[{"data":1,"prerenderedAt":517},["ShallowReactive",2],{"document-decline-to-interview-referred-job-applicant-D593":3},{"document":4,"label":29,"preview":11,"thumb":30,"thumb600":31,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":32,"breadcrumb":36,"related":42,"customDescModule":182,"customdescription":6,"mdFm":183,"mdProseHtml":516},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: YOUR referrAL Dear [Contact name], Having been away from the office for a few days, I didn't read your letter of [Date] until today. While I am sure the person you wrote to me about wouldn't warrant the recommendation you gave unless [HE/SHE] is truly exceptional, I believe it would be unfair to him to set up an interview at this time. We have just had to lay off [Number] employees and I therefore cannot justify hiring someone new at this time. We anticipate that business should improve over the next six months, but for now, the timing is off. I am sorry to have to disappoint you. Under the right circumstances, we are always looking for bright young people with potential. I will retain this person's contact information for further reference. Thank you for thinking of us. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]",null,"Decline to Interview Referred Job Applicant","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/decline-to-interview-referred-job-applicant-D593.png","https://templates.business-in-a-box.com/imgs/250px/593.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#593.xml",{"title":15,"description":6},"decline to interview referred job applicant",[17,20,23,26],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/",{"label":24,"url":25},"Letters to Applicant","/templates//letters-to-applicant/",{"label":27,"url":28},"Employee Letters","/templates/employee-letters/","Decline to Interview Referred Job Applicant Template","https://templates.business-in-a-box.com/imgs/400px/593.png","https://templates.business-in-a-box.com/imgs/600px/593.png",[33,17,20,23,26],{"label":34,"url":35},"Templates","/templates/",[37,38,39],{"label":34,"url":35},{"label":18,"url":19},{"label":40,"url":41},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[43,47,51,55,59,63,67,71,75,79,83,87,91,106,122,137,152,166],{"label":44,"url":45,"thumb":46,"extension":10},"Job Applicant Interview Script","/template/job-applicant-interview-script-D583","https://templates.business-in-a-box.com/imgs/250px/583.png",{"label":48,"url":49,"thumb":50,"extension":10},"Letter Of Rejection For Job Applicant","/template/letter-of-rejection-for-job-applicant-D13496","https://templates.business-in-a-box.com/imgs/250px/13496.png",{"label":52,"url":53,"thumb":54,"extension":10},"Thank You to Applicant for Testing","/template/thank-you-to-applicant-for-testing-D606","https://templates.business-in-a-box.com/imgs/250px/606.png",{"label":56,"url":57,"thumb":58,"extension":10},"Applicant Appraisal Form_Evaluation","/template/applicant-appraisal-form_evaluation-D559","https://templates.business-in-a-box.com/imgs/250px/559.png",{"label":60,"url":61,"thumb":62,"extension":10},"Decline Extension of Agreement","/template/decline-extension-of-agreement-D873","https://templates.business-in-a-box.com/imgs/250px/873.png",{"label":64,"url":65,"thumb":66,"extension":10},"Pre-Interview Questionnaire","/template/pre-interview-questionnaire-D585","https://templates.business-in-a-box.com/imgs/250px/585.png",{"label":68,"url":69,"thumb":70,"extension":10},"Applicant Appraisal Form Questions","/template/applicant-appraisal-form-questions-D560","https://templates.business-in-a-box.com/imgs/250px/560.png",{"label":72,"url":73,"thumb":74,"extension":10},"Applicant Selection Criteria Record","/template/applicant-selection-criteria-record-D561","https://templates.business-in-a-box.com/imgs/250px/561.png",{"label":76,"url":77,"thumb":78,"extension":10},"Appointment for Employment Interview and Testing","/template/appointment-for-employment-interview-and-testing-D581","https://templates.business-in-a-box.com/imgs/250px/581.png",{"label":80,"url":81,"thumb":82,"extension":10},"Interview Confidential Disclosure Agreement","/template/interview-confidential-disclosure-agreement-D582","https://templates.business-in-a-box.com/imgs/250px/582.png",{"label":84,"url":85,"thumb":86,"extension":10},"Knowledge Worker Interview Questionnaire","/template/knowledge-worker-interview-questionnaire-D584","https://templates.business-in-a-box.com/imgs/250px/584.png",{"label":88,"url":89,"thumb":90,"extension":10},"Questions to Avoid During an Interview","/template/questions-to-avoid-during-an-interview-D586","https://templates.business-in-a-box.com/imgs/250px/586.png",{"description":92,"descriptionCustom":6,"label":93,"pages":94,"size":9,"extension":10,"preview":95,"thumb":96,"svgFrame":97,"seoMetadata":98,"parents":100,"keywords":99,"url":105},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":99,"description":6},"job