Arthur Reed continues to work his summer employee schedule in an environment that changes rapidly every summer, with no leverage of risk management in place. He has 20 years of earned respect in the grocery industry, so making well-organized changes to the current work environment will only add value to his reputation. Adopting risk management procedures will ensure the shift responsibilities for the summer to succeed efficiently without the burden of frustration upon him and his employees.
Arthur Reed is incorporated as a warehouse supervisor in charge of two shifts on the shipping dock. His shifts usually run smoothly, except in the summer when most of his senior staff is expecting to take vacations. Summer is a few short months away and Arthur is not looking forward to the frustration of constant hiring phases, and the stress of maintaining an undependable on-call work force. He often uses temporary agencies, but is hindered by union dues and clothing requirements for a job that pays only $6.00
per hour. Vacation and sick hours need covered for the entire summer, and a dependable constant pool of replacement workers need to be obtained.
Summer labor force frustrations can end by implementing some simple changes to the schedule, and offering incentives for the senior staff and temporary help. It is important for Arthur to diligently organize the labor force without compromising opportunities, and add some gainful incentives for his employees. This can be accomplished by developing a forecasted vacation schedule, using temporary labor agencies, and implementing a paid on-call incentive. These practical options would ensure benefits for both the company and the employee.
A vacation schedule for the duration of the summer gives ample time for planning on the part of both management and staff. Creating a quarterly vacation schedule for the...