Notice - Demotion of an employee

Description

• General information related to demotion.
• The notice of demotion is regarded as a corrective action to address the inappropriate behaviour or ineffective performance of an employee, and may also be used as a disciplinary action. Indeed, an employer expects an employee to deliver a work performance that is appropriate for the position held by the latter, as well as perform his or her duties adequately and safely at all times.
• The notice of demotion is generally used by the employer to keep an employee, despite the fact that the latter, for various reasons, can no longer deliver a satisfactory work output for the position held, nor perform his or her tasks and duties adequately.
• It is important to know that the demotion does not terminate the employee's employment, as it is only a corrective action taken by the employer to address the bad behaviour or poor performance of an employee. It therefore does not need to be preceded by a formal written warning from the employer nor will it ever be subject to the payment of a compensatory indemnity.
• From the choices available in our questionnaire, the notice of demotion will allow you to explain in details to the employee the reasons that led to his or her demotion; our notice of demotion will include the title of the new position that the employee will hold in the company and the effective date of the demotion.
• Our notice of demotion will be suitable for most situations where an employer wishes to offer an employee a chance to keep a job in the company, despite some behavioural difficulties, or a poor performance or unsatisfactory output with respect to the position held, before having to make the decision to dismiss him or her.

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