Can an offer letter be revised after signing it? In short, yes, it can. There are infrequent times when an offer letter, also known as a letter of intent, would be binding upon a professional. I mean, it would need to state that the terms of the offer are binding explicitly. And typically, in that case, it would be something in academia, and it would be much more detailed than just a typical employment contract in a company. I can’t recall a time where a letter said it is binding with an employment agreement to follow that would also be binding. And there are several reasons why most employers don’t do that. First, from the employee side, receiving a letter will break down the basic terms of the employment relationship.
Can an Employer Change Your Offer Letter After Employment?
An employer can modify an offer letter after employment has commenced; however, this action may have legal implications, and it is crucial to handle such changes carefully. Before altering the offer, employers should consult with an attorney to ensure compliance with labor laws and avoid potential disputes. Employees, too, should be aware of their rights and consider seeking legal counsel if they feel their employment terms have been changed unfairly. Open communication and adherence to legal guidelines are essential in maintaining a healthy employer-employee relationship and avoiding conflicts related to changes in employment offers.
OIG background check requirements aim to identify individuals with a history of healthcare-related misconduct, particularly those excluded from participating in federal and state healthcare programs. These checks focus on factors such as convictions for Medicare or Medicaid fraud, patient abuse or neglect, healthcare-related felonies involving fraud, theft, or financial misconduct, and felonies linked to the unlawful handling of controlled substances. By performing thorough OIG background checks, healthcare employers can maintain a compliant and reliable workforce, preserve their organization’s integrity, and protect patients from potential harm or substandard care.
When a Job Offer Proves To Be Something, You Didn’t Expect
The compensation, productivity, bonuses, the length of the term, how long the contract lasts, how an offer can be withdrawn or terminated, some of the benefits, malpractice insurance, if necessary, the restrictive covenant, non-compete, non-solicit, non-disparagement confidentiality. It’s basic terms. An offer letter is usually a page or two at the most. In contrast, a standard employment agreement is at least 20 pages and could be longer. It’s just basic terms. Now, if you look at basic terms and say, you know what, that’s an excellent salary.
I’m okay with that. And maybe it just says it has a non-compete but doesn’t have the actual terms, and then you agree to sign the offer letter. But then, when you get the employment agreement, have some context and specific language provided. It could change from a job contract you thought would be great to not so great.And let me give you an example. Let’s say, in the offer letter, it says, yes, there’s non-compete. But you notice it doesn’t have any terms. Then you look at the actual employment agreement. The non-compete lasts for three years and a hundred miles from your primary practice location, sales territory, or whatever.
Well, that job offer where the comp looked great, maybe the benefits look great. If the non-compete forces you to move from your current community, that may be a deal-breaker for some people. Perhaps you can go back to them and say, hey, I’d like the terms of this non-compete reduced. It is not what I was expecting. It’s much more restrictive than usual. And for me to feel comfortable signing this agreement to the job offer, we need to change these terms. It’s your legal right to voice out your concerns.
Salary Mistake in Offer Letter
If you encounter a salary mistake in your offer letter, addressing the issue promptly and professionally is essential. Begin by reviewing the initial discussions and any written agreements regarding your compensation to verify the discrepancy. Next, contact the hiring manager or human resources department to discuss the error and seek clarification. Provide any relevant documentation to support your claim and request an updated offer letter reflecting the correct salary. Resolving salary mistakes in offer letters through open communication and mutual understanding helps maintain a positive employer-employee relationship. It ensures that both parties are satisfied with the agreed-upon compensation terms.
Can You Sign an Offer Letter and Back Out?
While it is possible to sign an offer letter and later back out of a job, it is essential to approach this situation with care and professionalism. In most states, employment operates under “at-will” conditions, meaning there is no binding contract between the employer and the employee. Neither party can terminate the relationship at any time. However, backing out after accepting an offer can affect your reputation and future job prospects. If you decide to rescind your acceptance, it’s crucial to communicate your decision promptly and courteously to the employer, providing a clear explanation and expressing gratitude for the opportunity. You can minimize potential negative impacts on your professional relationships and career by handling the situation with integrity.
Can You Sign an Offer Letter and Back Out?
