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<\/figure>\n\n\n\nPreparation<\/h3>\n\n\n\n
Make sure you are familiar with:
O \u2013 The consequences for personnel after implementing changes in the organisation
O \u2013 Statutory rules and regulations, rights and obligations
O \u2013 Obligations deriving from an applicable Collective Labour Agreement
O \u2013 The achievability of potential dismissals
O \u2013 Employee participation obligations (Works Council)*
O \u2013 Obligations under the Collective Dismissal Notification Act (WMCO)*<\/p>\n\n\n\n
Planning<\/h3>\n\n\n\n
Devise:
O \u2013 What steps need to be taken
O \u2013 The chronology<\/p>\n\n\n\n
Prepare a reorganisation plan<\/h3>\n\n\n\n
O \u2013 Explanation of the necessity of the changes to be made
O \u2013 Intended board decision in accordance with the articles of association
O \u2013 Personnel overview before and after the changes
O \u2013 Organisation chart before and after the changes
O \u2013 Job descriptions (old and new)
O \u2013 Social redundancy plan*
O \u2013 Documents in the context of advice from the Works Council or employee participation body (request for advice)*
O \u2013 Documents under the Collective Dismissal Notification Act (WMCO)*<\/p>\n\n\n\n
Dismissal selection*<\/h3>\n\n\n\n
Make sure you have an idea whether there are:
O \u2013 Separate company locations
O \u2013 Positions that are cancelled entirely
O \u2013 Positions that are interchangeable
O \u2013 Positions in which a reduction needs to take place with observance of the reflection principle
O \u2013 Possibilities to deviate from the reflection principle<\/p>\n\n\n\n
And decide:
O \u2013 Who is to be declared redundant<\/p>\n\n\n\n
Reassignment*<\/h3>\n\n\n\n
Investigate and visualize:
O \u2013 An overview of vacancies and expected vacancies within the group
O \u2013 Reassignment options per redundant employee<\/p>\n\n\n\n
Dismissal*<\/h3>\n\n\n\n
Determine or calculate:
O \u2013 Through which route dismissals will be realised
O \u2013 The agreements that need to be settled
O \u2013 The termination dates of employment contracts
O \u2013 Amount of the transition fees or severance payments<\/p>\n\n\n\n
Employee participation*<\/h3>\n\n\n\n
O \u2013 An advice from the Works Council of employee participation body<\/p>\n\n\n\n
A) Settlement agreements*<\/h3>\n\n\n\n
Draft and work out:
O \u2013 Redundancy letters
O \u2013 Customized individual settlement agreements
O \u2013 Internal and external communication
O \u2013 Final payslips<\/p>\n\n\n\n
B) Institute for Employee\u2019s Insurances (UWV)<\/a>*<\/h3>\n\n\n\nDraft and work out:
O \u2013 Redundancy letters
O \u2013 Dismissal application forms A, B and C, including attachments
O \u2013 Letters of termination
O \u2013 Final payslips<\/p>\n\n\n\n
* if applicable<\/p>\n\n\n\n
The Reorganisation Desk can advise and assist with all these steps. The lawyer<\/a> 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. <\/p>\n\n\n\nThe desk offers a reduced rate for employers if an A-Z package is purchased.
Have a look at the costs<\/a> on the website and ask for the hourly rate and price packages, without any obligation to engage.
Or contact<\/a> the desk to explore the possibilities.<\/p>","protected":false},"excerpt":{"rendered":"Hier vind je een uitgebreide checklist. Als werkgever of HR specialist kun je die gebruiken als stappenplan in een (potenti\u00eble) reorganisatie. <\/p>","protected":false},"author":3,"featured_media":2169,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false},"categories":[20],"tags":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t
O \u2013 Redundancy letters
O \u2013 Dismissal application forms A, B and C, including attachments
O \u2013 Letters of termination
O \u2013 Final payslips<\/p>\n\n\n\n
The desk offers a reduced rate for employers if an A-Z package is purchased. Hier vind je een uitgebreide checklist. Als werkgever of HR specialist kun je die gebruiken als stappenplan in een (potenti\u00eble) reorganisatie. <\/p>","protected":false},"author":3,"featured_media":2169,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false},"categories":[20],"tags":[],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t
Have a look at the costs<\/a> on the website and ask for the hourly rate and price packages, without any obligation to engage.
Or contact<\/a> the desk to explore the possibilities.<\/p>","protected":false},"excerpt":{"rendered":"