How to Compose a Job Offer Letter

Letters that notify an applicant of a job offer usually set forth the terms and conditions of employment. They are not legal documents, however, they may contain information that does carry some legal force. For example, if the employer proffers a signing bonus, he can be considered in breach of contract if he does not carry through with the offer.

The job offer letter should contain:

1. Basic information about the job
This basic information would be facts like the job title, job duties and responsibilities, job supervisor, and the start date.

2. Salary
In addition to salary, the letter could also contain company policy on pay raises.

3. Guaranteed bonuses
Any bonuses of this type should be described in the letter. An example of this would be a signing bonus. The letter should include the amount of the bonus and when it would be paid out.

4. Other kinds of bonuses
If the company offers any other kinds of extra compensation, this should be explained in the letter as well. For example, does the company pay them out each year, and how does the company determine if the bonuses will be paid?

5. Deferred compensation
Information about deferred compensation should also be included in the letter, explaining what types are offered – stock options for example – and these payouts work.

6. Benefits
The types of benefits offered should also be included in the letter – health insurance, disability insurance, life insurance, retirement plans, profit sharing, and expense reimbursements, for example.

It would also be a good idea to include more detailed information about these programs along with the letter, providing some background on employee contributions, the monetary value of benefits, insurance coverage, and retirement matching requirements.

7. Mandatory arbitration and non-compete clauses

The letter should also include information about these policies if the company has them in place.

If the employee has a dispute with the company at some future date, mandatory arbitration requires the employee to submit to an arbitration process rather than going to court. This is a private dispute resolution process.

The non-compete language also is something the employee must comply with. If he or she leaves the company, he cannot compete with the company in any subsequent job, as, for example, going to a competitor. These restrictions are usually limited to a certain amount of time and a particular area.

Looking for employees in the Anchorage area? If you are, you need to see the people at Opti Staffing. Opti will devote its expertise and personal attention to you and your company to find the right people for you. Give Opti a call today.

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