Employee Information and Agreements:
Obtain comprehensive lists of all current and inactive employees, detailing compensation, employment history, demographic information, and job titles.
Provide professional biographies for key employees, senior management, and board members.
Summarize loan amounts and terms to officers, directors, or employees.
Detail involuntary terminations within the past year, including reasons and demographic information of those terminated.
Obtain all employment, severance, salesperson, director, and consulting agreements.
Collect all non-compete, intellectual property, confidentiality, and related agreements, including those for terminated employees.
Obtain copies of union labor agreements and details of any labor disputes or union activities.
Provide copies of all employee manuals, policies, and handbooks.
Summarize current recruitment initiatives and employee relations matters.
Compensation and Benefits:
Obtain copies of performance evaluation criteria, bonus plans, and compensation agreements.
Summarize all benefits, compensation policies, and details of profit-related schemes.
Provide copies of plan documents for all benefit plans, including pension and retirement plans.
List and summarize incentive stock option plans and outstanding stock awards.
Review accrued 401 (k) benefits, pension plan documents, funding status, and fringe benefits.
Obtain a list of former employees using COBRA coverage and executive perquisites.
Compliance and Legal Matters:
Conduct background investigations on principal employees.
Summarize litigation against the company brought by current or former employees.
Detail any disciplinary proceedings, grievances, and investigations by authorities relating to employment matters.
Obtain copies of all labor or employment contracts and any labor board proceedings or outstanding grievances.
Review documents relating to union employees' participation in any multi-employer pension plan.
Organizational Structure and Policies:
Obtain a copy of the organization chart and a management organization chart.
Determine the number of states to which payroll taxes must be paid.
Assess the adequacy of the labor supply for each operating division.
Obtain detailed resumes of directors and top management personnel.
Review corporate policy and employee manuals covering hiring, employee benefits, regulatory compliance, and internal controls.
Cultural Assessment:
Documents covering company values, mission, vision, and shared beliefs.
Conduct internal and external stakeholder interviews and focus groups.
Perform on-site visits for observation and employee questionnaires to gauge culture and sentiment towards potential merger/acquisition.
Assess company practices for employee retention, training, indoctrination, recognition, and customer service levels.
Miscellaneous:
Review prior transactions between the business and insiders for fairness and propriety.
Investigate the prior experience and reputation of management and directors in the industry.
Obtain copies of all personnel policies and a complete employee list.
Analyze written employment contracts for terms and obligations.
Obtain descriptions of all pending labor disputes or disputes within the past five years.
Obtain sample employment applications and forms used for the evaluation of applicants.
Obtain copies of any complaints, proceedings, or orders under applicable affirmative action or pay equity legislation.
Obtain copies of Health and Safety reports and summaries of workers' compensation claims.
Summarize current vacation plans, paid leave, and other employee benefits.
Consider the impact of the transaction on key employee retirement and labor supply.
Obtain copies of Directors' and Officers' Questionnaires and all stock option and stock purchase plans.