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Summary

The ��ɫ��Ƶ is committed to hiring and rehiring quality candidates to achieve the mission and goals of the university. Individuals who previously worked or volunteered for the University may be valuable candidates for reemployment and are encouraged to apply if eligible and qualified.  

This policy provides guidelines for determining whether an individual is eligible to return to the University in a paid or unpaid appointment (e.g., volunteer) after separation. 

If any part of this Policy does not reflect with the Collected Rules and Regulations (CRR), the provisions of the CRR will govern.

HR Policy Provisions

1. Scope - This policy applies to all former employees, as defined in HR-101 Employee Status, and individuals in unpaid appointments who are separated from the University for any reason. For purposes of this policy, “rehire” or “return” shall refer to return to the University in any form of appointment, whether one of paid employment or an unpaid appointment. 
2. Rehire Eligibility Status 
   
   1. Eligible – Individuals are eligible to return if separated from the University in circumstances such as accepting another position, relocating, returning to school, medical, workforce reduction, and other voluntary resignation reasons. Eligible individuals are not guaranteed appointment to any position, but instead must meet minimum qualifications and be selected for appointment based on the determination of the appointing authority. 
   2. Conditional – Individuals may be eligible to return to the University pending further review in circumstances such as unsatisfactory performance, quitting without notice, failure to meet credentials, and other circumstances as approved by Human Resources. 
   3. Not Eligible – Individuals are not eligible to return for a period of five (5) years if separated from the University in circumstances such as falsification, misconduct, and other circumstances as approved by Human Resources. 
3. Eligibility Determination and Notification 
   
   1. Upon separation, the supervisor or designee may recommend the rehire eligibility status. Supervisors must confer with Human Resources if considering a rehire status of Conditional or Not Eligible. 
   2. The CHRO or delegate will make the final determination for Conditional or Not Eligible rehire status. Human Resources may consult with Academic Affairs, the Office of the General Counsel (OGC), and others as appropriate. 
   3. Human Resources shall notify individuals in writing within a reasonable period after a determination of Not Eligible status has been made. 
4. Post Separation Discovery 
   
   1. If additional information is discovered which affects an individual’s rehire eligibility status, the previously approved status may change after review by the CHRO and others as appropriate. 
   2. Individuals shall be notified in writing of their rehire eligibility status changes from/to Not Eligible within a reasonable period after discovering circumstances leading to such a decision. 
5. Returning to the University 
   
   1. Human Resources must approve eligibility for candidates with a Conditional rehire status before any university position may be considered. 
   2. Candidates with a Not Eligible rehire eligibility status will not be eligible for any university position. If an individual applies after expiration of a five-year Not Eligible designation, their status must be reviewed by the CHRO or delegate before returning to a university position may be considered. The CHRO or delegate may approve the candidate for consideration or renew the Not Eligible status for an additional five-year period. If the Not Eligible status is renewed, the individual will be notified in writing within a reasonable time and may appeal as stated in Section VI of this policy. 
6. Reconsideration Review (Appeals) 
   
   1. Individuals deemed Not Eligible may request a reconsideration of the decision by submitting a written request within ten (10) business days after being notified of their Not Eligible status to the Vice President of HR or designee. 
   2. A decision will be communicated within approximately thirty (30) calendar days of receiving the written request or within a reasonable period thereafter. 
   3. The reconsideration decision will be final with no other review permitted. 

See Also

HR-101 Employee Status
HR-118 Separations

Date Created: 07/01/2024
Updated: