A proper communication withdrawing a beforehand prolonged job proposal is a vital, although usually undesirable, side of the hiring course of. This notification usually arrives in writing and descriptions the explanations for the withdrawal. For instance, unexpected price range cuts, discovery of misrepresented {qualifications}, or a candidate’s failure to fulfill pre-employment contingencies can necessitate such motion. A transparent and concise rationalization is essential to attenuate potential authorized points and keep knowledgeable status.
This observe protects organizations from potential liabilities and ensures they rent appropriate candidates. Traditionally, these withdrawals had been much less formalized. Nonetheless, with rising authorized complexities and the emphasis on honest employment practices, written documentation has change into commonplace. A well-crafted withdrawal not solely mitigates authorized dangers but in addition demonstrates respect for the candidate, even in troublesome circumstances. It permits each events to maneuver ahead with readability and minimizes potential misunderstandings.
Understanding the authorized implications, finest practices, and potential penalties of withdrawing job proposals is essential for each employers and job seekers. The next sections will discover these subjects intimately, offering helpful insights and steering for navigating this delicate course of successfully.
1. Authorized Compliance
Authorized compliance varieties the cornerstone of any determination to withdraw a beforehand prolonged job provide. Adherence to related laws and established authorized precedents is paramount to mitigate potential dangers and keep moral hiring practices. Neglecting these authorized issues can expose organizations to expensive litigation and reputational injury.
-
Anti-Discrimination Legal guidelines
Employment legal guidelines prohibit withdrawing job affords based mostly on protected traits resembling race, faith, gender, age, or incapacity. For instance, rescinding a suggestion after studying of a candidate’s being pregnant may represent unlawful discrimination. Cautious scrutiny of the rationale behind the withdrawal is important to make sure compliance with anti-discrimination statutes.
-
Contract Regulation
A proposal of employment can represent a legally binding contract. Withdrawing a suggestion after acceptance, with no justifiable purpose, may expose the group to a breach of contract declare. Understanding the contractual implications of provide letters is essential for navigating the withdrawal course of legally. For instance, a suggestion specifying a begin date and wage is perhaps thought-about legally binding, even with no signed formal contract.
-
Promissory Estoppel
Even within the absence of a proper contract, a candidate who has relied on the job provide to their detriment (e.g., resigning from a present place, relocating) could have a declare underneath the doctrine of promissory estoppel. Demonstrating a authentic, non-discriminatory purpose for the withdrawal is essential to defend in opposition to such claims. For example, documented proof of the candidate misrepresenting their {qualifications} may justify the rescission.
-
Documentation and Report-Retaining
Meticulous documentation of the explanations for withdrawing a suggestion is important. This consists of preserving all communication, interview notes, background test outcomes, and every other related data. Complete information function proof of a non-discriminatory and legally justifiable determination, offering a powerful protection in potential authorized disputes.
Understanding and adhering to those authorized sides is prime to a defensible and moral course of for withdrawing job affords. Failure to adjust to these authorized rules can have important repercussions, highlighting the significance of searching for authorized counsel when navigating this advanced course of. This ensures compliance with all relevant legal guidelines and mitigates potential dangers for each the group and the affected candidate.
2. Written Notification
Formal written notification constitutes the cornerstone of a legally sound and professionally dealt with withdrawal of a job provide. Whereas verbal communication might sound expedient, it lacks the required formality and authorized defensibility. A written document protects each the group and the candidate, guaranteeing readability and minimizing potential misunderstandings or disputes. This documentation serves as proof of due course of and facilitates a clear, respectful conclusion to the hiring course of.
-
Formal Letter
A proper letter, usually on firm letterhead, offers a tangible document of the choice. It ought to clearly state the intent to rescind the provide, offering a concise and unambiguous rationalization. For instance, a letter would possibly state, “As a consequence of unexpected circumstances, we remorse to tell you that we should withdraw the provide of employment prolonged to you on [Date].” This formality reinforces the seriousness of the scenario and offers the candidate with a concrete doc for his or her information.
-
Supply Methodology
Dependable supply strategies, resembling licensed mail with return receipt requested or electronic mail with supply and skim receipts, make sure the candidate receives the notification. These strategies provide proof of supply, defending the group from claims of non-notification. Whereas electronic mail affords expediency, licensed mail offers stronger authorized proof of receipt.
