Medical College of Georgia Administrative
Policies and Procedures
Office of Primary Responsibility: Human Resources Division
No. 1.4.33 Re-hiring of Employees
1.0 Purpose
To establish guidelines for the re-hiring of individuals who have previously been employed
at the Medical College of Georgia.
2.0 Policy
The Medical College of Georgia may consider former employees for employment provided the
individual meets the requirements for the position for which they apply. The reason(s) for
a prior termination and the circumstances surrounding the termination will be evaluated by
the Employment staff in determining whether a previous employee is eligible for
re-employment.
3.0 Procedures
3.1 Former employees will follow the same employment process as other
applicants. To be re-employed, the applicant must be the most qualified candidate for the
position. Prior work experience and familiarity with MCG policies and procedures may be a
positive consideration in determining qualifications.
3.2 Time eligibility to apply:
3.2.1 Immediate
Persons whose MCG employment ended due to voluntary resignation, lack of work, end of
project funding, completion of temporary work, or restructuring of positions/work duties
may apply immediately or at any future time for open positions.
3.2.2 Deferred
Persons who are discharged as the result of inability to learn and perform the duties
of a specific position may apply for other open positions after a minimum of six (6)
months following discharge.
Persons who are discharged for poor performance and/or unacceptable conduct as
defined in the Rules of Conduct may, depending upon the circumstances of their termination
apply for other open positions after a minimum of 12 months, during which time they must
have established a positive work record elsewhere.
NOTE: See stipulations in the Disciplinary Policy,
section 4.1.3.
3.2.3 Ineligible
Persons who are discharged for cause twice are no longer eligible to apply for
employment at MCG. Additionally if a discharge was for a serious offense such as: theft,
carrying a weapon on campus, sexual harassment, violence in the workplace, conviction of a
felony or a misdemeanor that is materially related to their work, or intentional abusive
treatment of or gross negligent behavior toward a patient or customer future application
for employment is prohibited. Convicted drug offenders or felons may not be hired or
rehired.
NOTE: See stipulations in Employment Policy,
1.4.01.
3.3 Any exception to this policy requires the prior approval of the
Director of Human Resources.
Date: March 1999 | Rev. No. | Rev. Date: | No. 1.4.33
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