Policy 126 - Breaks in Service and Rehire
Policy Number: 126
Responsible Office: HR/Recruitment
Effective Date: 04/01/01
Revised: 01/01/04; 07/01/10; 05/15/16
Employees who separate from University employment may be eligible for rehire by the University. Supervisors determine employees’ eligibility for rehire based on the circumstances of separation. Generally, employees who are discharged are not eligible for rehire by the University.
A hiring manager who is considering a former employee for rehire must consult with the HR Recruitment Manager before extending an offer of employment so that the individual’s personnel file can be reviewed and his or her eligibility for rehire assessed.
A former full-time employee who is rehired by the University within five (5) years of his or her date of separation will receive credit for prior University service (see VSO exception, below). An adjusted hire date will be used to calculate certain benefits upon rehire, such as vacation accrual rate, long term disability coverage, and to track eligibility for benefits in retirement. Former part-time years of service are not credited if an employee is rehired. Employees who are on an approved leave of absence will receive continuous service credit.
Retirement Plan Contributions
A former employee who completed at least one year of University employment and was eligible to receive the University’s contribution to the retirement plan may, if eligible upon rehire, participate in the plan and receive the University’s contribution on the first of the month following the rehire date. (See policy #607 or #607A, as applicable.)
A former employee who is rehired by the University within one year to the same position he or she held when previously employed at the University does not have to complete a new three-month Orientation Period. All other rehired employees will be subject to an Orientation Period as described in policy #201.
A former full-time employee, who was hired by the University on or before June 1, 2000 and rehired for full-time employment within one year of his/her date of separation, may be eligible to receive individual medical coverage at no cost.
A former full-time employee, who was hired by the University on or before June 1, 2000 and rehired for full-time employment within one year of his/her date of separation, who previously paid for family coverage for two consecutive years, may not be required to contribute toward the cost of family coverage upon rehire. However, if the employee never paid for family coverage during his/her employment at the University, the employee will be required to pay the current family contribution rate upon rehire.
If the new hire elects to waive medical coverage when rehired and later elects coverage, the new hire will be required to pay the current contribution rate for individual or family coverage.
The Benefits Office will determine an employee’s eligibility for these benefits upon rehire. For more information, contact Benefits at 718-990-2363.
Exception for Voluntary Separation Offers
Former employees who accepted and received benefits from a Voluntary Separation Offer (VSO) who are rehired on a full-time basis would not receive credit for any prior time worked at the University. Service would begin to accrue effective the most recent hire date, which will become the "adjusted service date."
St. John's University, New York
Human Resources Policy Manual