Human Resources Policies

POLICY: Rehire / Reinstatement
Policy Number: HR-47
Effective Date: July 2002
Revisions: June 2002, June 2001, July 2000
Responsible Officer: Associate Dean, Planning and Operations


PURPOSE:
This policy provides a process by which a former full-time College of Medicine employee can be re-employed on a full-time basis.

I. POLICY:
It is the College of Medicine's policy to consider former employees for approved/budgeted open positions. Employees who leave the College of Medicine, either voluntarily or through no fault of their own, and who make application for reemployment will be given consideration. The College of Medicine does not re-employ those who were terminated for cause.

II. ELIGIBILITY:
This policy applies to all former employees (not including faculty) who were in good standing with the College of Medicine at the time of his/her termination.

III. DEFINITIONS:
Reinstatement is employment of a former employee within ninety days of the employee’s effective date of termination from the College of Medicine. Reinstatement applies when an employee returns to full-time regular employment status in the former position or another position in the College of Medicine. Rehire is employment of a former employee after ninety days of the employee’s effective date of termination from the College of Medicine.

IV. GUIDELINES:
A. Employees who have terminated from the College of Medicine and are reinstated within ninety days of the effective date of termination shall be reinstated with their hire date and benefits entitlement, based on the original date of hire.

B. Employees who have terminated from the College of Medicine and are rehired after ninety days of the effective date of termination will be considered a new hire with a new date of hire and benefits eligibility will be based on this new date of hire.

V. PROCEDURES:
A. When position openings occur, the College of Medicine will consider applicants who are former employees, who have performed satisfactorily and who have terminated their employment under favorable circumstances. Each application will be considered on its own merits after a review of the applicant's record, the type of position available, and other relevant factors.

B. Before pursuing the recruitment and selection process with a former employee, the individual conducting the search must contact the Human Resources Department to review the position opening and have a Human Resources representative check the former employee's record. Records of former employees who were terminated involuntarily will be reviewed by Human Resources to determine the circumstances of the termination. In addition to the required two references, supervisors are advised to contact the applicant's former supervisor (at the College of Medicine), if available, for a reference.

C. A department intending to reinstate a former employee to an open position, whether or not it is the same position formerly occupied by an employee, must complete all normal personnel action forms. However, the requirement of posting can be waived with permission of the Department of Human Resources.

D. An employee who is reinstated within ninety days will recover the amount of sick time accrued at the time of termination. An employee rehired after ninety days will begin with a zero balance.

Additional Information: Inquiries regarding this policy can be directed to the Human Resources Department.