FREE 10+ Rehire Policy Samples [ Employee, After Termination, Pension Program ]

In an age where most people are employed by various companies, it’s not unusual for former employees to go back to their previous companies after they left it for some time. Some companies find it advantageous to pursue applicants who have previously worked for the company especially if the applicant has a good record. However, not all can be eligible for rehire due to some unfortunate circumstances that happened during their work period. With this in mind, all companies need to have a formal rehire policy to guide them in the process of rehiring previous employees. Read the article to find out what a rehire policy means and what comprises it.

In an age where most people are employed by various companies, it’s not unusual for former employees to go back to their previous companies after they left it for some time. Some companies find it advantageous to pursue applicants who have previously worked for the company especially if the applicant has a good record. However, not all can be eligible for rehire due to some unfortunate circumstances that happened during their work period. With this in mind, all companies need to have a formal rehire policy to guide them in the process of rehiring previous employees. Read the article to find out what a rehire policy means and what comprises it.

10+ Rehire Policy Samples

1. Rehire Policy Sample

2. Printable Rehire Policy

3. Company Rehire Policy

4. Rehire Policy And Recall Letter

5. Professional Rehire Policy

6. Former Employee Rehire Policy

7. Pension Program Rehire Policy

8. Rehire Policy After Termination

9. Change in State Rehire Policy

10. Staff  Rehire Policy

11. Employee Rehire Policy Sample

What is a Rehiring Policy?

A rehiring policy entails rehiring a former employee to work for the company again. Voluntary resignation, rehire after a layoff, expired contracts, termination based on factors unrelated to performance or unethical behavior are several scenarios in which this policy would be applicable.

Nevertheless, if the worker was dismissed due to a problem with performance or reliability, they should probably not be considered again.

Why Should You Have a Rehiring Policy?

Although rehiring a former employee can save money and streamline the hiring process, there should still be a clear policy in place. It’s always a good idea to have a formal document that explains how the process will work. This guarantees that everyone involved is aware of how to proceed with the rehiring process from start to finish. This document should include elements such as former-employee-specific interview questions and responses.

The benefits of rehiring a former employee are numerous, which is why it is becoming increasingly popular. The following are just a handful of the most prevalent advantages of rehiring a former employee:

1. Attitude and Morale
2. Qualifications and Experience
3. Cost-Effective
4. Training Time Reduction
5. Ease of integration into the Company Culture

Details to Include in a Rehire Policy

1. Determine the Factors that the Returning Employees are Eligible for Rehire

Every company must have an official policy on their previous employees who are eligible and not eligible for rehire. Employers, human resources managers, a labor relations representatives must decide on these matters and should reach an agreement before implementing it as one of their policies. Once this has been established, they must document it and share the decisions with their employees.

2. Verify the Returning Employee’s Status in the Company

When an applicant applies for the company that they used to work in, hiring managers and human resources assess the applicant if he is eligible for rehire. They check references such as previous records to see if the applicant can pursue in the next application process. One of the processes that the human resources and hiring managers check is to see the reasons why the applicant/former employee left the company and determine if they will be welcomed back to apply. Below is the list of usual reasons for applicants to be either rehired or not:

• Eligible for Rehire: Any staff who left the company voluntarily or were let go because of company retrench.
• Not Eligible for Rehire: Any staff terminated for serious conduct or behavior violations.

3. Include Any Policy About Continuing Credits from the Previous Service

It’s entirely up to the company to continue the credits earned by the previous employee once he is rehired in the company. The credits they earn can benefit them for retirement, service awards, or the number of leaves; but it entirely depends on what the employee credits are used for. If you want to allow for the rehired employee to continue their credits, you must have a set of qualifications for them to be able to obtain this privilege.

FAQs

Rehiring a former employee is can benefit a company as they don’t have to train them as much as a new employee does and they already know the culture and the way around the company. Plus, some employees are familiar with the returning employee which can be easier to deal with each other. As long as hiring managers have a solid rehire policy to determine the eligibility of a former employee for rehire, then there’s no problem bringing them back on board again. To guide you on making your own rehire policy, refer to our sample templates above. They are free and easy to download.