While taking into account all the conventions of the upcoming TUPE transfer, managing the employee aspect on the part of Westpress involves drawing up an action plan for the representatives of each organization. According to the data from the Chartered Institute of Personnel and Development, or CIPD, from this perspective, managing a transfer is a difficult task.
A number of factors should be considered to meet the interests of employees of both teams and treat the employment of new teams with an open mind and, at the same time, objectively. Challenges in harmonization as a criterion reflecting the success of a transfer often affect the employee aspect due to numerous opinions and views.
If this transfer cannot be avoided, this is correct to compile a clear algorithm that will help draw up the optimal mode of the upcoming work and contribute to meeting the interests of each side. In the Eastport News and Westpress case, the latter’s initiative to build a sustainable strategy is justified, and creating the aforementioned plan is an essential mechanism for achieving harmonious relationships among future colleagues.
The action plan will include several stages, and each of them is aimed at interacting with employees and addressing relevant aspects of the transfer. First of all, a list of workers from Eastport News will be compiled who will go to Westpress. This includes not only those who work in the organization at the moment but also those who are absent for a short time or are on sick leave. None of the statuses are a reason to refuse an employee a transfer.
Further, consulting services will be offered primarily to the workers of Eastport News. Understanding the terms of the transfer and further career conventions is critical, and the employees on both sides need to be prepared for productive collaboration. Thereafter, a list of employee liabilities will be drawn up based on a legal basis.
While taking into account the combination of labor efforts, the workers from Eastport News and Westpress should be aware of the principles of activities in the renewed company, and the mechanisms of employment legislation in accordance with the TUPE transfer will be communicated to all stakeholders.
The working conditions of the employees of both organizations during the actual work process will be communicated during the next step. This is important that neither the past nor the future company offers distinctive perspectives that imply different working conditions.
A harmonious merger is possible with an equal approach to the employees of both organizations; otherwise, inconsistency can lead to dissatisfaction and degraded performance, which is contrary to the principle of optimization through a TUPE transfer.
Finally, the following step in the action plan will be to draw up a mechanism for the retirement and dismissal payments to the employees of the new company. This point needs to be worked out in detail so that the employment aspects cannot be complicated by potential legal disputes on a financial basis. This algorithm can be applied by Westpress to both teams.
Given that significant changes will take place at Eastport News after the planned transfer, this is a challenging task to have an adequate plan with the teams of both companies. Westpress’ initiative is objective because this organization is interested in joining a profitable firm with qualified personnel capable of addressing specific operational tasks.
Consequently, in the context of the TUPE transfer, Westpress has a higher responsibility for the order of interaction with the employees and the outcomes of building a personnel management policy.