The Termination Letter To Employee For Unacceptable Behaviour is a crucial document used in Swiss employment contexts when an employer needs to formally end an employment relationship due to serious misconduct or repeated inappropriate behavior. It must comply with Swiss employment law, particularly the Swiss Code of Obligations, which sets specific requirements for termination procedures. This document is typically used when verbal warnings and written notices have failed to correct behavior, or when the misconduct is severe enough to warrant immediate termination. The letter should detail specific incidents, reference any previous warnings, outline the legal basis for termination, and specify all practical arrangements for the employment's end. Given Switzerland's strict employment protection laws, the document must be carefully drafted to ensure legal compliance and minimize the risk of wrongful termination claims.
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1. Header Information: Company letterhead, date, employee's full name and address, and reference line
2. Subject Line: Clear indication that this is a termination letter (e.g., 'Notice of Immediate Termination of Employment')
3. Opening Statement: Direct statement of termination, including the effective date and reference to the employment contract
4. Grounds for Termination: Specific description of the unacceptable behavior(s), including dates, incidents, and previous warnings if applicable
5. Legal Basis: Reference to relevant articles of Swiss Code of Obligations and applicable employment contract clauses
6. Immediate Actions Required: Instructions regarding return of company property, access cards, final workday procedures
7. Final Payment Information: Details about final salary, outstanding vacation pay, and other financial settlements
8. Closing Statement: Formal closing with signature block for authorized company representative
1. Previous Warnings Reference: Include when there have been prior documented warnings or disciplinary actions
2. Non-Compete Reminder: Include if the employment contract contains post-employment restrictions that remain in effect
3. Reference Letter Mention: Include information about the employee's right to request a reference letter under Swiss law
4. Garden Leave: Include if the employee is being placed on garden leave during the notice period
5. Legal Resources: Optional section providing information about employee's legal rights and available resources
6. Continuation of Benefits: Include if there are any benefits that continue post-termination
1. Record of Incidents: Detailed chronological list of unacceptable behavior incidents with dates and witnesses
2. Previous Warnings Documentation: Copies of any formal warnings or disciplinary actions previously issued
3. Company Property Checklist: List of company items to be returned, including deadlines and procedures
4. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Insurance
Manufacturing
Retail
Healthcare
Technology
Professional Services
Education
Hospitality
Construction
Telecommunications
Transportation and Logistics
Pharmaceutical
Energy
Media and Entertainment
Relevant Teams
Human Resources
Legal
Employee Relations
Senior Management
Operations Management
Administration
Compliance
Risk Management
Relevant Roles
Chief Executive Officer
Human Resources Director
HR Manager
Department Manager
Line Manager
Legal Counsel
Employee Relations Manager
Operations Director
General Manager
Regional Manager
Branch Manager
Department Head
Supervisor
Team Leader
Administrative Manager
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