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Notice Of Intent To Terminate

Notice Of Intent To Terminate Template for Malaysia

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Key Requirements PROMPT example:

Notice Of Intent To Terminate

"I need to draft a Notice of Intent to Terminate for our senior software developer due to consistent performance issues, with the termination to take effect on March 15, 2025, including clauses about ongoing project handover and intellectual property protection."

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Document background
The Notice of Intent to Terminate is a critical document in Malaysian employment practice that serves as the formal initiation of employment termination. It is typically used when an employer has decided to end an employment relationship and needs to provide formal notice in accordance with Malaysian employment law, particularly the Employment Act 1955 and the Industrial Relations Act 1967. The document should be issued with careful consideration of statutory notice periods, which vary based on the employee's length of service. This notice must include specific details such as the termination date, reasons for termination (if applicable), and information about final settlements. The timing and content of this document are crucial as they can impact the validity of the termination process and potential disputes that may arise.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and formal addressing of the employee

2. Subject Line: Clear indication that this is a Notice of Intent to Terminate Employment

3. Employee Details: Employee's full name, position, employee ID, and department

4. Notice Period Statement: Clear statement of the notice period being given and the intended last day of employment

5. Grounds for Termination: Brief but clear explanation of the reasons for termination

6. Handover Requirements: Instructions regarding the handover of company property, documents, and ongoing projects

7. Final Payment Information: Information about final salary, pro-rated benefits, and payment timing

8. Signature Block: Authorized signatory details, position, and company stamp

Optional Sections

1. Garden Leave Provisions: Include when the employee is being placed on garden leave during the notice period

2. Non-Compete Reminder: Include when the employee is bound by existing non-compete clauses

3. Severance Package Details: Include when offering additional severance beyond statutory requirements

4. Exit Interview: Include when the company wishes to conduct an exit interview

5. Continuation of Benefits: Include when specific benefits will continue post-termination

6. Reference Provision: Include when the company is willing to provide employment references

Suggested Schedules

1. Schedule of Company Property: Itemized list of company property to be returned

2. Calculation of Final Payments: Detailed breakdown of final salary, benefits, and any severance calculations

3. Handover Checklist: Detailed list of tasks, documents, and responsibilities to be handed over

4. Exit Clearance Form: Form listing all departments that need to clear the employee before final settlement

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

Professional Services

Hospitality

Telecommunications

Energy

Transportation

Agriculture

Mining

Real Estate

Relevant Teams

Human Resources

Legal

Compliance

Management

Operations

Administration

Industrial Relations

Relevant Roles

Human Resources Director

HR Manager

Legal Counsel

Department Manager

Line Manager

Senior Manager

Operations Director

Chief Executive Officer

Managing Director

Human Resources Executive

Legal Manager

Compliance Officer

Department Head

Regional Manager

Branch Manager

Industries
Employment Act 1955: The primary legislation governing employment relationships in Malaysia, including provisions for termination notice periods, just cause for termination, and protection of employee rights
Industrial Relations Act 1967: Regulates the relationship between employers and employees, including procedures for handling disputes and ensuring fair treatment during termination
Employment (Termination and Lay-Off Benefits) Regulations 1980: Specifies the calculation and payment of termination benefits, including requirements for different lengths of service
Minimum Standards of Housing, Accommodations and Amenities Act 1990: Relevant if termination affects employee housing benefits or accommodations provided as part of employment
Companies Act 2016: Relevant for corporate governance aspects and proper authorization of termination notices when dealing with company officers or directors
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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