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Some of the HR concerns are;
1. Communication; Relocating a company requires the transfer of some employees and the laying retrenching others. This means all workers will have to change jobs, locations or both. These are traumatic events. Keeping people informed of exactly what is happening and when will help them to cope with these changes. Communication efforts should be both written and oral. They need to include group meetings so everyone knows the same things, has an opportunity to ask questions and can see that they are not alone in their problems. This communication needs to be in both directions. Only by listening to their employees will management learn of their concerns
2. Work retraining and notification act This act requires employers to provide notice to their employees 60 days in advance of a plant closing or mass layoff. Covered employers have 100 employees or more, including temporary ones, but not counting employees who have worked less than 6 months or who work an average of less than 20 hours a week. Governmental organizations are not included. All employees in covered organizations are covered by the act. Notice must be given of a plant closure if 50 or more employees are to be terminated, laid off or have their hours of work reduced by 50% or more in a 30 day period. In addition to informing employees, the employer must inform the union, the state dislocated worker unit and appropriate units of local government.
Total compensation will not be affected by the organization's expansion into different markets because other factors come into play which limits that to happen.
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