A Letter Of Intent For A Job Within The Same Company is a crucial document in Canadian employment practices that formally initiates an internal career move. This document is typically used when an organization intends to transfer an employee to a new role, whether it's a lateral move, promotion, or departmental change. It serves as a preliminary written confirmation of the proposed change in employment terms, including new responsibilities, reporting relationships, and any modifications to compensation or benefits. The document must comply with Canadian federal labor laws and provincial employment standards, ensuring transparent communication and protecting both employer and employee interests. It's an essential step in the internal mobility process, bridging the gap between informal discussions and the final employment contract amendment.
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1. Current Position Details: Employee's name, current title, department, and duration in current role
2. New Position Information: Proposed new role, department, and reporting structure
3. Effective Date: Proposed date for the position change to take effect
4. Compensation Changes: Overview of any modifications to salary, benefits, or other compensation elements
5. Primary Responsibilities: Brief outline of key duties and expectations in the new role
6. Transition Timeline: Expected handover period and key transition milestones
7. Confirmation Process: Steps required to accept the position and deadline for response
1. Performance Conditions: Any specific performance criteria or probationary period requirements for the new role
2. Training Requirements: Details of any mandatory training or certifications needed for the new position
3. Relocation Information: Include if the new position requires relocation or change of work location
4. Benefits Adjustments: Detailed changes to benefits package if significantly different from current position
5. Working Hours/Schedule Changes: Include if the new role involves different working hours or patterns
6. Project Completion Requirements: Details of current projects that need to be completed before transition
1. Job Description: Detailed description of the new role's responsibilities and requirements
2. Compensation Details: Comprehensive breakdown of the new compensation package
3. Transition Plan: Detailed timeline and responsibilities for knowledge transfer and handover
4. Organizational Chart: Visual representation of the new reporting structure and team organization
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Government
Telecommunications
Energy
Construction
Non-profit
Transportation
Mining
Agricultural
Relevant Teams
Human Resources
Legal
Talent Acquisition
Employee Relations
Personnel Administration
Executive Leadership
Compensation and Benefits
Operations
Department Management
Corporate Communications
Relevant Roles
Human Resources Manager
Talent Acquisition Specialist
Department Director
Line Manager
Team Leader
Project Manager
Senior Executive
HR Business Partner
Recruitment Coordinator
Employee Relations Specialist
Department Head
Division Manager
Operations Manager
Chief Human Resources Officer
Personnel Administrator
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