The End Contract Letter To Employee is a crucial document in Indonesian employment relationships, required under Law No. 13 of 2003 on Manpower and its amendments. This document is utilized when formally terminating an employment relationship, whether due to contract expiration, resignation, retirement, or other legal grounds for termination. It must include specific elements mandated by Indonesian labor laws, such as termination date, severance calculations, and final settlement details. The letter serves multiple purposes: it provides legal documentation of the employment termination, outlines the terms of separation, specifies any post-employment obligations, and helps ensure compliance with local labor regulations. This document is particularly important in Indonesia's legal context, where proper documentation of employment termination is essential for both legal compliance and potential dispute resolution.
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1. Header and Date: Company letterhead, date, and reference number of the letter
2. Employee Details: Full name, employee ID, position, and department of the employee
3. Subject Line: Clear indication that this is an employment termination notice
4. Termination Statement: Clear statement of employment termination, including the effective date
5. Reason for Termination: Legal basis and specific reason for termination in accordance with Indonesian labor law
6. Final Settlement Details: Information about final salary, severance pay, and other entitlements as per regulations
7. Company Property Return: List of company properties to be returned and deadline
8. Handover Requirements: Instructions regarding the handover of work responsibilities
9. Closing Statement: Expression of appreciation and professional closure
10. Signature Block: Space for authorized signatory details and signature
1. Non-Compete Reminder: Include if the employee has existing non-compete obligations
2. Confidentiality Reminder: Include if handling sensitive information was part of the role
3. Reference Offer: Include if the company is willing to provide references
4. Continuation of Benefits: Include if certain benefits continue post-termination
5. Exit Interview: Include if an exit interview is required
6. Union Notification: Include if required by collective labor agreement or if employee is a union member
7. Dispute Resolution: Include if there are specific dispute resolution procedures to be followed
1. Calculation of Final Payments: Detailed breakdown of final salary, severance pay, and other entitlements
2. Company Property Checklist: Itemized list of company properties to be returned
3. Handover Documentation Form: Template for documenting the handover of responsibilities
4. Exit Clearance Form: Checklist for various departments to clear the employee
5. Benefits Statement: Details of any benefits that continue post-employment or their termination
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Manufacturing
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Financial Services
Retail
Healthcare
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Construction
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Energy
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Media and Entertainment
Real Estate
Consumer Goods
Logistics
Relevant Teams
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Legal
Compliance
Employee Relations
Administration
Management
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Finance
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Chief Executive Officer
Human Resources Director
HR Manager
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Department Manager
Operations Director
Finance Director
Administrative Manager
Compliance Officer
HR Business Partner
Personnel Administrator
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Employee Relations Manager
HR Operations Manager
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