When recalling furloughed employees, it is crucial that you adhere to your organization’s policies and procedures. Basing a decision on pre-established guidelines can help avoid violating any anti-discrimination laws.
Whatever your specific recall procedure is, be sure to implement each step with complete transparency. Any furloughed employee who is not recalled will be anxious to know why.
The longer a business is required to remain non-operational, the greater the need to terminate some positions. This task involves carefully considering which jobs can’t be retained and determining whether other positions are available as an alternative for laid-off employees.
One common approach is to rehire based on performance. To navigate this properly, make sure that your decisions are based on documented performance reviews from prior review periods, preferably with numerical components (e.g., like number of successfully resolved issues).
A more prudent approach is to adopt a uniform practice, using business judgment regarding the essential needs of your organization. Run any reports necessary that will help you accurately determine which departments or teams are crucial to the current operations.
There are no specific or legal requirements regarding when and how to send out a recall letter. Just make sure your workers are notified of the recall even if they are not expected to return in the immediate future.
Generally, the recall letter should provide at least a week’s notice and include a date by which the employee is required to decide whether they intend to return to work.
The letter should also indicate the following:
Employers may also convey the following:
For nonexempt employees
Feeling a little frazzled over your to-do list to get your organization fully up and running?
Offload your HR and payroll tasks to experts who will have your back. Payroll Systems offers paperless employee onboarding of new employees, paperless benefit enrollment, timekeeping systems with companion mobile app, physical clocks, and customized job costing and labor distribution reporting.
Let’s talk about getting you back on track.
The Employee Retention Credit was built to encourage employers to keep employees on their payroll The refundable tax credit is 50% of up to $10,000 in qualified paid wages to an employee by an...
With remote work becoming part of the “new norm”, many businesses have turned to remote work for some members of their workforce- especially those businesses whose operation and processes lend...
For next year, the affordability threshold for lowest-cost self-only health coverage offered by employers is 983 percent of an employee’s household income—a little higher than the 2020 rate of...
The massive shift to remote work precipitated by the COVID-19 pandemic may have just generated a healthier, more productive alternative to the nine-to-five grind It is called windowed work, and it...
Two of the most telling metrics regarding overall organizational health are rate of attrition and rate of turnover Low rates in both are understood to mean that an organization is doing well The...
The IRS has issued two notices to provide new guidance on CRDs and loans from retirement plans to help participants cope with the financial effects of the coronavirus pandemic Expanded...
This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.