Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 270 views

    Re-Hiring of EX-Employees Policy

    Uploaded by

    Badal Bhattacharya
    Re-hiring ex-employees provides benefits like reduced training costs, higher productivity sooner, and a better employee-company fit. However, employees terminated for misconduct will not be re-hired. When re-hiring an ex-employee, they should be offered their same position and salary. If more than two years have passed, higher pay and a promotion can be considered with a positive reference. The approval process involves sign-off from vertical heads, HR, and the employee's former supervisor to evaluate performance and reliability.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Re-Hiring of EX-Employees Policy

    Uploaded by

    Badal Bhattacharya
    270 views2 pages
    Re-hiring ex-employees provides benefits like reduced training costs, higher productivity sooner, and a better employee-company fit. However, employees terminated for misconduct will not be re-hired. When re-hiring an ex-employee, they should be offered their same position and salary. If more than two years have passed, higher pay and a promotion can be considered with a positive reference. The approval process involves sign-off from vertical heads, HR, and the employee's former supervisor to evaluate performance and reliability.

    Original Description:

    Re

    Original Title

    Re-Hiring_of_EX-Employees_Policy

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Re-hiring ex-employees provides benefits like reduced training costs, higher productivity sooner, and a better employee-company fit. However, employees terminated for misconduct will not be re-hired. When re-hiring an ex-employee, they should be offered their same position and salary. If more than two years have passed, higher pay and a promotion can be considered with a positive reference. The approval process involves sign-off from vertical heads, HR, and the employee's former supervisor to evaluate performance and reliability.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    270 views2 pages

    Re-Hiring of EX-Employees Policy

    Uploaded by

    Badal Bhattacharya
    Re-hiring ex-employees provides benefits like reduced training costs, higher productivity sooner, and a better employee-company fit. However, employees terminated for misconduct will not be re-hired. When re-hiring an ex-employee, they should be offered their same position and salary. If more than two years have passed, higher pay and a promotion can be considered with a positive reference. The approval process involves sign-off from vertical heads, HR, and the employee's former supervisor to evaluate performance and reliability.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    You are on page 1of 2

    Re-Hiring of Ex-Employees

    Re-hiring ex- employees helps the organization cut down training costs, brings down the
    productivity lost due to time taken by a new hire to start producing results, enhances
    employer branding, and ensures better fit – clarity on both sides – employer as well as
    employee and brings diverse experience to the organization. However, any ex-employee
    who has been terminated by way of disciplinary action for any misconduct will not be re-
    employed.

    While recruiting ex-employees he/she should be offered the same position which he/she
    was holding at the time of leaving the Company and the salary will be paid as per the
    current payment plan unless there has been a significant increase of
    competence/knowledge in the incumbent. A person coming back must be taken in the same
    grade and on same salary unless he/she is coming back after a period of two years in which
    case we can consider giving him/her higher salary and higher grade subject to positive
    reference and meeting the above guidelines. A person recruited within 2 years of leaving
    can be given an increase in ctc proportionate to increments given out in those 2 increment
    cycles at a rating of 3.

    Any recruitment of ex-EFL employees should be cleared by the Vertical Head / CLT member
    of the division in which the employee was working earlier and also cleared by the respective
    Vertical and Corporate HR Head for the integrity, performance, capability and reliability of
    the ex-employee. There should be no direct recruitment of ex-employees without this
    process being implemented. The level at which an ex-employee returns to the company has
    also been an issue in the past. At no time should an ex-employee come into the
    Organization at the cost of upsetting the current team. The protocol for recruitment would
    also apply to all ex-Eurochamps. All management staff must be cleared by EFL Corporate HR
    and all non-management staff must be cleared by any two CLT members.

    Any ex-employee who wishes to re-join the organization can do so by submitting a written
    application addressed to concerned HR specifying his/her experience, period of
    employment, Department, nature of job, emoluments drawn, reason for his/her resignation
    and the name of the Supervisor to whom he/she had reported during his/her tenure in the
    Company.

    The Vertical HR Head shall scrutinize the application and verify the applicants personal
    records pertaining to previous employment with the Company and also obtain a written
    opinion about his/her character, conduct, performance, etc., from his/her Supervisor to
    whom he/she had reported before considering his/her employment.

    The Vertical HR Head shall consolidate the antecedents of such an applicant and forward the
    same to the concerned Vertical/Function head for his/her written concurrence.

    On receipt of approval from the concerned Vertical/Function Head, the candidate will be
    recruited in accordance with the recruitment procedures of the company.

    Below is the approval process and procedure for Re-hiring of ex-Eurochamps to be


    followed for all Verticals:
    a. Sales employees A1 to A3 –Approving authority shall be Respective Regional Sales Head
    b. Support employees A1 to A3 –- Regional Sales Head & Regional Head (convergence)
    c. Sales employees E1- Dual Approval - Regional Sales Head & Regional Head (convergence)
    d. Sales employees E2 & E3 – Recommending authority shall be Regional Sales Head, Approving
    authority shall be dual - Regional Head (convergence) & National Sales Head
    e. Support employees E1, E2 & E3 – Recommending authority shall be Regional Sales Head,
    Approving authority shall be dual - Regional Head (convergence) & respective DRH
    f. E4 & above across department – Recommended by the Regional Head & cleared by the
    Vertical Head / CLT member of the division in which the employee was working earlier and
    also cleared by the respective Vertical and Corporate HR Head and by any 2 CLT member.

    You might also like