Organizations often have a requirement to rehire team members who have been previously employed by the organization. Some examples of team members who were previously employed and may be considered eligible for rehire are:
- A leaver who is returning to the business in a new position
- A previous intern or contractor who is returning to the business in a new position
After the team members previously left, Sage People continued to store the team member records with an inactive status. For tracking purposes and continuity, Sage People recommends that no new team member records are created for rehires, but that the existing team member records be updated, and a new employment records created. This enables proper sequential tracking of the team member life cycle within the organization.
Benefits of using this process for rehires include:
- No duplication of Team Member records
- No duplication of user records, as the previous user record is updated and reassigned
- The full employment history for the individual is held against the same Team Member record
- A consistent process for the organization on management of rehires
A typical process flow for rehiring has the following steps:
-
Manager notifies HR of the rehired team member.
-
HR Manager updates the team member record and makes it active.
-
HR Manager creates a new employment record for the team member.
-
HR Manager creates a new salary record.
-
Depending on permissions, HR Manager or System Administrator creates a User record prior to the start date.
For more information, see Rehire a team member. To support the tasks, some administrative tasks may be required.
In addition to the new employment and salary records, it is a good idea to consider the following points:
-
Has the rehired employee negotiated a Continuous Service Date different from the start date of the employment record?
-
Has the rehired employee negotiated an absence entitlement that differs from the organization's usual absence accrual rules?
-
Does the usual probation period apply to rehires?