Make Your Warehouse More Efficient


5 Ways to Make Your Warehouse More Efficient

Find out how to improve productivity, boost employee morale, and set your business up for long-term success.


It’s not uncommon for warehouse owners to assume they need to expand their available space. However, in most cases, it’s much easier to evaluate the warehouse layout to find ways to make the most out of the space you already own.

For example, does your warehouse’s current layout force employees to backtrack over the same areas in order to fulfill simple tasks like pick and pack? If so, you are better served to reconfigure the space. Doing so will help you cut down on wasted time while also making things easier for your staff. Not only does this reduction of wasted time save you money, but it also helps your employees feel better about what they’re doing.


While space and labor are certainly important aspects of an efficient warehouse, it’s also important that you invest in warehouse technology that focuses on inventory accuracy.

Industry experts encourage warehouse owners to adopt a method that is referred to as “lean inventory.” Lean inventory essentially means that your warehouse only houses exactly what you need.

To adopt a “lean inventory” mindset, it’s important that you few your inventory as cash. If you have too much inventory on hand, you essentially have cash tied up in a product that isn’t being used for anything.

Obviously, you don’t want to run the risk of running out of needed items, but most warehouse owners have more inventory on hand than they need. Investing in a warehouse management system (WMS) that tracks inventory in real time can give you a better grasp of inventory levels, costs, and when you need to restock.


From the moment that goods arrive at your receiving dock until they are shipped out to your customers, you must have a handle on how products flow into and out of your warehouse.

Spend time studying how things work when a truck arrives at your loading dock.

– Does it take an exceptionally long time for that truck to get unloaded? If so, consider increasing the number of people working in that department.

– Once items are unloaded, how long does it take them to reach their assigned area of the warehouse? If it takes too long, look for ways to facilitate a faster process.

In the world of warehouse management, speed is imperative. Allowing items to sit on a loading dock waiting to be put into inventory is a waste of money and will eat into your bottom line.


“Work smarter, not harder,” nearly 100 years ago. This principle still rings true within the world of warehouse management.

When you look for ways to streamline the process of fulfilling orders, you can uncover several ways to improve the efficiency of your warehouse without having to make drastic changes.

For example, many warehouses have employees pick multiple orders at once and then sort those orders into different boxes that are then shipped to the customer. In your warehouse, would it be faster to have employees pick items and then put them directly into the box that is being shipped? If so, change the way that the picking process works.

Successful warehouse management involves constantly looking at your current processes and procedures to find ways to increase productivity without sacrificing accuracy.


The salary that you pay your warehouse employees is often overlooked as a key factor that affects warehouse productivity.

If you are paying less than a living wage, your employees could become demotivated over time. You should spend some time studying the cost of living in your area to make sure that you are paying your employees equal to or more than a living wage to show that you value their contributions to the company.

Evaluating your current benefits packages and other fringe benefits can help ensure that you’re creating a workplace where people want to work hard, which will help increase the efficiency of your warehouse.

That’s why it’s also a good idea to consider instituting a system where employees receive incentive pay in addition to their base salary. Setting production milestones and then rewarding employees for meeting them can help ensure that everyone is working as hard as they can.


The role of warehouse managers has drastically changed over time. A warehouse manager is no longer just expected to ensure that goods are stored in the right place, products easily retrieved, and each requested item is moved from one location to another.

These tasks are still important, but thanks to advances in technology and increased demand in the supply chain, the role of a warehouse manager is more strategic than functional. That’s why your company needs access to warehouse managers that can adapt to support supply chain management.

If you are wondering how managers today are different from managers in the past, let’s further examine the changing role of warehouse managers so that you can find the right talent to fill critical roles in your company.


Technology has enabled individuals in managerial roles to take on greater responsibility and ownership of activity in the warehouse. There are many more tools at your disposal than in the past to help warehouse managers embrace this challenge.

Plus, as the business community continues to recover from supply chain disruptions caused by the global pandemic, warehouse managers play a critical role in using data to identify issues, respond accordingly, and keep the supply chain moving.

