I need help to write a note to the CEO of my company about a case of an employee who re-joined the organization. His exit was clean, but he realized his mistake, so he came back after serving probation in another organization with a similar nature of business and the same designation, but a higher salary. Please help me out in writing about his case, which will be checked at year-end.
From Pakistan, Karachi
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From Pakistan, Karachi
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This is to remind you about one of our employees who worked with us for around two years. He resigned from our company by his own decision and joined another organization with a similar business, the same designation, but a higher salary. His exit was clean, and we accepted his resignation on a good note, understanding that he might be looking for the best. We released him and issued all the necessary documents he needed. However, we did not require him to serve the notice period, which was decided by mutual consent.
According to the employee, after a month or so in the new organization, he realized that the working environment was not comfortable, as he was in his probationary period for three months. The work was good, but the people and the team were not supportive or cooperative at all. It's not always about work, salary, and perks; sometimes, in fact, most of the time, the people you work with matter a lot.
Almost two months later, the employee approached the immediate supervisor for the rehiring process. It took us about a month to decide whether to hire him again. After considering many aspects, including his previous performance and commitments, we decided to rehire him. He was good at his work and acknowledged his mistake, which brought him back to our company. We rehired him on the same salary, terms, and conditions he left on, and he agreed to these conditions. He joined us before becoming permanent at the other organization and submitted his release letter as well.
We are committed to ensuring that he does not encounter the same issues that led to his resignation.
Best Regards,
Human Resource Department
From Pakistan, Karachi
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According to the employee, after a month or so in the new organization, he realized that the working environment was not comfortable, as he was in his probationary period for three months. The work was good, but the people and the team were not supportive or cooperative at all. It's not always about work, salary, and perks; sometimes, in fact, most of the time, the people you work with matter a lot.
Almost two months later, the employee approached the immediate supervisor for the rehiring process. It took us about a month to decide whether to hire him again. After considering many aspects, including his previous performance and commitments, we decided to rehire him. He was good at his work and acknowledged his mistake, which brought him back to our company. We rehired him on the same salary, terms, and conditions he left on, and he agreed to these conditions. He joined us before becoming permanent at the other organization and submitted his release letter as well.
We are committed to ensuring that he does not encounter the same issues that led to his resignation.
Best Regards,
Human Resource Department
From Pakistan, Karachi
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Have made some minor changes...hope it meets your needs.
Re-Hiring of Ex-Employee
This is in regards to the re-hiring of one of our ex-employees, Mr./Ms. [Name Removed For Privacy Reasons], who had been associated with our company from [Date Removed For Privacy Reasons] to [Date Removed For Privacy Reasons]. He had shown immense interest to the hiring authority and his immediate supervisor to re-join our company.
He had earlier resigned from our company to take up an opportunity with one of our competitor groups at the same designation but with a higher salary. His exit was clean and on a good note; we had waived off his notice period by mutual consent. He had been in a probation period of 3 months. In a discussion with the human resource department, the concern shared by the ex-employee was that in his new organization, although he had no issue regarding his job profile, the work environment was not comfortable. The team was not at all supportive and cooperative.
After a series of discussions with him for almost a month, and considering and evaluating all aspects of his past performance records, feedback regarding his work commitment, and dedication to work, we re-hired him on the same salary, terms, and conditions which he left on, and he agreed to be appointed on the same conditions. He joined us on [Date Removed For Privacy Reasons] before getting permanent over there and submitted his release letter.
We ensure he will prove to be an asset to our organization and serve a long productive tenure with us.
Best Regards,
Human Resource Department
From India, Mumbai
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40Re-Hiring of Ex-Employee
This is in regards to the re-hiring of one of our ex-employees, Mr./Ms. [Name Removed For Privacy Reasons], who had been associated with our company from [Date Removed For Privacy Reasons] to [Date Removed For Privacy Reasons]. He had shown immense interest to the hiring authority and his immediate supervisor to re-join our company.
He had earlier resigned from our company to take up an opportunity with one of our competitor groups at the same designation but with a higher salary. His exit was clean and on a good note; we had waived off his notice period by mutual consent. He had been in a probation period of 3 months. In a discussion with the human resource department, the concern shared by the ex-employee was that in his new organization, although he had no issue regarding his job profile, the work environment was not comfortable. The team was not at all supportive and cooperative.
After a series of discussions with him for almost a month, and considering and evaluating all aspects of his past performance records, feedback regarding his work commitment, and dedication to work, we re-hired him on the same salary, terms, and conditions which he left on, and he agreed to be appointed on the same conditions. He joined us on [Date Removed For Privacy Reasons] before getting permanent over there and submitted his release letter.
We ensure he will prove to be an asset to our organization and serve a long productive tenure with us.
Best Regards,
Human Resource Department
From India, Mumbai
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