Can we charge probationary employees for pre-emp testing

HRobson

We have had a rash of voluntary terms before completion of a 90 day probationary period. The costs and time involved adds up considerably. Some ideas that have been given are charging the employee back for the pre-employment testing if they leave voluntarily, and do not complete their 90 day period. Another idea was to charge employees for their safety equipment at time of hire. The items become their personal equipment, and we would not need to worry about making payroll deductions (or missing them) for unreturned equipment when employees term. Any comments, or experiences with these practices would be very much appreciated.

jpepler

Unfortunately, I believe that's the price of doing business and there's no way to avoid it. You might want to tighten up your applicant screening process.

One option that may be available to you is to "payroll" these individuals through an employment agency. It's less of a markup because you have secured the person yourself and the agency didn't incur recruiting costs. It gives you a chance to see how the person will perform and the employee gets a chance to try out the job and determine if they're going to like it -- before it's cost you anything. As the end of the probationary period grows closer, you can decide if it's going to work out or not. At that point schedule the pre-employment physical.

Gillian

The previous post is correct. You preemployment screening expenses are your expenses. The writer is also correct in suggesting that you look at the screening process - there may be something there that is creating hiring mistakes. Start at the beginning and go to the end - are you recruiting the right people?, does your testing procedures really measure the potential of the applicant to do the job?, have the interviewers been trained? etc.

HENRY

I'M AFRAID NOT, IT'S THE COMPANIES EXPENSE, AT LEAST NOT HERE IN
TEXAS, WE DON'T. WE ALSO TRY TO REDUCE OUR SCREENING PROCESS AND TAKE
THOSE THAT MOST QUALIFY FOR THE POSITION BEFORE WE DO BACKGROUND CHECKS
AND DRUG TEST.

Down_the_Middle

Be certain to confirm whether your state permits this type of practice. Some states do allow employers to charge employees for the pre-employment expenses if their employment does not continue beyond 60 or 90 days. There are, of course, caveats associated with the practice, but see what your state allows. For many of us, however, the cost of this situation is a product of wanting to be and remain AT-WILL. The free flow of labor................