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An applicant applied for a position, was interviewed, then given a written offer of employment. Several days after the employee had begun her job, personnel met with her to tell her they discovered that she didn't really meet their qualifications for the position, Therefore, she could accept another position (lower level, lower pay); otherwise, they would have to let her go. By the way, the employee had not misrepresented her credentials; personnel had simply not verified that the employee's work experience met the agency's desired minimum qualifications.
In another case, an employee was interviewed and given a written notice of acceptance for a promotion. Several days later, personnel met with this employee and explained that they had made a mistake in their selection because after further review the selected employee was not "the most qualified."
Aside from the obvious rather slip-shod personnel practices, I'm concerned about whether these practices might open up the organization to some serious legal repercussions. Also, does the written offer of employment (especially if it doesn't reference the at-will employment) have any significance?