When navigating the job market, many individuals wonder if they can sign an offer letter and back out without facing negative consequences. While signing an offer letter indicates your intent to accept a job, it’s important to understand that it is not a legally binding contract. As a potential employee, you have the right to change your mind and pursue other opportunities. However, backing out after signing an offer letter should be approached with caution, as it may impact your professional reputation and future relationships with employers. By carefully considering your options and communicating your decision respectfully, you can minimize any potential damage to your career while still pursuing the best path for your professional growth.
Contextualize Reason For Negotiation
The terms may not have been in the offer letter after being accepted, but you want to get the terms changed before you sign the employment agreement. What if the employer says no? Let’s say they say, no, we’re not willing to change the terms of the non-compete. Well, you could go back to them and say, I know we already agreed to a base salary. However, if I accept the terms of this non-compete, it’s not worth what I decided to initially. It’s worth a hundred thousand more for me to agree to this.
Although we initially settled on the base salary in the offer letter, I’m not okay with that now. I’m not going to accept that now. And if you want me to sign this employment agreement, we will need to change the compensation structure. That’s fine. The employers may be upset. They may be ticked off. Still, when you do something like that, you’re coming back at them and renegotiating already negotiated terms that were listed in an offer letter. You need to provide context and reasoning for why.
And non-compete is a good example. I didn’t have the terms of what it would be. Now that I notice those specific terms, I’m not okay with it. And this is one of the reasons why I want changes to other things. I think any savvy employer is going to understand, okay, well, I mean, that makes sense. Now, they may not be willing to make any changes. And as I said before, they may be slightly upset that you’re coming back at them. Still, I would never suggest that a professional should ever sign an employment agreement with terms. They’re not willing or comfortable just because they signed an offer letter and agreed to the terms of an offer letter. Unless there’s a claim that it is binding, it is not binding.
You can still negotiate terms even though you signed the offer letter. And even though you negotiated them initially. It is much better to tick off an employer and maybe reach terms than to accept terms with which you disagree. If you go into a new job and feel like you’re not being appropriately compensated, or you are concerned about one of the restrictive covenants. Most people don’t last that long in those positions. You want to feel good going into a new job. You want to have a smooth relationship with your employers. If you don’t feel good even if you’ve signed the offer letter, don’t go through with taking on the new job offer and starting a new position in the company. It’s your call.
Other Blogs of Interest
- What Happens After You Sign an Offer Letter?
- Can a Physician Back Out After Signing an Offer Letter?
- Career: Can I Quit my Job if I Signed a Contract?
Can an Offer Letter be Revoked?
I’m going to talk about a scenario where an employer would say. I need you to sign this offer letter.” Once we have the signed offer letter, we will follow up with an employment agreement. It is not a scenario where they give you an offer letter, and that’s it. There are some industries, I mean, I’m a lawyer. I know in most law firm environments, none of us sign employment contracts. Almost all of us are just at-will employees, and we get an offer letter that goes through the terms, and that’s it. You will have an employment contract in many other industries, especially healthcare and sales. It states how the employment relationship will be handled with compensation, benefits, termination, malpractice insurance, and restrictive covenants. It details the kind of the relationship’s nuts and bolts.
A Rescinded Job Offer is Exceedingly Rare
Today, it’s just when you get an offer letter from a company, and then they follow up on the employment contract. In short, can an offer letter be rescinded? Yes, it can depend on extremely rare occasions. An offer letter would have language that states it’s binding in some way. It is just exceedingly rare. I usually see it only in academia, where they don’t have employment agreements. It’s more like a long letter that refers to a bunch of policies and procedures. Still, in a normal work environment, they will say, alright, let’s come to terms on the basic outline of the employment relationship.
We’ll both sign the offer letter and follow up with an employment agreement that goes into detail. It gets into the nuts and bolts of, for instance, if they say there’s a non-compete, how long is it? What’s the geographic restriction? How many points does it entail? Is it specific to the profession or the specialty of the professional in the situation? You’re not going to get details like that in the offer letter.
Let’s give an example. Let’s say you’re in sales, they say, alright, let’s come to terms. You’re good on the comp, on the benefits, on the bonus structure, on the non-compete, and you sign the offer letter. And then, three weeks later, you still haven’t received the employment contract and have not looked for any other positions because of this, relying upon that career job. But then the employer states, you know what, we’re not going to be able to go through with it currently. And then they take the offer letter away. Well, they can do that. That’s just an unfortunate part of doing business.
