Your Policy on Rehiring term'd ee's
Caroliso
352 Posts
What is your org's policy on rehiring employees?
1. Are people who are fired for performance reasons but not misconduct eligible for re-hire, either in the same job/department or a difference one?
2. Any other instances where people are not eligible for rehire?
3. If you rehire employees, are their previous years of employment with your firm taken to account for benefits over which you have control of eligibility (vacation, etc.) or do they start from scratch as if a new employee?
Thans, Carol
1. Are people who are fired for performance reasons but not misconduct eligible for re-hire, either in the same job/department or a difference one?
2. Any other instances where people are not eligible for rehire?
3. If you rehire employees, are their previous years of employment with your firm taken to account for benefits over which you have control of eligibility (vacation, etc.) or do they start from scratch as if a new employee?
Thans, Carol
Comments
2. We do not rehire when term'd for attendance unless it is agreed upon through the grievance process.
3. Employees are eligible for rehire after 6 months and all previous service is counted toward benefits.
We have a rehire indicator on the job record and it is up the staffing to understand that it is there for a reason and if they feel the person meets the requirements for a different job, they are supposed to contact the previous supervisor who said they are not rehirable. Employees are told in the exit interview if they are not rehirable and why so most don't bother.
2. We allow you to be re-hired 2 times. Once you leave us after being rehired the second time, that's it. Two strikes and you're out.
3. If an employee comes back within 6 months, we "bridge" their time back to their original hire date. If it's over the six month limit, we credit them for their COMPLETED years worked and adjust their hire date back. For example. Someone completed 3 years of service, resigned under good conditions, and was rehired in 10/1/2004, we would adjust the year of their hire date back back 3 years.
2. Failure to give proper notice of voluntary term (we would look at the circumstances, actually); only eligible for rehire once.
3. They start out again as a new hire. I'd like to change this one to allow some service credit for time served, but so far no luck.
Anne in Ohio
2. See above
3. If someone comes back to be rehired, and their absence is not longer than their previous service (worked five years and stayed away for four, for example) we give them credit for all of their prior service. They still have the regular waiting period for 401(k), benefits etc., and must start over earning vacation (1 yr from date of service and 2 weeks after one year, 3 after 5, and 4 after 15). Service awards are based on their adjusted service date. This only is given to them one time, if they quit again and come back, no matter when, they do not get previous service credit at all.
If there is any other reason, they are not eligible for rehire and this is noted and the reason on their termination paperwork.
Usually, if an employee is hired within 90 days after termination, there is no break in service; otherwise, employee starts over.