The Recommendation Letter To Retain Employee is a critical business document commonly used in Philippine organizations when there is a need to formally advocate for keeping a valuable employee within the company. This document becomes particularly relevant during organizational restructuring, budget reviews, or when an employee might be considered for redundancy or transfer. It follows Philippine labor law requirements and business practices, serving as a formal communication tool between management levels. The letter typically outlines the employee's performance history, specific contributions to the organization, unique skills or expertise, and the potential impact of their departure. It may be used in conjunction with performance reviews and can form part of the employee's permanent record. The document should be drafted considering both the Philippine Labor Code provisions regarding employment security and the organization's internal policies on personnel retention and development.
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1. Letter Header and Date: Formal business letter header including sender's details, date, and recipient's details
2. Subject Line: Clear indication that this is a recommendation for employee retention
3. Introduction: Context of the letter, employee's current position, and duration of employment
4. Current Role and Responsibilities: Overview of the employee's current position and key responsibilities
5. Performance Assessment: Specific examples of the employee's achievements, contributions, and performance metrics
6. Value to Organization: Description of the employee's unique skills, expertise, and importance to the team/company
7. Retention Justification: Clear arguments for why retaining the employee is beneficial for the organization
8. Closing Statement: Strong recommendation for retention and availability for further discussion
9. Signature Block: Writer's name, title, and contact information
1. Professional Development: Discussion of the employee's growth, training completed, and future potential - include when the employee has shown significant professional growth
2. Team Impact: Details about the employee's influence on team dynamics and leadership - relevant for team leaders or key team members
3. Client Relationships: Information about important client relationships managed by the employee - include for customer-facing roles
4. Cost-Benefit Analysis: Financial or operational benefits of retention vs. replacement costs - useful in cases where budget constraints are a factor
5. Future Projects: Description of upcoming projects where the employee's involvement is crucial - include when specific future needs exist
1. Performance Reviews: Copies of recent performance evaluations supporting the recommendation
2. Achievement Records: Documentation of specific achievements, awards, or recognition
3. Project Outcomes: Summary of successful projects led or contributed to by the employee
4. Client Testimonials: Letters or emails from satisfied clients (if applicable)
5. Training Certificates: Copies of relevant professional certifications or training completions
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Information Technology
Manufacturing
Retail
Healthcare
Education
Business Process Outsourcing
Construction
Telecommunications
Professional Services
Government
Non-Profit Organizations
Hospitality
Transportation and Logistics
Relevant Teams
Human Resources
Operations
Senior Management
Middle Management
Personnel Administration
Employee Relations
Talent Management
Corporate Communications
Legal
Administration
Relevant Roles
Human Resources Director
Department Manager
Team Leader
Supervisor
Division Head
General Manager
HR Manager
Operations Manager
Project Manager
Line Manager
Regional Manager
Unit Head
Branch Manager
Section Chief
Department Director
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