ANTONY_XAVIER
Human Resources
Anilanand
Service
Paladin
Hr Consultant
Kranders
Human Resource Assistant
Salrod
Hr Manager

Thread Started by #salrod

Hello my collages!
Just to give you a good report in my adventure in making a HR Dept in the company i just start to work with. Things going very well. As i mentioned before i want to make some changes to reduce the attrition wich is the bigest problem.
The company required a Drug test prior to employment, wich i was thinking in the beginning that the candidate paid for, but after reading an advice here, i decide is better if we paid for. Now, what i want is to establish a policy for the candidate to paid for the DT if he/she did not stay for more than 30 days.
In other words make a form that they going to sign let them know that if they quit before 30 days the money from the DT will be deducted from hi/her last check.
My dilemma is: if there anything illegal about that? We paid for the steel toe shoes but if they leave before 90 days, we take that money from their last check. Why cant we do the same with DT?
Please give some response or idea.
thanks a lot to all!
Sal
26th July 2005 From United States,
Hi Sal,
Normally if a person leaves before 30 days of his joining his notice period will be only 24 hrs and he will not be interested in his F&F . This is my opinion, you can check this with our friends.
Regards
26th July 2005 From India, Madras
Sal,
As long as the employee is signing off on a statement that the cost of the drug test will be deducted it is fine. It is also a good idea to include it in your pre-employment drug screening agreement there is a clause that states the employer will initially pay for the drug screen. In the event that the employee leaves prior to 30 days of employment, the cost of the drug test will be deducted from their last paycheck.
It should cover you if anyone tries to sic the DOL on you.
Kim
26th July 2005 From United States,
I agree with kranders. The statement should be clear and concise, with simple language so the employee understands what (s)he is signing and agreeing to. I would also recommend a witness to assure that any future dispute can be easily and quickly resolved.

I offer the following:

I, __________________, the undersigned understand and agree

that if I leave (the Company name) prior to the end of (

insert appropriate language
:my probationary period / thirty

(30) working days
) for any reason, except those beyond my

personal control, I authorize the Company to deduct the cost of the

pre-employment Drug Test (insert DT Cost) from (my last

paycheck/ any monies due me
).

Further, if such deduction does not cover the cost of the Test, I

agree to pay the difference between the cost of the Test and the

available monies within two (2) weeks from my last day worked.

If the Company is required to pursue legal means to collect monies

due, I understand that I will be responsible for any legal fees

incurred.

Employee Signature :__________________________

Witness:______________________________

HR: __________________________

Date: _____________, 20__
29th July 2005 From United States,
Hi Salrod
I agree with you in certain cases new joinee do leave organisation within first 30 days. In my opinion why not to make it as a part of offer letter that an individual is required to under go medical examination in respect of ........ test from Dr(s)./ hospital(s) / clinic(s) before joining the organisation. Without the fitness certificate in respect of mentioned test a new employee will not be allowed to join the organisation. The amount spend by the employee may or may not be reimbursed after the period to be specified by the organisation. This will help both the sides. Neither employee will feel the burden nor employer feel cheated after employee leave the organisation prior to fixed period.
What do you say?
Regards
Anil Anand
19th September 2005 From India, New Delhi
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