ABSTRACT
Once an integration manager's manpower plan and assessments are completed, and the employees to be made redundant have been identified, he/she still need to: Prepare a communication plan, Assign responsibilities, Establish the severance package guidelines, Establish the redundancy guidelines, and Implement a help desk. This issue might seem obvious; however, in light of recurrent media stories such as the experience of Marks & Spencer in France in the autumn of 2001, an integration manager need to remember how different redundancy law can be in the various European countries, and how failure to comply with such law will generally lead to disaster. Generally, it is preferable to communicate the redundancy to all employees concurrently. Depending on the size of the organization, agreements with unions and the general climate prevailing at the time of termination, an integration manager may need to prepare a global set of redundancy terms for each country or agree on a termination package for each employee.
