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  • ahuizingh@mountpleasantgroup.com
    Participant
    August 21, 2024 at 12:28 pm
    Post count: 7
    #93388
    Forum: Private

    Hello,

    I have a situation for which I would be happy to receive some guidance. I work in Ontario and we operate a not-for-profit organization in the GTA.

    I have one employee whose role has evolved over the past year. We would like to re-title his job and update his job description. We have created the new job description and completed a job evaluation points score for the updated role. The employee’s current salary is already in range with this new job description. When we present him with a letter documenting his title change, are we obligated to provde fresh consideration?

    Thanks thanks,
    Anne

    Haley O’Halloran
    Keymaster
    August 21, 2024 at 12:54 pm
    Post count: 198
    #93389

    Hi there! Yes, you should provide fresh consideration to this employee as you are presenting them with a new employment contract. Fresh consideration makes the new contract binding and enforceable. Thank you for your question!

    -HR Insider Staff

    ahuizingh@mountpleasantgroup.com
    Participant
    August 21, 2024 at 1:06 pm
    Post count: 7
    #93390

    Hello Again,

    I suppose I have a further question then: Am I obligated to present a new employment contract or can I simply give them a letter that we are changing their title to better align with the existing role?

    Thansk,
    Anne

    Haley O’Halloran
    Keymaster
    August 21, 2024 at 1:41 pm
    Post count: 198
    #93393

    Since you mentioned they will be receiving a different job description and job title, I would highly recommend presenting them with a new employment contract. Refer to this policy to know what you should include in your contract, and remember that the offer letter is a separate document from the contract itself!

    -HR Insider Staff

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