In the Same Way, You Can Back Out From the Written Job Offer
Think of it from both perspectives. Suppose you accept an offer letter and decide to back out of a better job career, moving, family concerns, whatever it is. In that case, you also want the opportunity to get out of that offer letter. And it’s going to go both ways. Either party can already decide to back out of the offer letter, assuming there’s no binding language, which, as I said before, is exceedingly rare. So, yes, an offer letter can be withdrawn. You don’t have to go through with it. You don’t have to offer an employment agreement if you’re the employer. If you’re an employee, it’s bad form to sign an offer letter and decide not to go through with a job. Still, I would never recommend someone sign an employment agreement they’re uncomfortable with. And the terms of an offer letter can look great on the surface.
And then, when you get into the details of the employment agreement, it can change how it looks. It may state the terms of the bonus. You’ll get this much per year. But it may not say, but if you terminate the contract, you won’t get any of the bonus that you earned that year or some.” You know, there are details you can’t find in the offer letter. Once you see them in the employment agreement, they can change the context of the situation. The offer letter can be rescinded but you also don’t have to go through with it. If you’re an employee, it works both ways. And that’s just how the professional arena goes, as far as the letter or letter of intent is concerned.
Can You Reject a Letter of Intent?
Can you reject a letter of intent? The quick answer is yes, you certainly can, and should, if you’re unhappy with the terms of it. A letter of intent, also known as an offer letter, can be provided to the job applicant once negotiations or discussions about a position move forward. Usually, it would work if a potential job offer candidate would find out about a job offer from the company. Either through a job listing, word of mouth, maybe they were reached out through a recruiter, there’s a discussion of the main point to the position like the salary, benefits, that type of thing, location. And once there’s interest on both sides, many employers will offer a letter of intent or offer letter. And that is a description of the main points of the employment relationship.
What’s in an Offer Letter
In most offer letters, there will be the start date, location, and length of the job contract, which is called the term. Maybe a brief discussion on how the contract can be terminated, compensation, so is there a base salary? Are there bonus opportunities? Is it net-collections, or commission-based, RVUs? It would be a brief description. It wouldn’t go into a long four paragraphs about comp. If malpractice insurance is necessary, who pays for that? Is it the company or the employers? And who pays for the tail insurance if that’s necessary as well? Are there restrictive covenants? The restrictive covenants are usually a non-disparagement, a non-solicit, a non-compete, and it might go through briefly like this is how long go last.
And maybe this is the geographic restriction enforced by the company or employer associated with the non-compete and then a brief description of the benefits like health, vision, life, dental, disability, retirement, and maybe expenses. What expenses will be paid by the employer? That’s what would typically be in an offer letter. The job candidate, when viewing this letter, if the terms of it are unfavorable, or maybe not what the job candidate was looking for, they can say, no, I’m not interested in this. I’ve read the terms. I’m not going to sign this. I wouldn’t suggest just flatly saying to the employer, no, I’m not taking this job. Take a hike. It would simply make sense to counter. You can say, I’m not going to sign this job offer. However, these things would make this opportunity to work for this company good for me.
An Offer Letter is Negotiable
So, if you’re offering a 200-base salary, then maybe I want 250 or a signing bonus of 10,000, and I want a 20,000-signing bonus. And are you going to provide relocation assistance if I must move into a new city? These are all things that should be done at this stage. Even though a professional has been given an offer letter, it doesn’t mean that’s rescinded.
And then, even further, if you come to terms with the offer letter, what will then follow will be an employment agreement. Even if aletter has been signed, unless there are languages that claim this is a binding letter, no terms can be changed, which you will rarely see. Once you get the job offer employment agreement, you can still negotiate terms. So, you need to think strategically, alright? Am I happy with what the offer is? And then, what is my leverage in negotiating new terms? I would suggest never signing an employment agreement with which you disagree.
