Small, medium and big businesses are all combining with the competition to form larger, more powerful entities. Wall Street seems delighted, and the government has done little to dampen the urge to merge. But employees tend to take it on the chin when companies combine. Layoffs often follow on the heels of a merger, with one or both companies shearing off many jobs at all levels. Administrators, sales people and mid-level managers often feel the brunt of consolidations more acutely than others.
Top managers are also vulnerable to falling through the merger trap door.
Most employees caught up in the process lack the leverage or clout of big-time CEOs or athletes and must go with the flow. So make sure you know what those rights and obligations are. Review any non-compete agreements, confidential provisions including trade secrets and other proprietary data, and similar restrictions. If you don t like any of those agreements, this might be your chance to negotiate different arrangements. Businesses need key employees to stay with their companies while they go through a merger, and they are often willing to pay extra to ensure that vital personnel do not depart early.