Part 3: Shift operations, on-call duty and staggered schedules
After introducing concepts such as part-time or trust-based working time models in our previous blog posts, we now want to give you a better insight into the different rostering models for shift operations.
How does shift work function?
In contrast to the full-time model, shift work is characterized by the fact that employees still work the same number of hours, but at different times. Whilst this type of duty scheduling provides a huge increase in flexibility for the employer, the staff is required to work according to their predetermined duty schedule. Therefore, employees working in shifts often complain about the difficulty of balancing job and family due to the ever-changing work schedules. In addition, shift work frequently leads to serious physical and mental problems for employees. One of the main points of criticism on behalf of the employer are additional costs that arise from bonuses and the increased planning effort involved in scheduling shifts. More information on shift work and possible solutions can be found in our blog.
Staggered working hours – a different approach to shift work
Changing business hours or a fluctuating personnel demand throughout the day have a major impact on duty scheduling in retail, logistics, or even in various service sectors. Staggered working hours are an effective way of taking all these requirements into account. This type of scheduling is particularly useful when, as an example, shift overlaps coincide with peak hours. To achieve this, working time blocks that overlap at the beginning and at the end are defined in order to ensure the highest degree of productivity possible.
In branches such as pharmacies, funeral parlors or customer service, where continuous operation makes sense but is often rarely needed, the standby model is a good solution. Under this type of work schedule, the employee agrees to attend work as needed and offer his or her services accordingly. This ensures that resources can be deployed in line with demand.
In the last post of our blog series, we will introduce you to the most important regulations and legal foundations and show you how employee satisfaction can be maintained even in such demanding duty models!