offer letter long",[101,103],{"label":18,"url":102},"human-resources",{"label":21,"url":104},"hire-employee","/template/job-offer-letter-long-D12769",{"description":107,"descriptionCustom":6,"label":108,"pages":109,"size":9,"extension":10,"preview":110,"thumb":111,"svgFrame":112,"seoMetadata":113,"parents":115,"keywords":114,"url":121},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":114,"description":6},"employment agreement_at will employee",[116,117,118],{"label":18,"url":102},{"label":21,"url":104},{"label":119,"url":120},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":123,"descriptionCustom":6,"label":124,"pages":125,"size":126,"extension":10,"preview":127,"thumb":128,"svgFrame":129,"seoMetadata":130,"parents":131,"keywords":135,"url":136},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[132],{"label":133,"url":134},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":138,"descriptionCustom":6,"label":139,"pages":140,"size":9,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":146,"keywords":145,"url":151},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":145,"description":6},"non disclosure agreement nda",[147,148],{"label":119,"url":120},{"label":149,"url":150},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":153,"descriptionCustom":6,"label":154,"pages":8,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":165},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":159,"description":6},"employee dismissal letter",[161,162],{"label":18,"url":102},{"label":163,"url":164},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":167,"descriptionCustom":6,"label":168,"pages":169,"size":170,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":175,"keywords":180,"url":181},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[176,177],{"label":18,"url":102},{"label":178,"url":179},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":184,"reviewer":195,"quick_facts":199,"at_a_glance":202,"personas":206,"variants":230,"glossary":256,"clauses":289,"how_to_fill":330,"common_mistakes":366,"faqs":391,"industries":419,"comparisons":444,"diy_vs_lawyer":458,"jurisdictions":471,"related_template_ids_curated":492,"schema":503,"classification":504},{"meta_title":185,"meta_description":186,"primary_keyword":15,"secondary_keywords":187},"Decline to Interview Referred Job Applicant Template (Free Word)","Free template to professionally decline a referred job applicant without an interview. Covers reason, referral acknowledgment, and legal safeguards. Free Word and PDF download.",[188,189,190,191,192,193,194],"decline interview referred applicant letter","reject referred candidate template","referred candidate decline letter word","how to decline a referred job applicant","applicant rejection letter free download","employment rejection letter template","referred applicant not selected letter",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":201,"signature_required":201},"medium",true,{"what_it_is":203,"when_you_need_it":204,"whats_inside":205},"A Decline to Interview Referred Job Applicant letter is a formal written communication from an employer to a job applicant — who was referred by a known contact, employee, or business partner — notifying them that the company will not be proceeding with an interview. This free Word download gives you a legally cautious, professionally worded template you can customize, sign, and send in minutes, protecting the employer-referrer relationship while minimizing discrimination and legal exposure.\n","Use it whenever a referred candidate does not meet the minimum qualifications, the position has already been filled, or the hiring team has decided not to move forward for documented, objective reasons. It is especially important when the referral came from an employee, investor, or client whose relationship you want to preserve.\n","Employer and applicant identification, acknowledgment of the referral source, a clear statement declining the interview, a brief and legally cautious explanation, a note of appreciation for the applicant's interest, and appropriate closing formalities including a signature block.