Dealing with intense pushback after invoking union contract to change employee shifts during a staffing crisis. How to handle
Hey everyone, I’m in a tough spot and could use some outside perspective (especially from hospital managers or floor staff who have been on either side of this).
I manage a department in a 24/7 hospital, and we are currently in a severe staffing crisis (medical leave, retirements etc) To keep patient care safe and ensure the floor actually has coverage on some off shifts, I had to shift some schedules around temporarily (for at least two months).
The crisis is contained as we have an interim plan ie accelerated recruitment, per diems. Now training and orientation takes a minimum of two months, which is why the need to move some shift schedules around to cover the gaps temporarily.
The union contract explicitly states that management has the right to adjust schedules at any time to maintain safe operations. However, my staff feels entitled to the shift they originally applied for. They have grieved and complained that I screwed them over for uprooting their lives despite the fact they work in a 24/7 hospital. Now, I have done everything I can to preserve their current shifts but to no avail.
The staff is arguing that these changes are completely impossible for them and changing their hours completely breaks their logistics especially going to and from work. To note, no childcare issues are mentioned- just commute logistics because one relies on a spouse to take them to work and another relies on public transportation.
I understand that life logistics are tightly wound and hard to change. I have offered flexibility such as switching with another employee volunteer or But at the end of the day, we are a 24/7 hospital and I have to find a way to keep the floor safe.
**If you are staff:** How could a manager approach this that wouldn't make you want to immediately quit? What kind of support or compromise would actually help you bridge the logistical gaps?
**If you are management:** How do you enforce the union contract keep the hospital running without completely destroying morale or causing a mass exodus?
Appreciate any advice or constructive criticism on how to handle the fallout.