1, the change of culture and management mode, the change of the company will inevitably change the company culture, etc. At this time, it may be necessary to adapt to a new corporate culture and management model.
2, management changes, to change the company's working mode, leadership is the key, so the acquisition company will inevitably let its own managers replace the employees of the acquisition company to become subordinates, and learn to get along with new leaders.
3. Changes in salary and benefits also mean changes in salary and benefits. There are two possibilities: one is that the existing salary and benefits will remain unchanged, and the other is that they will be implemented according to the new salary and benefits formulated by the acquiring company.
4. Rules and operating methods have changed, and working methods have also changed greatly. In the past, it may be required to be simple and clear, but now it may be required to be more detailed and specific, and the meeting time will be increased.
Legal basis: People's Republic of China (PRC) Labor Contract Law.
Article 33 The change of the name, legal representative, principal responsible person or investor of the employing unit shall not affect the performance of the labor contract.
Article 34 Where an employing unit is merged or divided, the original labor contract shall remain valid, and the employing unit that inherits its rights and obligations shall continue to perform it.