\n",[207,211,215,219,223,227],{"title":208,"use_case":209,"icon_asset_id":210},"HR managers","Formally declining referred candidates while maintaining consistent hiring records","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Small business owners","Declining a candidate referred by a client or partner without damaging the relationship","persona-small-business-owner",{"title":216,"use_case":217,"icon_asset_id":218},"Startup founders","Handling investor- or advisor-referred candidates professionally without an HR team","persona-startup-founder",{"title":220,"use_case":221,"icon_asset_id":222},"Hiring managers","Documenting the decision not to interview a referred candidate for a specific role","persona-operations-director",{"title":224,"use_case":225,"icon_asset_id":226},"Staffing agency coordinators","Notifying referred applicants on behalf of client employers that no interview will proceed","persona-staffing-agency",{"title":228,"use_case":229,"icon_asset_id":222},"Operations directors","Standardizing how referred-applicant declinations are handled across business units",[231,234,238,241,245,248,252],{"situation":232,"recommended_template":7,"slug":233},"Declining a candidate referred by a current employee","decline-to-interview-referred-job-applicant-D593",{"situation":235,"recommended_template":236,"slug":237},"Declining any general applicant after reviewing a resume","Applicant Rejection Letter","letter-of-rejection-for-job-applicant-D13496",{"situation":239,"recommended_template":240,"slug":237},"Declining a candidate after they completed an interview","Post-Interview Rejection Letter",{"situation":242,"recommended_template":243,"slug":244},"Notifying a candidate the role has been filled or cancelled","Position Filled Rejection Letter","acknowledgment-of-application_job-position-filled-D592",{"situation":246,"recommended_template":247,"slug":237},"Declining a candidate for a role requiring specific credentials they lack","Unqualified Applicant Rejection Letter",{"situation":249,"recommended_template":250,"slug":251},"Sending a rejection to a candidate after a background check issue","Adverse Action Notice","final-notice-before-legal-action-D1030",{"situation":253,"recommended_template":254,"slug":255},"Keeping a strong referred candidate on file for future roles","Candidate Keep-on-File Letter","checklist-personnel-file-D623",[257,260,262,265,268,271,274,277,280,283,286],{"term":258,"definition":259},"Referred Applicant","A job candidate introduced to the employer through a personal or professional referral from an employee, investor, client, or business contact.",{"term":250,"definition":261},"A legally required notice sent to an applicant when a hiring decision is made — in whole or in part — based on a consumer report such as a background check.",{"term":263,"definition":264},"Disparate Impact","A form of employment discrimination in which a facially neutral policy or practice disproportionately affects a protected class, even without discriminatory intent.",{"term":266,"definition":267},"Protected Class","Categories of individuals protected from employment discrimination under law, including race, sex, religion, national origin, age, disability, and pregnancy.",{"term":269,"definition":270},"At-Will Employment","Employment that either party may end at any time for any lawful reason — the same principle applies in reverse: employers are not required to interview any applicant.",{"term":272,"definition":273},"Bona Fide Occupational Qualification (BFOQ)","A characteristic that is essential to performing a job's core duties and may legally justify an otherwise discriminatory hiring criterion.",{"term":275,"definition":276},"Referral Source","The person or organization who introduced or recommended the applicant to the employer — often an employee, board member, partner, or client.",{"term":278,"definition":279},"Consistent Application","The practice of applying the same selection criteria to all applicants for the same role, a key defense against discrimination claims.",{"term":281,"definition":282},"Paper Trail","A documented record of hiring decisions and communications that demonstrates the employer followed a lawful, objective process.",{"term":284,"definition":285},"Employment Discrimination","Treating a job applicant unfavorably because of a protected characteristic — prohibited under Title VII, the ADA, the ADEA, and equivalent statutes worldwide.",{"term":287,"definition":288},"Nepotism Policy","An employer policy restricting or prohibiting the hiring of relatives or personal acquaintances of existing employees, which may govern how referrals are handled.",[290,295,300,305,310,315,320,325],{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Employer and Applicant Identification","Identifies the hiring company and the applicant by their full legal names and confirms the specific role the applicant applied for.","Dear [APPLICANT FULL NAME], Thank you for your interest in the position of [JOB TITLE] at [COMPANY LEGAL NAME].","Using only the applicant's first name or an informal salutation — this reduces the letter's standing as a formal record and can appear dismissive.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Acknowledgment of the Referral","Recognizes the referral source by name or relationship without creating an implied obligation to hire referred candidates in the future.","We appreciate that [REFERRAL SOURCE NAME / your referral] brought your application to our attention.","Thanking the referral source effusively in the letter — this can imply the referrer holds undue influence in hiring decisions, which creates an appearance of favoritism.