An incoming employee had signed his offer with my company. However, even before starting work, he has already exhibited a few signs of unhappiness with company policies and had an argument with some of our staff.
For example, we learned that he was upset because "if he had known that we weren't reimbursing his transportation to the airport, he would have taken a cheaper mode of transport." After an explanation over the phone, he said that he has gotten over the issue, but started to (professionally) make a long case that we should consider being more generous with our reimbursement policies to attract talent. He also reiterated earlier suggestions that we should change several other work policies.
Considering that this employee is well-off, our management team feels that this employee was making too much of a fuss over a $20 reimbursement and that this is a sign that he could be very problematic in the future. Moreover, his overzealousness in questioning company policies so early on suggests that he could be hard to work with. This type of problem has been the cause of substantial loss in productivity before in the past, and we've terminated employees with much weaker (but more long-term) signs of disagreement.
Aside from legal complications, should we be withdrawing our offer to this employee? Or is this a healthy amount of disagreement that we should still accept?