The Recommendation For Termination Of Employee document is a crucial tool in Indonesian employment relations, used when a supervisor or manager needs to formally recommend the termination of an employee's employment contract. This document is particularly important in Indonesia's strict labor law environment, where terminations must be properly justified and documented to comply with Law No. 13 of 2003 on Manpower and its amendments. It serves as the initial formal step in the termination process, presenting the grounds for termination, supporting evidence, and previous attempts at performance improvement or discipline. The document should be prepared when there are clear, documentable reasons for termination that align with legal provisions, such as serious misconduct, repeated violations of company policies, or persistent poor performance despite improvement efforts. It forms part of the official record and may be crucial in potential industrial relations disputes.
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1. Letter Header: Company letterhead, date, reference number, and document classification (Confidential)
2. Addressee Details: Name and title of the receiving authority (usually HR Director or Board of Directors)
3. Subject Line: Clear indication that this is a termination recommendation
4. Employee Information: Employee's full name, ID number, position, department, and length of service
5. Grounds for Termination: Clear statement of the primary reason(s) for recommending termination, aligned with Indonesian labor law provisions
6. Facts and Evidence: Detailed chronological account of incidents, performance issues, or violations that support the termination recommendation
7. Previous Actions Taken: Summary of prior disciplinary actions, warnings, or improvement efforts
8. Legal Basis: Reference to relevant provisions of Indonesian labor law that support the termination
9. Recommendation: Specific recommendation for termination and proposed timeline
10. Closing: Signature block with name and title of the recommending manager/supervisor
1. Financial Implications: Include when there's a need to outline severance package calculations and other financial considerations
2. Risk Assessment: Include when there are potential legal or operational risks associated with the termination
3. Alternative Solutions Considered: Include when other options were evaluated before recommending termination
4. Impact Analysis: Include when termination might significantly affect team operations or ongoing projects
5. Union Considerations: Include when the employee is a union member or when union consultation is required
1. Performance Review Records: Copies of relevant performance evaluations and assessments
2. Warning Letters: Copies of previous warning letters or disciplinary actions
3. Improvement Plan Documentation: Records of performance improvement plans and outcomes
4. Incident Reports: Documentation of specific incidents or violations
5. Witness Statements: Statements from relevant witnesses or affected parties
6. Employment Contract: Copy of the employee's current employment contract
7. Attendance Records: If relevant to the termination grounds
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Education
Construction
Mining
Hospitality
Professional Services
Telecommunications
Agriculture
Transportation
Energy
Public Sector
Relevant Teams
Human Resources
Legal
Operations
Senior Management
Employee Relations
Compliance
Industrial Relations
Management Committee
Ethics Committee
Department Leadership
Relevant Roles
HR Manager
Department Manager
Line Supervisor
HR Director
General Manager
Operations Manager
Regional Manager
Branch Manager
HR Business Partner
Legal Counsel
Department Head
Chief Human Resources Officer
Employee Relations Manager
Senior Manager
Project Manager
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