Dear Lalitha,
As the employee had been relieved 03 weeks earlier and now she wants to rejoin. She may be allowed to rejoin in the same position and salary but not as a continued employee, rather should be taken on roll with effect from date of resumption of her duties.
As it was her own decision to get relieved and for rejoining, she should be given a fair chance to serve the same employer but not on her conditions.
As she is being given a chance to rejoin, this should not affect the Organisational atmosphere and should not be given other employees the chance to repeat the same.
Rest is discretion of your management.
Amit Anand Gera

From India, New Delhi
p ramachandran

It is not a problem from our HR side. You please see about her past records in service and get opinion about her rejoining with Management(Deciding authority) and her previous head of the department/teamleader/project manager.
If everything is ok, then you issue a letter to her that her rejoining request has been accepted by the management and let her continue in service. Then on her joining keep her on the same roll number and pf/esi number by treating the gap period as leave without pay.

From India, Madras

Dear Lalitha,
Even I have come across the same situation. One of our employee joined, not even a month, he went on leave for 2 months giving some personal reason. Later he joined after two months But we informed him and we did not considered his previous date as joining date.

From India

Dear Lalitha
I support all who are in favour of smooth comeback and rejoining of ex-employee.
Employee was good performer and coming really a good news, you will save hiring cost also a big cost of training and capacity building. A new employee will take at least 4-6 months to understand the system and work culture but she will readjust in 2 to 3 days. A major difference between Govt. machinery Corporate is flexibilility of policy, so I do not think giving her green signal for leave adjustment and rejoining is a problem. Also, I do not think accounts and operation have to take any pain for reversal of the process.
Create an example and make it loud, so that other employee will have this assurance that company support good employee.

From India, Delhi
i believe that the employee should be taken up again as a new employee. As the employee had left the employment for personal reasons.
of course retaining old employees is important and necessary, but it can not set a very good example for others, and will tempt the others also to think that anything and everything can be done in the company. moreover the company has its own rules and regulations which are to be followed and they cannot be made for each and every person according to his/her accquaintances.
the employee may be a good one and may be the organisation also requires the employee but once she has resigned, and left, she cant expect to be employed in the same company in continuity.

From India, Pune
Bhimrao Gadade
Its not possible to adjust. but you can take her as a new employee by doing all joining formalities. Bhimrao Gadade Assist.Manager - HR 9766711556
From India, Pune

hi all,
This same incident happened in our office, a resigned staff came back after 2 months to reconsider his resignation. We decided him to continue only as a new staff (except pf number remains the same) rest of all (emp ID,.......) bears the new, and salary remains the same. Hence my suggestion would be to continue as a new staff and teach other staff that our company is best rather than the rest.
Create this feel i beleive staff will know to take a right decision amid of wandering mind.

From India, Madras

In this particular case you can rehire the separated employee for the same position that she held while she left. This should go fairly well with the employee and her coworkers. ( a demotion or a promotion is definitely not recommended).
However in the long run to provide clarity on such issues its better to have a policy in place which will clearly define the conditions under which rehire would occur, the cool off Period and other such details. This will ensure Standardisation and also makes things more transparent and acceptable to all stakeholders.
These details should form part of your Lateral Recruitment Policy Document. For any queries on Policy Formulations do feel free to contact me.

From India, Delhi
Dear Ms Lalitha
Good to know the usage of the cite. I share my thought:
-there is no bar for rejoining.
-if the employee concerned is worth retaining, the intervening period may be adjusted as leave without pay.
-legally this is valid.
Best wishes
Narendera K Gupta
ex VP HR
Senior Group of Companies
Nirmal Chhaya
Flat No.182 Gf
Pocket D 6
Sector 6
Delhi 110085.
M 9810685704

From India, Delhi
If u are confident on her performance, just take her in..... nothin else matters. Its good to retain the costliest asset of any company — The PEOPLE
From India, Bangalore

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