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
From India
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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
From India
Acknowledge(0)Amend(0)
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
From India, New Delhi
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12Rejoining 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
From India, New Delhi
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