Employee Handbook Merge For Free

The employee handbook can go by many names such as: staff or employee manual, employee field guide, and culture code.

Disadvantages of a Merger A merger results in reduced competition and a larger market share. Thus, the new company can gain a monopoly and increase the prices of its products or services.

Perfect binding works best for employee handbooks that have a medium to high page count. With this binding method, the pages and cover are glued together at the spine with a strong, yet flexible, thermal glue. The other three sides of the book are then trimmed as needed to give them clean "perfect" edges.

Oftentimes, it's determined many marketing, finance, and sometimes sales professionals are redundant. They're often let go right after an acquisition, sometimes with a severance package. Sometime around Year 1 after the deal or so: after the initial integration is complete.

Building employees' trust, offering incentives and training, and communicating on an individual level are key to retaining employees after a merger or acquisition. Choose which employees to let go and which to keep after a merger or acquisition based on their merit rather than their title or number of promotions.

Acquired employees exhibit significantly greater rates of turnover than regular hires. In the case of "acqui-hires", over 33% of acquired employees leave post-acquisition.

As a rule, mergers should be seen as inherently good for employees. This is because they tend to create stronger companies that continue to stay operational, or in some cases become even more competitive, in their respective industries. After all, businesses need to be profitable to support their employees.

Employees and HR staff are on the same page as to how legal mandates such as FMLA are handled in the company. Employers use the policies in an employee handbook to protect themselves from lawsuits, such as harassment claims, wrongful employment termination claims, and discrimination claims.

All company handbooks should contain a prominent disclaimer reserving the right to change the handbook as needed. However, before undertaking any major change, such as retracting the handbook or taking away benefits outlined in it, you must seek professional advice from an employment attorney.

Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees.In most cases, courts consider an employee handbook to be an extension of the employee contract.