The Company Termination Policy serves as a crucial governance document for organizations operating under Maltese law, providing a structured framework for managing all aspects of employment termination. This document becomes essential when organizations need to ensure consistent, fair, and legally compliant handling of employment terminations, whether through resignation, dismissal, redundancy, or retirement. The policy incorporates requirements from Malta's Employment and Industrial Relations Act, relevant EU directives, and local employment regulations, making it particularly important for companies operating in Malta's dynamic business environment. It includes detailed procedures for notice periods, final settlements, exit interviews, and the return of company property, while also addressing specific requirements for different employee categories and termination scenarios.
Company Termination Policy for Malta
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Key Requirements PROMPT example:
Company Termination Policy
"I need a Company Termination Policy for our Malta-based fintech startup with 50 employees, incorporating specific provisions for protecting intellectual property and handling remote worker terminations, to be implemented by March 2025."
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1. Purpose and Scope: Defines the purpose of the policy and its application scope within the organization
2. Definitions: Clear definitions of key terms used throughout the policy including types of termination, notice periods, and other relevant terminology
3. Legal Framework: Reference to relevant Maltese employment laws and EU regulations governing employment termination
4. Types of Employment Termination: Comprehensive overview of different types of termination (resignation, dismissal, redundancy, retirement)
5. Notice Periods: Detailed information about statutory and contractual notice periods for different employee categories
6. Disciplinary Procedures: Step-by-step process for disciplinary actions that may lead to termination
7. Redundancy Procedures: Process for handling individual and collective redundancies including selection criteria
8. Final Settlement Procedures: Process for calculating and paying final settlements including unused leave, bonuses, and other entitlements
9. Return of Company Property: Requirements and procedures for returning company assets and information
10. Exit Procedures: Standard procedures for employee departure including exit interviews and handover requirements
1. Collective Redundancy Procedures: Detailed procedures for mass layoffs, to be included if company size makes this relevant
2. Garden Leave: Provisions for garden leave arrangements, relevant for senior positions or roles with access to sensitive information
3. Post-Employment Restrictions: Non-compete and confidentiality provisions, relevant for senior positions or specific roles
4. International Employee Provisions: Special provisions for international employees, relevant for companies with expatriate staff
5. Early Retirement Schemes: Procedures for early retirement programs, relevant if company offers such schemes
6. Appeals Process: Formal process for appealing termination decisions, recommended for larger organizations
1. Schedule 1: Notice Period Tables: Detailed tables showing notice periods by employee category and length of service
2. Schedule 2: Termination Checklist: Comprehensive checklist for HR to ensure all termination procedures are followed
3. Schedule 3: Exit Interview Form: Standard form for conducting and documenting exit interviews
4. Schedule 4: Final Settlement Calculation Template: Template for calculating final payments and settlements
5. Appendix A: Sample Termination Letters: Templates for various types of termination letters
6. Appendix B: Company Property Return Form: Checklist and form for recording return of company property
7. Appendix C: Handover Document Template: Template for documenting handover of responsibilities and ongoing projects
Authors
Relevant legal definitions
Company
Employee
Employer
Employment Contract
Termination
Dismissal
Summary Dismissal
Constructive Dismissal
Redundancy
Collective Redundancy
Notice Period
Garden Leave
Gross Misconduct
Resignation
Retirement
Early Retirement
Final Settlement
Severance Pay
Exit Interview
Handover Period
Probationary Period
Company Property
Confidential Information
Disciplinary Action
Written Warning
Verbal Warning
Final Warning
Performance Improvement Plan
Appeal Process
Works Council
Employee Representative
Trade Union
Continuous Service
Working Day
Basic Wage
Grievance
Exit Clearance
Non-Compete Obligation
Post-Employment Restrictions
Terminal Benefits
Unfair Dismissal
Just Cause
Force Majeure
Payment in Lieu of Notice
Retirement Age
End of Service Benefits
Employee
Employer
Employment Contract
Termination
Dismissal
Summary Dismissal
Constructive Dismissal
Redundancy
Collective Redundancy
Notice Period
Garden Leave
Gross Misconduct
Resignation
Retirement
Early Retirement
Final Settlement
Severance Pay
Exit Interview
Handover Period
Probationary Period
Company Property
Confidential Information
Disciplinary Action
Written Warning
Verbal Warning
Final Warning
Performance Improvement Plan
Appeal Process
Works Council
Employee Representative
Trade Union
Continuous Service
Working Day
Basic Wage
Grievance
Exit Clearance
Non-Compete Obligation
Post-Employment Restrictions
Terminal Benefits
Unfair Dismissal
Just Cause
Force Majeure
Payment in Lieu of Notice
Retirement Age
End of Service Benefits
Clauses
Purpose and Scope
General Provisions
Notice Requirements
Disciplinary Procedures
Redundancy Provisions
Resignation Procedures
Retirement Provisions
Final Settlement
Confidentiality
Company Property
Non-Compete
Data Protection
Exit Procedures
Handover Requirements
Post-Employment Obligations
Appeals and Grievances
Severance Calculations
Garden Leave
Documentation Requirements
Legal Compliance
Communication Protocols
Trade Union Consultation
Performance Management
Probationary Period Termination
Medical Incapacity
Force Majeure
Collective Redundancy
International Employee Provisions
Return of Property
References
Record Keeping
Dispute Resolution
General Provisions
Notice Requirements
Disciplinary Procedures
Redundancy Provisions
Resignation Procedures
Retirement Provisions
Final Settlement
Confidentiality
Company Property
Non-Compete
Data Protection
Exit Procedures
Handover Requirements
Post-Employment Obligations
Appeals and Grievances
Severance Calculations
Garden Leave
Documentation Requirements
Legal Compliance
Communication Protocols
Trade Union Consultation
Performance Management
Probationary Period Termination
Medical Incapacity
Force Majeure
Collective Redundancy
International Employee Provisions
Return of Property
References
Record Keeping
Dispute Resolution
Relevant Industries
Financial Services
Information Technology
Gaming and iGaming
Professional Services
Manufacturing
Retail and Consumer Goods
Healthcare
Education
Hospitality and Tourism
Maritime and Logistics
Construction
Telecommunications
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Employee Relations
Industrial Relations
Talent Management
Payroll
Relevant Roles
Human Resources Director
HR Manager
Chief Human Resources Officer
Employment Law Counsel
HR Business Partner
Talent Management Director
Personnel Manager
Employee Relations Manager
HR Operations Manager
Chief Executive Officer
Chief Operating Officer
Department Directors
Line Managers
Compliance Officer
Legal Counsel
Administrative Manager
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