Consider three of the most important hallmarks of successful warehouse managers that you should look for to support your warehouse.

1. Strategic Use of Technology

Many warehouse managers are accustomed to using some type of warehouse management system (WMS) to track the status of products, monitor inventory levels, and generate reports. However, many other pieces of technology need to be deployed to support efficiency and productivity.

Specifically, the use of automation continues to drive today’s warehouses. Perhaps your company is already using smart technology such as automated picking tools, guided vehicles, and automated inventory control platforms.

The key for warehouse managers is knowing how use this technology strategically. Not every piece of technology is the right fit for your warehouse, an that’s why managers need to be able to discern which tools are helpful versus those that don’t add value.

You may need a different type of manager today from managers in the past to understand how to best use available technology to support the supply chain.

2. Use of Data Analysis + Predictive Analytics

Another major advancement in the warehouse is the use of data analysis and predictive analytics. According to recent surveys, these pieces of technology are two of the most important elements to support the modern supply chain:

  • Data analysis (41% priority in supply chain management)
  • IoT (39% priority)
  • Cloud computing (39% priority)
  • Info security (31% priority)
  • Predictive analytics (29% priority)

Data analysis and predictive analytics can be utilized in the warehouse to anticipate when inventory levels will drop below thresholds, feed data into the system to automate re-ordering certain products, track unusual changes that prompt action, and help generate reports to support decision-making.

Today’s warehouse managers don’t need to be data scientists. Still, they need to understand how to analyze the data presented to them, use it to make predictions, and then strategically take action to support the warehouse’s role in the supply chain.

3. Motivate Warehouse Workers

In addition to using advanced technology, warehouse managers need to be able to motivate warehouse workers differently to achieve higher levels of productivity.

Automation has replaced many basic tasks in the warehouse. Now, warehouse workers are taking on greater responsibility beyond moving boxes or scanning labels. As a result, the role of a warehouse manager has changed from just monitoring whether products are in the right place to engaging warehouse workers to help them use available tools to support the supply chain.

As you can see, managers not only need to understand how to use technology, they also need to be able to instruct warehouse workers on the value of using technology – being able to convey the “why” behind certain actions is a critical skill that not every warehouse manager possesses.

When it comes to effective motivation, there is a significant difference between what’s required of today’s warehouse managers compared to the past.


We proudly work with companies that utilize warehouse space to support their supply chain. We can help you identify the right talent to strategically manage your warehouse.

Through our support as a leading warehouse staffing agency, you’ll be able to reduce turnover, increase productivity, and grow revenue by filling key positions with the right talent.

Talk to us today about identifying a staffing solution for your warehouse. We’ll analyze your current state, look for opportunities to fill roles, and draw from our excellent talent pool to provide you with highly-qualified talent. Let us elevate your operating reality.


We’ve all been there: Lost sleep, agonized over which suit to wear, sweated bullets as we drove to corporate headquarters, taken a wrong turn and despite all our trial runs and best efforts, arrived at the scene of our job interview a bundle of nerves.

Frankly speaking, if you haven’t, then you’re in a minority among job seekers. And if you’re the interviewer, keep in mind that nerves can be a positive sign. It often means that a candidate sincerely cares about making a good impression and ultimately, making a lasting contribution as an employee in your organization.

Successful interviewing, especially when a candidate is on edge, involves being focused, listening, and verifying or disregarding the impression you’ve formed of an individual based on their resume and any other preliminary information.

Create a Relaxing Environment
From the moment a candidate enters the room, set a friendly, relaxed tone.

  • Start with a warm greeting and some small talk. Your goal is to establish rapport and gain trust. After saying hello and making pertinent introductions, spend about five minutes on comfortable, neutral topics like the weather or the candidate’s personal interests and hobbies. (Hint: Did you do your homework? If so, you should have some idea what makes them tick, besides work.)
  • Offer coffee, tea or a soft drink – and water. This can be a lifeline, as nervousness can cause dry mouth.
  • Stay away from the “boardroom” setup. Consider a round or oval table, especially if there is more than one interviewer. Use comfortable chairs with armrests, to help the candidate relax and listen.

