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Union schedule change ratified, with turnover trending down
Midwest manufacturer (anonymized)
Manufacturing
53%
union ratification after skeptical start
Down
turnover trending lower
H&S
fatigue, sleep, and safety briefings
The problem
A Midwest manufacturing plant ran a fixed 8-hour, Monday to Friday pattern with uneven staffing across shifts and heavy overtime. Leadership wanted better retention, less fatigue, more flexibility for health care and rest, and room to grow capacity. The workforce was unionized and skeptical of change. Communication scored poorly in employee feedback, so trust had to be earned before any vote.
What we did
- Analyzed production and schedule data for retention, idle time at shift change, and capacity opportunities
- Surveyed hundreds of associates on schedules, safety, sleep, and satisfaction against CCG norms
- Designed alternative shifts and break structures to reduce fatigue and safety risk
- Built union language and a communication plan so a skeptical workforce could evaluate the package fairly
- Kept senior management engaged so decisions and messaging stayed consistent
The results
- 53% approval on a tenuous union ratification after intensive communication
- Steady decline in turnover after the change (client-reported)
- New schedules positioned the plant to expand capacity into Saturday regularly
- Soft health and safety factors addressed: sleep debt on nights, fatigue-related errors, inconsistent safety briefings, and breaks designed for recovery
Facing a skeptical union on a schedule change? Get a 30-minute workforce diagnostic.
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