-
Content material Readability
Clear and concise language, avoiding jargon or ambiguity, is essential. The letter ought to clearly state the explanation for the withdrawal with out pointless element or hypothesis. For instance, as an alternative of stating “points arose through the background test,” the letter would possibly state, “The background test revealed data inconsistent along with your utility.” This readability minimizes potential misinterpretations and offers the candidate with a factual understanding of the scenario.
-
Respectful Tone
Sustaining a respectful {and professional} tone, even in difficult circumstances, is important. Expressing remorse for the scenario and thanking the candidate for his or her time and curiosity demonstrates professionalism and empathy. Whereas the choice could also be disappointing for the candidate, a respectful tone can mitigate damaging emotions and protect the group’s status.
These elements of written notification contribute to a legally sound and ethically accountable course of for rescinding job affords. A complete and well-crafted written notification minimizes potential authorized challenges, maintains skilled requirements, and offers closure for each the group and the candidate. This meticulous strategy safeguards the pursuits of all events concerned and reinforces a dedication to honest and clear hiring practices.
3. Clear Clarification
Transparency varieties the muse of a professionally dealt with provide withdrawal. A transparent rationalization inside the notification demonstrates respect for the candidate and mitigates potential damaging repercussions. Whereas authorized issues usually necessitate a level of discretion, offering a concise and factual rationale for the choice fosters understanding and reduces hypothesis. This rationalization ought to immediately tackle the explanation for the rescission, avoiding imprecise or ambiguous language. For example, if budgetary constraints necessitate the withdrawal, the reason ought to explicitly state this, relatively than citing unspecified “enterprise causes.” Equally, if considerations arose through the background test, the particular nature of those considerations, whereas respecting privateness laws, must be articulated to the extent legally permissible. This readability minimizes potential misunderstandings and permits the candidate to grasp the rationale behind the choice. For instance, explaining that “the background test revealed discrepancies within the reported employment dates” offers extra readability than merely stating “the background test was unsatisfactory.”
The extent of element offered within the rationalization requires cautious consideration, balancing transparency with authorized and moral obligations. Overly detailed explanations threat potential authorized challenges or breaches of confidentiality. Conversely, excessively imprecise explanations can result in hypothesis and mistrust. A balanced strategy focuses on offering enough data to make clear the explanation for the withdrawal with out divulging delicate data or participating in hypothesis. This strategy not solely advantages the candidate but in addition protects the group from potential authorized challenges. For instance, relatively than disclosing particular particulars of a confidential investigation, the reason may state, “data got here to mild that necessitates the withdrawal of the provide.” This strategy maintains confidentiality whereas nonetheless offering a normal understanding of the scenario.
Offering a transparent rationalization, whereas respecting authorized and moral boundaries, demonstrates professionalism and integrity. This transparency contributes to a extra constructive, albeit disappointing, expertise for the candidate. Moreover, it strengthens the group’s status for equity and transparency in its hiring practices. Whereas withdrawing a job provide is inherently difficult, a transparent and respectful rationalization mitigates damaging penalties and reinforces a dedication to moral conduct. This strategy in the end advantages each the candidate and the group, fostering a extra constructive and understanding conclusion to the hiring course of.
4. Respectful Tone
Sustaining a respectful tone in a communication that withdraws a job provide is essential. Whereas the choice itself is inherently damaging for the candidate, using a respectful tone can mitigate potential damaging emotions and protect the group’s status. It demonstrates professionalism and empathy, acknowledging the affect of the choice on the candidate. This strategy reinforces moral conduct and fosters a extra constructive, albeit disappointing, conclusion to the hiring course of.
-
Empathetic Language
Utilizing empathetic language acknowledges the candidate’s disappointment and validates their emotions. Phrases like “We perceive this information could also be disappointing” or “We remorse that circumstances have modified” display consideration for the candidate’s perspective. For example, acknowledging the effort and time invested by the candidate within the utility course of demonstrates empathy and validates their expertise.
-
Avoiding Accusatory Language
The language used ought to keep away from putting blame or making accusations. Even when the explanation for the withdrawal entails candidate actions, specializing in the information with out assigning blame is essential. As a substitute of stating “Your misrepresentation led to the withdrawal,” a extra respectful phrasing could be “Info found through the verification course of necessitates this determination.” This strategy avoids accusatory language and maintains knowledgeable tone.
