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Document Description
This sample letter serves as a guide for companies who need to rescind a job offer due to an error. It is important for employers to be aware of the legal implications of revoking a job offer, especially if the candidate has already accepted it.
The letter begins by addressing the candidate by name and stating that the job offer is being rescinded. It is important to note that acceptance of the offer does not constitute a binding contract, and the company is under no obligation to provide employment or compensation of any kind. If the candidate has not yet signed or returned the offer, there is no need to do so.
The letter then wishes the candidate the best in their job search and encourages them to direct any further questions to a specific contact person within the company. By ending on a positive note and providing a point of contact, the company can maintain a good relationship with the candidate, even though the job offer was rescinded.
How to use this Document?
Here are the steps on how to use this document:
1. Read the letter carefully: The individual employer should read the letter carefully to understand the reason for the rescinding / revoking of the job offer.
2. Understand the legal implications: The employer should be aware of the potential legal implications in case the candidate has already accepted the offer. The employer may face claims for damages or unfair dismissal.
3. Customize the letter: The letter can be customized by replacing the placeholders with the specific details of the employer, candidate, and job position.
4. Send the letter as soon as possible: The employer should send the letter as soon as possible before the candidate accepts the job offer. This helps to avoid any legal disputes.
5. Follow up with a phone call: The candidate should also be informed by telephone in case they claim not to have received the revocation of offer.
By following these steps, the employer can use this document effectively to rescind / revoke a job offer due to an error.
This sample letter serves as a guide for companies who need to rescind a job offer due to an error. It is important for employers to be aware of the legal implications of revoking a job offer, especially if the candidate has already accepted it.
The letter begins by addressing the candidate by name and stating that the job offer is being rescinded. It is important to note that acceptance of the offer does not constitute a binding contract, and the company is under no obligation to provide employment or compensation of any kind. If the candidate has not yet signed or returned the offer, there is no need to do so.
The letter then wishes the candidate the best in their job search and encourages them to direct any further questions to a specific contact person within the company. By ending on a positive note and providing a point of contact, the company can maintain a good relationship with the candidate, even though the job offer was rescinded.
Here are the steps on how to use this document:
1. Read the letter carefully: The individual employer should read the letter carefully to understand the reason for the rescinding / revoking of the job offer.
2. Understand the legal implications: The employer should be aware of the potential legal implications in case the candidate has already accepted the offer. The employer may face claims for damages or unfair dismissal.
3. Customize the letter: The letter can be customized by replacing the placeholders with the specific details of the employer, candidate, and job position.
4. Send the letter as soon as possible: The employer should send the letter as soon as possible before the candidate accepts the job offer. This helps to avoid any legal disputes.
5. Follow up with a phone call: The candidate should also be informed by telephone in case they claim not to have received the revocation of offer.
By following these steps, the employer can use this document effectively to rescind / revoke a job offer due to an error.
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