How Should We Draft a Fair Reappointment Policy for Returning Employees?

Dear All,

I request your help in drafting a reappointment policy (Rejoining Case). Many of our ex-employees are rejoining us, so I need to draft a policy for rejoining cases. We are planning to introduce certain terms and conditions in this regard.

I am considering the employee's past record and also their exit process (whether they were officially relieved or not). I would like to know if I need to include any other details.

Regards,
Veena

Hi Veena,

Rejoining obviously should be based on the past performance and conduct of an ex-employee. These are paramount.

You may consider the following:

1. Tenure served (fairly substantial/conforms to minimum acceptable).

2. Appraisal reports/ratings/achievements/usefulness.

3. Progression in the Company (promotions/increments/rewards/participativeness).

4. Interpersonal skills/conduct with colleagues/superiors alike.

5. Job aptitude/attitude exhibited during the past tenure.

6. Incidents of any misconduct/violation/contravention of any set policy/guidelines/law.

7. Extracurricular activities: Unionism/staff welfare/events/social work.

8. Complementary skill-sets "now" required by the Company.

9. Knowledge sharing/mentoring/leadership/motivational abilities, team play, etc.

10. Exit conduct - proper handover/return of Co. docs/equipment/IPR, etc., and refund of outstandings, notice period served, etc.

11. Peer recommendations/respect for the person.

The rejoining policy can incorporate the above and perhaps more as conditionalities for re-engagement in the Company. You may also develop a checklist for HR to tick off against all seeking to return to the Company or are on a recall.

Hope this helps.

Rahul

09968270580

Hi, I am looking for a policy for rehire/rejoining. I would really appreciate it if someone could share the same.

Sincerely,
Anubhav