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Letter Of Censure

Letter Of Censure Template for Indonesia

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Key Requirements PROMPT example:

Letter Of Censure

"I need to generate a Letter of Censure for a manufacturing floor supervisor who has repeatedly failed to enforce safety protocols, with three documented instances in January 2025, resulting in minor workplace accidents; this is their second warning."

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Document background
A Letter of Censure is a critical human resource management tool used in Indonesian business contexts when formal disciplinary action is required. This document is typically issued when an employee has violated company policies, demonstrated poor performance, or engaged in misconduct that requires official documentation and correction. The letter must comply with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and relevant ministerial regulations. It serves multiple purposes: documenting the incident or behavior, establishing a formal record of the disciplinary action, communicating expected improvements, and protecting the company's legal interests if further action becomes necessary. The document is particularly important in progressive discipline systems and may be referenced in any subsequent legal proceedings or employment disputes.
Suggested Sections

1. Letterhead and Date: Company letterhead with complete contact information and the date of issuance

2. Employee Information: Full name, employee ID, position, and department of the employee receiving the censure

3. Subject Line: Clear indication that this is a Letter of Censure (Surat Teguran)

4. Incident Details: Specific description of the violation or misconduct, including dates, times, and relevant circumstances

5. Policy Reference: Citation of specific company policies, regulations, or laws that were violated

6. Impact Statement: Description of how the misconduct affects the company, other employees, or work environment

7. Corrective Actions: Clear statement of expected improvements or changes in behavior

8. Consequences: Statement of potential consequences if the behavior continues or similar violations occur

9. Acknowledgment Space: Space for employee and witness signatures, dates, and acknowledgment of receipt

Optional Sections

1. Previous Warnings: Reference to any previous verbal or written warnings, used when this is not the first incident

2. Performance Improvement Plan: Detailed plan for improvement, used when the censure relates to performance issues rather than misconduct

3. Appeal Rights: Information about the employee's right to appeal or dispute the censure, included when required by company policy or collective agreement

4. Union Representative Notice: Notice of union involvement rights, included when the employee is covered by a collective labor agreement

5. Rehabilitation Plan: Specific steps for rehabilitation or training, included when the company offers support for improvement

Suggested Schedules

1. Evidence Documentation: Copies of relevant evidence supporting the censure (e.g., incident reports, witness statements, performance data)

2. Policy Excerpts: Relevant excerpts from company policies, employee handbook, or labor regulations that were violated

3. Previous Warning Records: Copies of previous warning letters or disciplinary actions, if referenced in the main letter

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Manufacturing

Financial Services

Technology

Retail

Healthcare

Education

Construction

Mining

Hospitality

Transportation

Telecommunications

Professional Services

Energy

Agriculture

Public Sector

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Industrial Relations

Management

Operations

Administration

Relevant Roles

Human Resources Manager

HR Director

Department Manager

Supervisor

Legal Counsel

HR Business Partner

Employee Relations Manager

Compliance Officer

Operations Manager

General Manager

Chief Human Resources Officer

Industrial Relations Manager

Industries
Law No. 13 of 2003 on Manpower: The main Indonesian labor law that governs employment relationships, including disciplinary procedures and worker rights. It provides the framework for employment actions and worker protections.
Minister of Manpower Regulation No. 150 of 2000: Regulates employment termination settlement and worker rights, including the proper procedures for issuing warnings and disciplinary actions.
Indonesian Civil Code (KUHPerdata): Provides general principles of contract law and obligations that apply to employment relationships and formal communications between parties.
Law No. 39 of 1999 on Human Rights: Ensures that disciplinary actions respect fundamental human rights and dignity of workers.
Company Regulations (Peraturan Perusahaan) or Collective Labor Agreement (PKB): Internal company regulations or collective agreements that specify disciplinary procedures and grounds for issuing warnings or censures.
Law No. 2 of 2004 on Industrial Relations Dispute Settlement: Provides mechanisms for resolving disputes that may arise from disciplinary actions, including appeals processes.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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