Sometimes the best hire is a rehire. So if you’re looking to bring someone back onto your team, here are the guidelines and requirements to make it happen. This policy will not prohibit any former employee from applying to a position. But, it will outline in which cases it can consider this employee for rehire.
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Our rehiring policy applies to former employees who left our company on a permanent basis.
This policy does not apply to employees who are currently on medical, parental, or another type of long-term leave.
To be considered for rehire, former employees should have left the company for one of the following reasons:
- Voluntary resignation
- Company Lay-offs
- Expired contract
- Termination for reasons other than illegal or unethical behavior
These employees can apply to a position with the company after a minimum period of  months. This excludes employees whose contracts expired. They can ask for a contract renewal immediately and we may consider them.
Ineligibility for rehire
Employees who were terminated for cause or abandoned their job aren’t eligible for rehiring. If there are good reasons why those employees should be rehired, senior management should first approve the decision.
‘Good’ reasons include but are not limited to:
- Court decisions that oblige our company to rehire an employee.
- Reliable proof that employees’ conduct will no longer be problematic. In this case, our company doesn’t guarantee to rehire but may consider it.
There are two extra eligibility criteria for rehire. Former employees should have:
- Completed their probationary period when hired.
- Performed adequately while employed by our company.
Employees who accepted a job offer but didn’t show up on their first day won’t be considered for rehiring for a period of  months. This doesn’t apply if they had serious reasons for not showing up (e.g. medical emergencies).
If our company decides to consider retired employees for rehire, we will check and comply with relevant legal regulations.
Employee status and benefits
Employees who worked for our company for less than  months before their employment ended will be considered ‘new hires’ if rehired. New hires are usually expected to undergo hiring and onboarding procedures, partly or entirely.
By contrast, employees who were with the company for longer than  months may not have to go through the same procedures as new hires. Their service can be recognized for seniority and specific benefits plans such as stock options and sick leave accrual. Benefit plans remain at our company’s discretion.
For employees to be eligible for those benefits, there’s one condition: they should not have been absent for a period that exceeds their time of employment with our company.
For example, if an employee worked for our company for three years but was absent for four years, they’ll be considered ‘new hires.’ If, however, they were absent for only two years, they’ll be eligible for benefits.
In any case, employees who were absent for more than five years are considered ‘new hires.’
When an employee applies for a position or contacts our company about rehiring, the following procedure should be followed:
- HR department reviews personnel records to decide whether the employee is eligible for rehire.
- If they are eligible, hiring managers decide whether the employee is qualified for a particular position. If they aren’t eligible, the HR department will inform them.
- If they’re qualified, hiring managers will contact the former employee and make necessary arrangements. These arrangements include (but are not limited to) an interview, a pre-screening test, or a direct job offer. If they aren’t qualified, hiring managers will inform them. Eligible former employees may still apply for a different position
At any moment, our company may choose to contact former employees proactively. Eligibility should be established beforehand.
Questions? Comments? Concerns?
Have a question about this policy? Reach out to [HR contact].
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