The Rejection Letter For Internal Candidate is a crucial document in South African workplace communications, designed to address situations where existing employees have applied for different positions within their organization but were not successful. This document type must comply with South African labor laws, including the Labour Relations Act and Employment Equity Act, while maintaining professional relationships and employee morale. The letter serves multiple purposes: it formally communicates the decision, provides constructive feedback when appropriate, maintains professional relationships, and encourages continued engagement with the organization. It's particularly important in the South African context where internal mobility and employee development are emphasized, and where fair labor practices are strictly regulated. The document should be drafted with sensitivity to maintain employee motivation while ensuring legal compliance and procedural fairness.
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1. Letterhead and Date: Company letterhead with full contact details and current date
2. Recipient Details: Employee's full name, current position, and department
3. Reference Line: Reference to the position applied for and when the interview took place
4. Acknowledgment: Thank the candidate for their interest and participation in the internal recruitment process
5. Decision Communication: Clear but sensitive communication of the unsuccessful outcome
6. Brief Explanation: High-level, constructive reason for the decision without going into excessive detail
7. Positive Recognition: Acknowledgment of the employee's current contributions and value to the organization
8. Future Opportunities: Encouragement to apply for future positions and continue professional development
9. Closing: Professional closing with relevant signatures and contact information
1. Specific Feedback: Detailed feedback on the interview performance and areas for development, if company policy allows and it would be constructive
2. Development Plan Reference: Reference to potential training or development opportunities, if available within the organization
3. Appeal Process: Information about internal appeal procedures, if applicable under company policy
4. Successful Candidate Context: Brief, appropriate context about the decision if it helps provide clarity, without breaching confidentiality
5. Next Steps: Any immediate actions required or recommended for the employee
1. Interview Feedback Form: Optional attachment providing structured feedback from the interview process, if company policy allows
2. Development Opportunities Summary: Optional attachment listing relevant internal training or development programs available to the employee
3. Appeals Procedure Document: If applicable, a formal document outlining the company's internal appeals process
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