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04/19/23
Merger Integration I
Human Resources
04/19/23
Post-merger integration
Project plan Evolving document Updated over time Manage resources
– Time usually most valuable resource in integration
HR Plan Excel worksheet
04/19/23
Post-merger integration
HR due diligence– Benefits, compensation, employment
regs/3rd party claims, labor relations, policies/procedures, safey
Understand the seller Easier to compare benefits Legal review: IRS, top heavy tests
04/19/23
Post-merger integration
Step 1: Compare benefits Side-by-side comparison If seller gets better benefit package,
emphasize this in the communications
04/19/23
Post-merger integration
Step 2: After comparison, then establish strategies for integration of compensation and benefits
Tough decisions Easier to do after the data
collection/comparisons
04/19/23
Post-merger integration
Plan – Balance strategy and good employee
relations/morale– Beware of inequities in pay scales– Employee letters
Setting forth expectations Opportunity for one-to-one meetings
04/19/23
Post-merger integration
Medical coverage– Concerns:– Will I have coverage with new
employer?– Will it be uninterrupted?– Cost difference?– Similar/better/worse?
04/19/23
Post-merger integration
Coverage? If it is eliminated, expect huge
problems Possibility of turnover Hot button issue
04/19/23
Post-merger integration
Difference in amount? Employees will notice difference in
paycheck Coverage
– Deductibles, plan types, co-pays, domestic partners
04/19/23
Post-merger integration
Age of employee population If older, could have higher medical
liabilities Difficult to cut existing medical
obligations, but has been done– Will likely require litigation and bad PR
04/19/23
Post-merger integration
Dental coverage– Not a huge issue– Interruption not a big issue
Same goes for life insurance As well as disability insurance
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