Q: For more than five years, I've managed a technology department at an international company. The company is merging with another major company and we are being restructured. Two major locations in two states are affected. Some employees have already been assigned new positions in our state, and some positions are being transferred to the other state.

I was told to continue working on an ongoing project in my department, but nothing has been said to me about what will happen when the project is done. I would gladly move to the other location, but I haven't wanted to ask questions about my future there. I feel like I don't want to stir things up ahead of time. I also don't want to prematurely look for a job since I really don't want to leave. I've always thought it's best to leave well enough alone. How should I handle this period of uncertainty?

A: You may feel more comfortable saying nothing, but you don't want to be the last person to know what's happening regarding your employment. Mergers are kept very quiet during negotiations because companies don't want employees disrupting the workflow and production by jumping ship early.

Higher-level managers with employment contracts often have "change of control" provisions included in those contracts as well as golden parachutes — severance terms regarding pay and benefits if they choose to leave due to the merger or if they are asked to leave. Midlevel managers and rank-and-file employees typically do not have employment contracts and are working on an employment-at-will status. This means employment can be terminated by the company at any time as long as it is not discriminatory in nature. No employment contract means no job security. At-will employment also enables an employee to leave at any time, so the law works the same for employer and employee.

The new management is working off a business plan. The company now in control will likely make many of the changes in the beginning of the reorganization, but it also may want to observe some employees in their current positions to see if they fit into the new company culture. Since you have been asked to continue a project already in progress, upper management certainly doesn't want you leaving prematurely. You should know, though, that your performance will be under close scrutiny and any errors you make could mean an immediate end to your employment with the company. On the other hand, management may be so impressed with you that it may find a way to keep you employed.

Overall, it is not a good sign that you have not been told anything about your future there, in either location. This is why you would fair well by talking to the new management about it. In addition to possibly finding out information that has not been announced, it will be your opportunity to sell yourself, your love for the company, and your willingness to continue working in any location the company desires to send you. Don't underestimate the importance of marketing yourself to the company.

You should also prepare an updated resume and start networking. Protecting yourself from becoming unemployed is not being disloyal; it is being smart and being prepared for any news you receive. If you are released once your project is finished, your preparation will empower you and propel you into a positive mindset. Many who choose to remain naive (thinking no news is good news) go into a state of shock and depression when they do receive news about being let go. The uncertainty of the future can be too much for many, but this shock could have been avoid by facing reality, no matter the end result.

Email your questions to workplace expert Lindsey Novak at [email protected] and follow her on Twitter @The LindseyNovak. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate website at www.creators.com.