1/7/2016 Merger Integration I Human Resources

1/7/2016 Post-merger integration n Project plan n Evolving document n Updated over time n Manage resources –Time usually most valuable resource in integration n HR Plan Excel worksheet

1/7/2016 Post-merger integration n HR due diligence –Benefits, compensation, employment regs/3 rd party claims, labor relations, policies/procedures, safey n Understand the seller n Easier to compare benefits n Legal review: IRS, top heavy tests

1/7/2016 Post-merger integration n Step 1: Compare benefits n Side-by-side comparison n If seller gets better benefit package, emphasize this in the communications

1/7/2016 Post-merger integration n Step 2: After comparison, then establish strategies for integration of compensation and benefits n Tough decisions n Easier to do after the data collection/comparisons

1/7/2016 Post-merger integration n Plan –Balance strategy and good employee relations/morale –Beware of inequities in pay scales –Employee letters < Setting forth expectations < Opportunity for one-to-one meetings

1/7/2016 Post-merger integration n Medical coverage –Concerns: –Will I have coverage with new employer? –Will it be uninterrupted? –Cost difference? –Similar/better/worse?

1/7/2016 Post-merger integration n Coverage? n If it is eliminated, expect huge problems n Possibility of turnover n Hot button issue

1/7/2016 Post-merger integration n Difference in amount? n Employees will notice difference in paycheck n Coverage –Deductibles, plan types, co-pays, domestic partners

1/7/2016 Post-merger integration n Age of employee population n If older, could have higher medical liabilities n Difficult to cut existing medical obligations, but has been done –Will likely require litigation and bad PR

1/7/2016 Post-merger integration n Dental coverage –Not a huge issue –Interruption not a big issue n Same goes for life insurance n As well as disability insurance

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