Administrative and Professional Handbook

Rehires

A regular full time employee who is laid off or who voluntarily resigns and is subsequently rehired into a Code 100 position may be eligible for reinstatement or for prior service credit, according to the eligibility criteria below.

"Reinstatement" means that the employee’s original hire date is retained, as if there had been no break in service and the employee’s seniority is based on continuous service from the original date. This date applies to eligibility for all benefits including vacation, sick pay, severance, seniority awards, tuition and retiree benefits. Pension entitlement is based solely on the pension plan provisions rather than this policy.

"Prior Service Credit" means that employee’s prior period of employment is added to the current period, but the break period is not counted as part of total service credit. The employee’s total service credit is used to determine eligibility for all benefits including vacation, sick pay, severance, seniority awards, tuition and retiree benefits. Pension entitlement is based solely on the pension plan provisions rather than this policy.

Supervisors should be aware at the time of rehire of an individual that, on the basis of this policy, the responsibility for payment of sick leave, vacation and severance falls on the hiring department.

Employees rehired into externally funded jobs of limited duration will have severance calculated based on rehire date.

Eligibility

The break in service cannot be greater than 24 months in order for any prior service to be granted.
The employee must have been a continuous, full time regular employee for a minimum of one year during the prior period of employment in order that the period count for reinstatement or prior service credit.
The employee must be a full time regular Code 100 employee during the current period of employment.
The prior employment period must have ended due to layoff (job abolishment) or voluntary resignation.
The period of the break in service cannot exceed the period of prior employment.
Reinstatement or prior service credit may only be granted once to an individual in cases other than layoff.

Crediting of Service

Layoff

If rehired within six months of layoff, the employee’s original date of hire is reinstated. If the employee is not rehired into the same job as previously held, benefits will be reinstated upon rehire but there will be a new probationary period for performance review purposes.
If rehired after six months but within 24 months of layoff, the employee must complete a year of full time regular employment in order to receive Prior Service Credit. The period of break will not count toward credit.

An employee who has received severance pay at the time of layoff and is subsequently rehired will have to return any portion of the severance pay that exceeds the amount of salary the employee would have received during the layoff period.

Voluntary Resignation

If rehired within 60 days of resignation, all prior service plus the period of absence are restored and the original hire date in reinstated. If the employee is not rehired into the same job previously held, benefits will be reinstated upon rehire but there will be a new probationary period for purposes of performance review.
If rehired after 60 days but within 24 months, the employee must complete a year of full time regular employment in order to receive Prior Service Credit. The period of break will not count toward credit.

Responsibilities:

The HR Officer must initiate any requests for reinstatement and prior service credit to the Director of Employment.
All questions about eligibility for Rehire status should be directed to the Director of Employment.