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Clear Statement of Declination","States plainly that the company will not be proceeding with an interview, leaving no ambiguity about the decision.","After careful consideration of your application and qualifications, we have decided not to move forward with scheduling an interview at this time.","Using hedging language like 'we may revisit' or 'we'll keep your file active' when there is no genuine intention to do so — this creates a false expectation and potential promissory estoppel exposure.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Brief and Neutral Explanation","Provides a concise, objective reason for the declination — tied to role requirements, not personal characteristics — without disclosing confidential evaluation details.","This decision reflects the specific qualifications required for the [JOB TITLE] role at this time, including [SPECIFIC CRITERION, e.g., a minimum of five years of experience in X].","Providing an overly detailed explanation that contradicts or differs from the reason given to other declined applicants for the same role — inconsistency is the primary evidentiary basis for discrimination claims.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Non-Discriminatory Basis Statement","Includes language confirming that the decision was made on the basis of role requirements, not personal characteristics, to reinforce the objective nature of the process.","[COMPANY NAME] is an equal opportunity employer. All hiring decisions are made on the basis of qualifications, experience, and business need, without regard to race, sex, religion, national origin, age, disability, or any other protected characteristic.","Omitting equal-opportunity language entirely on the assumption it is unnecessary for a simple rejection letter — courts and agencies look for its presence in the employer's paper trail.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Future Consideration Clause (Conditional)","Optionally invites the applicant to apply for future roles if genuinely appropriate, or explicitly limits consideration to avoid implied commitments.","We encourage you to monitor our careers page at [CAREERS URL] for future opportunities that may be a closer fit for your background.","Including this clause as a courtesy when the company has a policy against rehiring applicants declined for specific deficiencies — a blanket invitation can be used against the employer if a future application is also declined.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Appreciation and Goodwill Closing","Closes the letter courteously, acknowledging the applicant's time and interest, to preserve goodwill with both the applicant and the referral source.","We sincerely appreciate your interest in [COMPANY NAME] and wish you every success in your job search.","Skipping the closing entirely and ending on the declination statement — this leaves a negative final impression that the referral source will often hear about directly.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Signature Block","Identifies the signing authority — typically the HR manager or hiring manager — with their title and contact information, giving the letter formal standing.","Sincerely, [SIGNATORY FULL NAME] | [TITLE] | [COMPANY NAME] | [EMAIL ADDRESS] | [PHONE NUMBER]","Leaving the letter unsigned or signed only with a department name. An unsigned rejection letter cannot serve as evidence of a formal, documented hiring decision.",[331,336,341,346,351,356,361],{"step":332,"title":333,"description":334,"tip":335},1,"Enter the company's legal name and the applicant's full name","Replace all placeholders with the company's registered legal name — not a trade name or abbreviation — and the applicant's full name as submitted in their application materials.","Keep a consistent naming convention across all rejection correspondence to avoid inconsistencies that could surface in a discrimination claim.",{"step":337,"title":338,"description":339,"tip":340},2,"Identify the specific role and application date","State the exact job title and, if your process tracks it, the date the application was received. This anchors the letter to the specific hiring event and confirms timely response.","Cross-reference the job title in this letter with the exact title posted in your job advertisement — any discrepancy looks careless in documentation.",{"step":342,"title":343,"description":344,"tip":345},3,"Acknowledge the referral source neutrally","Name the referral source or describe the referral relationship in a single sentence. Keep the tone warm but neutral — avoid language that implies the referrer has influence over hiring outcomes.","If your company has an employee referral bonus program, confirm separately with HR whether acknowledging