The Termination Warning Letter is a crucial document in Indonesian employment relations, typically issued when an employee has committed serious infractions or demonstrated persistent performance issues. Under Indonesian Manpower Law, employers must follow a structured warning system before proceeding with termination, except in cases of gross misconduct. This document serves multiple purposes: it formally documents the employer's concerns, provides the employee with clear notice of potential consequences, outlines specific improvement requirements, and creates a legal record that may be necessary for future termination proceedings. The letter must be drafted in compliance with Law No. 13 of 2003 and its amendments, maintaining professionalism while clearly stating violations and expectations for improvement.
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1. Letter Header: Company letterhead, date, reference number, and formal letter formatting
2. Recipient Details: Employee's full name, employee ID, position, and department
3. Subject Line: Clear indication that this is a warning letter (Surat Peringatan)
4. Opening Statement: Reference to employment contract and general context of the warning
5. Violation Details: Specific description of the misconduct or performance issues, including dates and incidents
6. Reference to Company Policies: Citation of specific company regulations or policies that have been violated
7. Improvement Requirements: Clear statement of expected improvements and timeline
8. Consequences: Statement of potential consequences including possible termination if no improvement is shown
9. Closing Statement: Professional closing with acknowledgment requirement
1. Previous Warnings: Reference to any previous warning letters or disciplinary actions, used when this is not the first warning
2. Performance Improvement Plan: Detailed improvement targets and timeline, used when dealing with performance-related issues
3. Meeting Request: Request for a formal discussion of the issues, used when a face-to-face meeting is required
4. Union Reference: Reference to relevant union agreements or involvement, used when employee is under union coverage
1. Evidence of Violation: Copies of relevant documentation proving the violation or performance issues
2. Acknowledgment Form: Form for employee to sign acknowledging receipt of the warning letter
3. Relevant Company Policies: Copies of specific company policies or regulations that were violated
4. Performance Records: Documentation of performance issues or incident reports if applicable
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Manufacturing
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Financial Services
Retail
Healthcare
Education
Construction
Hospitality
Mining
Agriculture
Transportation
Professional Services
Telecommunications
Energy
Real Estate
Relevant Teams
Human Resources
Legal
Compliance
Industrial Relations
Employee Relations
Management
Operations
Administration
Relevant Roles
HR Manager
HR Director
Legal Counsel
Department Manager
Line Manager
Supervisor
HR Business Partner
Employee Relations Manager
HR Operations Manager
Compliance Officer
General Manager
Regional Manager
Chief Human Resources Officer
Industrial Relations Manager
HR Administrator
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