rescind offer
teewhy68
11 Posts
All,
Need an assist on this one quickly. I have a temporary employee that is scheduled to start work for us as a full time employee Tuesday. Today, as an employee of the temp agency, he was a no call/no show for work, although he did show up at the temp agency to pick up his check and to quote the agency rep "was high or drunk." He has taken and passed a drug screen and the background check came back fine. The supervisor would like to rescind the offer and I agree, but my concern of course is our exposure. What do you think about rescinding based on the no call no show today? Thanks in advance
Need an assist on this one quickly. I have a temporary employee that is scheduled to start work for us as a full time employee Tuesday. Today, as an employee of the temp agency, he was a no call/no show for work, although he did show up at the temp agency to pick up his check and to quote the agency rep "was high or drunk." He has taken and passed a drug screen and the background check came back fine. The supervisor would like to rescind the offer and I agree, but my concern of course is our exposure. What do you think about rescinding based on the no call no show today? Thanks in advance
Comments
normally, I would tell the temp not to return but my concern is that we are in the middle of the hiring process. We made an offer and he accepted.
I completely disregarded what the temp agency rep said for just that reason, she's not a medical expert and she has no documentation i.e. BAT
As to the temp EE's state of inebriation, unless the temp agcy did a blood alcohol test of some sort on the spot, I think they're out of line reporting to you that he was "drunk". And you'd be out of line to rescind a job offer based on taking the agcy's report at face value.
Did this guy show up for his temp assignment the next day (or report to the agcy that he'd be out for the day)? If so, you might want to give him the benefit of the doubt here. Our "no-show" policy doesn't distinguish between temps and regular EEs-- so we could certainly apply it to someone who was on a temp-to-hire track. However, our policy doesn't have a very "quick trigger": an EE would have to pull a no-show for 5 straight business days in order to trigger the "constructive resignateion" policy and automatic termination. Short of 5 days of no-show, it would be dealt with as an attendance issue thru progressive discipline.
Finally, we don't have a contract stating such, but I can assure you that anytime we're unhappy with the performance of a temp EE sent by our temp agcy, we call and they will immediately pull the offending EE. (And also don't charge us for that day's hours.) However, I think this is beside the point-- it has nothing to do with the issue that you've made the individual an offer of regular employment w/ your company, which he has accepted.
Our no call policy allows for termination on the first instance and we, like hrdir03nafcu, do not distinguish between temp and regular employees, so that sealed the deal for us.
Thanks TY
If he was NOT supposed to report to your company until the next Tuesday, then basically he just quit the Temp Agency because he already had a job through your company. Keep to your hiring plans.
If this "temporary employee" was not scheduled to work for your through the Temp Agency on the day he was a no call/no show, then you should keep to your hiring plan.