The Job Promotion Letter of Intent is a crucial document in the Australian employment landscape, serving as an initial formal communication of an organization's intention to promote an employee. This document is typically used when a company has decided to offer an internal promotion but needs to outline the terms before finalizing the formal employment contract or variation. It includes essential information such as the new position, salary adjustments, changed responsibilities, and reporting structures, all while ensuring compliance with Australian employment legislation, including the Fair Work Act 2009, relevant Modern Awards, and state-specific employment laws. The letter of intent helps set clear expectations and provides a framework for subsequent formal documentation, while giving the employee an opportunity to review and consider the proposed terms before they are finalized.
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1. Letter Header: Company letterhead, date, and recipient's contact details
2. Subject Line: Clear indication that this is a promotion letter of intent
3. Opening Statement: Confirmation of the intent to promote and congratulatory message
4. New Position Details: Title of the new role and department/division
5. Effective Date: Proposed start date for the new position
6. Reporting Structure: New reporting relationships and management responsibilities
7. Compensation Changes: New salary, benefits, and any other financial adjustments
8. Key Responsibilities: Brief overview of main duties and expectations in the new role
9. Next Steps: Process for accepting the promotion and timeline for formal documentation
10. Closing: Professional closing with contact details for questions and signature block
1. Relocation Terms: Include when the promotion requires relocation to a different office or location
2. International Assignment Terms: Include for promotions involving international transfers or assignments
3. Performance Expectations: Include when specific performance targets or KPIs need to be highlighted
4. Probationary Period: Include if there will be an initial assessment period in the new role
5. Training Requirements: Include when specific training or certifications are required for the new position
6. Confidentiality Statement: Include when the promotion involves access to additional confidential information
7. Non-Compete Clauses: Include when the promotion requires new or modified non-compete agreements
1. Detailed Job Description: Comprehensive outline of the new role's responsibilities, requirements, and expectations
2. Compensation Package Details: Detailed breakdown of salary structure, bonuses, and benefits
3. Organizational Chart: Visual representation of the new reporting structure and team organization
4. Performance Metrics: Specific KPIs and success metrics for the new role
Relevant legal definitions
Effective Date
Current Position
New Position
Base Salary
Total Remuneration Package
Superannuation
Performance Bonus
Reporting Manager
Direct Reports
Company
Employee
Modern Award
Working Hours
Probationary Period
KPIs
Confidential Information
Intellectual Property
Notice Period
Acceptance Period
Leave Entitlements
Long Service Leave
Company Policies
Code of Conduct
Performance Review Period
Current Position
New Position
Base Salary
Total Remuneration Package
Superannuation
Performance Bonus
Reporting Manager
Direct Reports
Company
Employee
Modern Award
Working Hours
Probationary Period
KPIs
Confidential Information
Intellectual Property
Notice Period
Acceptance Period
Leave Entitlements
Long Service Leave
Company Policies
Code of Conduct
Performance Review Period
Clauses
Position Title
Effective Date
Reporting Structure
Duties and Responsibilities
Compensation
Benefits
Working Hours
Location
Probationary Period
Performance Requirements
Confidentiality
Intellectual Property
Notice Period
Acceptance
Conditions Precedent
Leave Entitlements
Superannuation
Company Property
Training Requirements
Non-Competition
Code of Conduct
Governing Law
Effective Date
Reporting Structure
Duties and Responsibilities
Compensation
Benefits
Working Hours
Location
Probationary Period
Performance Requirements
Confidentiality
Intellectual Property
Notice Period
Acceptance
Conditions Precedent
Leave Entitlements
Superannuation
Company Property
Training Requirements
Non-Competition
Code of Conduct
Governing Law
Relevant Industries
Financial Services
Technology
Healthcare
Manufacturing
Retail
Professional Services
Education
Mining
Construction
Telecommunications
Government
Non-Profit
Agriculture
Transportation
Energy
Relevant Teams
Human Resources
Legal
People and Culture
Talent Management
Executive Leadership
Operations
Administration
Compensation and Benefits
Employee Relations
Organizational Development
Relevant Roles
Human Resources Manager
HR Director
Chief Human Resources Officer
Talent Acquisition Manager
Compensation and Benefits Manager
Department Manager
Division Head
Chief Executive Officer
Chief Operating Officer
Legal Counsel
Employment Relations Manager
People and Culture Manager
Operations Manager
General Manager
Managing Director
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