-
Constructive Closing
Concluding the communication on a constructive observe, whereas remaining life like, can soften the blow. Expressing appreciation for the candidate’s curiosity and wishing them properly of their job search leaves a extra constructive impression. For instance, expressing hope that the candidate finds an appropriate alternative elsewhere demonstrates goodwill and professionalism.
-
Honest Apology (When Applicable)
If the explanation for the withdrawal entails circumstances inside the group’s management, providing a honest apology can display accountability and empathy. For example, if the withdrawal is because of sudden price range cuts, apologizing for the inconvenience brought on by the unexpected circumstances acknowledges the affect on the candidate and reinforces the group’s dedication to moral conduct.
These sides of respectful communication contribute to a extra constructive expertise for the candidate regardless of the unfavorable final result. This strategy displays positively on the group, demonstrating a dedication to moral {and professional} hiring practices. Whereas the choice to withdraw a suggestion stays troublesome, a respectful tone minimizes damaging affect and maintains knowledgeable relationship, even in difficult circumstances. This dedication to respectful communication in the end advantages each the candidate and the group.
5. Candidate Issues
Candidate issues play an important position within the strategy of rescinding a job provide. These issues embody the potential affect on the candidate’s profession trajectory, emotional well-being, and monetary stability. Ignoring these elements can result in damaging penalties for each the candidate and the group’s status. For instance, a candidate who has relocated for a place could face important monetary hardship if the provide is rescinded with out enough discover or justification. Equally, injury to a candidate’s skilled status can happen if the withdrawal is dealt with insensitively or with no clear rationalization. Subsequently, cautious consideration of those potential impacts is important for moral {and professional} conduct.
A number of key candidate issues have to be addressed. Offering enough discover permits the candidate to pursue different employment alternatives and mitigate monetary disruption. A transparent and respectful rationalization helps the candidate perceive the rationale behind the choice and minimizes potential emotions of unfair therapy. In some circumstances, providing outplacement companies or severance pay can additional mitigate the damaging affect on the candidate. For example, providing a severance bundle to a candidate who has resigned from one other place in anticipation of the brand new position demonstrates goodwill and mitigates the monetary affect of the rescission. Such actions display a dedication to moral therapy and mitigate potential authorized challenges.
Failure to think about candidate impacts can result in a number of damaging outcomes. Reputational injury to the group can happen by means of damaging opinions on employer ranking web sites or by means of word-of-mouth inside the trade. Authorized challenges can come up if the candidate believes the rescission was discriminatory or carried out in unhealthy religion. Moreover, the group could face problem attracting prime expertise sooner or later if its status for candidate therapy is compromised. Subsequently, prioritizing candidate issues just isn’t solely ethically sound but in addition strategically helpful for the group’s long-term success. Demonstrating empathy and professionalism in dealing with these troublesome conditions reinforces the group’s dedication to moral hiring practices and minimizes potential damaging repercussions.
6. Firm Coverage Adherence
Adherence to established firm insurance policies is paramount when rescinding a job provide. These insurance policies present a framework for constant and legally sound practices, mitigating potential dangers and guaranteeing equity. Nicely-defined inside tips define the suitable procedures for provide withdrawals, together with notification protocols, documentation necessities, and approval processes. For instance, an organization coverage would possibly stipulate that every one provide withdrawals require approval from each the hiring supervisor and a human assets consultant. This ensures oversight and reduces the probability of impulsive or discriminatory choices. Insurance policies additionally usually tackle points resembling severance pay, advantages continuation, and communication methods, guaranteeing consistency and minimizing potential authorized challenges. Failure to stick to those established procedures can expose the group to authorized motion, reputational injury, and decreased worker morale. For example, if an organization rescinds a suggestion with out following its established documentation procedures, it might battle to defend its determination in courtroom. Moreover, inconsistencies within the utility of those insurance policies can create perceptions of unfair therapy, eroding worker belief and doubtlessly resulting in discrimination claims.
