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					Re-Hire Policy
Statement: It is our policy, in general, not to rehire employees who had been involuntarily
discharged for performance or misconduct, or had not given adequate notice to their
manager on a voluntary separation. Management team members who want to rehire a
previous employee must receive approval from the Human Resource Department.

Procedures:

Policy
It is Hanford Pharmaceuticals policy to consider former employees for approved/budgeted
open positions. Employees who leave the Company, either voluntarily or through no fault
of their own, and who make application for reemployment will be given consideration.
Hanford Pharmaceuticals does not re-employ those who were terminated for performance
and/or violation of Company policies or guidelines.

Eligibility
This policy applies to all former employees who were in good standing with Hanford
Pharmaceuticals at the time of his/her termination.

General Guidelines
1. When position openings occur, Hanford Pharmaceuticals will give employment
   consideration to applicants who are former employees who have performed
   satisfactorily and who have terminated their employment under favorable
   circumstances. Each application will be considered on its own merits after a review of
   the applicant's record, the type of position available, and other relevant factors.

2. Before pursuing the recruitment and selection process with a former employee, the
   individual conducting the search must contact the Human Resources Department to
   review the position opening and the former employee's record. Records of former
   employees who were terminated involuntarily will be reviewed by Human Resources
   to determine the circumstances of the termination. Supervisors are advised to contact
   the applicant's former supervisor (at the Company), if available, for a reference.

3. Should a former employee be rehired, the person will be reinstated with her/his
   benefits in accordance with procedures stated herein.

4. Hanford Pharmaceuticals may, at its sole discretion, re-hire an individual through an
   agency. At that time, when the individual achieves the status of regular or part time


Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers
and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t
d isp lay any info r matio n co ntained herein to emp lo yees.
    employee, the Company shall recognize the original hire date through the agency as
    the Hanford hire date. This date, however, is subject to guidelines herein, namely
    procedures 1 & 2.

5. Human Resources shall ensure the procedures herein are described in the contingent
   written offer letter.

Procedures
1. Re-Hired within 180 days: An individual with one or more years of continuous full-
   time employment at the time of termination, returning to a full-time position within
   180 calendar days of his/her termination date, will retain the original hire date for the
   purpose of vacation accrual, retirement vesting, and have all benefits immediately
   reinstated. A new anniversary date will be assigned for wage and salary purposes.
   Certain benefit policy stipulations may override this rehire policy. Changes to
   compensation benefits and policies are stipulated herein.

2. Re-Hired after 180 days: An individual rehired after a break in service of more than
   180 days will have a new date-of-hire and must re-accrue time for benefits and length
   of service the same as any external new hire.

3. Introductory Period and Time Off Carry Over: A rehired employee will be subject to
   an Introductory Period in his/her new job and will not carry over any sick, vacation, or
   personal days from prior employment at the Company.

4. Re-Hire Wage: When an employee returns to Hanford Pharmaceuticals, the employee
   will be brought into the position at a wage per established Total Compensation
   Guidelines. No exceptions or consideration of previous position/wage will be given.

5. Merit Increase & Pay Adjustments: Recommendations for a merit increase may occur
   on the employee’s anniversary date, and only if performance warrants such an
   increase per established Total Performance Guidelines and Total Compensation
   Guidelines. The anniversary date is determined based on the re-hire date (refer to
   above procedures 1 & 2). A recommended merit increase may be delayed to occur no
   later than 60 days after successful completion of the Introductory Period. This will
   occur if the 90-day Introductory Period is within the time of the employee’s
   anniversary date. In this situation, a memorandum describing performance and
   supporting a recommended merit increase shall suffice.

6. Trainee Increases: A re-hired employee will be eligible for a trainee increase per
   established Total Compensation Guidelines.


Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers
and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t
d isp lay any info r matio n co ntained herein to emp lo yees.
7. Training Bonus – Entry Level: An individual rehired after a break in service of more
   than 180 days will be eligible for a training bonus – entry level per established Total
   Compensation Guidelines. Individuals re-hired within 180 days of their termination
   date are ineligible for a training bonus – entry level.

8. Quarterly Bonus Plan: An individual re-hired regardless of break of service is eligible
   for a quarterly bonus plan payout upon completing the second full quarter of service
   as a re-hire. The payout, if applicable, will be for the second full quarter and not the
   first.

9. Referral Bonus Monies: No Hanford Pharmaceutical employee shall have any referral
   bonus monies reinstated on a re-hired employee. Likewise, a re-hired employee shall
   be ineligible to collect on referral bonus monies of existing or re-hired employees
   who had been referred.




Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers
and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t
d isp lay any info r matio n co ntained herein to emp lo yees.

				
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