Reorganisation Checklist

21 August 2020

Are you, as an employer or HR-manager, in doubt about which steps you should take to implement a reorganisation in an effective manner? The Reorganisation Desk helps you on your way with the Reorganisation Checklist: an elaborate overview with the steps you need to follow.

Click here for the Dutch and English pdf version of the checklist. Easier to print.

Preparation

Make sure you are familiar with:
O – The consequences for personnel after implementing changes in the organisation
O – Statutory rules and regulations, rights and obligations
O – Obligations deriving from an applicable Collective Labour Agreement
O – The achievability of potential dismissals
O – Employee participation obligations (Works Council)*
O – Obligations under the Collective Dismissal Notification Act (WMCO)*

Planning

Devise:
O – What steps need to be taken
O – The chronology

Prepare a reorganisation plan

O – Explanation of the necessity of the changes to be made
O – Intended board decision in accordance with the articles of association
O – Personnel overview before and after the changes
O – Organisation chart before and after the changes
O – Job descriptions (old and new)
O – Social redundancy plan*
O – Documents in the context of advice from the Works Council or employee participation body (request for advice)*
O – Documents under the Collective Dismissal Notification Act (WMCO)*

Dismissal selection*

Make sure you have an idea whether there are:
O – Separate company locations
O – Positions that are cancelled entirely
O – Positions that are interchangeable
O – Positions in which a reduction needs to take place with observance of the reflection principle
O – Possibilities to deviate from the reflection principle

And decide:
O – Who is to be declared redundant

Reassignment*

Investigate and visualize:
O – An overview of vacancies and expected vacancies within the group
O – Reassignment options per redundant employee

Dismissal*

Determine or calculate:
O – Through which route dismissals will be realised
O – The agreements that need to be settled
O – The termination dates of employment contracts
O – Amount of the transition fees or severance payments

Employee participation*

O – An advice from the Works Council of employee participation body

A) Settlement agreements*

Draft and work out:
O – Redundancy letters
O – Customized individual settlement agreements
O – Internal and external communication
O – Final payslips

B) Institute for Employee’s Insurances (UWV)*

Draft and work out:
O – Redundancy letters
O – Dismissal application forms A, B and C, including attachments
O – Letters of termination
O – Final payslips

* if applicable

The Reorganisation Desk can advise and assist with all these steps. The lawyer behind the desk has extensive experience in going through these steps and helping in the implementation of the entire process from A-Z. On a legal, strategic and human level.

The desk offers a reduced rate for employers if an A-Z package is purchased.
Have a look at the costs on the website and ask for the hourly rate and price packages, without any obligation to engage.
Or contact the desk to explore the possibilities.