Policies for job jumpers
Aaron H
16 Posts
I want to start off by expressing my sorrow for all Americans and especially those directly affected by this tragedy. This is a time for all of us to work together and to remember what it means to be a true American. While it is hard for me to focus on work with this in mind, I have a question.
I work in the blacktop maintanance business. It is our current practice to make any employee who leaves not on good standing to wait one year before we will consider rehire. My question is regarding employees leaving on good terms and wanting to come back. If an employee gives the two weeks, we enjoyed having him or her as an employee, and their new job just does not work out for them, should we just let them back? I don't want to set a policy that will encourage employees to leave because they know that we will take them back nomatter what. My thoughts are to have them re-apply, going through the interviews and being weighed against any new applicants. I also thought to consider a time limit, for instance within 30 days of leaving, they can come back with no penalty. If anyone has any thoughts, I would appreciate hearing them.
Regards from Wisconsin,
Aaron
I work in the blacktop maintanance business. It is our current practice to make any employee who leaves not on good standing to wait one year before we will consider rehire. My question is regarding employees leaving on good terms and wanting to come back. If an employee gives the two weeks, we enjoyed having him or her as an employee, and their new job just does not work out for them, should we just let them back? I don't want to set a policy that will encourage employees to leave because they know that we will take them back nomatter what. My thoughts are to have them re-apply, going through the interviews and being weighed against any new applicants. I also thought to consider a time limit, for instance within 30 days of leaving, they can come back with no penalty. If anyone has any thoughts, I would appreciate hearing them.
Regards from Wisconsin,
Aaron
Comments
James Sokolowski
Senior Editor
M. Lee Smith Publishers
To encourage people to return, you might want to give them credit for past time employed as an incentive. If you want to talk about a way to do that as an attraction tool, call me at 615-371-8200.
Margaret Morford
theHRedge
We currently allow our employees to return with their seniority if their absence was 60 days or less. Prior to my arrival, we had someone that was attracted by money to another financial institution. After 30 days, they asked to return to our company. Upon returning, they proceeded to tell all employees how well we treated our employees. She has been here an additional eight years and will be retiring with our company next year. I agree with Margaret, don't close that door, you may someday wish that you had left it open.
I had one employer who had numerous employees going to a competitor for higher pay. After about 2 weeks, some of the old employees asked to come back (the grass is not always greener). The employer decided that the best way to keep the employees it had left, was to let the old ones come back and they would let the remaining employees know that the competitor was not all it was cracked up to be.
If an employee leaves for personal reasons or more pay and leaves on good terms, I don't see any reason why you would not want to hire them back.
Good Luck!!
Aaron Hart