The Recommendation For Termination Of Employee document is a crucial internal document used in Malaysian employment contexts when proposing the termination of an employee's contract. It is typically prepared when performance issues, misconduct, or other valid grounds for termination have been identified and documented. The document must align with the Malaysian Employment Act 1955, Industrial Relations Act 1967, and other relevant employment legislation. It serves multiple purposes: documenting the rationale for termination, ensuring legal compliance, providing a basis for senior management decision-making, and maintaining records for potential future legal proceedings. The recommendation includes comprehensive details about the employee's history, performance issues or incidents, previous interventions, and the specific grounds for termination, ensuring all necessary steps have been taken before proceeding with the termination process.
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1. Employee Information: Details of the employee including name, employee ID, position, department, and length of service
2. Current Performance Status: Overview of the employee's current performance level and any recent evaluations
3. Grounds for Termination: Clear statement of the specific reasons recommending termination, aligned with Malaysian employment law
4. Evidence and Documentation: Summary of supporting evidence for the termination recommendation
5. Previous Interventions: Documentation of prior warnings, coaching sessions, or performance improvement plans
6. Legal Compliance Review: Confirmation that the recommendation complies with Malaysian employment laws and company policies
7. Recommendation: Formal recommendation for termination with proposed timeline and process
1. Union Considerations: Include if employee is unionized, addressing relevant collective agreement provisions
2. Financial Impact: Include when termination involves significant compensation, benefits or severance calculations
3. Security Considerations: Include if there are specific security protocols needed during the termination process
4. Transition Plan: Include if position requires handover or knowledge transfer
5. Alternative Positions: Include if company policy requires consideration of alternative positions before termination
6. Rehabilitation Efforts: Include if attempts were made to rehabilitate or reassign the employee
1. Performance Review History: Copies of relevant performance reviews and evaluations
2. Disciplinary Record: Documentation of warnings, disciplinary actions, and outcomes
3. Investigation Reports: Reports from any formal investigations related to the termination cause
4. Meeting Minutes: Records of relevant meetings, including performance discussions and warnings
5. Supporting Evidence: Specific evidence supporting the grounds for termination (e.g., attendance records, customer complaints)
6. Compliance Checklist: Checklist confirming all legal and policy requirements have been met
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Manufacturing
Technology
Retail
Healthcare
Education
Construction
Professional Services
Hospitality
Telecommunications
Energy
Transportation and Logistics
Public Sector
Agriculture
Mining and Resources
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Employee Relations
Industrial Relations
Corporate Governance
Risk Management
Administration
Relevant Roles
HR Manager
HR Director
Department Head
Line Manager
Operations Manager
Legal Counsel
Compliance Officer
Employee Relations Manager
HR Business Partner
Chief Human Resources Officer
Managing Director
CEO
Regional Manager
Branch Manager
Division Head
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