dear all,
greetings.
a chemical company"abc" has selected a candidate for post manager-production-'x'. Mr.x is working in a chemical company. company"abc" has issued him a offer letter, offer is valid subject to medical fitness certificate. mr. x has submitted his resignation o his current employer, on receipt of offer letter. now company 'abc' has receive mr.x's medical certificate stating that mr.x is "unfit". HR dept is of company abc is of opinion that mr x should under go medical test first, on getting fitness certi from hospital, he should resign from current company.
In this scenario what would be company abc's stand , should they deny mr x to join their company.? pl advice.
regards
From India, Visnagar
8greetings.
a chemical company"abc" has selected a candidate for post manager-production-'x'. Mr.x is working in a chemical company. company"abc" has issued him a offer letter, offer is valid subject to medical fitness certificate. mr. x has submitted his resignation o his current employer, on receipt of offer letter. now company 'abc' has receive mr.x's medical certificate stating that mr.x is "unfit". HR dept is of company abc is of opinion that mr x should under go medical test first, on getting fitness certi from hospital, he should resign from current company.
In this scenario what would be company abc's stand , should they deny mr x to join their company.? pl advice.
regards
From India, Visnagar
Dear Nrvyas,
When the company "abc" issued the offer letter, they had mentioned clearly the conditions of employment. If the applicant failed to meet those conditions then his candidature was liable to be turned down. Therefore, in the present case, onus for the turning down of the application lies with the applicant and not with the company.
Manager should have shown foresight and should have taken the required medical test. After obtaining the fitness certificate, he should have resigned. For him it is catch 22 situation now. He has resigned from the present company but the future company has declined to take him on board. But then he is responsible for pushing himself into this predicament.
Thanks,
Dinesh Divekar
From India, Bangalore
When the company "abc" issued the offer letter, they had mentioned clearly the conditions of employment. If the applicant failed to meet those conditions then his candidature was liable to be turned down. Therefore, in the present case, onus for the turning down of the application lies with the applicant and not with the company.
Manager should have shown foresight and should have taken the required medical test. After obtaining the fitness certificate, he should have resigned. For him it is catch 22 situation now. He has resigned from the present company but the future company has declined to take him on board. But then he is responsible for pushing himself into this predicament.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello Vyas,
This seems to be a classic case of Communication gap between the Company & the candidate.
Was what you mentioned 'offer is valid subject to medical fitness certificate' ACTUALLY MENTIONED in the Offer Letter?
Even if it was, generally, the HR.......or the Agency, IF you have one..... is supposed to clearly remind the candidates about this aspect.
However, we have always suggested to our clients to release the offer Letters ONLY AFTER the medical test results [that take at most 2-3 days]. That way, such situations are preempted & EMBEDDED into the hiring process itself.
Coming to how to handle this situation.
Firstly, can you clarify the reason(s) for this candidate being declared 'unfit'? A Recruitment Medical Test comprises so many tests.....CBP, Urine, BP, etc, etc. So even IF one test fails, technically the Medical officer CAN give an 'unfit' Report, but for all you know this could be a Urine test, that CAN'T BE a permanent disability/disqualification. Hope you get the point.
I recollect a case of one of our candidates years ago who was rejected medically by our client....a very big & well-known MNC.....after an excellent Interview performance. On detailed review, it was found that the Medical Rejection was due to gross overweight [almost double of acceptable range].....he was inducted with a condition that he has to reduce his weight to acceptable range within 6 months [which he did & is still with them since ~10 yrs].
Hence, suggest review this candidate's Interview performance & if you find it good [after all any medical review should be WORTHWHILE], then suggest review the Medical Report for the exact reason(s) for the rejection. If it's something not very serious, I would suggest inducting him--conditionally, if need be.
Rgds,
TS
From India, Hyderabad
This seems to be a classic case of Communication gap between the Company & the candidate.
Was what you mentioned 'offer is valid subject to medical fitness certificate' ACTUALLY MENTIONED in the Offer Letter?
Even if it was, generally, the HR.......or the Agency, IF you have one..... is supposed to clearly remind the candidates about this aspect.
However, we have always suggested to our clients to release the offer Letters ONLY AFTER the medical test results [that take at most 2-3 days]. That way, such situations are preempted & EMBEDDED into the hiring process itself.
Coming to how to handle this situation.
Firstly, can you clarify the reason(s) for this candidate being declared 'unfit'? A Recruitment Medical Test comprises so many tests.....CBP, Urine, BP, etc, etc. So even IF one test fails, technically the Medical officer CAN give an 'unfit' Report, but for all you know this could be a Urine test, that CAN'T BE a permanent disability/disqualification. Hope you get the point.
I recollect a case of one of our candidates years ago who was rejected medically by our client....a very big & well-known MNC.....after an excellent Interview performance. On detailed review, it was found that the Medical Rejection was due to gross overweight [almost double of acceptable range].....he was inducted with a condition that he has to reduce his weight to acceptable range within 6 months [which he did & is still with them since ~10 yrs].
Hence, suggest review this candidate's Interview performance & if you find it good [after all any medical review should be WORTHWHILE], then suggest review the Medical Report for the exact reason(s) for the rejection. If it's something not very serious, I would suggest inducting him--conditionally, if need be.
Rgds,
TS
From India, Hyderabad
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