The Job Continuation Letter For Employee is a critical document in Nigerian employment practice used when an organization wishes to formally confirm the continuation of an employee's service beyond an initial contract period or following a significant change in employment circumstances. This document is particularly relevant in situations such as after probation periods, following fixed-term contracts, or during organizational restructuring. The letter typically references the original employment contract and clearly states any maintained or modified terms and conditions, ensuring compliance with Nigerian labour laws, particularly the Labour Act (Cap L1, LFN 2004). It serves as an important legal record of the employment relationship's continuation and provides security to both employer and employee by documenting the terms of continued employment.
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1. Letter Header: Company letterhead including full legal name, address, and contact details
2. Date: Current date of the continuation letter
3. Employee Details: Full name and address of the employee
4. Subject Line: Clear indication that this is a job continuation letter
5. Salutation: Formal greeting to the employee
6. Reference to Original Employment: Details of original employment contract date and current position
7. Continuation Statement: Clear statement confirming the continuation of employment
8. Confirmation of Terms: Statement confirming whether existing terms and conditions remain unchanged
9. Effective Date: Specific date from which the continuation takes effect
10. Closing: Formal closing including signature block for authorized signatory
11. Acknowledgment: Space for employee signature and date of acceptance
1. Updated Terms: Include this section if any terms of employment are being modified along with the continuation
2. Performance Recognition: Optional section acknowledging employee's performance leading to continuation
3. Probation Period: Include if a new probation period applies to the continuation
4. Confidentiality Reminder: Optional restatement of confidentiality obligations
5. Reporting Structure: Include if there are any changes to reporting relationships
6. Project Assignment: Include if the continuation is related to specific project assignments
7. Development Plan: Optional section outlining future development or training plans
1. Updated Salary Details: If applicable, schedule showing any salary adjustments or benefits changes
2. Job Description: If the role has been modified, attach updated job description
3. Company Policies: Any new or updated company policies that specifically affect the continuation
4. Performance Metrics: If applicable, specific performance expectations or KPIs going forward
Relevant legal definitions
Clauses
Continuation of Employment
Duration
Terms and Conditions Reference
Position and Duties
Remuneration
Reporting Structure
Work Location
Benefits Continuation
Performance Requirements
Confidentiality
Intellectual Property
Notice Period
Governing Law
Acknowledgment and Acceptance
Amendment to Existing Terms
Effective Date
Company Policies Compliance
Probation Period (if applicable)
Non-Competition
Data Protection
Duration
Terms and Conditions Reference
Position and Duties
Remuneration
Reporting Structure
Work Location
Benefits Continuation
Performance Requirements
Confidentiality
Intellectual Property
Notice Period
Governing Law
Acknowledgment and Acceptance
Amendment to Existing Terms
Effective Date
Company Policies Compliance
Probation Period (if applicable)
Non-Competition
Data Protection
Relevant Industries
Banking and Financial Services
Oil and Gas
Manufacturing
Technology and Telecommunications
Healthcare
Education
Retail and Consumer Goods
Construction and Real Estate
Professional Services
Public Sector
Agriculture
Mining
Transportation and Logistics
Hospitality and Tourism
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Personnel Administration
Employee Relations
Corporate Services
Administration
Management
Operations
Talent Management
Relevant Roles
Human Resources Manager
Legal Counsel
HR Director
Compliance Officer
Personnel Manager
HR Business Partner
Recruitment Manager
Employee Relations Manager
HR Administrator
Office Manager
Department Head
Line Manager
Chief Human Resources Officer
HR Operations Manager
Talent Management Specialist
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