A Letter Of Intent For A Job Within The Same Company is a crucial document in Malta's corporate environment, designed to formalize the initial stage of an internal transfer process. This document is typically used when an organization plans to move an employee to a different role or department internally, requiring a formal communication of the intended change. It serves multiple purposes: documenting the company's intention, outlining the proposed terms of the transfer, and providing a framework for the transition process. Under Maltese law, particularly the Employment and Industrial Relations Act, such documentation helps ensure transparency and compliance with employment regulations. The letter typically precedes the formal contract amendment and helps manage expectations and responsibilities during the transition period. It's particularly important in Malta's business environment, where formal documentation of employment changes is essential for both legal compliance and good corporate governance.
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1. Letter Header: Company letterhead, date, and internal reference number
2. Addressee Details: Employee's full name and current position/department
3. Subject Line: Clear indication that this is a Letter of Intent for internal transfer
4. Current Position Reference: Brief description of the employee's current role and department
5. New Position Details: Specific details about the intended new role, including job title and department
6. Proposed Timeline: Expected date or timeline for the transfer to take effect
7. Key Terms: Essential changes in terms of employment, if any (salary, benefits, working hours)
8. Next Steps: Clear outline of the process moving forward and any required actions from the employee
9. Signature Block: Space for authorized signatory and employee acknowledgment
1. Probation Period: Include when the new position requires a probation period
2. Training Requirements: Include when the new position requires specific training or certifications
3. Performance Expectations: Include when there are specific KPIs or performance metrics for the new role
4. Handover Process: Include when there needs to be a formal handover of current responsibilities
5. Reporting Structure: Include when there's a significant change in reporting relationships
6. Notice Period: Include when there are specific notice requirements for the transfer
1. Current Job Description: Attachment outlining the employee's current role and responsibilities
2. New Job Description: Detailed description of the new role and responsibilities
3. Benefits Summary: If there are changes to benefits, a detailed comparison of current and new benefits
4. Organization Chart: Visual representation of the new department structure and reporting lines
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