The Letter for Demotion is a crucial document in Swiss employment practice used when an organization needs to formally modify an employee's position to a lower role in the organizational hierarchy. This document is typically utilized in situations involving performance issues, organizational restructuring, or when an employee voluntarily requests a step down. The letter must be crafted in accordance with Swiss employment law, particularly the Swiss Code of Obligations, ensuring all necessary elements are included while maintaining professional tone and clarity. It serves multiple purposes: legally documenting the change in employment terms, protecting both employer and employee interests, and providing a clear record of the modified employment relationship. The document typically includes specific details about the new position, compensation changes, and effective date, while ensuring compliance with Swiss workplace regulations regarding contract modifications and employee rights.
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1. Letterhead and Date: Company letterhead with full contact details and date of the letter
2. Employee Details: Full name, address, and current position of the employee
3. Subject Line: Clear indication that this is a notice of change in position/demotion
4. Current Position Reference: Statement of the employee's current position and responsibilities
5. New Position Details: Specific details about the new position, including title and main responsibilities
6. Reason for Demotion: Clear, factual explanation of the business reasons or performance issues leading to the demotion
7. Changes in Employment Terms: Specific changes to salary, benefits, and other employment conditions
8. Effective Date: Clear statement of when the changes will take effect
9. Confirmation Request: Request for the employee to acknowledge and accept the changes
10. Signature Block: Space for signatures of authorized company representative and employee
1. Transition Plan: Details of how the transition to the new role will be managed - include when there is a structured handover period
2. Performance Improvement Goals: Specific targets or objectives if the demotion is performance-related and there's a path to promotion
3. Support Resources: Information about available support or training - include when additional training or support will be provided
4. Appeal Process: Information about any internal procedures for appealing the decision - include when company policy allows for appeals
5. Confidentiality Statement: Specific confidentiality requirements - include when dealing with sensitive positions or information
6. Union/Worker Representative Notice: Reference to union consultation or representation rights - include when employee is union member or entitled to representation
1. New Position Description: Detailed job description for the new role
2. Revised Employment Terms: Comprehensive list of all modified terms and conditions
3. Performance Review Documentation: If demotion is performance-based, relevant performance review documents or warnings
4. Organizational Chart: Updated organizational structure showing the new reporting relationships
5. Salary and Benefits Schedule: Detailed breakdown of new compensation package and benefits
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