It wasn't mentioned in your post but I may be cautious about how you introduce the changes to your employees. Our firm does a moderate amount of work with employers and employees concerning wrongful dismissal. If you don't handle the transitions with your employees properly, you could find yourself defending a constructive dismissal lawsuit:
"Where an employer unilaterally makes a fundamental or substantial change to an employee’s contract of employment – a change that violates the contract’s terms – the employer is committing a fundamental breach of the contract that results in its termination and entitles the employee to consider himself or herself constructively dismissed." [Farber v. Royal Trust Co., 1997 1 SCR 846]
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