Provide an Agenda
Often, nervousness is attributed to fear of the unknown. So, give candidates an outline of what to expect from their interview.

  • Outline the schedule. Who will the candidate be meeting with? What else will be involved, for instance, a facility tour? Will sessions be one-on-one or in groups?

Start with Easy Questions
Establish rapport by starting the interview off with easy questions, then building up to more complex ones.

  • Give the candidate time to think. If they appear confused or have a “deer in the headlights” look, offer reassurance. Rephrase your question or come back to it later in the interview.
  • Say thank you – and offer praise for strong answers, without overdoing it.

Be Conscious of Your Body Language
If you’re not relaxed, how is the candidate supposed to be? Now is not the time to be on the edge of your seat, pacing the floor, or tapping your fingers as though you want to escape.

  • Maintain eye contact and smile. Use prompts, such as nodding your head to indicate you’re listening, you understand, and that the candidate should relax and continue.
  • Match the candidate’s speed, tone and volume when appropriate. This quickly builds a person’s comfort level.

As an interviewer, it’s your job to fill openings with skilled, capable candidates. So, be sure you’re not overlooking top talent due to a case of the jitters. Instead, adjust your interviewing method to optimize the likelihood that the results obtained from your meeting accurately depict what an applicant has to offer.

Partnering with a professional recruitment firm can be a valuable asset as you achieve your hiring and staffing goals. To learn more, read our related posts or contact the team at Alternative Staffing today.


Salary negotiations are not for the faint of heart. You won’t be able to live with it afterwards if you undercut yourself, but at the same time, the last thing you want to do is offend your new employer.

How do you strike that balance and emerge from negotiations with everyone satisfied and ready to go to work?

Go In Prepared
Before negotiating a salary, gather information – both on your potential employer and on your own skill-set.

  • Know what the company has been paying for the position, and what competitors are paying for it.
  • Honestly evaluate whether your particular skill-set is in hot demand, or dying down.

Analyze and see what you’re worth in the market before your start volleying back and forth for a final figure.

Fake It Till You Make It
As you discuss salary with your new employer, the person with the greatest negotiation power is the one who appears to have the ability to walk away from the deal.

If you feel like your confidence has abandoned you, fake it till you make it. Practice ahead of time. Eventually, you’ll grow into your own power without sacrificing what you want to get out of the process.

  • Don’t let your voice rise so you sound uncertain. Make sure your responses are definitive statements, with no hint of being on the fence about what you’re being offered. This destroys any possibility of projecting authority on your part.

Timing is Everything
When discussing salary, the timing of your response is critical. Once a proposal has been laid out, you need to give it careful consideration and then put your best negotiating foot forward.

  • Don’t apologize. Negotiate as a winner. Stay away from verbiage such as “I’m sorry, but I feel I deserve more.” You’ll never get your dream compensation package if you negotiate with less than a first-place finish attitude. Not cocky by any means, but confident.

Silence is Golden
One single word can throw away thousands of dollars in wages and benefits – and that word is “okay.” Blurting it out to the first offer you receive can leave significant money on the table. Instead, consider using a different four-letter word, which although it may buy only 30 seconds of silence, can amp up the pressure on an employer to raise their offer.

That word is “hmmm.”

All you need to is shut up. It may be a little bit difficult, but it’s doable. And it works in situations ranging from buying a new SUV to bargaining at the local flea market – to salary negotiations.

  • Don’t agree to the first offer. Your prospective employer expects you to negotiate. And, they have more authority than the initial offer made.

Make It a Win-Win
Your new company doesn’t want to waste money by overpaying you, and you never want to work anywhere where you’re being underpaid. There is a happy medium – and you can get there.

  • Don’t mention a figure. Even if the interviewer is persistent, simply pause, buy some time and if necessary, answer in the affirmative; for instance, “I will accept your best offer,” versus naming an amount. This drives the employer to offer their best package – and you get an edge to deal according to your individual needs.

Working with a professional career coach can be a valuable asset in all areas of your career path process, including salary negotiations. To learn more, contact the expert team at Alternative Staffing today.


