Can a Company Rehire You if You Quit?
Employees who quit their jobs run the risk of severing ties and burning bridges that they may never get to to cross again. The question of whether or not a company can rehire an employee who has quit his job is not so much a legal question as it is a pragmatic question. Determining whether an employer can rehire someone who quits depends upon various factors, such as company policy and the circumstances under which the resignation occurred.
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Application
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An ex-employee can reapply for a position, regardless of the reason he quit. It's a good idea to keep applications for nonhires on file for one to two years, but there are no hard and fast rules for this. Keeping them on file does not mean that the employer necessarily needs to give equal weight to applications from former employees. As long as the employer meets the obligation of allowing the former employee to make the application, no legal harm is actually done if the employee goes through the process of having his application reviewed to no avail.
Eligibility
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One consideration in the rehiring process is whether the employee is eligible for rehire based on company policy. When employees are allowed to quit on their own terms, the paperwork that indicates the termination of employment should provide an indication of whether the employee left on good terms and would be considered for rehire at a later date. Sometimes there are extenuating circumstances, like an illness in the family, that cause the departure. If the employee returns several years down the road and is eligible for rehire under company policies, then the hiring manager can consider his application.
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Considerations
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Employers may consider a variety of factors in determining whether to rehire an employee. For instance, if a labor shortage forces the employer to seek alternative methods of hiring, it may consider contacting former employees who have expressed an interest in returning. Or, if the former employee has already applied, the employer may consider it practical to make the hire because of the fit between the employee's skills and the job requirements.
Additional Reasons
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Aside from the pragmatic reasons to rehire an ex-employee and the considerations of eligibility, there are various reasons why a company should consider a rehire. One reason would be if the former employee took all of the necessary and proper steps before resigning, whether that included giving proper notice or going through a formal exit interview process. If the employee consistently met expectations in his first go-round with the company, that too can be reason to rehire. Instances of misconduct or deliberate rule-breaking are, of course, valid reasons not to rehire, but an ex-employee who can reasonably be expected to do the job and do it well should be considered a viable candidate for open positions.
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References
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