We are working through due diligence on a company that has had reduced revenue over the past 3-6 years but stable the last 2. Because of this, or bad decision making, they probably have too many employees and definitely have too rich "health benefits." We are working to try to keep all employees but feel like its a give or take between them and the benefits.
Have you dealt with a change of health benefits (reduction!) post acquisition? How did it go? How did you handle it? It's our largest lingering red flag....
Changing health benefits after an acquisition...
by a searcher from Brigham Young University
More on Searchfunder
Searchfunder is an online community and toolkit for searchfunds. Over 80% of those involved in searchfunds maintain a Searchfunder.com account to help them network, problem solve challenges, and keep up with the industry.
We maintain partnerships with database providers that make searching more effective, efficient and affordable along with features that help searchers find deals and investors and vice versa.
We maintain partnerships with database providers that make searching more effective, efficient and affordable along with features that help searchers find deals and investors and vice versa.
There are ways to mitigate and migrate risk, and this group appears to be outside pooling, so more design options are available. In addition, considering that the majority of employers have a working spouse exclusion, depending upon your group make up and multi year strategy, there are ways to move the meter and not have friction.