10. Conditional Job Offer
10.1. Checking Past Employment References
Base your hiring decisions on data from the employment application form, interviews, reference checks and background checks. This information should be considered as a whole. Otherwise, some elements may be weighed too heavily while others are neglected. After making a hiring decision you will make a conditional job offer. Each offer should include a clear description of: • Job title • Starting date • The commission (or compensation) schedule • What the offer is contingent upon (typically a satisfactory background check)
10.2. Checking Past Employment References
Do not imply long-term employment in your conditional job offer. MOLLY MAID employees are “at-will” employees, meaning that either you or they may terminate their employment at any time, with or without cause and with or without notice. At-will employees are not guaranteed long-term or permanent employment. Carefully word both verbal and written job offers so as not to violate the terms of at-will employment. Giving employees any indication that they are guaranteed permanent or long-term positions with MOLLY MAID can lead to serious legal problems. Avoid terms like “permanent employees,” “long-term employee,” and “guarantee.” If you put the job offer in writing, do it very carefully. Legally, you could be held to the offer letter as a written contract. Verbal offers are usually satisfactory to MOLLY MAID applicants.
MOLLY MAID Personnel Manual Copyright 2015, Molly Maid, Inc.
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