@ Daermon,
thanks for explanation.
in taht case I may only reccomend so called "german approach " .
Find a very reputable persons , or at least one but trully excellent, put him/her onto Union board,and try to get understanding and trust from management.
Than in second phase try to establish Safety system ,better than current,
and
than in third phase put safety reccomendation " schedule one month ahead and non changeable without prior agreement "
it will have lower level than Law, but actually will be considered as higher priority because it is part of Safety system and no one will compromise safety on paper,at least.
If your Union become part of management process,in positive way to be precise, you may change things. It is the lattest solution on labour market, currently you may find such deals in Germany and it seems that works .
and yes I know it is long way journey, and " it is easier said than done", but only applicable solution.