The Letter of Intent for Promotion is a crucial document in Irish employment practice that bridges the gap between informal promotion discussions and formal contractual changes. It is typically used when an organization has decided to promote an employee but needs to formally communicate the terms and conditions of the promotion before finalizing the arrangement. This document should align with Irish employment legislation, particularly regarding equality, terms of employment, and data protection. The letter serves multiple purposes: it demonstrates the employer's commitment to the promotion, outlines the new terms of employment, and provides the employee with a clear understanding of the new role and responsibilities. While not a contract itself, the Letter of Intent for Promotion often forms the basis for subsequent contract modifications and should be drafted with careful attention to legal compliance and clarity.
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1. Letter Header: Company letterhead, date, and employee's contact details
2. Salutation: Formal greeting addressing the employee by name
3. Promotion Announcement: Clear statement of the intention to promote the employee, including current and new position titles
4. Effective Date: Specific date when the promotion will take effect
5. New Role Details: Description of the new position, including key responsibilities and reporting relationships
6. Compensation Changes: Details of new salary, benefits, or other compensation adjustments
7. Conditions: Any conditions that need to be met before the promotion becomes effective
8. Acceptance Terms: Instructions for accepting the promotion and deadline for response
9. Closing: Formal closing, signature lines for both employer and employee
1. Performance Expectations: Specific goals or KPIs for the new role - include when the promotion involves significant management responsibilities
2. Probationary Period: Terms of any probationary period in the new role - include when company policy requires probation for promoted positions
3. Training Commitments: Details of any required training or development programs - include when the new role requires specific certifications or training
4. Location Changes: Information about any change in work location - include when the promotion involves relocation or change of primary workplace
5. Working Hours Modification: Changes to working hours or patterns - include when the promotion affects standard working arrangements
1. Job Description: Detailed description of the new role's responsibilities, requirements, and expectations
2. Benefits Summary: Comprehensive list of new or modified benefits associated with the promotion
3. Organizational Chart: Visual representation of the new reporting structure and position within the organization
Relevant legal definitions
Effective Date
Current Position
New Position
Base Salary
Variable Compensation
Performance Targets
Probationary Period
Reporting Line
Working Hours
Company
Employee
Benefits Package
Key Performance Indicators
Confidential Information
Acceptance Period
Primary Work Location
Conditions Precedent
Notice Period
Current Position
New Position
Base Salary
Variable Compensation
Performance Targets
Probationary Period
Reporting Line
Working Hours
Company
Employee
Benefits Package
Key Performance Indicators
Confidential Information
Acceptance Period
Primary Work Location
Conditions Precedent
Notice Period
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Hospitality
Public Sector
Telecommunications
Media and Entertainment
Energy and Utilities
Transportation and Logistics
Relevant Teams
Human Resources
Legal
Compliance
People Operations
Employee Relations
Talent Management
Compensation and Benefits
Workforce Planning
Relevant Roles
Human Resources Director
HR Manager
Recruitment Manager
Talent Acquisition Specialist
HR Business Partner
Legal Counsel
Employment Law Specialist
Compensation and Benefits Manager
Employee Relations Manager
HR Operations Manager
Chief Human Resources Officer
People Operations Manager
Workforce Planning Manager
HR Compliance Manager
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