{"id":381,"date":"2022-04-04T16:00:15","date_gmt":"2022-04-04T16:00:15","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/the-job-offer\/"},"modified":"2022-04-04T16:00:15","modified_gmt":"2022-04-04T16:00:15","slug":"the-job-offer","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/esc-businesscomskills\/chapter\/the-job-offer\/","title":{"raw":"The Job Offer","rendered":"The Job Offer"},"content":{"raw":"\n<div class=\"textbox learning-objectives\">\n<h3>Learning outcomes<\/h3>\n<ul>\n \t<li>Describe how to complete a job offer.<\/li>\n<\/ul>\n<\/div>\nOnce the hiring manager decides who she\u2019d like to hire, the HR department makes an offer. Typically, a job offer includes information about salary and benefits as well as details about the job requirements. If the candidate is interested, he will need to sign a contract or otherwise accept in writing before taking the job\u2014usually a letter or email is acceptable until the employee\u2019s first day.\n<h3>Making the Offer<\/h3>\nIf the recruitment and selection process has been conducted with integrity and transparency on both sides, the final step is almost a formality. That said, a job offer is a contractual document and it\u2019s important to cover the bases. The Society for Human Resource Management (SHRM) provides the following checklist of details to include in an offer, with comments drawn from attorney Joshua Mates\u2019 \"14 Things Your Job Offer Letter Must Have to Be Effective\" article[footnote]<a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/offer-letters-effective-employment-agreements.aspx\" target=\"_blank\" rel=\"noopener\">https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/offer-letters-effective-employment-agreements.aspx<\/a>[\/footnote] for SHRM:\n<ul>\n \t<li style=\"font-weight: 400;\">Job title<\/li>\n \t<li style=\"font-weight: 400;\">Department, manager\u2019s name<\/li>\n \t<li style=\"font-weight: 400;\">Start date<\/li>\n \t<li style=\"font-weight: 400;\">Hours of work\/schedule\n<ul>\n \t<li style=\"font-weight: 400;\">Indicate whether the position is full- or part-time and specify the expected work schedule.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Status (full time, part time, regular, temporary, specific duration)<\/li>\n \t<li style=\"font-weight: 400;\">Exempt vs. nonexempt status\n<ul>\n \t<li style=\"font-weight: 400;\">Employees need to be properly classified as either exempt or nonexempt from federal and state overtime requirements to avoid penalties or claims for unpaid wages.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Rate of pay (hourly, weekly, or by pay period) and pay period frequency<\/li>\n \t<li style=\"font-weight: 400;\">Offer contingencies\n<ul>\n \t<li style=\"font-weight: 400;\">Identify any offer contingencies such as a background check, drug testing, reference check, and satisfactory proof of the employee's right to work in the U.S., as required by law.<\/li>\n<\/ul>\n<\/li>\n \t<li style=\"font-weight: 400;\">Paid leave benefits<\/li>\n \t<li style=\"font-weight: 400;\">Eligibility for health\/welfare benefits plans<\/li>\n \t<li style=\"font-weight: 400;\">Work location<\/li>\n \t<li style=\"font-weight: 400;\">If travel is involved, approximate percent of travel required<\/li>\n \t<li style=\"font-weight: 400;\">At-will employment statement\n<ul>\n \t<li style=\"font-weight: 400;\">State that either the employee or the company can terminate the relationship at any time, with or without cause or advance notice. Avoid language that could be interpreted to form a long-term commitment, including \"soft statements\" such as \"looking forward to a long relationship.