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Rehire/Reinstatement

Policy Number: HR-47
Effective Date: July 2002
Revisions: June 2002, June 2001, July 2000
Responsible Official: Senior Vice President of Student Life and Administrative Services

PURPOSE

This policy provides a process by which a former full-time University employee can be re-employed on a full-time basis.

I. POLICY

It is the University's policy to consider former employees for approved/budgeted open positions. Employees who leave the University, either voluntarily or through no fault of their own, and who make application for reemployment will be given consideration. The University 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 University 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 University. Reinstatement applies when an employee returns to full-time regular employment status in the former position or another position in the University. Rehire is employment of a former employee after ninety days of the employee’s effective date of termination from the University.

IV. GUIDELINES

  1. Employees who have terminated from the University 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.
  2. Employees who have terminated from the University 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

  1. When position openings occur, the University 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.
  2. 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 University), if available, for a reference.
  3. 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.
  4. 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.

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