One of my employees resigned on June 30th in the heat of the moment. Now, he has decided to stay, and his request has been accepted by the management. I am a subscriber to an HRMS software where his separation has been processed. My query is how I can rehire this employee with his back wages and, of course, maintain his continuity in services.
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From India, Gurgaon
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Response awaited.
From India, Gurgaon
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A good question. Every HRMS software is usually designed to take care of the re-hiring process of an employee, which is programmed as per company policy (Check within Software). First, you need to see if you have a "re-hiring" policy in place, and if not, this is a good time to make one. You will need to get the finance and legal departments also involved in this policy framing as more than HR aspects, what impacts the employee/company will be the employee's financial aspect and, of course, legal issues related to such re-hire now and in the future.
Ideally, to avoid all this trouble, usually companies just hire such an employee as a new employee. However, in the process, the employee would lose all their benefits due to non-continuity of service. In management words, this is the cost such an employee is paying to break his service for whatever reasons and a deterrent to all employees going ahead.
In order to protect employees, devise your policy to separate an employee within an acceptable timeframe. It would be a good practice to keep a 45-day time period after the employee's Last Working Day to separate him from the company system, lest he changes his mind. It worked for me, and finance will support it due to the time they get to arrange funds as well. Additionally, the retention team will get enough time to try getting back such employees if required post-resignation. There is no loss for the employee but the time to get his full and final payment is delayed by 45 days. I guess it's nothing compared to the loss if he rejoins as a new employee.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
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297Ideally, to avoid all this trouble, usually companies just hire such an employee as a new employee. However, in the process, the employee would lose all their benefits due to non-continuity of service. In management words, this is the cost such an employee is paying to break his service for whatever reasons and a deterrent to all employees going ahead.
In order to protect employees, devise your policy to separate an employee within an acceptable timeframe. It would be a good practice to keep a 45-day time period after the employee's Last Working Day to separate him from the company system, lest he changes his mind. It worked for me, and finance will support it due to the time they get to arrange funds as well. Additionally, the retention team will get enough time to try getting back such employees if required post-resignation. There is no loss for the employee but the time to get his full and final payment is delayed by 45 days. I guess it's nothing compared to the loss if he rejoins as a new employee.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
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