In the form of mail, it is best to send it in the company mailbox representing the company's identity. It should be noted that if the other party sends you an offer by private email, you can ask the other party to send you a written offer again. If the other party submits a written offer but does not affix the official seal, you can abandon the company.
After receiving the offer, you should give a reply according to the requirements in the offer, indicating recognition and acceptance of the offer.
After applying for a job in a new company, you receive an offer, depending on whether there is a personnel signature, a department head signature or a company official seal. Otherwise, if you get a simple printed paper, the workers will take this proposal to the new company, and the new company may refuse to hire it.
The new offer does not specify the entry time, salary, jobs and other related matters. It is suggested that job-hopping employees confirm the entry time with the person in charge of the new company before submitting the resignation request from the original company. Because the new offer has no definite time, it can be revoked legally.
Workers get a new offer to jump ship, and when they report to the new company, the new company fails to hire them, and the offer stamped with the official seal in the hand of the employee who jumped ship has legal effect, so the employee who jumped ship can claim compensation from the new company. If the new company refuses to pay compensation, the job-hopping employee can hire a lawyer to intervene and ask the company for compensation.
There should be a clear intention to hire in the offer. Offer needs to list the contents that are not stipulated by national laws, and candidates make judgments according to their own needs. Generally speaking, the quotation shall include but not limited to the following information:
1, key employment information, position and level.
Such as department, position, rank, direct supervisor and other information.
2. Time limit and requirements for reply.
Candidates are required to reply after receiving the offer, and it is invalid to stipulate that they do not reply to the offer after the deadline.
Make it clear in what form and standard the applicant should reply to the offer.
3. Composition of wages and benefits.
Salary composition, subsidies, allowances, bus information, etc.
4. Welfare content.
Such as insurance, provident fund, annual leave and so on.
5. Trial information.
Including: probation period, requirements, salary and benefits and other information.
6. Report information.
Including: the time and place of registration, the contact information of company reception, the materials to be brought when registering, and so on.
7. Make clear the company's employment intention, with the signature of the person in charge of the company's human resources department and the official seal of the company. At the same time, the applicant's liability for breach of contract after accepting the offer shall be clearly stated.
The offer information must clearly contain the employment intention of the company, and the listed information must also be clearly expressed.
Legal basis:
People's Republic of China (PRC) Civil Code
Article 490 Where the parties conclude a contract in the form of a contract, the contract is formed when the parties sign, seal or fingerprint it. Before signing, sealing or fingerprinting, one party has fulfilled its main obligations, and the contract is established when the other party accepts it.
A contract shall be concluded in written form as stipulated by laws, administrative regulations or agreed by the parties. If the parties do not do this in writing, but one party has fulfilled its main obligations and the other party accepts it, the contract is established.