the referral in writing triggers any bonus-eligibility question.",{"step":347,"title":348,"description":349,"tip":350},4,"Insert the declination statement","Use the provided template language stating the company will not proceed with an interview. Do not soften the statement to the point of ambiguity — the applicant must clearly understand the decision is final.","If the applicant is being kept genuinely under consideration for a different role, use a separate letter or addendum rather than qualifying the declination.",{"step":352,"title":353,"description":354,"tip":355},5,"Add a brief, objective reason tied to role requirements","Enter one or two specific, role-based criteria the applicant did not meet — such as minimum years of experience, a required certification, or a geographic requirement. Do not reference personal characteristics.","Review the reason you are entering against the reasons given to other declined applicants for the same role. Consistency across all rejections is the strongest defense against disparate-treatment claims.",{"step":357,"title":358,"description":359,"tip":360},6,"Confirm the equal opportunity employer statement is present","Verify that the EEO statement in the template matches your company's current posted policy. If your jurisdiction uses different protected categories, update accordingly.","In Canada, use the term 'employment equity' and reference the applicable human rights code for the province where the applicant would have worked.",{"step":362,"title":363,"description":364,"tip":365},7,"Sign and date the letter before sending","Have the HR manager or relevant hiring authority sign the letter. Enter today's date above the salutation. Send via email with a read receipt, or by the method your company uses for applicant communications.","Retain a signed copy in your applicant tracking system or HR files for a minimum of one year — or longer if required by local employment records law.",[367,371,375,379,383,387],{"mistake":368,"why_it_matters":369,"fix":370},"Providing inconsistent reasons across declined applicants","If two applicants are declined for the same role but given different reasons, the inconsistency becomes primary evidence in a discrimination claim — even when no discrimination occurred.","Before sending any rejection letter, confirm the stated reason matches what was documented in the internal evaluation and what has been communicated to other declined candidates for the same role.",{"mistake":372,"why_it_matters":373,"fix":374},"Referencing the applicant's personal characteristics, even indirectly","Any mention of age, family situation, appearance, accent, or similar attributes — even as an aside — can convert a lawful declination into direct evidence of discrimination.","Limit the stated reason exclusively to documented, role-specific criteria: required qualifications, certifications, experience level, or operational requirements.",{"mistake":376,"why_it_matters":377,"fix":378},"Making implied commitments for future roles","Phrases like 'we will absolutely keep you in mind' or 'we hope to reconnect soon' can be characterized as promises, particularly if a subsequent application is also declined.","Use conditional, invitation-only language: 'We encourage you to apply for future roles that match your background' — or omit the future-consideration clause entirely if there is no genuine intention.",{"mistake":380,"why_it_matters":381,"fix":382},"Failing to sign or formally document the rejection","An unsigned or undated letter cannot serve as a formal record of a hiring decision, weakening the employer's position in any subsequent complaint or audit.","Always obtain a physical or digital signature from the HR manager or hiring authority, date the letter, and retain a copy in the applicant's file for at least one year.",{"mistake":384,"why_it_matters":385,"fix":386},"Sending the letter too quickly after the referral","Declining a referred applicant within hours of receiving the referral can suggest the decision was made without review, which looks dismissive of the referrer and procedurally unfair.","Allow at least one to three business days after receiving the referral before sending the declination, and document that the application materials were reviewed during that period.",{"mistake":388,"why_it_matters":389,"fix":390},"Thanking the referral source within the applicant letter","Addressing the referral source's feelings or role in the rejection letter blurs the document's purpose — it is a communication to the applicant, not the referrer.","Send a separate, brief communication to the referral source acknowledging the introduction and thanking them for the referral. Keep the two communications entirely distinct.",[392,395,398,401,404,407,410,413,416],{"question":393,"answer":394},"What is a decline to interview referred job applicant letter?","A decline to interview referred job applicant letter is a formal written notice from an employer to a job candidate who was introduced through a referral — from an employee, investor, client, or partner — informing them that the company will not be scheduling an interview. It provides a brief, legally cautious explanation tied to role requirements, acknowledges the referral, and closes professionally to preserve the relationship with the referrer. It also creates a documented record of the employer's hiring process for compliance purposes.