Verbal Work Agreement and Pre-Employment Medical Tests: Avoiding the Traps

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Verbal Work Agreement and Pre-Employment Medical Tests: les pièges à éviter

In the course of a selection process, the promises of the recruiter - as well as the desire to make a good impression! - should not lead us to neglect a few basic precautions, the omission of which can have heavy consequences on both our career and personal life.

VERBAL WORK AGREEMENT

First of all, it is important for job applicants to remember that verbal employment agreements may be hard to prove in a court of law. We thus strongly advise all job candidates - whether they are applying in the context of a recruitment process or a job rotation, to only submit their resignation (writing guidelines) once they are in possession of a signed agreement.

PRE-EMPLOYMENT MEDICAL SCREENING

Also, new employees whose salaries reach a certain level are often subjected to medical tests that can be conducted during the probationary period. It is extremely important to be aware of the fact that tests can cause the company to terminate the employment, should a risk of severe illness be detected. Indeed, in such cases, the company's private insurances (private pension, life insurance , etc.) may oppose covering the employee should the latter present a high level of risk. This, in turn, can cause the company to terminate the employment relationship, especially if it is required by law to contract such insurances, as it is the case in Switzerland, for example. We thus strongly advise all job candidates applying to executive positions to require that all medical tests be conducted during the probationary period, so that they do not have to quit their former employer until the results of their medical analyses are known.

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