Business Management Daily (05/20/12)
When companies merge or reorganize, they should choose which employees will be terminated just like they choose which candidates they hire or promote. Employees should be required to apply for remaining positions, and they should be evaluated in terms of skills, experience, and performance, among other factors. A recent court case, Gambill, et al., v. Duke Energy, shows that employers that take such steps during a merger or reorganization are better protected in the event that a terminated employee sues.
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