Correct, and then its up to you to do whats in your power to rectify the employment issues
So maybe what you would do is look at an employee in the most important sector of watch making, an employee who has represented his country, perhaps his name is Trent Barrett. Perhaps you've realised that you're watch factory needs some young blood to lead his bigger, dopey fellow employees around the factory, maybe you look at hiring a bloke by the name of Stuart Flannagan, a highly sought after watch maker
or maybe you look to elect to fire a bloke who spends more time on compo then he does making watches, perhaps his name is Michael Weyman, and you look hire someone who is young, mobile durable and a potential future rep watch makers... say theirs name are David Shillington or Chris Heingington.
Maybe you're watch factor is missing an intimdating watch maker who has unique skills, perhaps you rectify this buy attempting to poach a Mickey Paea from another factory.
Or what about retaining some highly sought after watch makers, you recognise that your factory is struggling for quality watch makers, so rivals try to move in on chief watch maker Todd Carney and Adrian Purtell... despite more money being offered elsewhere and more talent to play with, somehow you convince them to stay with your factory... thats a fair effort IMO. Sadly your factory loses one of its young guns to another factory, a watch maker you poached years ago from the QLD system and after some langthy compo time, he feels he wants to make watches closer to his family so he elects to move back to the QLD watch making industry. So in response you step up talks and get another good young watch maker signed on, lets say their names are William Zillman and Bronx Goodwin respectively
Id say you're doing as good a job for your factory as you can
