The Letter of Suspension from Work is a crucial document in Indonesian employment practice, used when an employer needs to temporarily remove an employee from their duties, either as a disciplinary measure or during an investigation. This document, governed by Indonesian Law No. 13 of 2003 and related employment regulations, must carefully balance employer rights with employee protections. It is typically issued in situations involving serious workplace violations, ongoing investigations, or other circumstances requiring temporary removal from duties. The letter must specify clear terms, including duration, payment status, and conditions for return, while ensuring compliance with local labor laws. A properly drafted Letter of Suspension from Work serves as both a legal notice and a formal record of the action taken, protecting all parties' interests and ensuring procedural fairness.
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1. Letter Header: Company letterhead, date, reference number, and formal letter details
2. Recipient Details: Employee's full name, employee ID, position, and department
3. Subject Line: Clear indication that this is a suspension notice
4. Suspension Basis: Legal grounds and specific reasons for the suspension, referring to relevant company policies or regulations
5. Suspension Terms: Duration of suspension, start and end dates, and whether the suspension is paid or unpaid
6. Employee Obligations: Requirements during suspension period, including surrender of company property and access restrictions
7. Company Obligations: Company's commitments during suspension period, including continuation of benefits if applicable
8. Contact Information: Designated contact person for queries during suspension period
9. Closing: Formal closing, signature block for authorized company representative
1. Investigation Process: Include when suspension is related to an ongoing investigation, outlining the investigation process and employee's rights
2. Return to Work Conditions: Include when there are specific conditions that must be met before the employee can return to work
3. Appeal Rights: Include when the employee has the right to appeal the suspension decision
4. Continuation of Benefits: Include detailed information about which benefits continue during suspension when applicable
5. External Reporting Obligations: Include when the suspension must be reported to government authorities or other external parties
1. Evidence Documentation: Copies of relevant incident reports, witness statements, or other evidence justifying the suspension
2. Company Policies: Relevant excerpts from company policies or regulations that were violated
3. Handover Checklist: List of company property to be surrendered during suspension period
4. Previous Warnings: Copies of any previous warning letters or disciplinary actions if relevant to the suspension
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Financial Services
Technology
Retail
Healthcare
Education
Construction
Mining
Transportation
Hospitality
Professional Services
Public Sector
Energy
Telecommunications
Agriculture
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Industrial Relations
Risk Management
Operations
Administration
Corporate Governance
Internal Audit
Relevant Roles
Human Resources Manager
Legal Counsel
Compliance Officer
Employee Relations Manager
HR Director
Department Manager
Line Supervisor
Chief Human Resources Officer
Labor Relations Specialist
HR Business Partner
Industrial Relations Manager
Corporate Secretary
Risk Management Officer
Chief Legal Officer
Operations Manager
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