A Change of Position Letter to Employee is essential when modifying an employee's role or responsibilities within an Irish organization. This document is used when an employee is being promoted, transferred, or their role is being substantially modified, but the fundamental employment relationship continues. It ensures compliance with Irish employment law, particularly the Terms of Employment (Information) Acts 1994-2014, which require written notification of any changes to employment terms. The letter serves as an official record of the position change, protecting both employer and employee interests by clearly documenting new responsibilities, reporting structures, compensation changes, and any other modified terms. It should be issued before the position change takes effect and requires acknowledgment from the employee.
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1. Letter Header: Company letterhead, date, and employee's contact details
2. Opening Salutation: Formal greeting to the employee
3. Reference Line: Reference to any previous discussions or meetings about the position change
4. Position Change Statement: Clear statement of the new position and effective date
5. Current Position Details: Brief description of the current role for reference
6. New Position Details: Detailed description of the new role, responsibilities, and expectations
7. Reporting Structure: Information about the new reporting relationships
8. Compensation Details: Any changes to salary, benefits, or other remuneration
9. Continuation of Terms: Statement confirming which existing terms and conditions remain unchanged
10. Acceptance Section: Space for employee acknowledgment and acceptance of the changes
11. Closing: Formal closing, signature block for employer representative
1. Probationary Period: Include if the new position requires a probationary period
2. Training Requirements: Include if specific training or certifications are required for the new position
3. Location Change: Include if the new position involves a change in work location
4. Working Hours Modification: Include if there are changes to working hours or patterns
5. Performance Objectives: Include if specific performance targets or KPIs need to be outlined
6. Travel Requirements: Include if the new position involves different travel expectations
7. Confidentiality Provisions: Include if the new position requires additional confidentiality obligations
8. Benefits Changes: Include if there are changes to benefits package or entitlements
1. New Job Description: Detailed description of the new role's responsibilities and requirements
2. Updated Benefits Package: Detailed breakdown of any modified benefits or entitlements
3. Organizational Chart: Visual representation of the new reporting structure
4. Performance Metrics: Detailed KPIs or performance expectations for the new role
5. Training Schedule: Timeline and details of any required training for the new position
Relevant legal definitions
Clauses
Relevant Industries
Banking & Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Telecommunications
Public Sector
Energy
Transportation & Logistics
Media & Entertainment
Hospitality
Non-Profit
Relevant Teams
Human Resources
Legal
Personnel Administration
Employee Relations
Talent Management
Compensation & Benefits
HR Operations
Management
Administration
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
HR Business Partner
Employment Law Specialist
Recruitment Manager
HR Administrator
Compensation & Benefits Manager
Employee Relations Manager
Department Manager
Line Manager
Chief Human Resources Officer
HR Operations Manager
Talent Management Director
Personnel Administrator
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