When a large corporation relocates to a new city or state due to needing larger business premises, a change in ownership or acquisition by another company, one of the most important aspects of the move will be planning the relocation of people and employees.
For the sake of fluidity and flexibility, relocation of employees should be planned well in advance of the actual relocation date. This is particularly important if the type of business is one that has an ongoing hourly process or production schedule.
As an example, an accounting business that processes client data on an hourly basis would need a relocation plan of action that insures the fastest move to the new location. In this type of production, a computer network expert should be a member of the relocation team to insure no serious disruption or breaches of data processing occurs. There is also a measure of expedient security of data to protect that should also be considered.
When moving to a new office or site, the move needs to be expedient, efficient and without data processing disruption. Relocation will need to be accomplished on a department by department basis, with planning down to the smallest detail of floor plans for computer networked equipment, as well as systems experts to disable and restart the systems. Computers were removed and reinstalled in a finely designed, almost military, regimental style.
Legalities and Best Practices for Relocating People and Employees
For large office relocation, there may be certain legalities with regard to relocating employees. These may be related to providing adequate information for housing and educational facilities for employees with spouses and children.
It’s up to the business owners to follow state guidelines on responsibility to employees regarding notification of relocation and advice on changes to employee tax status for out of state relocation.
Best practices for relocating people and employees is to consider engaging a professional relocation specialist with experience in business relocation. This may include a general personnel or high level management recruiter to assist employees who will not be relocating to the new site to find employment. Read More »