Firm insurance policies usually tackle particular eventualities that necessitate provide withdrawals, resembling failed background checks, discovery of misrepresented {qualifications}, or unexpected budgetary constraints. These insurance policies provide steering on dealing with these conditions lawfully and ethically. For instance, a coverage would possibly dictate the particular data that may be shared with a candidate relating to a failed background test, balancing transparency with authorized and privateness issues. One other coverage would possibly define the method for investigating discrepancies in a candidate’s utility supplies earlier than rescinding a suggestion. These detailed tips shield each the group and the candidate, guaranteeing a good and constant course of. Moreover, established insurance policies present a framework for documentation, enabling the group to keep up correct information of the decision-making course of, which could be essential in defending in opposition to potential authorized challenges. This documentation additionally facilitates inside opinions and course of enhancements, guaranteeing steady refinement of hiring practices.
Constant utility of firm insurance policies in provide rescission eventualities builds a basis of belief and equity inside the group and its interactions with potential staff. This consistency mitigates authorized dangers by demonstrating adherence to established procedures. Furthermore, it protects the group’s status by guaranteeing all candidates are handled equitably. Repeatedly reviewing and updating these insurance policies ensures they continue to be aligned with evolving authorized necessities and finest practices. This proactive strategy minimizes potential liabilities and fosters a tradition of moral and clear hiring practices. In the end, adherence to well-defined firm insurance policies strengthens the group’s authorized standing, safeguards its status, and fosters a extra equitable and respectful hiring course of.
7. Documentation Retention
Meticulous documentation retention is paramount when a suggestion of employment is rescinded. This observe safeguards organizations from potential authorized challenges and offers a transparent document of the decision-making course of. Retaining complete documentation demonstrates a dedication to transparency and due course of, mitigating potential disputes and preserving the group’s status. With out correct documentation, organizations are susceptible to accusations of discriminatory practices or breach of contract, doubtlessly resulting in expensive authorized battles and reputational injury.
-
Provide Letter and Acceptance
Preserving the unique provide letter, together with any accompanying documentation and the candidate’s acceptance, establishes the existence of a proposed employment settlement. This documentation serves as a basis for understanding the phrases provided and the candidate’s preliminary settlement, forming an important component in any subsequent authorized overview. For example, if a candidate claims the provide was withdrawn as a consequence of discriminatory causes, the provide letter itself may also help display that the phrases had been initially acceptable to each events.
-
Justification for Rescission
Thorough documentation outlining the explanations for the rescission is essential. This consists of any proof found throughout background checks, pre-employment screenings, or inside opinions that led to the choice. Particular examples, resembling inconsistencies between utility particulars and verified data or failure to fulfill pre-employment necessities, have to be clearly documented. This document offers a factual foundation for the choice and protects the group from claims of unfair or discriminatory practices. For example, documented proof of a candidate misrepresenting {qualifications} on their resume offers a authentic, non-discriminatory purpose for withdrawing a suggestion.
-
Communication Data
Sustaining a complete document of all communication associated to the provide and its subsequent rescission is important. This consists of emails, letters, and every other types of correspondence exchanged between the group and the candidate. These information display transparency and supply a chronological account of the method, guaranteeing all events have entry to the identical data. This document could be important in resolving disputes relating to the timing, content material, and supply of essential data. For instance, retaining electronic mail information demonstrating that the candidate obtained enough discover of the rescission protects the group from claims of improper notification.
-
Inside Deliberations and Approvals
Documenting inside discussions, approvals, and consultations associated to the rescission offers proof of a thought-about and legally compliant decision-making course of. This consists of notes from conferences, authorized consultations, and every other related inside communications. This documentation demonstrates that the choice was not arbitrary or discriminatory however relatively based mostly on cautious consideration of all related elements and adherence to firm insurance policies. For example, documented authorized overview of the choice to rescind a suggestion strengthens the group’s place in potential authorized disputes.
These documented components present a strong protection in opposition to potential authorized challenges and display a dedication to transparency and equity in hiring practices. Complete documentation retention safeguards the group’s pursuits, protects its status, and contributes to a extra equitable and legally sound hiring course of. By meticulously preserving these information, organizations can display due diligence and mitigate potential dangers related to provide withdrawals. This observe reinforces a dedication to moral and legally compliant hiring procedures, fostering belief and minimizing potential damaging repercussions for all events concerned.
