CASE STUDY: EDINBURGH FESTIVAL THEATRE AND KING'S THEATRE
Two high profile Edinburgh theatres successfully join forces, merging diverse working practices and terms and conditions.
Scenario
The Edinburgh Festival Theatre and the King's Theatre were to merge to form a single company, following Edinburgh City Council's decision to divest the King's Theatre. Neither was trading profitably at the time of the merger. The Chief Executive Officer (CEO) of the new company wanted strategic advice, guidance on the implications of employee relations and employment law issues, as well as support in implementing the merger.
First steps
Wildcat One worked with the CEO to address the potential impacts of the Transfer of Undertakings and Protection of Employment Directive, 1986 (TUPE), and other employment legislation and provide a pragmatic approach to handling these issues. A framework for undertaking full human resources due diligence was also developed.
The solution
Strategies for introducing new staffing structures, working practicez and terms and conditions of employment were devised as was as a 'merger-mapping' process for the transfer and deployment of staff to the new company. During negotiations with trade unions Wildcat One provided advice to the CEO and senior managers on developing new terms and conditions for the merged company. Following the merger, Wildcat One carried out a full training needs analysis across both theatres and a comprehensive company development plan was introduced.
Result
The merger was successfully completed with no claims or litigation levelled against company or council. Within one year of the merger, both theatres were trading profitably and continue to be successful.
Successful trade union negotiations led to introduction of the necessary changes in terms and conditions and more flexible work practices across the theatres.
The new House Agreement (company level collective agreement) secured a high level of support from staff at ballot as well as achieving a two-year pay deal for the new company.