Frequently Asked Questions
Our intention is to retain the current team and support a stable, respectful, and well-communicated transition.
We recognize the value of the current workforce, and for that reason we will work to maintain the current operation with the existing team and ensure continuity with transparency and respect.
At TW, we will be working jointly with DPW over the coming months to carry out an orderly, transparent, and committed handover of business information and operations.
Employment and Transition
Our intention is to retain the current workforce and transition employees through an orderly process that supports continuity of operations.
Will I need to reapply, apply online, or interview for my position? How will we apply? What requirements will there be?
We will carry out an orderly registration process for employees who intend to remain in their current position.
We will conduct interviews with employees where needed. Employees will always be informed in advance, and we will make every effort to keep the process as efficient as possible.
Employees will need to provide the formal hiring documentation required as part of the employment transition to the new company. These will be standard employment-related steps associated with the change of employer. Employees will be informed in advance, clearly, and supported throughout the process.
The time-line for any employment-related process that may be required will be communicated as soon as it is finalized, together with clear instructions on next steps.
Offer letter will be handed over not later than 30th July.
During the month of October all employment documents will be fulfilled.
Our goal at the time of transition is to preserve operational continuity, including positions and day-to-day responsibilities.
No, the structure will remain the same.
Reporting lines and key contacts will be communicated before the start date so that all employees have clarity from day one.
Our intention is to continue operations with the current workforce and retain employees in their positions.
As with any plant operation, employment matters must align with the applicable process and business needs.
The plan is to maintain employee compensation. Any individual matters requiring confirmation will be addressed directly and transparently.
If any initial period, onboarding process, or specific employment condition applies as part of the transition, it will be communicated clearly and in advance.
Yes, employment documentation related to the transition may be required. If so, employees will receive it with clear instructions, as well as the appropriate explanation and support.
Any employment documents related to the transition and/or hiring with TW will be provided for review as part of the process, and we will clearly communicate any terms applicable to the role.
We understand the importance of service recognition and are reviewing these matters carefully. Employees will receive clear communication once the applicable approach has been confirmed.
No voluntary separation packages are being considered.
If any employment decision of that nature were to arise in the future, it would be handled in accordance with applicable employment law and business needs. In that event, affected employees would be informed in advance and directly.
No additional plans are currently contemplated at this stage.
TW intends to retain the current workforce, while always respecting each employee’s individual decision.
Compensation, Pay, and Benefits
The plan is to maintain employee compensation. Any individual matters requiring confirmation will be addressed directly and transparently.
Yes, the method of compensation will be communicated in agreement with the affected employees.
The company’s intention is to respect compensation terms, as long as they comply with applicable employment law.
At this stage, the focus is on continuity and stability. Any future updates related to compensation, production incentives, or bonus programs will be clearly communicated before implementation.
As the transition moves forward, we will share more information regarding compensation review practices, internal growth opportunities, and how employees may progress within the organization.
The current compensation structure will be respected during the transition process, as long as they comply with applicable employment law or disrupt operations.
The applicable criteria for pay progression will be communicated once the transition details have been finalized.
TW will maintain the current medical insurance terms.
Information regarding benefits, including plan options, carriers/providers, enrollment steps, and effective dates, will be communicated as soon as the transition package has been finalized.
La fecha de efectividad de los beneficios será desde el primer día de contratación.
TW will maintain the current vacation, leave, sick time, and holiday policies, in accordance with applicable employment law..
These matters are part of the transition implementation process. Specific guidance will be provided once the corresponding details have been finalized.
Seniority will be honored and addressed individually during the one-on-one meetings we will hold with each affected employee.
Work Schedule, Attendance, and Daily Operations
Our intention is to maintain continuity in work schedules and shifts to the greatest extent possible at the time of transition. Any necessary changes will be communicated in advance.
Yes, at the BMW plant in Greer, South Carolina.
Employees will be informed in advance about the applicable timekeeping and attendance procedures, including any systems or process changes that may be implemented.
TW has an attractive appreciation bonus package that will be communicated during the onboarding process.
We are still reviewing the current systems, tools, and equipment. Employees will receive practical guidance in advance to ensure an orderly implementation if any changes are made.
Uniforms will be updated to align with TW uniform standards.
Our top priority is continuity. Our goal is to keep daily operations as stable as possible, clearly communicating any necessary changes.
Any future policy, expectation, or performance metric will be clearly communicated, consistently applied, and adequately supported through the involvement and communication of those responsible.
Lo primordial será la continuidad de la operación actual, respetando las expectativas de la planta.
Policies, Culture, and Decision-Making
Employees will receive information about the main workplace policies during the transition and onboarding process. We are committed to clear expectations, consistency, and respectful treatment of people.
We want to foster a work environment built on respect, accountability, teamwork, safety, and open communication.
Our priorities are safety, stability, operational excellence, and respect for people.
We value the experience employees bring and want to create an environment where people feel supported and informed.
We value practical decision-making, operational clarity, and communication that supports both employee understanding and business continuity.
Development, Growth, and Internal Opportunities
We value operational experience and internal talent. As the business evolves, our intention is to provide visibility into development and growth opportunities.
We believe in building strong teams and creating opportunities for employees to grow as the operation develops.
We consider internal talent a key part of long-term success and value the knowledge and experience employees already bring to the operation.
We want employees to have the tools and support they need to succeed. Training will be provided when needed to support a smooth transition and future development.
As the organization grows, we want to support employees in finding opportunities where their skills and experience can add the most value.
We want employees to see this as more than just a transition. Our intention is to build a stable operation where people can grow, contribute, and develop over time.
As the operation evolves, our intention is to provide visibility into leadership and development opportunities for employees who demonstrate readiness and strong performance.
Timing, Onboarding, and the Future of the Operation
The planned date is November 1, 2026.
No gap is expected.
The goal is to carry out a smooth and seamless transition process that minimizes any disruption for employees and for the operation.
Employees are not expected to experience disruptions in their daily work.
TW’s Human Resources team will work in advance to ensure a structured and progressive employment documentation process.
Any required training will be communicated in advance.
Reporting lines and key contacts will be communicated before the transition date to ensure clarity from the start.
At this time, the priority is a stable transition focused on continuity. If there are any significant future operational developments, they will be communicated clearly and at the appropriate time.
At TW, we want every employee to be part of our team.
We recognize that transitions naturally raise questions.
Our commitment is to communicate clearly, act with respect, and support employees through a stable and well-managed transition process.