\"<\/li>\n<\/ul>\n<\/li>\n<\/ul>\nSHRM also proposes attaching the following if\/as relevant:\n<ul>\n \t<li style=\"font-weight: 400;\">Benefits overview\/summaries<\/li>\n \t<li style=\"font-weight: 400;\">Job description<\/li>\n \t<li style=\"font-weight: 400;\">Blank Form I-9 (bring on start date for completion) with supporting documents<\/li>\n \t<li style=\"font-weight: 400;\">An employment agreement, non-compete or other restrictive covenants (bring on start date for completion)<\/li>\n \t<li style=\"font-weight: 400;\">Self-identification form (bring on start date for completion)<\/li>\n \t<li style=\"font-weight: 400;\">Emergency contact form (bring completed on start date)<\/li>\n \t<li style=\"font-weight: 400;\">If travel is involved, summary of company\u2019s reimbursement processes<\/li>\n<\/ul>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\nTo view sample offer letters (and access a range of Human Resource-related resources), visit the <a href=\"https:\/\/www.shrm.org\/\" target=\"_blank\" rel=\"noopener\">SHRM website and click on the Resources &amp; Tools tab<\/a>.\n\n<\/div>\nThe offer process itself is straightforward: either a Human Resource representative or the hiring manager will extend an offer of employment. If communicated verbally, this will be followed by a written offer of employment. The candidate will be given a set amount of time to respond\u2014either to accept, reject, or negotiate\u2014the offer. In practice, negotiations are often conducted prior to issuing a formal job offer.\n<div class=\"textbox tryit\">\n<h3>practice questions<\/h3>\nhttps:\/\/assessments.lumenlearning.com\/assessments\/8729\n\n<\/div>\n<h2>Contribute!<\/h2><div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div><a href=\"https:\/\/docs.google.com\/document\/d\/12_lWACQWrurjDvGXPYlRG6wcxgo-lFX1b9U0Ytf9GAM\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a>\n","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning outcomes<\/h3>\n<ul>\n<li>Describe how to complete a job offer.<\/li>\n<\/ul>\n<\/div>\n<p>Once the hiring manager decides who she\u2019d like to hire, the HR department makes an offer. Typically, a job offer includes information about salary and benefits as well as details about the job requirements. If the candidate is interested, he will need to sign a contract or otherwise accept in writing before taking the job\u2014usually a letter or email is acceptable until the employee\u2019s first day.<\/p>\n<h3>Making the Offer<\/h3>\n<p>If the recruitment and selection process has been conducted with integrity and transparency on both sides, the final step is almost a formality. That said, a job offer is a contractual document and it\u2019s important to cover the bases. The Society for Human Resource Management (SHRM) provides the following checklist of details to include in an offer, with comments drawn from attorney Joshua Mates\u2019 &#8220;14 Things Your Job Offer Letter Must Have to Be Effective&#8221; article<a class=\"footnote\" title=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/offer-letters-effective-employment-agreements.aspx\" id=\"return-footnote-381-1\" href=\"#footnote-381-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> for SHRM:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">Job title<\/li>\n<li style=\"font-weight: 400;\">Department, manager\u2019s name<\/li>\n<li style=\"font-weight: 400;\">Start date<\/li>\n<li style=\"font-weight: 400;\">Hours of work\/schedule\n<ul>\n<li style=\"font-weight: 400;\">Indicate whether the position is full- or part-time and specify the expected work schedule.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Status (full time, part time, regular, temporary, specific duration)<\/li>\n<li style=\"font-weight: 400;\">Exempt vs. nonexempt status\n<ul>\n<li style=\"font-weight: 400;\">Employees need to be properly classified as either exempt or nonexempt from federal and state overtime requirements to avoid penalties or claims for unpaid wages.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Rate of pay (hourly, weekly, or by pay period) and pay period frequency<\/li>\n<li style=\"font-weight: 400;\">Offer contingencies\n<ul>\n<li style=\"font-weight: 400;\">Identify any offer contingencies such as a background check, drug testing, reference check, and satisfactory proof of the employee&#8217;s right to work in the U.S., as required by law.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Paid leave benefits<\/li>\n<li style=\"font-weight: 400;\">Eligibility for health\/welfare benefits plans<\/li>\n<li style=\"font-weight: 400;\">Work location<\/li>\n<li style=\"font-weight: 400;\">If travel is involved, approximate percent of travel required<\/li>\n<li style=\"font-weight: 400;\">At-will employment statement\n<ul>\n<li style=\"font-weight: 400;\">State that either the employee or the company can terminate the relationship at any time, with or without cause or advance notice. Avoid language that could be interpreted to form a long-term commitment, including &#8220;soft statements&#8221; such as &#8220;looking forward to a long relationship.