FAQs

All Items: Recruiting and Hiring

May an employer rescind an offer of employment after the candidate has accepted but before he or she actually starts working?
Are there any special considerations when withdrawing a job offer?
How can an HR manager ensure that an employer does not lose the benefit of the employment at-will status?
How can an employer craft disclaimers and/or documents for a new hire to acknowledge which reiterates his or her employment at-will status?
If an HR manager makes a verbal promise to an employee that he or she would not be terminated, how does that affect the employment at-will status of that employee?
If the employee handbook/manual indicates that employees will only be discharged for cause, does that negate the employment at-will relationship?
Is the at-will employment status of an employee overcome by an employee's long tenure?
How far back may an employer search into a job applicant's past for criminal convictions?
How can my company ensure that its policy documents have not altered the at-will nature of employment?
Are there any exceptions to the employment at-will doctrine?

Items per page: 10
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About This Category

Frequently asked questions and answers on HR issues relating to recruiting and hiring.