours and the days of weekly rest or holidays for enjoyment of leisure by employees or modifying them due to exigencies of work as per the applicable legal provisions is the prerogative of the employer. However, the change of certain conditions of work specified in the IVth Schedule needs to be introduced only after the issue of a 21-day notice as per Sec. 9A (a) and (b) of the Industrial Disputes Act, 1947. The changes proposed by your management fall under serial numbers 3 and 4 of Schedule IV. Therefore, you have to issue a 21-day notice before effecting change. At the same time, the rider clause of the same section dispenses with the said notice if the changes are effected pursuant to a settlement or award in this regard. Convince the employees to accept the proposed change and in turn get some reasonable concessions, and failing which the management can implement the changes by just observing the provisions of Sec. 9A.
From India, Salem
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From India, Salem
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