\n",{"question":396,"answer":397},"Is an employer legally required to send a rejection letter to referred applicants?","In most jurisdictions, employers are not legally required to send a written rejection letter to applicants they decline to interview. However, sending one is strongly advisable for referred applicants specifically because the referral source — often an employee, client, or partner — will typically follow up. A documented, consistent rejection letter also supports the employer's position in the event of a discrimination complaint by demonstrating a fair and objective process.\n",{"question":399,"answer":400},"What should you never include in a decline to interview letter?","Never reference the applicant's age, race, sex, religion, national origin, disability, pregnancy, or any other protected characteristic — even in passing. Avoid vague reasons that differ from what was communicated internally or to other candidates. Do not make promises about future roles unless you genuinely intend to consider the applicant. And do not include personal commentary on the applicant's background that could be read as subjective or biased.\n",{"question":402,"answer":403},"Can declining a referred applicant damage the referrer relationship?","It can, but a professionally worded letter significantly reduces that risk. The referral source generally understands that not every referred candidate will be a fit — what they care about is that the applicant was treated with respect and given a timely, clear response. Following up separately with the referrer to thank them for the introduction, while keeping the reason for the declination confidential, is best practice for maintaining the relationship.\n",{"question":405,"answer":406},"How specific should the reason for declining be?","Specific enough to be credible, but not so detailed that it creates new legal risk. Tying the reason to one or two documented, role-specific criteria — minimum years of experience, a required license, or a particular technical skill — is the standard approach. Avoid disclosing internal evaluation scores, comparative rankings against other candidates, or anything the applicant could characterize as a subjective judgment about their personality or potential.\n",{"question":408,"answer":409},"How long should an employer keep a copy of a rejection letter?","In the United States, the EEOC recommends retaining applicant records for at least one year from the date of the hiring decision, or two years for federal contractors. In Canada, most provincial human rights codes suggest retaining records for one year following the decision. In the UK, the ICO recommends six months to one year. As a practical matter, many employers retain hiring records for two years as a general policy to cover the widest range of complaint deadlines.\n",{"question":411,"answer":412},"Does a referred applicant have any special legal protections compared to a general applicant?","No — a referred applicant holds the same legal status as any other applicant and is protected by the same anti-discrimination statutes. The referral relationship creates a social and professional obligation to handle the situation carefully, but it does not create additional legal rights for the applicant. The employer's obligation is to apply the same objective criteria it uses for all candidates in that role.\n",{"question":414,"answer":415},"Can I use this letter if the position has already been filled?","Yes. If the position was filled before the referred application was received or evaluated, you can adapt the explanation clause to state that the role is no longer available rather than citing qualification criteria. Be accurate — if the role was filled, say so; do not imply a qualification gap that did not drive the decision, as inconsistency is the primary risk in any rejection letter.\n",{"question":417,"answer":418},"Should the letter be signed by HR or by the hiring manager?","Either is acceptable, but the signing authority should be consistent with who signs rejection letters for comparable roles across the organization. For roles where the referral came from a senior executive or investor, having the HR director or a senior manager sign adds appropriate weight. The signature should always identify the person's name and title, not just a department, so the letter functions as a formal documented record.