In today’s business climate, employers are continuously dealing with change to their organizational structure and/or staffing.
Mergers and Other Organizational Changes – Mergers, sales, relocations, and other organizational changes cannot be undertaken without considering the labor and employment law impact of those decisions. Bargaining obligations, contractual obligations, discrimination issues and employee benefit implications must be taken into account. Our attorneys regularly advise employers to ensure legal compliance and effective results when such organizational changes are being planned and implemented. Rather than allow Labor and Employment Law concerns to obstruct change, we will assist you in achieving your goals. We can also analyze and recommend organizational changes to achieve desired outcomes with respect to union representation and contract matters.
In today’s business climate, employers are continuously dealing with change to their organizational structure and/or staffing.
Mergers and Other Organizational Changes – Mergers, sales, relocations, and other organizational changes cannot be undertaken without considering the labor and employment law impact of those decisions. Bargaining obligations, contractual obligations, discrimination issues and employee benefit implications must be taken into account. Our attorneys regularly advise employers to ensure legal compliance and effective results when such organizational changes are being planned and implemented. Rather than allow Labor and Employment Law concerns to obstruct change, we will assist you in achieving your goals. We can also analyze and recommend organizational changes to achieve desired outcomes with respect to union representation and contract matters.
Reductions-In-Force/Early Retirement Incentives – Given the application of disparate impact theories of discrimination and the advent of such statutory protections as the Worker Adjustment and Retraining Notification Act (WARN), reducing the work force is no longer a straightforward task. Various reviews must be undertaken to ensure compliance with these statutory mandates. Our attorneys are well versed in the interplay of these statutes and will assist you in establishing procedural safeguards and required notices to affected employees and/or their bargaining representatives. We can also help you manage the negative impact of layoffs on employee relations and/or labor relations.
As an alternative to forced reductions of staff, employers often should consider the value that can be derived from early retirement or other separation incentive plans. Our attorneys have extensive experience in navigating the employee relations, ERISA, Older Worker Benefit Protection Act and tax issues associated with these various staff resizing options.
Individual Changes – Sometimes the most important organizational change does not involve a merger or acquisition or even a mass layoff, but rather a change involving a single individual in a critical corporate function. Our lawyers can assist in designing an effective approach to deal with those necessary changes, as well as designing an appropriate severance or separation arrangement that can achieve a smooth transition while protecting the employer’s vital interests.
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