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Employment Law/Letter of Reconsideration

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Question
Hi Mr. Frank C. Magill,

I wrote a letter to the company's Hiring Manager to be reconsidered for a job after they sent me an email stating: Thank you for your interest. We have carefully reviewed your qualifications and at this time have decided not to move forward. We wish you the best of luck in your career search. Please visit our career site to apply for other opportunities that might better fit your qualifications.

My questions are:
1.) If the Hiring Manager does not respond to my letter. Then Who should I contact next?

2.) Is there a time frame by law that they have to respond to my letter?

3.) Is the company required by law to respond to my letter at all?

Thank you for your expertise,
Denise McLeod

Answer
Denise:

Unfortunately, there is no legal obligation on the employer to respond to you at all, much less to give you the reconsideration you desire.  However, it can't hurt to send a polite request to someone such as the Vice President of Staffing, if there is one, or the head of the Human Resources department if it is a smaller company.  But don't criticize anyone or accuse them of unfairness; every hiring decision is difficult and someone always loses out.  Even if you don't end up working for this particular company this time around, you never know when other opportunities might arise, and employers tend not to be anxious to hire someone who refuses to take "no" for an answer.  In the meantime, I would advise you to go ahead and apply for other positions as the hiring manager suggested.

I hope you find this helpful, and good luck in your job search.

Employment Law

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Frank C. Magill

Expertise

I can answer questions about any U.S. labor or employment law question. I cannot answer questions about non-US law. I am not a specialist in employee benefit law (ERISA and HIPAA) or Workers' Compensation law, but will do my best to point questioners toward good resources availabe online. Expertise includes, without limitation, EEO/Affirmative Action/Employment discrimination (Title VII, Age Discrimination in Employment Act, Americans With Disabilities Act, GINA, Fair Credit Reporting Act as applied to employment); Fair Labor Standards Act; Texas labor code; Family Medical Leave Act; employee compensation; discipline and dismissal; force reductions, severance pay programs and administration; collective bargaining, union representation, grievances and arbitration, National Labor Relations Act and National Labor Relations Board; employee handbooks; staffing; dispute resolution outside of traditional labor agreements; employee communications; employment policies and compliance programs; codes of ethics; employment or labor litigation.

Experience

30+ years experience as corporate counsel for a Fortune 100 telecom company, specializing in labor and employment law issues. In addition to providing day-to-day advice to my company's internal HR leadership and staff, I've represented the company in numerous labor arbitration cases and at the bargaining table.

Organizations
Texas, Illinois and Missouri state bars

Education/Credentials
J.D. 1979, Harvard Law School. B.A., Summa Cum Laude, 1976, Illinois Wesleyan University.

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