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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Tip:
Offer
Letters—Who Gets Them and Who Needs Them!
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
DICE - FREE JOB POSTING
Final Note - On The Lighter Side
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A Note From The Editor
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
________________________
Featured Recruiting
Jobs
This section highlights
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________________________
Polls and Trends
Take this month's poll located
on our home page.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Offer
Letters—Who Gets Them and Who Needs Them!
By
MRA
Providing a written record of an employment offer is
often an essential component to the hiring process. Many
organizations provide written offer letters to
individuals in management or executive level positions,
but feel it is not necessary to do this for the general
employee population. It is a best practice, however, to
provide offer letters to all new hires.
The purpose of the written offer letter is to
document the terms and conditions of the employment
offer and to ensure each party agrees to those terms.
Exceptions can also be noted such as vacation time above
and beyond the organization’s normal accrual or
authorized unpaid time off for specific dates in the
future. Offer letters also extend a warm welcome to the
new hire.
Information in an offer letter includes, but is not
limited to:
•Start date
•Where and who to meet on employee’s first day
•Position title
•Hours of work
•Fair Labor Standards Act exemption status (exempt or
nonexempt)
•Wages (given hourly for nonexempt, and weekly or
biweekly for exempt)
•Benefits overview
•Pre-employment drug and/or physical examination
disclaimer (e.g., “Offer is contingent upon successful
completion of the pre-employment screen.”)
•Request to complete I-9 documents on first day of
employment
•“At-will” disclaimer language
Finally, include a signature line at the bottom and
indicate a date by which a copy of the offer letter must
be signed and returned to the organization.
Using a form letter can make the process more
efficient and consistent. If the employment offer has
already been verbally accepted, consider sending
orientation materials with the letter to facilitate the
paperwork process at orientation.
Reprinted with permission from the May 2002 issue of
the Human Resource Digest.
©2002 MRA-The Management Association, Inc.
About the Author
This article was written
by an associate from MRA-The Management Association,
Inc.
MRA-The Management Association, Inc., is a
not-for-profit employers’ association founded in 1901,
and currently serves nearly 2400 member organizations
throughout Wisconsin, Illinois, and Iowa. MRA’s mission
is to improve employer-employee relations through
information, training, and business solutions. For more
information about MRA, visit
www.mranet.org.
________________________
Recruiting Bookmarks
Keep your eye on the
employment industry by tracking employment/recruiting
related stocks.
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
ER
Expo 2003 West March
25-27 San Diego,
CA
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________________________
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*Must post job by March 31, 2003.
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_______________________________
Final Note - On The
Lighter Side
"Happiness is not having what you want, but wanting
what you have." ~ Rabbi H. Schachtel
________________________
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