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 the rest of this entry »

It is easy to take health and safety in the office for granted, until someone gets injured in an accident that could have been prevented. The Occupational Health & Safety Administration, also known as OSHA, has a comprehensive set of guidelines that every office can follow to keep workers safe.

When it comes to office safety, there are some key areas to consider. Your office desks, cubicles, and office accessories all need to be treated with the proper respect if you are going to avoid accidents and injuries. The worst mistake you can make is assuming that you are safe from danger just because you are in an office.

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From the 30th of April, 2012, most employers in the US private sector will be required to display posters stating the rights of workers to form a union. The National Labor Relations Board (NLRB) rule states that under federal regulation, an 11 by 17 inch poster must be displayed in a prominent position, informing each employee of their rights to engage in collective bargaining and form a union. This regulation will apply to both non union and union workplaces.

The NLRB Employee-Rights posting rule has gathered some controversy and has been challenged by a number organisations including the National Federation of Independent Business (NFIB) and the National Association of Manufacturers (NAM). The National Federation of Independent Business (NFIB) and the National Association of Manufacturers (NAM) argued that the National Labor Relations Board’s Employee-Rights notice posting regulation is in violation of an employers First Amendment rights, and the organisations filed a complaint in the US District Court. Judge Amy Berman Jackson, the US District Court Judge for the District of Columbia, rejected the argument and upheld the National Labor Relations Board’s Employee Rights posting requirement rule.

Government owned corporations including the U.S. Postal Service and the Federal Reserve System are exempt from the NLRB Employee Rights posting rule. In addition stock brokerage firms, airline and agricultural employers and professional sports teams are also exempt from the ruling.

The National Labor Relations Board is an independent five member federal agency which has been authorized by the US Government to protect employee rights, ensure employer and union rights and obligations are upheld and promote jurisdictional standards. The NLRB conducts elections, investigates charges, decides cases, facilitates settlements and enforces orders. The current National Labor Relations Board memebers are Mark G. Pearce (Chairman), Sharon Block, Richard Griffin, Brian Hayes and Terence F.Flynn. The President of the United States, with the consent of the Senate, appoints the board members for a five year term.

References for this article: The National Labor Relations Board and JDSUPRA