A Demotion Letter Due To Poor Performance is a crucial HR document used in Singapore when an organization needs to formally downgrade an employee's position due to documented performance issues. The letter must comply with Singapore's Employment Act and TAFEP guidelines, requiring clear documentation of performance issues, previous improvement attempts, and specific changes to role and compensation. It should be issued only after proper performance management processes, including performance improvement plans and formal warnings. The document serves both as a legal record and a formal communication tool, protecting both employer and employee interests while ensuring transparency in the demotion process.
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Key Requirements PROMPT example:
Demotion Letter Due To Poor Performance
"I need a Demotion Letter Due To Poor Performance for a senior marketing manager being demoted to marketing executive following three months of documented underperformance and two formal warnings, with the change to take effect from March 1, 2025."
1. Letter Header: Company letterhead, date, and employee details including name, position, and employee ID
2. Reference to Prior Communications: Citations of previous performance discussions, warnings, and improvement plans undertaken
3. Performance Issues: Clear description of performance deficiencies, specific examples, and impact on business operations
4. New Position Details: Specific information about new role, responsibilities, and reporting structure following demotion
5. Compensation Changes: New salary structure, benefits modifications, and effective date of changes
6. Acknowledgment Section: Space for employee signature indicating understanding and acceptance of demotion terms
1. Probation Period: Terms and conditions of probation period in new role, if applicable
2. Support Measures: Additional training, mentoring, or support measures offered in new role
3. Appeal Process: Information about internal grievance procedures and timeline for appeals
1. New Job Description: Detailed outline of new role responsibilities, duties, and expectations
2. Performance Review Documentation: Copies of relevant performance evaluations, warnings, and improvement plans
3. Benefits Schedule: Detailed breakdown of changes to benefits, entitlements, and compensation structure
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