When are you most productive? When you’re down in the dumps dreading that Monday morning alarm clock, or when you sincerely look forward to a day at work?

The answer is pretty simple.  Happy employees are productive employees. So what can you do as a leader to positively impact office morale and ultimately reap the results when it comes to overall team effectiveness?

Four-Step Plan for Success
When it comes to morale building, the key is to make your employees feel valued. The following tactics go a long way toward achieving this ongoing goal:

  1. Good morale – like good leadership – starts at the top.
    Your attitude and daily demeanor will rub off on your employees, so keep it positive. Treat your staff members with respect, give them compliments, practice basic courtesy, and take a sincere interest in projects they’re working on.  If it’s necessary and appropriate, don’t hesitate to roll up your sleeves and help. Be supportive, even in situations where you have to step in and manage conflict on behalf of your employees.
  2. Walk a mile in your employees’ shoes.
    In other words, be considerate of each staff member and his or her individual lives, needs and concerns.  That single parent may need more flexible scheduling or the chance to do some work at home now and then. And back at the office, a meeting or work session held outdoors or off site may boost everyone’s enthusiasm. Be aware of and inquire about employees’ families, hobbies, interests and plans for their weekend or upcoming vacation.
  3. Celebrate milestones and successes.
    Never underestimate the power of employee recognition. Incentive and rewards systems – whether it’s something as formal as an Associate of the Month program or as simple as a birthday cake during a staff meeting – have proven return on investment.  Recent studies by organizations including Gallup and the Corporate Leadership Council have shown that recognition is highly correlated with enhanced employee engagement which, in turn, boosts job performance and overall business value.
  4. Perk things up.
    Employee perks – those discretionary, optional benefits that make life just a little easier, sweeter or more fun – can go a long way towards boosting morale. Company logoed apparel, movie passes, or a few hours off to make it to the school play will tend to pay for themselves many times over in terms of enhanced performance and productivity. As you select these perks, consider the unique characteristics, interests and preferences of each individual employee. Don’t give the logoed golf tees to someone, only to find out she spends her free time at the bowling alley. With just a little thought and consideration, you can ensure that your perks are right on target.
For more information on boosting office productivity, Contact us Today. As staffing and recruitment experts, we’re always happy to discuss your needs.


Automation. Robotics. Software. There are many opportunities to use the latest warehouse technology to create efficiencies and improve productivity so your company can get more done for less.

In an effort to increase profits, it’s important to know more about technological trends in the warehouse. This way, you can be selective about which pieces of technology you pursue.

You’ll also be better equipped to optimize your workforce in the warehouse by taking routine tasks away from your people and providing them with the opportunity to execute more valuable tasks. Finding the right combination of technology and human optimization will help you create a more robust and efficient work environment!

To get started, let’s review some warehouse technology trends that you should know about.


As you probably already know, automation is a big initiative for many warehouses. Companies are looking for new and improved ways to automatically track inventory movement throughout the warehouse, predict when inventory needs to be re-stocked, and anticipate problems before they happen. Consider some ways to deploy automation technology in the warehouse:

  • Robots can replace labor-intensive or repetitive tasks.
  • Automation software can replace data-entry tasks and spreadsheets.
  • Predictive analytics can be used to anticipate problem areas in the warehouse.


Robots are becoming commonplace in the warehouse to execute basic tasks that free up workers to perform more important tasks. And, they can execute tasks more than just picking up boxes and moving them down the assembly line. As robotics technology continues to improve, there are more ways to deploy robots in the warehouse.

  • Automated guided vehicles (AGVs) can be used to replace forklifts that are typically driven by workers.
  • Articulated robotic arms can perform more complex tasks beyond just picking and moving. They can now receive and even palletize items.
  • Collaborative robots bridge the gap between humans and technology by helping workers do their job more efficiently. For example, these robots can intelligently follow around workers to receive and hold picked items.


Many companies already use a WMS to manage the warehouse, and WMS has replaced spreadsheets and disconnected legacy pieces of software to improve the functionality of the warehouse. Now, many WMS vendors are taking their software platforms to the next level by introducing advanced capabilities. Would these technological enhancements help your warehouse?

