The Change Of Position Letter To Employee is a crucial document in German employment relations, used when an employee's role or position within the organization is being modified. It serves as an official record of changes to employment terms and conditions, ensuring compliance with German labor laws, particularly the Nachweisgesetz (Documentation Law) and relevant sections of the B眉rgerliches Gesetzbuch (German Civil Code). The document is typically issued when an employee is being promoted, transferred to a different department, or their role is being substantially modified. It must include specific details about the new position, any changes to compensation or benefits, revised reporting relationships, and effective dates. If applicable, it should also reference any works council involvement or collective agreement implications. The letter becomes part of the employee's permanent employment record and serves as an amendment to their original employment contract.
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1. Letter Header: Company letterhead, date, and employee's contact details
2. Subject Line: Clear indication that this is a Change of Position Letter
3. Opening: Professional greeting and reference to any prior discussions about the position change
4. Current Position Reference: Statement of the employee's current position and department
5. New Position Details: Clear statement of the new position title, department, and effective date of the change
6. Reporting Structure: Information about the new reporting relationships and supervisory responsibilities
7. Key Responsibilities: Overview of the main duties and responsibilities in the new position
8. Compensation Changes: Details of any salary adjustments, benefits changes, or other compensation modifications
9. Continuation Statement: Confirmation that all other terms and conditions of employment remain unchanged
10. Acceptance Requirements: Instructions for accepting the position change and deadline for response
11. Closing: Professional closing, including space for signatures from both employer and employee
1. Probationary Period: Include if the new position comes with a probationary period
2. Working Hours Changes: Include if the new position involves different working hours or patterns
3. Location Changes: Include if the position change involves a different work location
4. Travel Requirements: Include if the new position involves different travel expectations
5. Benefits Changes: Include if there are specific changes to benefits package beyond basic compensation
6. Development Plan: Include if there's a specific training or development plan associated with the new position
7. Performance Objectives: Include if specific performance targets or objectives are being set for the new role
1. Job Description: Detailed description of the new position's responsibilities, requirements, and expectations
2. Compensation Details: Detailed breakdown of the new compensation package, including benefits and allowances
3. Organizational Chart: Visual representation of the new reporting structure and department organization
4. Required Qualifications: List of any new qualifications or certifications required for the position
5. Training Schedule: If applicable, schedule of any required training or orientation for the new position
Relevant legal definitions
Clauses
Relevant Industries
Banking & Finance
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Telecommunications
Automotive
Energy
Construction
Logistics
Media & Entertainment
Public Sector
Consulting
Relevant Teams
Human Resources
Legal
Compliance
Personnel Administration
Employee Relations
Talent Management
Operations
Management
Corporate Services
Administration
Relevant Roles
HR Manager
HR Director
Legal Counsel
HR Business Partner
Compliance Officer
Department Manager
Division Head
Chief Human Resources Officer
HR Administrator
Personnel Officer
Employment Law Specialist
Talent Management Director
Operations Manager
Regional Manager
Branch Manager
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