The Demobilization Letter to Employee is a crucial document in Indonesian employment practice, particularly used when completing projects, reducing workforce, or reorganizing operations. It must comply with Indonesian labor laws, specifically Law No. 13 of 2003 on Manpower (as amended by Job Creation Law No. 11 of 2020) and related regulations. The letter serves multiple purposes: it formally documents the termination decision, outlines the demobilization process, details final settlements and entitlements, and provides instructions for company property return and clearance procedures. This document is especially important in project-based industries where workforce demobilization is common, and it helps protect both employer and employee interests by clearly documenting the termination process and related obligations.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing to the employee
2. Employee Details: Full name, employee ID, position/title, and department of the employee
3. Demobilization Notice: Clear statement of employment termination/demobilization with effective date
4. Reason for Demobilization: Brief explanation of the circumstances leading to demobilization (e.g., project completion, redundancy)
5. Notice Period: Information about the notice period and last working day
6. Final Settlement: Overview of final payment including salary, severance, and other entitlements
7. Company Property: Instructions regarding return of company property and clearance procedures
8. Closing Statement: Expression of appreciation and formal closure of employment relationship
9. Signature Block: Space for authorized signatory and company stamp
1. Transition Handover: Details of handover requirements and procedures, used when employee handles critical responsibilities
2. Non-Compete Reminder: Reminder of existing non-compete obligations, if applicable in the original employment agreement
3. Reference Provision: Information about providing employment references, included when company policy allows
4. Ongoing Benefits: Details of any benefits that continue post-employment, such as health insurance extension
5. Rehire Eligibility: Statement about future employment eligibility, included based on company policy
6. Exit Interview: Information about exit interview arrangements, if company policy requires
1. Schedule A - Final Settlement Calculation: Detailed breakdown of final payment including basic salary, severance pay, service appreciation pay, and other entitlements
2. Schedule B - Outstanding Benefits Statement: List of any pro-rated or accumulated benefits such as unused leave, overtime, or bonuses
3. Schedule C - Company Property Checklist: Itemized list of company property to be returned
4. Schedule D - Clearance Form: Form listing all departments from which clearance is required before final settlement
Relevant legal definitions
Clauses
Relevant Industries
Construction
Oil and Gas
Mining
Manufacturing
Information Technology
Infrastructure
Engineering
Professional Services
Telecommunications
Energy
Project Management
Industrial Services
Maritime and Shipping
Real Estate Development
Defense Contracting
Relevant Teams
Human Resources
Legal
Operations
Project Management
Administration
Compliance
Industrial Relations
Employee Relations
Contract Administration
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Project Manager
Operations Manager
Site Manager
Construction Manager
Project Engineer
Contract Administrator
HR Business Partner
Employee Relations Manager
Compliance Officer
Industrial Relations Manager
Administrative Manager
General Manager
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