Do your employee transition workflows preserve critical communications and ESI under hold? Meta’s announcement of another 10,000 layoffs got me wondering how high the 2023 tech body count had reached. TechCrunch counts 123,000 in 10 weeks so far. Luckily ZipRecruiter says that 54% found new jobs within a month. The Bureau of Labor Statistics says that 25-34 year old works average just 2.8 years in a job. That tells me that turnover and contract workers will continue to ramp up. Companies need the policies, technology and protocols to retain critical information and transform it into actionable knowledge to manage risk and stay competitive.
Too many companies rely on manual checks and ad hoc preservation methods. Before sending the dreaded notices (or text messages), cutting access and purging devices/content, key stakeholders should review an employee impact report that assesses their direct and indirect value/risk associations. Think of expanding your simple data source list by the projects, clients, legal holds, IP and other key factors in your unique business ecosystem. Think of this as a business Environmental Impact Assessment.
A manual assessment is impractical in mass layoffs or high volume turnover, even with the WARN Act’s required 60 day notice. Automation and an employee business relationship model are required to generate initial impact reports that enable stakeholders to trigger enhanced preservation actions and conduct a meaningful exit interview. Time to review your transition process!
P.S. I still have a few slots open on my LegalWeek calendar, so grab one if you want to talk shop. I also hope to publish a research report on M365 Records Management tomorrow, so keep an eye out for that!
Greg Buckles wants your feedback, questions or project inquiries at Greg@eDJGroupInc.com. Contact him directly for a free 15 minute ‘Good Karma’ call if he has availability. He solves problems and creates eDiscovery solutions for enterprise and law firm clients.
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