Even if you reject the offer letter, and even if you decline the employment agreement, it does not mean that the negotiation is over. Suppose the professional is reasonable in what they’re asking for. In that case, I find most employers expect at least some negotiation when they’re bringing in new job candidates. I mean, it is the expectation. But once again, if they’re reasonable.
Ask for Reasonable Changes to the Contract
Suppose an job applicant is asking for a 200% increase in base salary. In that case, the employers are likely going to, look, you are delusional, and we will withdraw the offer and move on to a different job candidate. With the job offer rescinded, you’ve already missed your chance at negotiation.
So, it helps the professional understand their profession’s industry standards. That way, a job candidate, they can ask for reasonable changes to the job contract. There are also many times when you’ll get brief details in the offer. Then when you see the actual written language in the agreement, it substantially changes what it looked like in the offer letter. Maybe if it just briefly mentions there will be a non-compete, but once you review the job offer employment agreement, it’s a terrible non-compete.
Maybe you expect a one-year non-compete, and the employer offers three, or you’re expecting a small geographic radius of 10 miles. They came back with a hundred, or something like that. That can change from “yes, this is a great offer” to “there’s no chance I would ever accept this new job offer.” So, there can be negotiation throughout the process up until the professional signs the employment agreement. At that point, those are the terms. It would help if you made certain before you sign anything that you’re okay with what is in agreement. And then understand there will be obligations after the relationship with the employer ends.
What Happens After You Sign an Offer Letter?
What happens after you sign an offer? There are two main distinctions. One, a professional could be given an offer letter by the employer, and that’s it. No employment contract follows. It’s just you agree to the terms of the letter, and then you start the job. And then, the second way would be the employer asking the potential employee to sign an offer letter, agreeing to basic terms. And then, at that point, they’ll incorporate those terms into an employment agreement and offer the employment agreement to the prospective employee. Then that person needs to decide if they want to sign the employment agreement and then move forward with the relationship. Let’s first go with if you begin a letter with no employment agreement to follow.
In that scenario, you’re most likely in an at-will employment relationship, meaning the agreement or the employment relationship can be terminated at any time, for any number of reasons, with no notice unless it’s specified in the offer letter. And then, for the most part, there wouldn’t be any restrictive covenants that follow when the employment relationship ends. Restrictive covenants could include a non-solicitation agreement and a non-compete. T
hose are the two most common or the two that matter the most for most employees. If you negotiate, hiring employers would provide you an offer letter that goes through basic things, such as compensation, benefits, start date, and that’s about it. I would say most licensed professionals usually would sign employment agreements. Attorneys don’t, for the most part, but almost any employee in healthcare, health physicians, nurse practitioners, PAs, vets, chiropractors, and dentists, always sign employment agreements.
Not Required to Take On An Offer You Signed
Let’s say you’re in another situation where an employer gives you an offer letter, and you agree to the terms. Then they’ll follow up on the employment agreement. Many people ask, alright, what if I’ve signed the offer, but when they give me the employment agreement, it doesn’t look so great. Do I have to go through with the job offer? The answer is no. Unless there’s strange language in the offer that states it’s binding, which would rarely happen if they follow up with an employment agreement, you can still negotiate terms.
Allow me give you an example as a guide. Let’s say in the job offer it just states there’s a non-compete, but it doesn’t have any details. So, you get the job offer contract, and then you look in the non-compete, and it’s five years and covers an entire state. Like you will have to move out of the state if you want to continue in your profession. Well, that’s not a reasonable non-compete, but that could make a job offer that may have looked great at a hundred thousand a year be only worth 200,000 a year if you’re going to accept that terrible non-compete.
Provide Context For Disputing Job Offer
Even if you’ve accepted the terms of the offer, it doesn’t mean you have to go through and execute the employment agreement. The employer will probably talk about, well, you agreed to the terms, and now you’re returning to us. So, I find it is most effective if you provide some context as to why the job offer letter did look good at the beginning. Still, after reading the actual details of the employment agreement, it’s not so good.
I think most intelligent employers can understand that and appreciate that. If you just come back at them and say, no, now I want to double the salary, the bonus, or whatever it is, without providing any context. I assume the employer will not be pleased with that and may even revoke the offer. So, what happens when you sign an offer letter? First, an employment agreement will likely follow, and then you’ll have to determine if you want to go through with that, or they’ll give you the letter. It’s an at-will relationship; you can leave at any time, and there likely aren’t any strings attached to it.
