Forgive & forget always pays back in long term. Just allow her to join as per her request as long as you and your management feels that her working in the company is good for the organisation. Do not worry too much about setting a wrong precedent. Just take decision that your company needs her back or not. If yes then do it in most positive manner. She should not feel that she has been victimised otherwise whole purpose of hiring her back is gone. If your comapny dies not want her then say god bye to her.
Vinod Jain
From India, Mumbai
Vinod Jain
From India, Mumbai
Dear Lalitha,
Carefully going through your predicament, on rejoining employee(s) after his/their resignation. I have the following remarks and recommendations:
1. Your employee, has tendered his resignation and duly approved by the management. It is understood that all legal protocols have been observed. All parties are free from legal obstacle. Since, the finance and operations department's assignments were done.
2. Refer to your manual, re: rejoining of employee..... do you have any policy on this matter? If yes, you don't have anything to do but just apply it. If none, then you can not act alone at your own volition. Hence, you need to formulate a policy that deals on this matter and approved it by the management. For the meantime, the employee must wait.
3. Assuming that you don't have policy on this matter. Always put in your mind the safest way is follow the law so as not to compromise the employee much the employer, especially, you don't have existing policy on this matter and you can not predict the consequences in the future.
4. When the employee resigned... and approved by the management..... that terminated the relations of the employer and the employee, except, the monetary obligations that a unilateral action by the employee to collect is required. Therefore, should the employee wishes to join the company (again). The employee should go through the normal procedure of applying and follow the stages of your recruitment policy. He wil join as new employee.
5. As you mentioned, the employee was the one setting the conditions of his coming back. This situation, you are unaware that the employee is digging hard to put himself in a solid ground, this is a very treacherous legal maneuvering which is prejudicial to the interest of the management.
6. Stay on the safest road, no policy of rejoining, create a policy. Put away the company and the employee for any future legal arguments.
Best wishes.
Dr. Dionicio D. Viloria, SPHR
Sultanate of Oman
From Oman
Carefully going through your predicament, on rejoining employee(s) after his/their resignation. I have the following remarks and recommendations:
1. Your employee, has tendered his resignation and duly approved by the management. It is understood that all legal protocols have been observed. All parties are free from legal obstacle. Since, the finance and operations department's assignments were done.
2. Refer to your manual, re: rejoining of employee..... do you have any policy on this matter? If yes, you don't have anything to do but just apply it. If none, then you can not act alone at your own volition. Hence, you need to formulate a policy that deals on this matter and approved it by the management. For the meantime, the employee must wait.
3. Assuming that you don't have policy on this matter. Always put in your mind the safest way is follow the law so as not to compromise the employee much the employer, especially, you don't have existing policy on this matter and you can not predict the consequences in the future.
4. When the employee resigned... and approved by the management..... that terminated the relations of the employer and the employee, except, the monetary obligations that a unilateral action by the employee to collect is required. Therefore, should the employee wishes to join the company (again). The employee should go through the normal procedure of applying and follow the stages of your recruitment policy. He wil join as new employee.
5. As you mentioned, the employee was the one setting the conditions of his coming back. This situation, you are unaware that the employee is digging hard to put himself in a solid ground, this is a very treacherous legal maneuvering which is prejudicial to the interest of the management.
6. Stay on the safest road, no policy of rejoining, create a policy. Put away the company and the employee for any future legal arguments.
Best wishes.
Dr. Dionicio D. Viloria, SPHR
Sultanate of Oman
From Oman
I am agree with tpankuhuri suggestion, In case a person will rejoin ur organisation, its good for organisation and as well as a staff . first U get consent from top management n instruct to staff concerned of account reverse the account.
Yes this could be done. As this is internal issue, if management wants the same, the resignation letter could be rejected, and if accepted, the relieving letter could be withdrawn. This is not a major issue at all
From India
From India
I agree with all the seniors given thier suggestions. But we have to think other side. If she wants to re join with original date of joining means please verify weather the employee is pregnanent. Because, As per the rules of maternity benefit she will be eligible for the same.
From India, Hyderabad
1From India, Hyderabad
Dear
No harm would be caused by taking her back.For Company policy many of the views expressed is for being tough.But take the call of your CEO.Humanism plays a major part.Imagine she is saving your 8.33% recruitment cost.
rajanassociates
From India, Bangalore
No harm would be caused by taking her back.For Company policy many of the views expressed is for being tough.But take the call of your CEO.Humanism plays a major part.Imagine she is saving your 8.33% recruitment cost.
rajanassociates
From India, Bangalore
Though it will be good to re-recruit a resigned employee, pl verify reasons for resigning thoroughly as the employee is returning in 3 weeks. If reasons are genuine it is worthwhile to treat the off peiod as leave.
Kannan
Kannan
Dear All!
I fully agree with Ms. Latika and I appreciate her way of solving this case. By this discussion I got added advantage as now I am working on Human Resource management System and complete manual policy for a company and I was little bit confused about the same issue.
Kind Regards,
Asha Kiran
From India, Pune
I fully agree with Ms. Latika and I appreciate her way of solving this case. By this discussion I got added advantage as now I am working on Human Resource management System and complete manual policy for a company and I was little bit confused about the same issue.
Kind Regards,
Asha Kiran
From India, Pune
We can give rejoining but question arrived when Income Tax computation, PF Yearly Returns and Giving ESI/PF number need to give same or different.
From India, Bangalore
From India, Bangalore
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