&#8221;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>SHRM also proposes attaching the following if\/as relevant:<\/p>\n<ul>\n<li style=\"font-weight: 400;\">Benefits overview\/summaries<\/li>\n<li style=\"font-weight: 400;\">Job description<\/li>\n<li style=\"font-weight: 400;\">Blank Form I-9 (bring on start date for completion) with supporting documents<\/li>\n<li style=\"font-weight: 400;\">An employment agreement, non-compete or other restrictive covenants (bring on start date for completion)<\/li>\n<li style=\"font-weight: 400;\">Self-identification form (bring on start date for completion)<\/li>\n<li style=\"font-weight: 400;\">Emergency contact form (bring completed on start date)<\/li>\n<li style=\"font-weight: 400;\">If travel is involved, summary of company\u2019s reimbursement processes<\/li>\n<\/ul>\n<div class=\"textbox key-takeaways\">\n<h3>Learn More<\/h3>\n<p>To view sample offer letters (and access a range of Human Resource-related resources), visit the <a href=\"https:\/\/www.shrm.org\/\" target=\"_blank\" rel=\"noopener\">SHRM website and click on the Resources &amp; Tools tab<\/a>.<\/p>\n<\/div>\n<p>The offer process itself is straightforward: either a Human Resource representative or the hiring manager will extend an offer of employment. If communicated verbally, this will be followed by a written offer of employment. The candidate will be given a set amount of time to respond\u2014either to accept, reject, or negotiate\u2014the offer. In practice, negotiations are often conducted prior to issuing a formal job offer.<\/p>\n<div class=\"textbox tryit\">\n<h3>practice questions<\/h3>\n<p>\t<iframe id=\"lumen_assessment_8729\" class=\"resizable\" src=\"https:\/\/assessments.lumenlearning.com\/assessments\/load?assessment_id=8729&#38;embed=1&#38;external_user_id=&#38;external_context_id=&#38;iframe_resize_id=lumen_assessment_8729\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:400px;\"><br \/>\n\t<\/iframe><\/p>\n<\/div>\n<h2>Contribute!<\/h2>\n<div style=\"margin-bottom: 8px;\">Did you have an idea for improving this content? We\u2019d love your input.<\/div>\n<p><a href=\"https:\/\/docs.google.com\/document\/d\/12_lWACQWrurjDvGXPYlRG6wcxgo-lFX1b9U0Ytf9GAM\" target=\"_blank\" style=\"font-size: 10pt; font-weight: 600; color: #077fab; text-decoration: none; border: 2px solid #077fab; border-radius: 7px; padding: 5px 25px; text-align: center; cursor: pointer; line-height: 1.5em;\">Improve this page<\/a><a style=\"margin-left: 16px;\" target=\"_blank\" href=\"https:\/\/docs.google.com\/document\/d\/1vy-T6DtTF-BbMfpVEI7VP_R7w2A4anzYZLXR8Pk4Fu4\">Learn More<\/a><\/p>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-381\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Making the Offer. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>The Job Offer. <strong>Authored by<\/strong>: Lisa Jo Rudy. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/courses.lumenlearning.com\/wm-principlesofmanagement\/chapter\/recruiting-and-selecting-qualified-job-applicants\/\">https:\/\/courses.lumenlearning.com\/wm-principlesofmanagement\/chapter\/recruiting-and-selecting-qualified-job-applicants\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-381-1\"><a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/offer-letters-effective-employment-agreements.aspx\" target=\"_blank\" rel=\"noopener\">https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/talent-acquisition\/pages\/offer-letters-effective-employment-agreements.aspx<\/a> <a href=\"#return-footnote-381-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":395986,"menu_order":15,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Making the Offer\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"The Job Offer\",\"author\":\"Lisa Jo Rudy\",\"organization\":\"Lumen 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