The Minimum Termination Notice is a crucial document in Indonesian employment relations, required whenever an employer initiates the termination of an employment relationship or when termination is mutually agreed upon. This document must comply with Indonesian Manpower Law (Law No. 13 of 2003 as amended) and its implementing regulations, which mandate specific notice periods and procedural requirements. The notice serves as official documentation of the termination process, typically including the termination date, notice period, grounds for termination, and details of final settlements. It plays a vital role in ensuring legal compliance and protecting both employer and employee rights during the termination process. The document must be prepared with careful attention to statutory requirements and may need to be provided in both Indonesian and English languages for international companies operating in Indonesia.
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1. Letter Header: Company letterhead, date, reference number, and formal letter formatting
2. Recipient Details: Employee's full name, ID number, position, and work location
3. Subject Line: Clear indication that this is a termination notice
4. Legal Basis: Reference to relevant provisions of Law No. 13 of 2003 and any applicable company regulations
5. Termination Details: Clear statement of employment termination and effective date
6. Notice Period: Specification of the notice period as required by law and employment contract
7. Final Working Arrangements: Information about the employee's duties during the notice period
8. Handover Requirements: List of company property to be returned and work responsibilities to be transferred
9. Final Settlement: Overview of final payment including salary, severance, and other entitlements
10. Closing: Formal closing statement, signature block for authorized company representative
1. Termination Grounds: Detailed explanation of reasons for termination - include when termination is for cause
2. Performance History: Summary of relevant performance issues or warnings - include when termination is performance-based
3. Mutual Agreement Reference: Reference to any prior discussions or agreements - include when termination is by mutual consent
4. Non-Compete Reminder: Reminder of continuing obligations - include if employee is bound by non-compete clauses
5. Continuation of Benefits: Details of any benefits extending beyond termination - include if applicable
6. Exit Interview: Information about exit interview arrangements - include if company policy requires it
1. Calculation of Final Payments: Detailed breakdown of all termination payments including severance, service appreciation pay, and other entitlements
2. Handover Checklist: Itemized list of company property and documents to be returned
3. Supporting Documents: Copies of relevant performance reviews, warnings, or other documentation supporting the termination
4. Employee Acknowledgment Form: Form for employee to acknowledge receipt of the termination notice
5. Benefits Summary: Summary of any continuing benefits and their duration post-termination
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Mining
Agriculture
Hospitality
Professional Services
Telecommunications
Energy
Transportation
Real Estate
Relevant Teams
Human Resources
Legal
Compliance
Industrial Relations
Employee Relations
Corporate Services
Operations
Management
Administration
Relevant Roles
HR Director
HR Manager
Legal Counsel
HR Business Partner
Employee Relations Manager
Compliance Officer
Department Manager
Line Manager
HR Administrator
Legal Manager
Industrial Relations Manager
Head of Human Resources
General Manager
Chief Human Resources Officer
HR Operations Manager
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