The Employee Reassignment Letter is a crucial document used when an organization needs to formally transfer an employee to a different position, department, or location while maintaining their employment relationship. Under Saudi Arabian labor law, any substantial changes to employment terms must be properly documented and agreed upon by both parties. This document serves as an official record of the modification to the original employment contract, detailing the new position, responsibilities, reporting structure, and any changes to employment terms. The letter must comply with Saudi Labor Law (Royal Decree No. M/51) and relevant ministerial resolutions, particularly regarding contract modifications and employee rights. It's essential for maintaining clear documentation of employment changes while ensuring legal compliance in the Saudi Arabian jurisdiction.
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1. Letter Header: Company letterhead, date, reference number, and employee details including full name and employee ID
2. Subject Line: Clear indication that this is a reassignment letter
3. Opening Statement: Reference to current position and announcement of reassignment decision
4. Current Position Details: Brief description of current role, department, and reporting structure
5. New Position Details: Detailed information about new role, including job title, department, and reporting structure
6. Effective Date: Clear statement of when the reassignment takes effect
7. Terms and Conditions: Confirmation of which employment terms remain unchanged and any modifications to existing terms
8. Acknowledgment Request: Request for the employee to acknowledge and accept the reassignment
9. Closing: Standard closing statement, signature blocks for authorized company representative and employee
1. Compensation Changes: Include when the reassignment involves changes to salary, benefits, or other compensation elements
2. Location Change: Include when the reassignment involves a change in work location or site
3. Transition Plan: Include when there needs to be a handover period or specific transition arrangements
4. Training Requirements: Include when the new position requires additional training or certifications
5. Performance Expectations: Include when there are specific performance targets or expectations in the new role
6. Travel Requirements: Include when the new position involves different travel expectations
1. Job Description: Detailed description of the new position's responsibilities and requirements
2. Organizational Chart: Visual representation of the new reporting structure and department organization
3. Benefits Summary: If there are changes to benefits, a detailed summary of the new benefits package
4. Transition Timeline: If applicable, detailed timeline for the transition process and handover of responsibilities
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