Can We Apply Again for Facebook Job Within 4months

Policy brief & purpose

Ouremployee rehire policy defines rules for rehiring one-time employees. Sometimes, we may discover information technology more beneficial and cost-effective to hire employees nosotros trust who left our company for various reasons. This policy will outline circumstances under which former employees might be rehired and any relevant guidelines.

Telescopic

This policy applies to one-time employees who left our company on a permanent ground.

This policy doesn't refer to any employee who's on medical, parental or other blazon of long-term leave.

Policy elements

This policy will not prohibit any former employee from applying to a position. Merely, it'll outline in which cases it can consider this employee for rehire.

To be considered for rehire, former employees should accept left the company for 1 of the following reasons:

• Voluntary resignation
• Company Lay-offs
• Expired contract
• Termination for reasons other than illegal or unethical behavior

These employees can employ to a position with the company after a minimum period of [4] months. This excludes employees whose contracts expired. They tin can ask for a contract renewal immediately and nosotros may consider them.

What employees are ineligible for rehire?

Employees who were terminated for cause or abandoned their chore aren't eligible for rehiring. If in that location are skilful reasons why those employees should exist rehired, senior management should offset approve the determination. 'Practiced' reasons include but are not limited to:

• Court decisions that oblige our visitor to rehire an employee.
• Reliable proof that employees' behave volition no longer be problematic. In this example, our company doesn't guarantee rehiring but may consider it.

There are two extra eligibility criteria for rehire. Onetime employees should have:

• Completed their probationary period when hired.
• Performed adequately while employed by our company.

Employees who accustomed a job offer but didn't show up on their first day won't exist considered for rehire for a flow of [half-dozen] months. This doesn't apply if they had serious reasons for non showing up (e.g. medical emergencies).

If our company decides to consider retired employees for rehire, we will cheque and comply with relevant legal regulations.

Employee condition and benefits

Employees who were working for our visitor for less than [12] months will be considered 'new hires' if rehired. New hires are usually expected to undergo hiring and onboarding procedures, partly or entirely.

By contrast, employees who were with the visitor for longer than [12] months might not have to go through the same procedures every bit new hires. Their service can exist recognized for seniority and specific benefits plans such as stock option and ill get out accrual. Benefit plans remain at our company's discretion.

For employees to be eligible for those benefits, there's one condition: they should not have been absent for a period that exceeds their fourth dimension of employment with our company. For instance, if an employee worked for our visitor for three years but was absent for four years, they'll be considered 'new hires.' If, still, they were absent for just two years, they'll be eligible for benefits.

At whatsoever case, employees who were absent for more than five years are considered 'new hires.'

Fair decisions

Our company is committed to equal opportunity practices. When hiring, we won't discriminate according to any protected characteristics.

However, nosotros may requite precedence to erstwhile employees who utilise for positions compared with other candidates. This precedence is reasonable, considering sometime employees know our visitor better than new external candidates. Among former employees who are considered for rehire, they'll be no discrimination or unfair disqualification.

Procedure

When an employee applies for a position or contacts our company about rehiring, the following procedure should be followed:

1. Hour department reviews personnel records to decide whether the employee is eligible for rehire.
2. If they are eligible, hiring managers decide whether the employee is qualified for a item position. If they aren't eligible, 60 minutes department should inform them.
3. If they're qualified, hiring managers contact the former employee and make necessary arrangements. These arrangements include (but are not limited to) an interview, a pre-screening exam or a straight job offer. If they aren't qualified, hiring managers should inform them. Eligible former employees may still apply for a different position

At any moment, our company may choose to contact former employees proactively. Their eligibility should be established beforehand.

Disclaimer: This policy template is meant to provide full general guidelines and should be used equally a reference. Information technology may not take into account all relevant local, land or federal laws and is not a legal document. Neither the author nor Workable volition assume any legal liability that may arise from the utilise of this policy.

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Source: https://resources.workable.com/employee-rehire-policy

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