Breaking the news about redundancies will never be an easy or enjoyable process, but with forward planning and a respectful and compassionate approach you can avoid adding to the distress of the affected employees and avoid long-lasting and potentially damaging impact to your organisation.
As non-compete clauses are contrary to the public policy of ‘providing a sufficient and trained labour force’ (see Section 106 of the Industrial Relations Act 1996), is it worth including them in employment contracts?
A reasonable clause
Correctly worded non-compete and other restraint clauses can ensure your organisation is protected and, if required, be successfully enforced.
To enforce a non-compete clause the duration and scope must be reasonable, and…Continue
Redundancy brings with it a complex set of emotions for those departing. However, those who remain are often impacted too, even when their job is deemed safe.
'Survivors' of job cuts typically suffer from feelings normally experienced by those survive major disasters or traumas. These emotions can have long-term implications on staff morale, motivation, productivity and stress levels, and can make it difficult for individuals to move forward.
'Survivor syndrome' describes the…Continue