Dear All, Please help me out in sending cancellation of Offer Letter,please forward me the format. Regards
From India, Gurgaon
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3From India, Gurgaon
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Hi, For the clarification. please send the reason for cancelling the "Offer Letter", based on that I will send you back the format of Cancellation of Offer Letter.
From India, Pune
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From India, Pune
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Dear HR Professionals,
Please help me on this. We have selected a candidates for a position in our organization and issued offer letter (soft copy) also. Now the situation is that we should hold/cancel her offer letter due to some other reasons.
Please share one Job Offer Cancellation/Hold Mail or letter with me which should not hurt the candidate.
Awaiting your support.
From India, Gurgaon
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Please help me on this. We have selected a candidates for a position in our organization and issued offer letter (soft copy) also. Now the situation is that we should hold/cancel her offer letter due to some other reasons.
Please share one Job Offer Cancellation/Hold Mail or letter with me which should not hurt the candidate.
Awaiting your support.
From India, Gurgaon
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If the candidate has not accepted the offer letter within stipulated time of 7 days of receipt of the same , do we need to send the cancellation letter. if yes what will be the format?
From India, Hyderabad
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From India, Hyderabad
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Dear Vbhimrao, Incorporate a clause of " Nonacceptance withinn 7 days " if the candidate fails to convey his acceptance within 07 days then the offer will automatically be withdrawn.
From India, Pune
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From India, Pune
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What if the candidate is not accepting the offer since he is demanding a package hike.....and the org cannot offer the same.....he has wasted our time as well, how do we inform that to the candidate.
From India, Pune
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From India, Pune
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Dear Disha,
You can simply explain the reason mentioned in your post and inform the candidate that their offer is canceled or put on hold for a certain period. When the requirement arises, the candidate will be issued a fresh offer letter. It's advisable to include an apology for the cancellation of the employment offer in the letter itself.
From India, Kumbakonam
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You can simply explain the reason mentioned in your post and inform the candidate that their offer is canceled or put on hold for a certain period. When the requirement arises, the candidate will be issued a fresh offer letter. It's advisable to include an apology for the cancellation of the employment offer in the letter itself.
From India, Kumbakonam
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Dear All Contributors,
If anyone is issuing an offer letter to someone and if:
1. After the acceptance of your offer letter, the individual resigns from their current organization based on your offer, is that acceptable?
2. If the individual demands a claim for damages based on your offer letter, how should that be handled?
Such practices can be harmful to individuals. Please share your views.
Ashok
From India, New Delhi
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If anyone is issuing an offer letter to someone and if:
1. After the acceptance of your offer letter, the individual resigns from their current organization based on your offer, is that acceptable?
2. If the individual demands a claim for damages based on your offer letter, how should that be handled?
Such practices can be harmful to individuals. Please share your views.
Ashok
From India, New Delhi
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Hello,
It is elementary! An "offer" is a statement of "willingness." Unless it is "accepted," the "appointment" cannot be made. Therefore, if a candidate resigns his present employment BEFORE "accepting" and/or receiving "appointment" assurance or the actual Appointment Letter, it is his problem and not that of the new (would be) employer. There will be no damages claimable or payable at all! It is well known as the principle of a "contract" that for a contract to be enforceable, three things must be present: Offer, Acceptance, and Consideration. These come from the Indian Contract Act. Check if these three elements were present explicitly in the example you have stated, and you will get the answer yourself easily!
Regards,
Samvedan
August 21, 2012
From India, Pune
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It is elementary! An "offer" is a statement of "willingness." Unless it is "accepted," the "appointment" cannot be made. Therefore, if a candidate resigns his present employment BEFORE "accepting" and/or receiving "appointment" assurance or the actual Appointment Letter, it is his problem and not that of the new (would be) employer. There will be no damages claimable or payable at all! It is well known as the principle of a "contract" that for a contract to be enforceable, three things must be present: Offer, Acceptance, and Consideration. These come from the Indian Contract Act. Check if these three elements were present explicitly in the example you have stated, and you will get the answer yourself easily!
Regards,
Samvedan
August 21, 2012
From India, Pune
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Here I am appreciating the valuable reply of Samvedan but it is not good for any organization to issue an offer letter and then cancel it after the candidate has accepted.
Secondly, you mentioned that a contract has three parts:
1. Offer (by organization)
2. Acceptance (by Candidate)
3. Consideration (How can consideration be without joining and without the organization taking the candidate on board)
I understand that without consideration, the contract is voidable, but it is not entirely void. Consideration is required upon joining. If a candidate arrives for joining and the employer refuses to proceed, who will be responsible for breaking the contract?
I would like to hear another perspective from my senior and a great contributor.
From India, New Delhi
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Secondly, you mentioned that a contract has three parts:
1. Offer (by organization)
2. Acceptance (by Candidate)
3. Consideration (How can consideration be without joining and without the organization taking the candidate on board)
I understand that without consideration, the contract is voidable, but it is not entirely void. Consideration is required upon joining. If a candidate arrives for joining and the employer refuses to proceed, who will be responsible for breaking the contract?
I would like to hear another perspective from my senior and a great contributor.
From India, New Delhi
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