3rd Quarter 2008  
SCI's Annual Enrollment
Health Insurance Increases Lower than Expected for 2009
Healthy, Wealthy and Wise
Recognizing and Assisting with Employee Depression
Advancing Your Workforce in an Economic Downturn
Rehiring Employees - A Good Choice?
Retaliation in the Workplace
Time Off to Vote
About SCI
Demo Center
HR Forms & Links
Online Learning
Newsletter Archive
When you or a member of your immediate family needs expert assistance, turn to your EAP. For online resources, access SCI's EAP website login page.

Contact your Client Service Professional (CSP) for the username and password.

Are there topics you would like us to cover? How do you like the HR Strategies eNewsletter?

Please take a moment to complete a
brief survey or send your feedback to letusknow@scicompanies.com.

RSS Feed Registration
Rehiring Employees - A Good Choice?

Many times, a Company’s best hires are former employees who left voluntarily and hope to return. However, rehiring a former employee without checking their eligibility for rehire, or rehiring an employee who has been terminated for misconduct can cause significant problems in the workplace. Thus, even when a person is allowed to “quit” in lieu of being termed, it should be noted that person is not eligible for rehire. Troubles encountered when inconsistent rehires occur can be compounded when business owners and managers also consider a possible overall workplace morale problem if the rehired member returns and exhibits the same behaviors that were an issue previously. If the prior inappropriate behaviors have not been properly addressed, it is very likely that they will continue.
A company’s supervisors and managers are generally responsible for determining whether a staff member is eligible for rehire each time the staff member terminates employment, whether voluntarily or involuntarily. Staff members who leave the company in good standing and later want to return are eligible for consideration for rehire. It is an HR Best Practices recommendation that a company have a documented policy regarding what defines an employee as eligible and ineligible for rehire. Having a documented policy will lessen confusion when making this determination upon the termination or resignation, but will also outline the procedures to follow when a former employee reapplies for a position within the company.

The policy should include the basic rules and restrictions regarding rehiring an employee, including the verification of eligibility for rehire before activating an application from a former member. All employees should be educated regarding the policy so they are aware of their responsibilities and consequences for non-compliance. Former employees requesting rehire should indicate their former employment with the company on any application for re-employment. The verification should be done by an assigned individual or department for consistency.

The hiring supervisor or manager will then be advised of the former staff member’s eligibility for rehire and the requirement to check references, including contacting the previous company supervisor or manager before continuing in the hiring process.
The following is a sample list of reasons when a former member should be eligible for rehire:
1.  Successful completion of the original probationary period;
2.  Appropriate notice of resignation;
3.  Participation in an exit interview, if applicable
4.  Performance evaluations reflecting that the employee’s performance consistently met the requirements of the job.
5.  Employees who have been laid off by the company for business reasons. (These employees would normally be considered first for any open positions.)
The following is a sample list of reasons when a former member should be ineligible for rehire:
1.  Employment was involuntarily terminated for wrongdoing or misconduct;
2.  Employment was terminated for violating company rules or policies.
The policy should also state that rehired employees will be treated as any other new hire, including completion of all employment documents, orientation and benefits waiting periods. Rehired employees may not have prior benefits reinstated, such as sick leave, annual leave accrual rate, etc.


About SCI Companies
SCI Companies (SCI) has led the industry with innovative Human Resources Outsourcing (HRO) solutions since 1985. Our focus on flexible, customer-based solutions provides a comprehensive menu of Human Resources (HR) outsourcing, Professional Employer Organization (PEO) services, Insurance and Payroll. All designed to offer our Clients the convenience of a single-source provider for all HR needs.

SCI assists you in managing your largest asset, your people. SCI’s specialties and cost-effective administrative scope of services include: Human Resources Best Practices, Human Capital Development, HR Administration, Assessment, Employee Benefits, Workers’ Compensation, HR Compliance and Payroll Administration. In addition, SC Insurance Mart offers a full spectrum of insurance products and services to protect you, your business and your employees.

For more information, visit www.scicompanies.com.

About HR Strategies
The publisher is not engaged in the business of rendering legal, tax or accounting services. HR Strategies does not constitute legal, tax or accounting advice and is not intended to replace the advice of an attorney or accountant. If legal, tax, accounting or other professional assistance is required; the services of an attorney or a certified public accountant should be sought.

To ensure distribution to your e-mail inbox, please add letusknow@scicompanies.com to your address book or ‘safe list.’

If you have questions or comments, send your feedback to letusknow@scicompanies.com.

Privacy statement: SCI does not furnish e-mail addresses from this list to third parties.

Created with eNewsBuilder