Merger and acquisitions is business strategy to quickly expand the business, acquire product and service lines and to acquire new capabilities.
In these sorts of initiatives, it is commonplace that roles are made redundant or there are reductions in work-force.
The objective of this article is to facilitate the drawing up of a list of employee that might be affected by the initiative. The purpose of developing such a list is to check on what the legislations say about terminating the services of such employees, especially in a restructuring exercise.
Employees and Non-Employees
Personnel that could be affected by the organizational restructuring initiative will include employees and non-employees.
The first is to draw up the different situations that an employee could be in and understand how the law would impact the employer and that staff should he or she be laid off.
Non-employees include outsourcing firms, independent contractors and free-lance workers, student on internships.
- Employees who are below the legal age of employment.
- Employees who are without a valid employment contract.
- Employees who are on work passes.
- Employees who are serving probation or extended probation
- Employees who that had accepted the job offer but had not come on board.
- Employees due for retirement or on extended employment.
- Employees going on or on maternity leave.
- Single parents.
- Employees who are on long term illness leave.
- Employees with disabilities.
- Employees with poor performance, attendance or disciplinary records.
The Next Step
The next step is to develop a spreadsheet of the actual names of employees, with column headings that reflect the above employee scenarios. This then would let you know who and how many employees would be affected by decisions that are being made.