A Demotion Notice is a crucial document used when an organization needs to formally modify an employee's position to a lower rank or responsibility level. Under Singapore employment law, this document must clearly communicate the business justification, changes in employment terms, and effective date of the demotion. The notice ensures compliance with local employment regulations while protecting both employer and employee interests through proper documentation of the change in employment terms. It should be prepared in accordance with the Employment Act and Tripartite Guidelines, particularly regarding fair employment practices.
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1. Date and Employee Details: Including employee name, ID, current position, and department
2. Effective Date: When the demotion takes effect
3. Reason for Demotion: Clear statement of business reasons or performance issues leading to demotion
4. New Position Details: New role, responsibilities, and reporting structure
5. Compensation Changes: New salary, benefits, and any other financial implications
1. Performance Improvement Plan: Include when demotion is performance-related and details steps for improvement in new role
2. Probation Period: Terms and conditions of probation period in new role, if applicable
3. Training Requirements: Specific training or development requirements for the new position
1. New Job Description: Detailed description of new role and responsibilities
2. Performance Records: Documentation of performance issues leading to demotion, if applicable
3. Revised Benefits Schedule: Detailed breakdown of changes in compensation and benefits package
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