A Change Of Position Letter To Employee is essential when an organization needs to formally document and communicate changes to an employee's role or position within the company. This document is commonly used in Australian workplaces for internal promotions, lateral moves, or restructuring situations. It serves as an addendum to the original employment contract and must comply with Australian employment law, particularly the Fair Work Act 2009 and relevant Modern Awards. The letter typically includes details about the new position, responsibilities, reporting structure, remuneration changes, and effective date of the change. It's crucial for maintaining clear communication and legal compliance while ensuring both parties have a documented agreement regarding the position change.
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1. Letter Header: Company letterhead, date, and employee's contact details
2. Introduction: Opening paragraph identifying the employee and referencing any prior discussions about the position change
3. Current Position: Brief description of the employee's current role and responsibilities
4. New Position: Details of the new position, including job title and key responsibilities
5. Effective Date: Clear statement of when the position change will take effect
6. Reporting Structure: Information about who the employee will report to in the new position
7. Remuneration: Details of any changes to salary, benefits, or other compensation
8. Confirmation Request: Request for the employee to confirm acceptance of the changes
9. Closing: Standard closing paragraph with contact details for questions and signature block
1. Probationary Period: Include if the new position requires a probationary or trial period
2. Location Change: Include if the new position involves a change in work location
3. Hours of Work: Include if there are changes to working hours or patterns
4. Training Requirements: Include if specific training or qualifications are required for the new position
5. Impact on Benefits: Include if there are changes to employment benefits beyond basic remuneration
6. Travel Requirements: Include if the new position involves different travel expectations
7. Confidentiality Obligations: Include if the new position involves access to different or additional confidential information
1. Position Description: Detailed description of the new role, responsibilities, and requirements
2. Remuneration Details: Breakdown of salary package, including superannuation and any allowances
3. Organizational Chart: Visual representation of the new reporting structure
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Mining
Construction
Telecommunications
Public Sector
Non-Profit
Agriculture
Transportation
Hospitality
Relevant Teams
Human Resources
People Operations
Legal
People and Culture
Employment Relations
Talent Management
HR Operations
Relevant Roles
Human Resources Manager
HR Director
People Operations Manager
HR Business Partner
HR Coordinator
Talent Management Specialist
Employment Relations Manager
HR Operations Manager
Chief Human Resources Officer
HR Administrator
Recruitment Manager
People and Culture Manager
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