The Letter of Intent for Reassignment is a crucial document in Philippine employment practice that serves as a preliminary step in the employee transfer process. It is typically used when an organization plans to move an employee to a different role, department, or location, whether for organizational restructuring, career development, or business needs. The document must comply with Philippine labor laws, particularly the Labor Code and DOLE regulations, which require clear communication and reasonable grounds for employee transfers. A well-drafted Letter of Intent for Reassignment should include specific details about the proposed change, its rationale, impact on employment terms, and timeline, while ensuring that the reassignment doesn't result in diminution of benefits or constructive dismissal as protected under Philippine law.
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1. Letter Header: Company letterhead, date, and formal addressing to the employee
2. Opening Statement: Clear statement of intent regarding the reassignment
3. Current Position Details: Employee's current role, department, and location
4. Proposed Reassignment Details: Specific details of the new position, department, or location
5. Effective Date: Proposed date when the reassignment will take effect
6. Reason for Reassignment: Brief explanation of the business necessity or rationale for the reassignment
7. Impact on Terms: Statement regarding any changes to salary, benefits, or other employment terms
8. Response Request: Request for the employee's response and deadline for responding
9. Closing: Professional closing statement, signature block for authorized company representative
1. Transition Plan: Details of the handover process and transition period, if applicable
2. Training Provisions: Information about any training or orientation for the new role, if required
3. Travel Requirements: Details of any travel or relocation assistance if the reassignment involves geographical relocation
4. Special Accommodations: Any special arrangements or accommodations being made for the employee
5. Performance Expectations: Outline of new performance metrics or expectations in the new role, if significantly different
1. Job Description: Detailed description of the new role and responsibilities
2. Compensation Details: If there are changes to compensation, a detailed breakdown of the new package
3. Organizational Chart: Visual representation of the new reporting structure
4. Relocation Package: If applicable, details of any relocation benefits or assistance
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Relevant Industries
Manufacturing
Information Technology
Banking and Finance
Retail
Healthcare
Education
Business Process Outsourcing
Construction
Telecommunications
Mining
Agriculture
Transportation and Logistics
Real Estate
Energy and Utilities
Professional Services
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Talent Management
Operations
Administration
Management
Corporate Services
Relevant Roles
HR Manager
HR Director
HR Business Partner
Department Manager
Operations Manager
Regional Manager
Branch Manager
Division Head
Project Manager
Line Manager
Supervisor
Team Lead
Chief Human Resources Officer
Employee Relations Manager
Talent Management Specialist
Legal Counsel
Compliance Officer
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