  • Real-time inventory tracking helps workers identify which items need their attention and where they are located.
  • Use of Artificial Intelligence (AI) to predict demand and initiate the process of fulfilling an expected order or addressing a shortage.
  • Support integrations with other pieces of technology in your warehouse or other business platforms (e.g., your ERP) to create reports for other stakeholders.


Sensors can be used to support everyday activity in the warehouse that involves inventory, people, and technology. There are many different ways to utilize sensors to help your team make informed decisions about how to manage the different components that make up a safe, efficient, and productive warehouse.

  • Inventory control sensors can monitor when items enter and leave the warehouse. They can feed data into software to support real-time monitoring.
  • Safety sensors can detect problem areas (such as too many workers gathered in one area) or when automated vehicles pose a risk to employees on the floor (e.g., AGVs moving near blind corners).
  • Thermal heat sensors can track when certain employees are overheated and need to take a break.
  • Technology sensors can detect when certain pieces of technology used in the warehouse are due for maintenance or temporarily need to be placed out of service.


There is a stigma around using technology to track or survey employee activity in the warehouse. However, if done correctly, your company can use tracking technology to support your employees, not make them feel like they are schoolchildren who need to be monitored to ensure they are doing their job and not slacking off. Consider some technological trends around employee tracking in the warehouse.

  • Logistical mapping that works with AI and other automation technology can be used to identify which employees are in the best geographical position in the warehouse to address a problem.
  • Automated alerts can help workers know where they are most needed in the warehouse at any given moment so that they can readily solve the problem.
  • Productivity monitoring can be used to detect when employees are near their set limit for how much they can produce in a given shift before their productivity drops.


When it comes to protecting our environment, little things really do mean a lot. In 2021, minor changes in energy usage by Americans saved $19 billion and reduced greenhouse gas emissions in an amount equivalent to that generated by 29 million automobiles.

Just think of the potential if you can get your office to “go green!”

An eco-friendly office environment not only helps to save our planet, but it also helps your company save money. And, it can help boost morale as team members collaborate to support the greater good. Here are some tips to help you get started:

Save a Tree  

Have you heard of the 3Rs: reduce, re-use and recycle? They apply to most aspects of environmental conservation, but perhaps nowhere are they more relevant than when it comes to a simple product used countless times throughout the day: paper. Reduce paper usage by:

  • Avoiding it all together. Fax documents directly from your computer. Share subscriptions to periodicals and journals. Edit documents on your screen instead of printing and hand editing them.
  • Decreasing the amount you do use. Print and copy double sided. Email documents as attachments. When generating draft copies, use the reverse side of paper that has already been used and relegated to the recycling bin. (Did you know that producing a single sheet of virgin paper uses 20 watt-hours of energy?)
  • Recycling shredded paper. See if your shipping department can use it instead of purchasing additional packaging material. Or, let employees take it home to use, for their personal shipping needs or as bedding for small pets.
  • Having printed materials produced on recycled paper stock. This could include letterhead, business cards, envelopes, and promotional items.

Run Equipment Efficiently

Use these tips to save energy, time and space, as well as reduce noise:

  • Switch to a laptop. Laptops use only 10 percent of the energy required by desktop computers. And, they take up less room and are virtually noiseless.
  • Use dot matrix, impact or inkjet printers. Dot matrix and impact printers use 80 to 90 percent less energy while providing good speed and adequate quality. Black-and-white inkjet printing uses 95 percent less energy. Similar savings can be achieved by using inkjet fax machines.
  • Reduce the size of your computer monitor. A 14-inch color monitor uses up to 50 percent more energy than a 10-inch monitor.

Make it a Team Effort

You can be a 3R champion by taking the lead in your office’s eco-friendly strategy. Getting the entire team involved makes everyone feel good, for the simple reason that being eco-friendly is the right thing to do – and it’s contagious! Initiatives might include:

  • Setting up a recycling center. Place labeled bins in a common area and arrange to have items picked up or delivered to a waste management center. If the center pays for materials, use the funds to buy lunch for your team or support a charitable cause.
  • Carpooling. Save gas, save money, and maybe make some friends in the process.