\n",[420,424,428,432,436,440],{"industry":421,"icon_asset_id":422,"specifics":423},"Technology / SaaS","industry-saas","Investor- and advisor-referred candidates are common at growth-stage companies, making a professional, documented declination essential to preserving board and investor relationships.",{"industry":425,"icon_asset_id":426,"specifics":427},"Financial Services","industry-fintech","Regulatory environments require documented, consistent hiring decisions; declining referred applicants without a formal record creates audit exposure in heavily scrutinized sectors.",{"industry":429,"icon_asset_id":430,"specifics":431},"Professional Services","industry-professional-services","Client referrals of job candidates occur frequently; mishandling a declination can damage a fee-paying client relationship and requires particular diplomatic care.",{"industry":433,"icon_asset_id":434,"specifics":435},"Healthcare","industry-healthtech","Credential and licensing requirements make objective declination reasons straightforward, but HIPAA and state employment law create additional documentation obligations for applicant records.",{"industry":437,"icon_asset_id":438,"specifics":439},"Retail / Hospitality","industry-retail","High-volume hiring means referred applicants often receive informal handling; a formal letter standardizes the process and reduces discrimination exposure across large hourly workforces.",{"industry":441,"icon_asset_id":442,"specifics":443},"Manufacturing","industry-manufacturing","Safety certification and physical role requirements provide clear, documentable declination criteria, making the objective-reason clause straightforward to complete.",[445,448,451,454],{"vs":236,"vs_template_id":446,"summary":447},"applicant-rejection-letter-D594","A general applicant rejection letter declines any candidate after resume review, without reference to a referral relationship. The decline to interview referred applicant letter adds acknowledgment of the referral source and diplomatic language designed to preserve the referrer relationship. Use the general version for cold applicants and this template whenever the introduction came through a known contact.",{"vs":240,"vs_template_id":449,"summary":450},"applicant-rejection-letter-after-interview-D596","A post-interview rejection letter declines a candidate after one or more interviews have taken place. That letter must navigate a deeper candidate investment and typically requires more detailed feedback considerations. This template is used earlier in the process — when the decision is made not to interview at all — and is typically briefer and less detailed.",{"vs":250,"vs_template_id":452,"summary":453},"D{ADVERSE_ACTION_NOTICE_ID}","An adverse action notice is a legally mandated document issued when a hiring decision is based — in whole or in part — on a consumer report such as a background or credit check. It requires specific FCRA-compliant language and disclosures. This decline to interview letter is used when no consumer report was involved in the decision; if a background check triggered the declination, an adverse action notice is required instead.",{"vs":455,"vs_template_id":456,"summary":457},"Employee Referral Policy","D{EMPLOYEE_REFERRAL_POLICY_ID}","An employee referral policy is an internal document defining how referrals are submitted, evaluated, and rewarded. The decline to interview letter is the external applicant-facing communication that executes that process in a specific case. Both documents should be aligned — the letter's stated reason must be consistent with the criteria the referral policy says will be applied.",{"use_template":459,"template_plus_review":463,"custom_drafted":467},{"best_for":460,"cost":461,"time":462},"HR managers and small business owners declining referred applicants for standard, documented qualification gaps in low-litigation-risk environments","Free","10–15 minutes per letter",{"best_for":464,"cost":465,"time":466},"Companies declining referrals from investors, board members, or major clients where the relationship risk is high, or where the applicant belongs to a protected class","$150–$400 for an employment counsel review of the letter and supporting documentation","1–2 business days",{"best_for":468,"cost":469,"time":470},"Organizations facing a pattern of discrimination complaints, declining applicants in highly regulated industries, or managing a referral from a party with contractual influence over the business","$500–$1,500+ for a fully custom letter and HR process review","3–5 business days",[472,477,482,487],{"code":473,"name":474,"flag_asset_id":475,"note":476},"us","United States","flag-us","Title VII of the Civil Rights Act, the ADA, and the ADEA prohibit discrimination in all phases of the hiring process, including the decision not to interview. The EEOC