The Job Elimination Letter is a crucial document in Swiss employment practice, used when an organization needs to eliminate positions due to restructuring, economic downturn, or organizational changes. Under Swiss law, this document must be provided in writing and must comply with specific legal requirements outlined in the Swiss Code of Obligations. The letter should be used when termination is due to business reasons rather than performance issues, and must include specific details about notice periods, final compensation, and available support measures. It's particularly important to note that in Switzerland, employers have additional obligations if the elimination affects a significant number of employees (mass dismissal) or if the company employs more than 250 people regularly (social plan requirements). The Job Elimination Letter serves as both a legal document and a communication tool, requiring careful attention to both compliance and clarity.
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1. Employee and Company Information: Full names and addresses of both the employee and the company
2. Date and Reference: Current date and any relevant reference numbers
3. Notice of Position Elimination: Clear statement that the position is being eliminated and brief explanation of the business reasons
4. Effective Date: Specification of the last day of employment, considering the applicable notice period
5. Transition Period Details: Information about the employee's duties and expectations during the notice period
6. Final Payment Terms: Details of final salary, unused vacation pay, and any other statutory entitlements
7. Return of Company Property: List of company items to be returned and the process for doing so
8. References and Certificates: Information about work certificates and reference letters as required by Swiss law
1. Outplacement Support: Details of any career transition services offered, used when the company provides such support
2. Social Plan Benefits: Information about social plan benefits, required for companies with 250+ employees or if a collective agreement exists
3. Garden Leave: Terms of garden leave if the employee will be released from work duties during the notice period
4. Non-Competition Reminder: Reminder of existing non-compete obligations, if applicable from the employment contract
5. Internal Appeal Process: Information about any internal appeal procedures, if company policy allows for such processes
6. Alternative Position Opportunities: Information about any available alternative positions within the company, if such options exist
1. Final Settlement Calculation: Detailed breakdown of final payment including salary, benefits, and any severance
2. Property Return Checklist: Itemized list of company property to be returned
3. Benefits Summary: Summary of benefits continuation or termination
4. Outplacement Services Description: Detailed information about available career transition support services
5. Social Plan Details: Complete documentation of applicable social plan benefits and procedures
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Manufacturing
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Healthcare
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Pharmaceutical
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Relevant Teams
Human Resources
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Employee Relations
Corporate Communications
Executive Leadership
Finance
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Relevant Roles
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HR Manager
Employment Law Specialist
HR Business Partner
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Employee Relations Manager
HR Operations Manager
Corporate Counsel
Talent Management Director
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