With a minimum investment of time, effort and creativity, it’s easy to “go green.” Before you know it, it becomes second nature. And your workplace and your planet will thank you for it!

For more tips on building a better workplace, contact the expert team at Alternative Staffing today.


If you’ve been selected to interview for a job, it typically means you’re a serious contender for the position. At this stage of your search process, follow-up is extremely critical. In fact, it can significantly affect whether or not you progress to the next stage in the hiring process or ultimately, receive an offer.

Increasingly, email follow-up messages are better received by hiring managers – versus hand-written notes – because they are easily saved and shared, and response is efficient and easy. Post-interview emails should be sent within 24 hours to everyone with whom you interviewed or interacted with during the session.

Why Your Follow up Message is Important
Prompt follow up via a well-crafted and timely email is not only a way of expressing your gratitude for an interview opportunity, but it also reinforces your qualifications and continued interest in the position.

Other reasons why you need to take this important step include:

  • By following up, you have another opportunity to demonstrate positive qualities typically sought by potential employers, including tenacity, dedication, attention to detail and the ability to follow through.
  • Some employers use follow up (or lack thereof) as a screening tool in the hiring process. If there are a number of similarly qualified candidates on the short list for filling a position, effective follow up can be a strategic means of tipping the scales in your favor.
  • Following up after an interview gives you a confidence boost and additional inspiration to move forward in pursuing your desired job.

Tips for Getting it Right
Keep these tips in mind as you write and send your follow-up email:

  • Get the right contact information. Find the correct names and addresses of the people to whom you are sending your message. Be sure spelling and grammar are flawless and that there are no typos or other errors.
  • In your email, thank the interviewer for taking the time to meet with you.
  • Highlight your relevant skills and experience. Briefly summarize why the position is an excellent match based on your assets and interest.
  • Promote your candidacy. Remind the employer what a positive role you would play and valuable contribution you would make to the company.
  • Maintain a positive attitude. Even if you are not selected, your follow-up can mean the employer will keep you in mind for future openings.


Job searching is a multifaceted process. It’s extremely important that you orchestrate each step to your benefit. A career coach or recruiting specialist can be a valuable partner as you find and secure the job of your dreams. To learn more, Contact Alternative Staffing Today.


Your cover letter is often the earliest contact you have with a potential employer, so never underestimate its importance as you make that critical first impression.

Studies have shown that reviewers spend an average of only about 10 seconds scanning candidates’ cover letters. So, you need to make your mark quickly and effectively or you run the risk of your letter – and accompanying resume – landing in the recycling bin.

How can you ensure that your cover letter will rise to the top and land in a decision maker’s inbox instead? These tips can help:

Customize and Personalize.
Make sure your cover letter is tailored to the job description and reflects your personality and interest in the position, as well as the added value you bring to the table.

  • Address it to a real person. Stay away from “Dear Sir or Madam” or “To Whom it May Concern” and if possible, address your cover letter to a staffing or HR decision maker within the company. Conduct research via the company’s web site, LinkedIn page, or other sources to find this information.
  • If you have a contact within the company, mention them. If you’ve been referred for the job by, or know someone who is a reliable employee at the company, use this to your advantage by referencing them and telling how they inspired your interest.
  • Zero in on how you can help the company. Demonstrate your knowledge of current issues facing the organization and/or its industry, and point to how your skill set and experience could help them improve and add value.

Quality Versus Quantity.
Nearly half of employers in a recent survey reported that a cover letter of about a half page in length is ideal. Other research cites three to five short paragraphs as the optimal length. So, choose your words carefully and keep your cover letter concise and to the point.

  • Make it easy to read. Remember the 10-second parameter. Bullet points are helpful in listing examples, details and data.
  • Include keywords. An increasing number of companies use computerized systems to track cover letters and resumes. When you include the right keywords, your documents have a better chance of being selected.
  • Settle for nothing less than perfect when it comes to spelling and grammar. Errors convey the perception that you’re careless, lack an eye for detail, and will continue to make mistakes if hired.

