The four day work week is the new hot topic both on the shop floor and manufacturing plants and in the offices of employees trying to reduce commuting costs. Although in some cases the 10 hour shift and the 4 day work week make perfect sense, here are some examples of questions you should ask yourself both as employer and employee:
1. How will a four day work week change inventory levels - do you need to build up additional product to handle the three days off?
2. Does a 4 day work week mean Monday - Thursday or are weekends included?
3. Is this something we can do long term or are we setting the wrong expectation?
4. How are work and pay policies handled? How do we account for vacations, holidays and other time off benefits with longer shifts?
5. What are the health and safety implications of longer shifts? Does it work in our environment?
6. Can our suppliers meet this dramatic adjustment in supply change needs?
7. If overtime is required, can we still end up working Fridays, Saturdays and Sundays?
8. How does this change support functions like other office personnel, maintenance requirements, sanitation (for food manufacturers), and supervisory roles?
9. How much money will a compressed work week save employees on gas? (hint: it should be at least $1,000 on average)
10. What are the strategic advantages to having a compressed work week of 10 hour shifts or 12 hour shifts? Are employee schedules and the function of employee scheduling easier?
If you have questions, don't hesitate to contact Ethan Franklin, considered a subject matter expert in these areas. His direct office line is 312-255-1646. You may also reach John Frehse as always at 212-534-0539
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