The Letter of Termination for Job Abandonment is a crucial document used in Indonesian employment contexts when an employee has been absent without authorization or communication for an extended period. This document is essential for properly documenting employment termination in compliance with Indonesian Manpower Law (Law No. 13 of 2003) and its amendments under the Job Creation Law (Law No. 11 of 2020). It should be used when an employee has exceeded the legally or company-defined period of unauthorized absence, typically 5 consecutive working days or more without proper notification. The letter must include specific dates of absence, reference to any previous warnings or communication attempts, and clear statements about final settlements and company property return requirements. This document serves as official evidence of proper termination procedures and helps protect the employer from potential legal disputes under Indonesian employment law.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing to the employee including their full name, employee ID, and position
2. Subject Line: Clear indication that this is a termination letter for job abandonment
3. Facts of Abandonment: Specific dates of unauthorized absence and duration of no communication
4. Previous Communications: Reference to any warning letters sent or attempts to contact the employee
5. Legal Basis: Citation of relevant company policies, employment agreement clauses, and Indonesian labor laws regarding job abandonment
6. Termination Statement: Clear statement of employment termination, effective date, and classification as voluntary resignation due to abandonment
7. Final Settlement: Information about final payments, settlements, or withholding of certain benefits as per applicable laws
8. Company Property: Request for return of company property and documents
9. Closing: Formal closing statement, signature block for authorized company representative
1. Prior Disciplinary Record: Include if there is a history of previous violations or warnings that are relevant to the current situation
2. Exit Procedures: Include if there are specific company procedures for processing final documents and settlements
3. Non-Competition Reminder: Include if the employee was bound by non-compete or confidentiality agreements that survive termination
4. Appeal Process: Include if company policy or applicable CBA provides for an appeal process for termination decisions
5. Benefits Information: Include if there are specific benefits or insurance policies that need to be addressed
1. Record of Absence: Detailed log of unauthorized absences and dates
2. Previous Warning Letters: Copies of any warning letters or communication attempts
3. Final Settlement Calculation: Breakdown of final payment including any deductions or outstanding benefits
4. Company Property Checklist: List of company items to be returned
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