Interaction with Eastport News staff is imperative before completing all the transfer steps. Beamish argues that, in the process of a TUPE transfer, addressing redundancies is crucial due to changes in the operating environment of those organizations that become the property of others.
The author argues that “there are increased risks involved with terminating the employment of staff as a result of a TUPE transfer, so it is essential that the business case for the redundancies is sound and the employee consultation process is fair and reasonable.”
The role of the consultant, in this case, is assigned to an HRM advisor who is aware of all factors and conditions of the transfer and can provide the necessary consulting services to colleagues to help them better understand the work prospects.
For Eastport News personnel, such preparation is important because the upcoming transfer will inevitably entail changes not only in operating modes but also in personnel policy. Thus, the employees need to be adequately prepared to be aware of their professional future and think about potential career shifts.
To start, this is essential to organize a meeting that all Eastport News employees are required to attend. At this meeting, the prospects for the future work of the organization with all possible outcomes will be reported, including staff reductions. The terms proposed by Westpress are to be interpreted so that each employee can understand an individual perspective.
This is impossible to hide any critical aspects of the transfer as this is contrary to business ethics and is a violation of the rights of employees who expect to continue their careers. Moreover, according to Beamish, all contractual conditions are to be preserved, which does not allow offering employees to leave or get a job in other companies.
At the same time, with the understanding of the transfer conditions, some Eastport News employees may voluntarily wish to quit. Therefore, the task of an HRM advisor is to outline all conditions in a detailed and unbiased manner because this can directly affect the colleagues’ careers and influence their job decisions significantly.
After the meeting, one-to-one conversations with Eastport News staff should be held. Each worker of the organization can express one’s individual views on the upcoming transfer and express personal positions regarding further career prospects.
This is possible that legal advice will be needed to understand the conditions of future employment and assess employment aspects at Westpress adequately. Beamish notes that one of the valuable conditions is obtaining written consent from employees regarding their understanding of the conventions of a TUPE transfer and their willingness to make such changes.
This step will allow getting an objective picture of the situation in the team and will contribute to determining the percentage of colleagues who perceive the changes positively and negatively. The main condition is the exclusion of any secrets on the part of the advisor so that the employees could have a complete understanding of the transfer and its impact on career prospects.
Due to these steps, each Eastport News employee will be prepared for the upcoming TUPE transfer and will receive all the legal advice they need. Combining collective and individual meetings can help eliminate management bias, which is unacceptable in the context of close cooperation over many years.
Having a good relationship with the team, Mr. Byline should establish a sustainable communication process and provide each colleague with an opportunity to receive the desired advice. This practice is adequate as a mechanism for the employees’ open access to the organization’s corporate information and labor factors that directly affect the workers’ careers.