Typically, mergers become a math game for the new company. How do you pay out the least amount of severance while retaining talent during the transition? The least minimal disruption will be made during the merger so that HR can retain the right to layoff at a later date without the severance policies of the prior company. In other words, why layoff someone and pay a massive severance when I can keep them on the books for a year at the same or lower cost and pay a much lower or possibly no severance after six months to a year. Only HR and Boston Consulting know the formula that is being applied but employees of both companies should realize that one IS being applied and will be utilized during and after the merger.
Reposted from @10XR7xpF-bavb