The 12 Weeks Notice Change Contract is a crucial document used in Indonesian employment law when an employer needs to implement significant changes to employment terms and conditions. It is specifically designed to comply with Indonesian labor regulations, including Law No. 13 of 2003 on Manpower and the Job Creation Law (Omnibus Law). This document is typically used when implementing substantial workplace changes such as modifications to working hours, job responsibilities, compensation structures, or workplace policies. The 12-week notice period allows for proper consultation with employees, provides time for consideration and feedback, and ensures compliance with legal requirements for implementing such changes. The document includes detailed information about current and proposed terms, consultation procedures, implementation timelines, and employee rights, making it essential for managing significant workplace changes while maintaining legal compliance and employee relations.
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1. Parties: Identification of the employer and employee, including full legal names, addresses, and registration numbers where applicable
2. Background: Context of the employment relationship and reason for the contract change notice
3. Definitions: Key terms used throughout the document
4. Notice of Change: Clear statement of the proposed changes to employment terms and conditions
5. Implementation Date: Specific date when the changes will take effect after the 12-week notice period
6. Current Terms: Summary of relevant current employment terms that will be affected
7. Proposed Changes: Detailed description of each proposed modification to the employment terms
8. Consultation Process: Details of the consultation period and process for employee feedback
9. Legal Rights: Statement of employee's legal rights and options regarding the proposed changes
10. Acceptance: Process for indicating acceptance or rejection of the changes
11. Governing Law: Confirmation that Indonesian law governs the agreement
12. Execution: Signature blocks and execution requirements
1. Severance Provisions: Include when changes might result in constructive dismissal scenarios
2. Alternative Role Options: Include when alternative positions are available if changes are not accepted
3. Union Consultation: Include when employees are represented by a union
4. Transition Arrangements: Include when specific transitional provisions are needed for implementing changes
5. Financial Impact Statement: Include when changes affect compensation or benefits
6. Training Provisions: Include when changes require additional training or skill development
1. Schedule 1 - Current Employment Terms: Detailed outline of current employment terms and conditions
2. Schedule 2 - New Employment Terms: Detailed outline of proposed new employment terms and conditions
3. Schedule 3 - Comparison Table: Side-by-side comparison of current and proposed terms
4. Appendix A - Employee Response Form: Form for employees to indicate their response to the changes
5. Appendix B - Consultation Timeline: Detailed timeline of the consultation process and key dates
6. Appendix C - Supporting Documentation: Any relevant supporting documents justifying the changes
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