8. Potential Penalties
Withdrawing a suggestion of employment, whereas generally vital, carries potential penalties for each the group and the affected candidate. Understanding these potential ramifications is essential for knowledgeable decision-making and threat mitigation. These penalties can vary from reputational injury and authorized challenges to monetary implications and problem attracting future expertise. For instance, a corporation identified for incessantly rescinding affords could develop a damaging status amongst potential candidates, hindering future recruitment efforts. Equally, a candidate who has relocated based mostly on a suggestion could face important monetary hardship if the provide is withdrawn with out justifiable trigger. Analyzing potential penalties earlier than taking motion permits organizations to weigh the dangers and advantages, guaranteeing choices align with moral and authorized requirements.
From a authorized perspective, withdrawing a suggestion can expose a corporation to claims of breach of contract, promissory estoppel, or discrimination. If the provide is taken into account legally binding, withdrawing it with no legitimate purpose can represent a breach of contract, doubtlessly resulting in monetary penalties. A candidate who has incurred bills or resigned from one other place based mostly on the provide may need grounds for a promissory estoppel declare. Additional, if the withdrawal is perceived as discriminatory based mostly on protected traits, the group may face authorized motion. For instance, rescinding a suggestion after studying a few candidate’s incapacity may result in a discrimination lawsuit. Understanding these authorized dangers is important for mitigating potential authorized challenges and guaranteeing compliance with employment legal guidelines.
Past authorized ramifications, rescinding affords can negatively affect a corporation’s status. Detrimental publicity, unfavorable opinions on employer ranking web sites, and injury to employer branding can hinder future recruitment efforts. Candidates could also be hesitant to use to organizations identified for rescinding affords, impacting the standard and amount of candidates. Moreover, inside morale can endure if staff understand the observe as unfair or disrespectful. Addressing these reputational dangers requires cautious consideration of the candidate expertise, clear communication, and adherence to moral and authorized requirements. Mitigating potential penalties necessitates proactive measures resembling thorough vetting of candidates, clear communication all through the hiring course of, and well-defined insurance policies for provide withdrawals. By rigorously evaluating potential ramifications and implementing preventative methods, organizations can navigate the complexities of provide withdrawals whereas minimizing damaging outcomes and upholding moral hiring practices. This proactive strategy protects each the group’s pursuits and the rights of candidates, fostering a extra equitable and clear hiring course of.
Often Requested Questions
This part addresses frequent inquiries relating to the withdrawal of employment affords, offering readability on authorized, moral, and sensible issues.
Query 1: When is it legally permissible to withdraw a job provide?
Withdrawing a suggestion is permissible for authentic, non-discriminatory causes, resembling a candidate’s failure to fulfill pre-employment contingencies (e.g., background test, drug screening) or unexpected enterprise circumstances necessitating a hiring freeze. Nonetheless, withdrawing a suggestion based mostly on a candidate’s protected traits (e.g., race, faith, gender) constitutes unlawful discrimination.
Query 2: What are the potential authorized ramifications of improperly rescinding a job provide?
Improper rescission can result in authorized motion based mostly on breach of contract, promissory estoppel, or discrimination claims. Penalties could embody monetary penalties, reputational injury, and authorized charges.
Query 3: How ought to a corporation talk the choice to withdraw a suggestion?
Formal written notification is important. The communication ought to clearly state the choice, present a concise rationalization (whereas respecting privateness and authorized constraints), keep a respectful tone, and be delivered by means of a dependable methodology guaranteeing receipt.
Query 4: What steps can organizations take to mitigate the damaging affect on the candidate?
Offering enough discover, a transparent rationalization, and contemplating providing outplacement companies or severance pay can mitigate the affect. Empathetic communication, whereas adhering to authorized and moral boundaries, demonstrates respect for the candidate.
Query 5: How can organizations shield themselves from authorized challenges associated to rescinded affords?
Establishing clear, legally compliant hiring insurance policies, documenting all facets of the hiring and rescission course of, and consulting with authorized counsel earlier than withdrawing affords are essential protecting measures.
Query 6: What are the long-term implications for organizations that incessantly rescind job affords?
Frequent rescissions can injury a corporation’s status, making it troublesome to draw prime expertise. Detrimental publicity and unfavorable opinions can deter potential candidates and affect employer branding.
Understanding the authorized, moral, and sensible implications surrounding withdrawn affords is essential for each organizations and candidates. Cautious planning, clear communication, and adherence to authorized tips reduce damaging penalties and promote equity.
For additional data and particular authorized recommendation, seek the advice of with certified authorized counsel specializing in employment regulation.
