Would you hire someone in this situation?

awphotog

Why will he "obviously" need time of at christmas?
There are two bank holidays over Christmas. Unless the firm is shutting down over Christmas there is no obligation to give anyone more than that.

It is upto you (the company) to decide whether to hire them or not.
Why not employ him but make the start date after the operation.

Cari

Having to take time off wouldn't normally put me off. But, you have to remember that at the moment there are 200 qualified people going after each vacancy. Most of them are currently unemployed and therefore can start immediately, and most of them would not need to take time off. So this person is not starting off in good standing compared with other people.

Also, this might be discrimination but it couldn't be proved ... if he needed time off for a holiday, then that would be fine. Time off for an operation is different, because it could go wrong, he could take longer to recover than expected, etc. So I wouldn't be happy about that.

Ultimately it really does come down to whether he truly is the best person for the job, and time off shouldn't matter if he is. But in the current economic situation, there could be lots of great people applying.

Skankatron

Yes. Unless there is someone with the same qualifications who doesn't need time off immediately.

Wicked Little Lady

It depends upon the situation really. If this job candidate is the best qualified, work with him when it comes to plans he has already made. This is true especially if he is already employed and will be making a decision to leave an employer where he has already earned this time off. I personally wouldnt want leave a position to work for an employer who is inflexible if I were already working for one who was very flexible.

Asking time off at christmas is a bit forward though. I have always felt that it was the employees who earned time off by putting in their time at work who could get a major holiday off. I usually work for around-the-clock employers like hospitals or answering services that never close--christmas off is like the holy grail and it is the older employees that have earned it. The operation is hard to nix though. An employer should be concerned about the well being of an employee and all the arrangements have probably been paid for and the job candidate might loose money if cancelled. Maybe negotitate down to allowing time for the operation but not christmas and see if the job candidate goes for it. Doing that might show generosity on your part without being a pushover.

Shane

No way.... There are tons of people out of work who I am sure I will find with the same or better qualifications. I wouldn't bring into the law firm I work for an employee who has to undergo an operation and then have to take off soon after. Then I have to worry about any complications that may happen after the fact and if I decide to terminate will it meet any ADA requirements for special accomodations. Then not only did I hire someone who needed this time off and maybe need special accomodations, I also have to give them time off for Christmas? Absolutely not.

Cubs Girl

it depends on the needs of the company at that point ion time. I must warn you that in doing this you are causing low morale for employee who did not get the opportunity to take off before their year. If he is going into surgery then he will need more time off than 2 weeks and you would probably have to accommodate his restriction if he has any but I doubt that the person who return after 2 weeks of surgery, that is an estimated time. People heal differently than others expect them too. I would not recommend for hire.

greybeard

Well, It would really depend on just how good I thought that he was and who else applied for the job.
It`s always a risk when you employ someone and to have seen how someone works is always a benefit. That`s how I would look at it but I can`t speak for another prospective employer.

GabB

he seems a lazy person... if he really needs the job then he must not ask for conditions! aha there are more deserving others for that job...

cuddles_gb

Of course - two weeks is nothing, it could take you longer than that to find someone else. As for Christmas, it is 8 months away! He will probably want some time off in the summer too, like all us other ordinary working people - aren't you taking some time off?

Emily R.

Don't make his personal life affect whether he gets the job or not. Just try him out and see if he's good. If he is good, and a dedicated worker, I'm sure he might even work at home. Suggest that. If you don't like him, just make sure you don't lay him off right before or after the operation, how would you feel if people were cutting into your body for 1,000 dollars and you didn't even have a job. Be an understanding employer! PS- Where would he be working if you hired him- what company are you?

belladonna supreme

It depends how urgently you require his skills, if your business can survive without him for two weeks and if you can afford to employ someone else who may not be quite as good just because of a two week gap.
Do you have any other interviews lined up to take the risk of losing this person?
As an employee he is a benefit to your business. But as a company you are also selling him your role. If he is a good character on top of his skills he will also appreciate you taking him on knowing he will be off for a couple of weeks. He should have a great deal of respect for you for this and this might not mean much now but an employee with greater respect and appreciation for a company will have improved output and job satisfaction.

It's a tough call but i personally wouldn't let this person go for the sake of two weeks. There's three months probation anyway so if there are complications with the operation then you have to consider whether he can stay.

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