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Recently, I made quite a few calls to find a Cleaner Job for my Mom's friend and 90% of them asked this first question: "How old is your friend?"
By the way, some companies are quite established. But not their processes and legal compliance.
By asking certain questions like whether the candidate drink or smoke should be acceptable as this may affect health or morale of other staff members. Whether the candidate marital status is to record down future Childcarte Leave etc. When interviewing candidates , always ask appropriate questions. Most prospective employers/human resources management staff always ask the candidate's age before granting an interview. This is not receommendable as long as the candidate is healthy and meets the requirements of the job opening. A matured and experienced candidate is most likely to stay longer than a younger one who may most likely to job hop when an opportunity arises. Of course when you need someone to carry out heavy tasks/lifting or carry heavy loads, ten you will need a younger and stronger candidate BUT not for managerial/administrative functions.
As per the previous comment by DL, there is no liability under the Employment Act. You can check it out at:
"The contract is in effect when the new recruit turns up for work on the appointed starting date.
If the recruit fails to turn up:
The Employment Act does not apply, as the employer-employee relationship did not start
The employer cannot claim notice pay or any compensation under the Act
Any claims for compensation by the employer will have to be a civil claim through a lawyer"
However, the company might file a Civil Claim, though that seems to be unlikely.
What is the employee liability if he sign a service of contract but fail to turn out on first day of work. What can be a reasonable panalty . Please advise
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