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Consider Future Workers

  1. Who works has changed– Organisations are examining organisational charts and evaluating positions to identify opportunities to improve, integrate workflows, and enhance customer success. What corporate governance or internal dispute avoidance techniques have you implemented to resolve workplace tension, resolve disputes and mitigate risk?

  2. How are you communicating change? Are you varying existing employment contracts, quotas or key performance indicators in a consistent manner to similar position holders? If not, you may be exposing the business to employment law disputes. If you are implementing genuine redundancy, stand down or having other conversations with employees, you should be careful about how you communicate and implement roll out measures. Do you know what your employment law obligations and rights are?

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