Hi,
In a situation where employer wants to withdraw the offer before the candidate is expected to be onboard, is there a process that needs to be followed?
The reason to withdraw the offer may be due to the market recession affecting the business after the offer release, freezing recruitments as well as any further joinees, decision made on economising cost post offer release, etc..
Kindly give me your valuable inputs.
regards
-Navya
From India, Bangalore
In a situation where employer wants to withdraw the offer before the candidate is expected to be onboard, is there a process that needs to be followed?
The reason to withdraw the offer may be due to the market recession affecting the business after the offer release, freezing recruitments as well as any further joinees, decision made on economising cost post offer release, etc..
Kindly give me your valuable inputs.
regards
-Navya
From India, Bangalore
Offer Validity Period Is Mentioned In Every Offer Letter. You Can Immediately Communicate Concern Of Change Of Your Intention And Request To Ignore The Offer Letter Due To The Change Of Circumstances Your Dicision Has Changed.
No Wise Person Will Force You To Adhere With Your Offfer Letter If He Or She Realised His/Her Future Is In The Dolldrum With Your Company.
Badlu
From Saudi Arabia
15No Wise Person Will Force You To Adhere With Your Offfer Letter If He Or She Realised His/Her Future Is In The Dolldrum With Your Company.
Badlu
From Saudi Arabia
Hi Badluji,:-D
If the offer is accepted by the candidate and if he has already resigned his previous organisation then what he would do ? if the offer is cancelled after his resignation ? he will be losing both .:(
Sir, Please clarify .
regards
Rajeev Dixit
From India, Bangalore
If the offer is accepted by the candidate and if he has already resigned his previous organisation then what he would do ? if the offer is cancelled after his resignation ? he will be losing both .:(
Sir, Please clarify .
regards
Rajeev Dixit
From India, Bangalore
Obviously, If candidate has resigned under the pretex of this offer letter Management shall continue with the offer because its matter of business ethics and legal aspect too.
No offer can turnout to be nightmare for the candidate resulting in suddenly candidates finds himself/herslef at the crossroads because of deception or illfate of the company who offered him/her a job.
Job Offer must be honoured in the right sprit instead of litigations and disrepute to the company.
Badlu
From Saudi Arabia
No offer can turnout to be nightmare for the candidate resulting in suddenly candidates finds himself/herslef at the crossroads because of deception or illfate of the company who offered him/her a job.
Job Offer must be honoured in the right sprit instead of litigations and disrepute to the company.
Badlu
From Saudi Arabia
hi,
if it is in case of freshers, it is ok, to communicate this to students thru institute mentioning the reasons for deferrment or cancellation of offer, since student may have very little to lose, apart from setback to his startup career aspirations.
But in case of laetral hiring, the companies must honour whatever may be the case, eventually the candidate is hired because there is/ was a need. Even, if company takes him in ecenomic meltdown scenario, the candidate will himself start looking for an alternate after joining, but at least this will protect the ethics of the organisation.
And I am sure this type of situation will occur in case of Middle or Junior cadre employee only, for which shedding some money will be peanuts for company but huge value for the employee.
Regards,
Salil Sharma
99102 47001
From India, Delhi
if it is in case of freshers, it is ok, to communicate this to students thru institute mentioning the reasons for deferrment or cancellation of offer, since student may have very little to lose, apart from setback to his startup career aspirations.
But in case of laetral hiring, the companies must honour whatever may be the case, eventually the candidate is hired because there is/ was a need. Even, if company takes him in ecenomic meltdown scenario, the candidate will himself start looking for an alternate after joining, but at least this will protect the ethics of the organisation.
And I am sure this type of situation will occur in case of Middle or Junior cadre employee only, for which shedding some money will be peanuts for company but huge value for the employee.
Regards,
Salil Sharma
99102 47001
From India, Delhi
IF the candidate has resigned then you need to pay him the specified monthly salary till the time he gets a new job. That is your responsibility.
From India, Pune
From India, Pune
Dear,
The offer can be withdrawn as per the condition detailed in the offer letter only or compensation is payable if withdrawn. All applicability if for the company those who want to follow ethics and rules/regulations.
Conditions are put while offering the offer and action can be taken against nay of them eg are
1. Before such date u have to join -- non joining can cancel the offer.
2. Feed-back from your references/market -- not a good feedback from the refrences/peers etch.
3. Any breach of applicable law of the country.
4. Any qualification falsely informed by the candidate .
regards
The offer can be withdrawn as per the condition detailed in the offer letter only or compensation is payable if withdrawn. All applicability if for the company those who want to follow ethics and rules/regulations.
Conditions are put while offering the offer and action can be taken against nay of them eg are
1. Before such date u have to join -- non joining can cancel the offer.
2. Feed-back from your references/market -- not a good feedback from the refrences/peers etch.
3. Any breach of applicable law of the country.
4. Any qualification falsely informed by the candidate .
regards
Dear Navya,
This is a critical case and you need to handle it with utmost care.
To the best of my experience, first speak to the concerned in person or over phone. Be cautious while using words.
Secondly, if company policy so permits, you need to pay them the notice period. For instance, if you have a one month notic period policy, then you should reimburse them one month notice period pay.
Make sure you file all mails and communications with the employee in this regard in hard copy for future reference.
Regards, Miti
From India, Mumbai
This is a critical case and you need to handle it with utmost care.
To the best of my experience, first speak to the concerned in person or over phone. Be cautious while using words.
Secondly, if company policy so permits, you need to pay them the notice period. For instance, if you have a one month notic period policy, then you should reimburse them one month notice period pay.
Make sure you file all mails and communications with the employee in this regard in hard copy for future reference.
Regards, Miti
From India, Mumbai
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