1. Former employees who leave the university in good standing are eligible for re-employment. Good standing means that the employee has:

   1. Successfully completed the new employee evaluation period for the former position, and

   2. Had a satisfactory employment record during employment at the university.

1. Former employees who were terminated or who resigned and for whom documentation supports a termination for one or more of the following reasons are not eligible for re-employment:

   1. Workplace violence as contained in Policy 5.6, Policy Against Workplace Harassment and Violence

   2. Sexual harassment as contained in Policy 1.2, Policy Against Sexual Harassment

   3. Falsification—examples include falsification of time cards, applications for employment, reimbursements or ghost employment

   4. Misuse of university property—taking or using university property or the property of students, employees, or visitors without permission for personal gain or benefit; theft

1. Former employees who were terminated or who resigned and documentation supports a termination for reasons other than those listed in Section B. may be eligible for re-employment subject to the campus Human Resources office review of the circumstances.

   1. In making its determination of eligibility for re-employment in such cases, factors the university will consider include but are not limited to:

      1. The nature of any prior disciplinary actions, including evidence of a serious infraction or of a series of infractions of any university rule, policy, procedure or code of conduct, including involuntary termination or resignation for such offenses.

      2. Prior university work performance including evidence of less than satisfactory performance or termination from the university due to performance deficiencies including, but not limited to attendance. The university will consider documentation provided by the former employee of a successful work record with another employer of at least one year in a position requiring competencies similar to those of the position being sought, with verification by the university.

      3. Whether there is a pattern of multiple short periods of university employment in an appointed position. The university will consider documentation provided by the former employee indicating a successful and stable work record with another employer, with verification by the university.

1. When a former Indiana University employee applies for a position, the campus Human Resources office will review the applicant’s prior IU employment record.

   1. Departments shall contact the campus Human Resources office should they become aware that an applicant was a former university employee to obtain authorization to re-employ.

   2. Based on this review, the campus Human Resources office will determine if:

      1. The employee is eligible for re-employment

      2. The employee is not eligible for re-employment

      3. The employee is conditionally eligible for re-employment; for instance, to a different position, to a different location, or with evidence of a successful work record with another employer

2. If the applicant is a former Indiana University employee who is not eligible for re-employment, the campus Human Resources office will provide the applicant a statement explaining the decision not to consider the person for re-employment and a copy of this policy. Any evidence that the former employee presents within five workdays of receipt of this statement will be considered in reviewing this decision.

3. If the campus Human Resources office (or the employing department, which shall then inform the campus Human Resources office) becomes aware that an employee who has been re-employed was not eligible for re-employment because of any of the reasons set forth in Section B. above, the employee will be given a statement explaining the ineligibility for re-employment and a copy of this policy. Pursuant to Policy 6.2, Corrective Action, the employee will then be given an opportunity to present documentation that the information supporting the original termination was false or inaccurate. In the absence of any such evidence, the employee shall be subject to termination from the position.

4. If the campus Human Resources office (or the employing department, which shall then inform the campus Human Resources office) becomes aware that an employee who has been re-employed has omitted prior IU employment on the application material, the employee will be asked for an explanation. Pursuant to Policy 6.2, Corrective Action, the  employee will then be given an opportunity to present documentation that this omission of previous IU employment did not constitute a falsification under Section B. of this policy. In the absence of such evidence, the employee will be subject to termination from the position.

5. The re-employment of a former employee is subject to all the policies and procedures specified in the university’s human resources policies, including, but not limited to:

   1. Advertising a Position

   2. Filling Positions

   3. New Employee Evaluation Period

   4. New Hire Starting Salaries

   5. Reappointment Provisions

Adopted July 2006

Numerical Index