Show Your Value.
Your cover letter should present a compelling case for why you are not just a great candidate, but the candidate who will add the most value to the job.

  • Put yourself in the employer’s shoes. When you identify your pertinent skills and experience, keep in mind that this is determined by the hiring manager’s best interests.
  • Quantify your experience with data. For instance, if you’re interested in a manufacturing management position, consider a statement such as, “As plant manager at XYZ Company since 2009, I have reduced accidents by 33 percent, increased productivity by 17 percent and grown quality by 11 percent.” Be as specific as possible.

For additional tips on how to make your cover letter and related materials – and you – shine during your career search, contact the experts at Alternative Staffing.


Editor’s Note: This story first appeared in the Nov. 15 print edition of the GSA Business Report. Since publication, the Fifth Circuit Court of Appeals in New Orleans put a block on OSHA vaccine or testing requirements for employers over 100 people (.pdf). The Biden Administration filed a request for the federal appeals court for the Sixth Circuit in Cincinnati for an emergency ruling to lift the block Tuesday (.pdf).

Even before President Joe Biden issued his widespread workplace vaccine mandate on Nov. 4, several large employers operating in the Upstate felt a backlash against the existing vaccine policy for federal contractors.

After General Electric sent out an email noting a vaccine requirement for all federal contractors on Oct. 15, employees at Greenville’s plant staged a walkout Oct. 21 and attracted national attention through publications like The Hill and Fox News.

“We stood by the GE employees during the #walkout yesterday!” the Greenville County GOP said in a statement following the protest. “We believe that medical mandates are an infringement on American liberties and we will continue standing up against them.”

Reportedly, dozens of protestors had clocked out of work to participate but, according to a GE spokesperson, they did not resign before the protest. The spokesperson did not comment on how many employees resigned following the Oct. 21.

Weekly COVID-19 testing will not be an alternative for employees without a health or religious exemption under the federal mandate, according to the company. On Nov. 5, the spokesperson said it was too early to comment on the impact of the mandate on GE’s operations.

On Oct. 11, Lockheed Martin Corp. required all federal contractors and subcontractors with a covered contract to get a COVID-19 vaccination by Dec. 8, unless approved for an exemption.

“As a means of fully complying, we are taking necessary steps to ensure a smooth implementation, including providing a system for employees to upload their proof of vaccination, get vaccinated and access a standard accommodations process for individuals unable to get vaccinated because their health status or sincerely held religious belief prevents it,” the company said in the Oct. 11 statement.

Following the mandate, fewer than 20 employees at Lockheed’s Greenville plant staged a protest, according to a Lockheed spokesperson, but participants did not walk out on the job.

With the new Nov. 4 mandate, the vaccination deadline for federal contractors has been pushed back to Jan. 4 in line with the mandatory vaccination deadlines for companies with 100 or more employees or for health care facilities participating in Medicare or Medicaid.

Companies of more than 100 employees, roughly 84 million employers across the country, according to a statement from the White House, must require their employees to either be fully vaccinated by the January deadline or to receive weekly COVID-19 testing and wear masks in the workplace.

“Vaccination requirements have increased vaccination rates by more than 20 percentage points — to over 90% — across a wide range of businesses and organizations,” the White House said in the statement. “According to Wall Street analysts, vaccination requirements could result in as many as 5 million American workers going back to work.”

In retaliation, Gov. Henry McMaster issued an executive order on Nov. 4 prohibiting all 19 state agencies in his cabinet from requiring employees to receive the vaccine. The order dovetails McMaster and S.C. Attorney General Alan Wilson’s legal challenge to the Biden administration’s vaccine mandates for federal contractors and employers with more than 100 employees, according to a statement from the governor’s office.

“On the new OSHA regulation that has been published today, we will fight that aggressively,” McMaster said at a press conference Nov. 4. “We will, we have been and we will continue to fight these unlawful regulations and acts and intrusions on the rights of our people with all the strength that we have.”

By Molly Hulsey  /