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Demotion Letter Due To Poor Performance

Demotion Letter Due To Poor Performance Template for Australia

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Key Requirements PROMPT example:

Demotion Letter Due To Poor Performance

"I need a Demotion Letter Due To Poor Performance for a retail store supervisor being demoted to sales associate following three months of documented customer complaints and failure to meet KPIs, with the demotion to take effect from January 15, 2025."

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Document background
The Demotion Letter Due To Poor Performance is a critical human resources document used in Australian workplaces when an employee's performance issues necessitate a role change rather than termination. This document must comply with the Fair Work Act 2009 and other relevant Australian employment legislation, ensuring procedural fairness and proper documentation. It is typically issued after a documented performance management process, including warnings and improvement opportunities. The letter formally communicates the demotion decision, specifies the new role and responsibilities, outlines compensation changes, and details transition arrangements. It serves as both a legal record and a communication tool, protecting the organization while providing clarity to the affected employee. The document should demonstrate that the demotion is a considered alternative to termination and part of a fair and transparent performance management process.
Suggested Sections

1. Letter Header: Company letterhead, date, employee details, and formal letter formatting

2. Opening Statement: Clear statement of the purpose of the letter and reference to previous performance discussions

3. Performance Issues Summary: Detailed outline of the specific performance issues that have led to this decision, including dates and examples

4. Previous Interventions: Summary of prior performance improvement attempts, warnings, and support provided

5. Demotion Details: Specific details about the new role, including title, responsibilities, and reporting line

6. Compensation Changes: Clear outline of any changes to salary, benefits, or other compensation elements

7. Effective Date: Specific date when the demotion takes effect

8. Next Steps: Information about the transition process and any required actions from the employee

9. Support Resources: Available resources to help the employee succeed in their new role

10. Closing: Formal closing including signature blocks and contact information for questions

Optional Sections

1. Performance Improvement Plan: Include when offering a structured plan to improve performance in the new role

2. Probationary Period: Include when implementing a probationary period in the new position

3. Alternative Considerations: Include when other options were considered (like termination) to show demotion as a less severe alternative

4. Training Opportunities: Include when specific training or development opportunities are being offered in the new role

5. Appeal Process: Include when the organization has a formal process for appealing the demotion decision

6. Return to Previous Role: Include when there's a possibility of returning to the previous role upon meeting specific conditions

Suggested Schedules

1. Performance Review Documentation: Copies of relevant performance reviews and assessments

2. Meeting Minutes: Records of performance discussion meetings and warnings

3. New Position Description: Detailed job description for the new role

4. Organizational Chart: Updated organizational structure showing the new reporting relationships

5. Compensation Details: Detailed breakdown of new compensation package and benefits

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok³ÉÈË°æ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co
Relevant legal definitions
























Clauses
























Relevant Industries

Banking and Financial Services

Healthcare

Manufacturing

Retail

Technology

Education

Professional Services

Construction

Mining

Hospitality

Government

Telecommunications

Transportation and Logistics

Not-for-profit

Media and Entertainment

Relevant Teams

Human Resources

People and Culture

Legal

Employee Relations

Industrial Relations

Operations

Management

Administration

Compliance

People Operations

Relevant Roles

HR Director

HR Manager

HR Business Partner

Employment Relations Manager

People and Culture Manager

Department Manager

Line Manager

Supervisor

Team Leader

Operations Manager

General Manager

Chief Human Resources Officer

Personnel Manager

Workforce Manager

Employee Relations Specialist

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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