Contracts: Is an Offer Letter a Contract?
Is an offer letter a contract? In short, most likely, it is not. When a professional is entertaining a new position, many employers offer an offer letter, also known as a letter of intent. And then, that letter will break down the basics of the employment relationship. It’ll list compensation, potential bonus structure, probably the term of the agreement, how long it lasts, and maybe a few of the benefits: if there are non-compete, non-solicit, and if professional liability insurance is needed, perhaps who pays for tail insurance. So, just like essential bullet points, these are the things that will be incorporated into the employment contract.
Now, it does make sense to negotiate the main terms of the agreement before signing an offer letter. It’s kind of bad form to agree to a salary, get the letter, and then continue to negotiate after you’ve already negotiated. However, there are many times when you’ll agree to a letter. Then the employer will follow up with an employment agreement. Then the employment agreement terms may be much different than you were expecting. Maybe the specific language of the non-compete was much more restrictive than you were anticipating. Or perhaps if you’re paid purely on collections, the end of the collection as soon as the contract is terminated. Then you missed out on 60 to 90 days of collections that percentage you should get.
Is the Offer Letter Binding?
Once you sign the offer letter, the question is, is it a binding contract? And the short answer is no. It’s not. Unless there’s specific language in the letter that states this is binding in some way, which would be extraordinarily rare. It’s just not done. Maybe in like academia when it’s more of a thorough letter, and that’s all that they’re providing. And then they’re just referring to a bunch of policies and procedures. Still, if it’s just a typical professional environment, then no, the letter will generally be general; these are we’ve agreed on terms.
An Offer Letter Is Not a Contract
However, the professional can continue negotiating, even if they’ve signed an offer letter. And even regarding the terms on which they have already agreed. The employer will likely not be happy if you come back at them and ask them to renegotiate terms. But if you’re going to do that, you need to explain why you’re doing it. Meaning, yes, this salary at 250,000 annually made sense. Still, you’re also giving me a three-year non-compete that covers five counties, which will effectively make me move once an agreement terminates.
Taking that into account, 250,000 is not worth me taking this job. So, giving the employer context as to why you agreed to compensation at one point, but now at this point, it’s no longer an amount you’re willing to work for is essential. And I think most intelligent employers will understand that nothing is final until you sign the employment agreement. Even though you’ve agreed to terms in the letter, it doesn’t mean that you can’t reopen those, but you must keep in mind that it may tick off the employer in some way.
Negotiate Terms in the Contract That Are Not in the Offer Letter
Now, what about terms that aren’t listed in the offer letter but are detailed in the employment agreement? Those are absolutely the terms that you should try to negotiate. And when I say negotiate, what do you do? If you have a signing bonus, ask for a little more. If you have a non-compete, try to reduce the amount of time of the non-compete and try to reduce the geographic restriction if they’re not going to pay for professional liability insurance or tail insurance after the contract ends. Try to work out an agreement where they’ll pay for all of it, or maybe a portion of it.
As I stated before, if there are bonuses involved, you want to make sure that you’ve earned those bonuses or want to get them paid. Even if you’re not employed at the time that they’re typically paid out or maybe get them prorated. Many employees will get a signing bonus if there’s a forgiveness structure. And then in the contract, it’ll state that if they leave before this period, they’ll have to repay a portion of it. If you have annual forgiveness, then get that reduced to either quarterly or monthly forgiveness.
Expressly, if you have a two-year term on the agreement and were given a $20,000 signing bonus, it may state that for each year you’re here, it’s forgiven one-half. Well, the employee should get that reduced to monthly. Because if you leave in the middle of the year and it is yearly forgiveness, you missed out on six months of forgiveness. Whereas if it’s monthly, you have six of the twelve months forgiven.
You can negotiate plenty, even from when you’ve signed an offer letter to a contract. In general, it is not binding. And you can constantly renegotiate terms. Once you sign the employment agreement, yes, those terms are final, and you’ll have to stand by whatever you already agreed. But as far as the letter goes, it’s still negotiable for the most part.
Employment Contract Questions?
Contract Review, Termination Issues and more!