arunananth2007 Started The Discussion:
Dear HR people,
If an employee who is resigned from the same company, wants to rejoin in the same company after some years. Whether we can accept him and ask him to join in the company?
This is the pratice today many of the people are following.
What is your view in this.
And the same employee after completing 7 months again he is submitting resignation.
What is your stand on this?
Can we communicate to other companies about this practice of the such employee?
From my point of view this kind of practices should be allowed.
What is your view on this.
You can take your X employee back provided his/her performance , attitude was good. You can check all these details in his exit interview form. You can also take written long term commitment from him/her. Before rehire him/her, it is always better to check his/her old boss about his character/ behaviour. If you get green signal from his old manager and if he is the same person going to be his boss you can make an offer, else you can arrange for a talk with his old boss and and hiring manager & finally if hiring manager is satisfied from interview with X employee & X boss feedback, you can make an offer.
Hope I have clarified your doubt.
Thanks & Regards,
adding to what arun has rightly said..many companies do have a policy that person can rejoin the company only after 12 months(or 6 months).
with such a policy in place employees will be discouraged to such practice except for the genuine cases
Thanks for your reply.
But even though the candidate is having good records in performance, whether this kind of practice will demotivate the other employee. For example X employee resigned from his existing company as a Sr.Executive and he got an other offer as a Asst.Manager.
After some 6 months back the employee had rejoined in his previous company as a Manager. The reason for the grade hike is only the experience.
As a HR person what we have to do in this case?
Whether we have to motivate the existing employee? (0r)
We have to issue a offer to this employee?
SAME SITUATION LIES WITH US ALSO. WE HAD REJOINED FEW EMPLOYEE AFTER THEIR RESIGNATION. AFTER THAT ONE MATTER WAS PENDING THROUGH ASSOCIATION IN HIGH COURT IS GONE AGAINST US. WE HAVE TO PAY SOME AMOUNT AS ARREAR TO STAFF WITH US.
I WANT TO ASK WHETHER WE HAVE TO PAY ARREAR TO THOSE EMPLOYEE WHO RESGINED AND REJOINED AFTER SOME TIME.
IN MY OPINION THEY HAVE BREAK THE CONTRACT WITH THE COMPANY AFTER SUBMITTING RESIGNATION.
I AM CORRECT?
@minu_2: Do you mean to say you left your company without notice of resignation and now you want to go back in? I'm not sure how the practice goes in your country, but for most of the organizations here in the Philippines, you would have been considered on absence without official leave/permission and would have immediately been sent a letter of explanation for such, in some cases, even forced to return to work or worse, given your termination papers.
You really have a lot of explaining to do with your former company and pray that they offer you a second chance.
Dear Mr. V.Arunkumar,
If a person was working in our company previously and wants to come back then he / she is always welcome to come back. But before taking that employee the HR should always refer his / her personal file and should evaluate the him / her on the following points from personal file:
1. No. of years served in the Company
2. No. of promotions received during the tenure in your Company
3. Percentage of increment received each year
4. Any warning letter issued
5. Any Late coming / Disciplinary letter issued
6. Above all, you should also check the attributes, behavior and skills with his previous reporting authority in your Company.
Also as rightly said by Richa, this is the usual practice followed by every employee. In our Company, if our old employee wants to rejoin us after the gap of 1 year or more then we take them on the CTC more then they are currently getting. If the same employee rejoins us in the the gap of less than 1 year then we take on CTC he was getting when he left our organization.
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