The Immediate Termination Letter To Employer is a crucial document in Swiss employment law that allows employees to terminate their employment relationship without notice when circumstances make the continuation of employment unreasonable. This document is used when serious breaches of contract or trust occur, such as non-payment of salary, workplace safety violations, or severe harassment. The legal basis is found in Article 337 of the Swiss Code of Obligations, which requires 'good cause' for immediate termination. The letter must be clear, detailed, and timely, as the validity of the immediate termination may later be scrutinized by courts. It should contain specific facts supporting the good cause, clear termination declaration, and necessary administrative details regarding final payments and company property.
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1. Sender Details: Full name, address, and contact information of the employee
2. Recipient Details: Company name, relevant manager/HR representative name, and complete business address
3. Date: Current date when the letter is written
4. Subject Line: Clear indication that this is an immediate termination letter
5. Formal Declaration of Termination: Clear statement of immediate termination of employment relationship with reference to Article 337 CO
6. Cause for Termination: Specific explanation of the good cause justifying immediate termination
7. Last Day of Employment: Explicit statement of the effective date of termination (immediate)
8. Return of Company Property: List of company properties to be returned and the process for doing so
9. Final Payment Request: Request for outstanding salary, vacation pay, and other due compensation
10. Signature: Employee's signature and printed name
1. Reference to Previous Communications: Include when there have been prior relevant communications about the issues leading to termination
2. Work Certificate Request: Request for a detailed work certificate as per Article 330a CO
3. Health Insurance Information: Request for information about continuation of health insurance when applicable
4. Legal Representation Statement: Include when the letter is being sent by a legal representative
5. Reservation of Rights: Statement reserving the right to pursue additional claims, if applicable
6. Non-Compete Obligations: Reference to any post-employment obligations, if they exist in the employment contract
1. Evidence Documentation: Copies of relevant documents supporting the good cause for termination
2. Inventory List: List of company property to be returned
3. Previous Correspondence: Copies of relevant prior communications regarding the issues leading to termination
4. Employment Contract: Copy of the original employment contract for reference
Relevant legal definitions
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Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Healthcare
Professional Services
Retail
Education
Construction
Hospitality
Telecommunications
Pharmaceutical
Insurance
Transportation and Logistics
Real Estate
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Personnel Administration
Corporate Services
Management
Operations
Administration
Relevant Roles
Employee
Manager
Professional
Executive
Specialist
Consultant
Administrator
Director
Supervisor
Technical Expert
Sales Representative
Project Manager
Research Scientist
Engineer
Analyst
HR Manager
Legal Counsel
Department Head
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