Ideas for Navigating Provide Withdrawals
Cautious consideration of the next ideas ensures authorized compliance and minimizes damaging affect when the need of withdrawing an prolonged employment provide arises.
Tip 1: Seek the advice of with Authorized Counsel: Earlier than initiating the withdrawal course of, authorized counsel must be consulted to make sure compliance with all relevant legal guidelines and laws. This proactive step mitigates potential authorized dangers and ensures the method adheres to established authorized requirements. That is significantly vital in conditions involving potential discrimination claims or contractual disputes.
Tip 2: Develop Clear Firm Insurance policies: Organizations ought to set up complete insurance policies outlining procedures for provide withdrawals. These insurance policies ought to tackle notification protocols, documentation necessities, and approval processes. Nicely-defined insurance policies guarantee consistency, equity, and authorized defensibility. For instance, a coverage may stipulate required documentation, resembling a written rationalization for the withdrawal and approval from designated personnel.
Tip 3: Doc Every thing Meticulously: Sustaining thorough information of all communication, choices, and supporting documentation associated to the provide and its withdrawal is essential. This documentation offers a transparent audit path and strengthens the group’s place in potential authorized disputes. This consists of preserving the preliminary provide letter, the candidate’s acceptance, background test outcomes, and all correspondence.
Tip 4: Talk with Transparency and Respect: The communication conveying the withdrawal must be clear, concise, and respectful. Whereas authorized constraints could restrict the extent of element shared, offering a factual rationalization demonstrates professionalism and respect for the candidate. Avoiding accusatory language and expressing remorse for the scenario can mitigate damaging emotions.
Tip 5: Think about Candidate Impression: Recognizing the potential affect on the candidate’s profession, funds, and emotional well-being is important. Offering enough discover, contemplating severance pay, or providing outplacement companies can display goodwill and mitigate damaging penalties for the candidate. Such issues reinforce moral therapy and reduce potential reputational injury.
Tip 6: Conduct Thorough Due Diligence: Thorough pre-employment screening and verification of candidate data can reduce the necessity for provide withdrawals. Cautious vetting reduces the probability of discovering discrepancies later within the course of, defending each the group and the candidate from pointless disruption.
Tip 7: Practice Hiring Managers: Offering coaching to hiring managers on correct procedures for provide withdrawals, together with authorized issues and finest practices for communication, ensures constant and compliant dealing with of those delicate conditions. This coaching minimizes the danger of authorized errors and promotes moral conduct.
Tip 8: Repeatedly Evaluation and Replace Insurance policies: Repeatedly reviewing and updating firm insurance policies associated to supply withdrawals ensures they continue to be aligned with evolving authorized necessities and finest practices. This proactive strategy mitigates potential authorized dangers and reinforces a dedication to honest and clear hiring processes. For instance, adjustments in employment regulation or inside organizational restructuring could necessitate coverage changes.
Adherence to those ideas promotes authorized compliance, minimizes damaging penalties, and fosters a extra moral and clear hiring course of. These practices safeguard the pursuits of each the group and the candidate, contributing to a extra constructive and respectful expertise, even in difficult circumstances.
The conclusion of this text will summarize the important thing takeaways and emphasize the significance of accountable and legally sound practices in managing employment provide withdrawals.
Conclusion
Withdrawal of employment affords represents a posh intersection of authorized, moral, and sensible issues. This exploration has highlighted the significance of navigating this course of with meticulous care, emphasizing adherence to authorized necessities, clear communication, and respectful therapy of candidates. Key takeaways embody the need of legally sound justifications for withdrawals, the significance of documented processes, and the potential penalties of improper dealing with, starting from reputational injury to authorized challenges. Understanding the nuances of employment regulation, coupled with proactive coverage improvement and constant utility, offers a framework for mitigating dangers and guaranteeing equity.
Organizations should prioritize a proactive and legally sound strategy to supply withdrawals. Creating clear insurance policies, consulting with authorized counsel, and specializing in respectful communication mitigate potential damaging outcomes and foster a extra moral and clear hiring course of. The complexities surrounding employment affords underscore the necessity for ongoing vigilance and a dedication to finest practices, in the end contributing to a extra equitable and legally compliant hiring panorama. This proactive strategy not solely protects organizational pursuits but in addition upholds the rights and dignity of all candidates, no matter final result.
