Dear Respected Seniors and fellow companions,
In my present organization, we are implementing a Re-Hiring Policy. Based on my experience, there are certain guidelines to follow:
1. The employee must complete their probation period.
2. The reason for leaving should not involve any disciplinary issues, absconding, or being asked to leave.
3. Re-hiring must be approved by the former reporting manager or the Department Head.
Additionally, there is a form/declaration that the re-hired employee needs to fill out. I would appreciate it if you could provide some insights and your valuable input on this matter.
Thank you.
From India, Kolkata
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In my present organization, we are implementing a Re-Hiring Policy. Based on my experience, there are certain guidelines to follow:
1. The employee must complete their probation period.
2. The reason for leaving should not involve any disciplinary issues, absconding, or being asked to leave.
3. Re-hiring must be approved by the former reporting manager or the Department Head.
Additionally, there is a form/declaration that the re-hired employee needs to fill out. I would appreciate it if you could provide some insights and your valuable input on this matter.
Thank you.
From India, Kolkata
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Hello Mr. Okay,
Since you are in retail, I hope the issue of joining from a competitor does not arise. However, it is advisable to specify the period of re-hiring, for example, no re-hiring until the next year OR if re-hiring occurs within one year, the individual must return at the same salary as when they left, etc.
Additionally, you can outline the key positions or roles where re-hiring will not be applicable.
From India, Pune
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186Since you are in retail, I hope the issue of joining from a competitor does not arise. However, it is advisable to specify the period of re-hiring, for example, no re-hiring until the next year OR if re-hiring occurs within one year, the individual must return at the same salary as when they left, etc.
Additionally, you can outline the key positions or roles where re-hiring will not be applicable.
From India, Pune
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Hi Mr. Okay,
It is a very nice step to re-hire your ex-employees. I suggest you add some points for CTC you can offer to ex-employees to avoid any conflict between present employees and ex-employees who worked together.
For example, if there are two employees, ABC and XYZ, who joined your company in 2015. And XYZ left in 2016 and joined another company with a 30% hike. In this case, if XYZ asks you for a 30% hike, XYZ's CTC will be much higher than ABC's CTC, even though they are in the same position now.
This situation can cause job dissatisfaction and disappointment in ABC, and you might lose good employees who have been associated with the company for a long time. There is a risk that money-minded employees, who are only interested in getting a hike, will be attracted.
As HR professionals, we also have to consider employees who have served the company for many years. Therefore, the re-hire policy should not disappoint current employees.
I know of some companies that have strict policies for re-hiring. For example, a major IT company has a re-hire policy of offering the same CTC or a maximum 15% hike on the CTC the employee was getting when they left the company. So, be careful about the CTC part as well.
I hope this information helps you.
Regards,
Nain
From India, Pune
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It is a very nice step to re-hire your ex-employees. I suggest you add some points for CTC you can offer to ex-employees to avoid any conflict between present employees and ex-employees who worked together.
For example, if there are two employees, ABC and XYZ, who joined your company in 2015. And XYZ left in 2016 and joined another company with a 30% hike. In this case, if XYZ asks you for a 30% hike, XYZ's CTC will be much higher than ABC's CTC, even though they are in the same position now.
This situation can cause job dissatisfaction and disappointment in ABC, and you might lose good employees who have been associated with the company for a long time. There is a risk that money-minded employees, who are only interested in getting a hike, will be attracted.
As HR professionals, we also have to consider employees who have served the company for many years. Therefore, the re-hire policy should not disappoint current employees.
I know of some companies that have strict policies for re-hiring. For example, a major IT company has a re-hire policy of offering the same CTC or a maximum 15% hike on the CTC the employee was getting when they left the company. So, be careful about the CTC part as well.
I hope this information helps you.
Regards,
Nain
From India, Pune
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Guidelines.doc