The Reassignment Letter to Employee is a crucial document in Indonesian business practice, used when an organization needs to formally transfer an employee to a different position, department, or location while maintaining the employment relationship. This document is essential for compliance with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and Government Regulation No. 35 of 2021. Organizations typically use this letter during organizational restructuring, business expansion, career development initiatives, or operational requirements. The letter must clearly communicate the changes while ensuring compliance with legal requirements regarding employment terms and conditions. A properly drafted Reassignment Letter protects both the employer's and employee's interests by documenting the mutual understanding of the transfer terms and maintaining transparency in the process.
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1. Letter Header: Company letterhead, date, reference number, and letter classification
2. Employee Information: Full name, employee ID, current position, and department of the employee
3. Subject Line: Clear indication that this is a reassignment letter
4. Current Employment Details: Brief description of current role, location, and reporting structure
5. Reassignment Details: New position, department, location, and reporting structure
6. Effective Date: Clear statement of when the reassignment takes effect
7. Reason for Reassignment: Brief explanation of the business reason for the reassignment
8. Terms and Conditions: Confirmation of continued employment terms or any specific changes to employment conditions
9. Closing Statement: Request for acknowledgment and acceptance of the reassignment
10. Signature Block: Space for authorized company representative's signature and employee's acknowledgment
1. Compensation Changes: Include if the reassignment involves any changes to salary, benefits, or allowances
2. Transition Period: Include if there is a specific handover or transition period required
3. Relocation Details: Include if the reassignment involves geographical relocation, including any relocation assistance
4. Training Requirements: Include if specific training or orientation is required for the new position
5. Performance Expectations: Include if there are specific performance targets or expectations in the new role
6. Special Considerations: Include if there are any special arrangements or accommodations being made
1. Job Description: Detailed description of the new role and responsibilities
2. Benefits Summary: If there are changes to benefits, a detailed summary of the new benefits package
3. Relocation Package: If applicable, detailed information about relocation assistance and benefits
4. Organization Chart: Visual representation of the new reporting structure and department organization
5. Handover Schedule: If applicable, detailed timeline for transition of responsibilities
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Retail
Healthcare
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Professional Services
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Relevant Teams
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Legal
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Personnel Administration
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