The Demotion Notice is a critical employment document used in New Zealand when an organization needs to formally reposition an employee to a lower-ranked role. This document is essential for ensuring compliance with New Zealand employment law, particularly the Employment Relations Act 2000 and related legislation. A Demotion Notice should be used when performance issues persist despite prior interventions, when organizational restructuring necessitates role changes, or when an employee voluntarily requests a step down. The document typically includes comprehensive details about the current and new positions, reasons for the change, modifications to employment terms, and effective dates. It serves both as a legal record and as a clear communication tool, ensuring transparency and proper documentation of the employment change while maintaining compliance with New Zealand's requirements for fair employment practices and good faith dealings.
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1. Current Position Details: Employee's current role, responsibilities, and employment terms
2. Reason for Demotion: Clear explanation of the circumstances or performance issues leading to the demotion decision
3. New Position Details: Detailed description of the new role, including title, responsibilities, and reporting relationships
4. Changes to Terms: Specific changes to employment terms, including any salary adjustments, benefits modifications, or other contractual changes
5. Effective Date: The date when the demotion takes effect
6. Acknowledgment: Space for employee signature acknowledging receipt of the notice
1. Performance Improvement Plan: Include when the demotion is performance-related and there's a structured plan for improvement
2. Appeal Rights: Information about any internal appeal processes, if available to the employee
3. Transition Plan: Details of how responsibilities will be handed over and any training provided for the new role
4. Probationary Period: Terms of any probationary period in the new role, if applicable
5. Support Resources: Information about available support services like EAP or mentoring, particularly useful when the demotion may impact employee wellbeing
1. Schedule 1 - Updated Job Description: Detailed description of the new role's responsibilities, requirements, and expectations
2. Schedule 2 - Modified Employment Terms: Comprehensive list of all changes to employment terms and conditions
3. Schedule 3 - Performance Records: If performance-related, relevant documentation supporting the demotion decision
4. Appendix A - Organizational Chart: Updated reporting structure showing the employee's new position in the organization
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