My company went through a merger several months ago (we acquired another company) and the plans have recently been communicated to us.
Among the highlights which i have concerns over are :
- There are two classifications of employees that current employees of the two companies are being bucketed into: ***** *****; these employees don't have to interview
as their jobs/positions/locations are not being affected by the merger and 2- everyone else; these employees have to interview for newly created roles.
-Positions are not being offered in current city ( company created new consolidated HQ in another state)
-We have been given two options: 1- interview for new/same position that is located in new HQ (at that point, if offered a position, we can accept or decline offer) or 2- apply for another position that is available in our current city (of which none have been communicated)
In the event of no acceptable offer/position- we will be given a severance package. If we dont' apply, it's considered resignation.
So there are really a few things that i'm trying to understand:
1- My director informed all of us that we are incumbent and would not have to interview or relocate (i have this in email and a screenshot from a company chat application); but HR has recently told me (and my peers) that we do in fact have to interview- does my director's commitment hold any weight?
2- I was given a sign on bonus and have not reached the threshold for forgiveness (1 year=50% 2 year=100%)...i am not expecting to accept a relo offer as the COL is nearly 300% more in new location...am i still obligated to repay this (or can they claw back from bonus)?
3- Is there any obligation for a minimum threshold (dollars) in a severance package from a company in GA? ie- 1 year tenure=1 month severance, 2 year= 2 month, etc...