recommends retaining applicant records for at least one year. Federal contractors must comply with OFCCP requirements, which include detailed record-keeping of all applicant dispositions. State laws in California, New York, and Illinois add protected categories — including criminal history inquiry restrictions under ban-the-box statutes — that may affect what can be stated as a declination reason.",{"code":478,"name":479,"flag_asset_id":480,"note":481},"ca","Canada","flag-ca","Provincial human rights codes prohibit discrimination in hiring on the basis of race, sex, disability, religion, age, and other grounds. Employers in Ontario, British Columbia, and Quebec are subject to specific employment equity obligations. The Personal Information Protection and Electronic Documents Act (PIPEDA) and provincial equivalents govern how applicant data — including rejection records — must be stored and retained. Quebec employers must ensure all applicant communications are available in French.",{"code":483,"name":484,"flag_asset_id":485,"note":486},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits discrimination against job applicants on the basis of nine protected characteristics, including age, race, sex, and disability. Employers are not required to give reasons for declining applicants but must ensure that any reason given is not discriminatory. The ICO recommends retaining unsuccessful applicant records for six months to one year. If the declination is connected to a DBS (criminal record) check result, specific statutory procedures apply.",{"code":488,"name":489,"flag_asset_id":490,"note":491},"eu","European Union","flag-eu","The EU Employment Equality Directive and national implementing legislation prohibit discrimination in recruitment across all member states. GDPR imposes strict requirements on how applicant personal data — including rejection letters and evaluation notes — is stored, retained, and disposed of; most data protection authorities recommend retaining applicant records for no longer than six months absent a legitimate legal basis. Some member states, including Germany and France, have additional co-determination or works council notification requirements before making hiring decisions.",[237,237,493,494,495,496,497,498,499,500,501,502],"job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","non-disclosure-agreement-nda-D12692","employee-dismissal-letter-D508","employee-handbook-D712","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":201,"emit_defined_term":201},{"primary_folder":102,"secondary_folder":505,"document_type":506,"industry":507,"business_stage":508,"tags":509,"confidence":515},"recruiting-and-hiring","letter","general","all-stages",[510,511,512,513,514],"recruiting","hiring","legal","employment","rejection",0.95,"\u003Ch2>What is a Decline to Interview Referred Job Applicant Letter?\u003C/h2>\n\u003Cp>A \u003Cstrong>Decline to Interview Referred Job Applicant\u003C/strong> letter is a formal written communication an employer sends to a job candidate who was introduced through a personal or professional referral — from an employee, investor, client, or business partner — notifying them that the company will not be proceeding with an interview. Unlike a standard rejection letter, it must navigate a three-party dynamic: the applicant, the employer, and the referral source, whose relationship with the business may be ongoing and significant. The letter acknowledges the referral, states the declination clearly, provides a brief and legally cautious reason tied to role requirements, and closes with sufficient warmth to preserve goodwill — all while creating a documented record that demonstrates an objective, non-discriminatory hiring process.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Declining a referred applicant without a formal, written letter creates risk on two fronts simultaneously. First, without documentation, the employer cannot demonstrate that the decision was based on consistent, objective criteria — the absence of a paper trail is often what converts a routine hiring decision into a defensible discrimination complaint. Second, referred applicants almost always report back to the person who introduced them; a vague, casual, or non-existent response reflects poorly on the organization and can damage relationships with employees, clients, or investors who made the referral in good faith. A signed, professionally worded letter closes both gaps: it gives the applicant a clear, respectful answer, gives the referral source confidence the candidate was handled properly, and gives the employer a dated, signed record that supports its hiring process in any subsequent review. This template provides the legally cautious language, EEO acknowledgment, and signature block your HR files need — ready to customize and send in under 15 minutes.\u003C/p>\n",1781186026342]