Employee Transfer Letter Due To Poor Performance for South Africa

Employee Transfer Letter Due To Poor Performance Template for South Africa

A formal document used in South African employment contexts to implement and document an employee's transfer to a different position or department due to performance-related concerns. The letter complies with South African labor laws, including the Labour Relations Act and Employment Equity Act, and documents the transfer decision, new role details, and terms of the transfer. It serves as an official record of the change in employment terms while maintaining procedural fairness and protecting both employer and employee rights under South African employment law.

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Employee Transfer Letter Due To Poor Performance

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What is a Employee Transfer Letter Due To Poor Performance?

The Employee Transfer Letter Due To Poor Performance is a crucial document in South African employment practice, used when an organization needs to reassign an employee to a different role due to underperformance in their current position. This approach is often taken as an alternative to termination, allowing the employee an opportunity to succeed in a potentially more suitable role while maintaining employment. The document must comply with South African labor laws, particularly the Labour Relations Act 66 of 1995 and the Employment Equity Act 55 of 1998, ensuring fair labor practices and non-discrimination. The letter typically includes details about previous performance discussions, the reason for transfer, new role specifications, and any changes to employment terms. It serves as both a formal notification and a legal record of the employment change.

What sections should be included in a Employee Transfer Letter Due To Poor Performance?

1. Letter Header: Company letterhead, date, reference number, and employee details

2. Subject Line: Clear indication that this is a transfer letter

3. Opening Statement: Professional introduction referencing previous performance discussions

4. Performance Context: Brief summary of performance issues and interventions attempted

5. Transfer Decision: Clear statement of the transfer decision and its basis

6. New Role Details: Specific information about the new position, department, and reporting line

7. Terms and Conditions: Any changes to employment terms, including salary and benefits

8. Effective Date: Clear statement of when the transfer takes effect

9. Transition Plan: Overview of the handover process and timeline

10. Closing: Professional conclusion with support offering and signature block

What sections are optional to include in a Employee Transfer Letter Due To Poor Performance?

1. Training Requirements: Include when the new role requires specific training or development

2. Probation Period: Include when a probationary period applies to the new role

3. Travel Requirements: Include when the new position involves different travel expectations

4. Location Change: Include when the transfer involves a change in work location

5. Union Consultation: Include when the employee is represented by a union

6. Performance Improvement Plan: Include when a specific improvement plan will be implemented in the new role

What schedules should be included in a Employee Transfer Letter Due To Poor Performance?

1. Current vs New Role Comparison: Detailed comparison of current and new position specifications

2. Performance Review Summary: Summary of recent performance evaluations and improvement attempts

3. Job Description: Detailed description of the new role and responsibilities

4. Acknowledgment Form: Form for employee to acknowledge receipt and acceptance of transfer

5. Transfer Timeline: Detailed schedule of transition activities and deadlines

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

South Africa

Publisher

Genie AI

Document Type

Termination Letter

Cost

Free to use
Clauses
Relevant Industries

Manufacturing

Financial Services

Retail

Technology

Healthcare

Mining

Construction

Education

Professional Services

Telecommunications

Hospitality

Transportation and Logistics

Public Sector

Energy and Utilities

Agriculture

Relevant Teams

Human Resources

Legal

Employee Relations

Performance Management

Talent Management

Industrial Relations

Compliance

Operations

Department Leadership

Relevant Roles

Human Resources Manager

HR Business Partner

Department Manager

Line Manager

Operations Manager

Team Leader

Supervisor

HR Director

Chief Human Resources Officer

Employee Relations Manager

Performance Management Specialist

Talent Management Director

Industrial Relations Manager

HR Compliance Officer

Department Head

Industries
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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