Restructuring and downsizing
Restructuring and downsizing
A good restructuring process has to take place in accordance with statutory requirements. The process should also provide both dismissed and remaining employees with the impression of a proper and appropriate process by providing sound information and justifications for the choices made by the employer.
The objectives of the process should be to:
- ensure that the number of cases in which employees dispute the lawfulness of a dismissal is as low as possible
- ensure that both remaining and dismissed employees are left with the impression that everyone has been treated properly and fairly
- ensure that customers, other business associates and potential future employees perceive the process as proper
- ensure that any short or long-term loss of production is limited to the greatest extent possible
In order to achieve these objectives, the:
- process must be carried out in accordance with laws and agreements
- employees must understand and accept the process through clear and understandable justifications for the restructuring decision
- employees must receive correct information at the right time
- line managers need to have sufficient knowledge of the process to correctly answer questions from employees
- elected representatives must feel that the process has been implemented lawfully and that they have been treated correctly
- answers provided to employees must be correct and understandable
What do we do?
- assist employers in planning processes so that objectives are met
- provide training to managers so that they feel confident in their roles in the process
- assist employers in drawing up necessary documentation
- assist employers in meetings as appropriate
- assist employers in any negotiations and legal proceedings
At Homble Solheim, we also assist employees that need advice in connection with restructuring or downsizing processes.