What if the company suddenly reneges on its promise to join the company?

What if the enterprise reneges on its word?

Some time ago, the company just received a new project and urgently needed to recruit a project manager. The human resources department successfully identified a qualified candidate according to the company's recruitment needs and issued an offer.

The approval form has been signed by the boss), and I agree to report to the company for employment in the near future.

Before the employee joined the company, the human resources department suddenly received an order from the business leader, saying that the company temporarily suspended the project and did not need to recruit a project manager, asking him to inform that person not to report to the company.

Yes

The head of the human resources department was super depressed after listening to the instructions of the leader, and the Offer was made. What should an enterprise do as an HR?

Solutions and plans

The employment of the employer belongs to the offer, and the response of the job seeker belongs to the promise. After the job seeker promises, it is binding on both parties. The reply sent by the job seeker after the deadline for reply is regarded as a new offer, and the employer has the right to refuse it.

1. First, the company informs employees to come to work, and the other party is in a state of preparation.

2. If you want to go back on your word, you must send a notice of withdrawal of employment before or at the same time as the employment notice reaches the job seeker. In other words, you must cancel the employment and inform the other party before the job seeker responds and agrees to the employment. Otherwise, it should bear the direct economic losses caused by the other party's job hunting, including transportation expenses, accommodation expenses, communication expenses, and wage losses caused by the termination of previous labor relations.

What should be included in the employment notice, and can it replace the labor contract?

1 indicates that the candidate has been hired.

2. The starting salary contract period for the position in the department where the job seeker is employed.

3 probation period, holidays and other job-seeking benefits.

4. Time and place procedures for job seekers to go through the entry formalities.

5. Proof materials that job seekers need to bring when they join the job.

1 Specify the written reply period in the employment notice.

2 clearly define the preconditions for employment

Note: Defining the preconditions of employment is equivalent to attaching legal conditions to employment in legal nature. If these conditions are not met, the employment notice will have no legal effect.

3 clear responsibility for breach of contract

4. Make clear that the rights and obligations of both parties shall be subject to the final labor contract.

You can also make your own employment notice according to your own actual situation and the specific situation of the individual workers.

(Premise: The employment notice is different from the labor contract. Even if the two sides reach an agreement after the job seeker makes a promise, the labor contract cannot be replaced because it does not have the conditions that the labor contract should have. Employers should sign another contract with employees. )