Applicant got job offer,before joining need to submit his doc he don't have any doc from his last company,no salary proof as he get salary in cash.?

At least he can provide copy of the contract (even the first paper is enough) since it include the job title and basic salary. He is supposed to get the salary certificate and thats his right after passing the training period or the time required before starting the job (3 or 6 months depends on the labor rules there) even after resign or termenation he should get an official paper that include this choice and another that describe his work time period (from year or months to another) if he didn't get any because he didn't request or the company ignore his demands you can use labor service or raise a complain there to get what you deserve. In work you should have these documents or copy of it when you work there or before you leave for any reason (Job Contract, Salary Certificate, End Of Service Certificate, your pervious papers for work description or education if you handle them the original one)...

ThanksMay be he does not own these documents, but he can offers a copy of his contract, employee ID, our any related documentsIn addition he can give HR contact info., or his direct manager contact info.

If I understand the questions correctly, then it depends on the conditons/ expectations set before extending the offer. If the candidate was made aware that these documents must be submitted before joining, then the company has the right to withdraw the offer if they wish. If this was not made clear. then most likely it is human error on the coompany's account which is not the candidate's fault.

Payment in cash without proof means that the candidate did not even have a contract. This means his/ her previous employer was committing an illegal act - so is the candidate. My guess is the candidate comes from quite a junior role (since he/she was paid in cash) so my advice is to be sensible and empathatic in the decision the company makes because line/junior employees are sometimes faced with injustice whether being forced to accept working without a contract to live or being denied changing jobs etc. Again, sometimes.

However, any company has the absolute right to withdraw an offer and even terminate employmet after joining if they find out that the candidate/ employee provided false information during the recruitment process. Here, I believe, the case should be reviewed based on business interest and how important is the information that was falsified. Still, it should not be a complete forgivness; a diciplinary action or so should take place.

Was this clear to the employee that he must submit these documents? Was it mentioned before? Or this was a late request? If it was a late request, then ethically, he should not be obligated to such request if he can't, and this should pass without any consequences or changes of the applicant status, still the desicion is in the company's hand, the companycan still reject the applicant, however, this depends on the offer letter sent to the applicant, some offer letter are considered as a binding documents, some are not, this depends on wording of the letter itself.

In case this was a clear request from the start and the employee tried to manipulate by just ignoring the request, then simply, I don't want such an employee working for my company.

As a main form required document showing us his practical experience, but it is not a hindrance if there is not the right of the advanced employee and not our right As for our choice of him, the practical test and the trial period is more interested for us

 

Based on this, the employee and his salary are assessed regardless of his previous salary

 

 

firstly, if we need to confirm from his currently finacial package before issue our job offer we should ask him to submit any document like HR letter stamped from current work.

plus it's not acceptable to say i don't have any documents 

he should commetment by all of our hiring actions included submit all of requiers documents.

regards