Hi friends,
A very basic query I have from the group members,can we issues their old employee code to rehires?Would that be technically /logically correct to issue an employee, who was earlier associated with the organisation,on rejoining his/her old employee code?
Please advice.
Regards
Ankita
From India, Delhi
A very basic query I have from the group members,can we issues their old employee code to rehires?Would that be technically /logically correct to issue an employee, who was earlier associated with the organisation,on rejoining his/her old employee code?
Please advice.
Regards
Ankita
From India, Delhi
Hello Ankita,
It's usually avoided for operational reasons.
Usually whenever an employee leaves, his/her Employee code/number is disabled from the database. His/her PF & other statutory accounts are all linked to this--once you re-activate the same number/code, the chances of confusion of remittances/payouts only increase--especially during the intervening period. Though this can be handled by making the appropriate software changes, it may not be worthwhile to make the changes for one or two rehires. Hope you get the point.
I am not sure of the legal angles, if any--pl wait for other members also to respond.
However, pl clarify YOUR reason(s) why you wish to reassign the old Employee codes to the rehires--do you see any advantage(s), especially when it doesn't take time to assign fresh codes?
Rgds,
TS
From India, Hyderabad
1637It's usually avoided for operational reasons.
Usually whenever an employee leaves, his/her Employee code/number is disabled from the database. His/her PF & other statutory accounts are all linked to this--once you re-activate the same number/code, the chances of confusion of remittances/payouts only increase--especially during the intervening period. Though this can be handled by making the appropriate software changes, it may not be worthwhile to make the changes for one or two rehires. Hope you get the point.
I am not sure of the legal angles, if any--pl wait for other members also to respond.
However, pl clarify YOUR reason(s) why you wish to reassign the old Employee codes to the rehires--do you see any advantage(s), especially when it doesn't take time to assign fresh codes?
Rgds,
TS
From India, Hyderabad
hello ankita,
i would suggest assign/create a new employee code to that employee. it will help you understanding things and a clear difference, as recommended by one of our member above.
there is no legal obligation in it, this is management decision and policy, but you go for a new code if you are rehiring a employee.
else
From India, Indore
i would suggest assign/create a new employee code to that employee. it will help you understanding things and a clear difference, as recommended by one of our member above.
there is no legal obligation in it, this is management decision and policy, but you go for a new code if you are rehiring a employee.
else
From India, Indore
Dear Ms. Ankita,
Just as plain as one thinks, Why Employee Identity is important. Tiny example, you have 2 people with similiar names then you might have a tendency of getting bizzared while opening their personal files and go by names. Out of so many files named after each employee how many lists will you prefer to open?
Difficult at times. Ain't it?? Therefore, we provide employee identity numbers as codes to source pass any adventures.
From India, Visakhapatnam
Just as plain as one thinks, Why Employee Identity is important. Tiny example, you have 2 people with similiar names then you might have a tendency of getting bizzared while opening their personal files and go by names. Out of so many files named after each employee how many lists will you prefer to open?
Difficult at times. Ain't it?? Therefore, we provide employee identity numbers as codes to source pass any adventures.
From India, Visakhapatnam
Hi Ankita
Totally agrees what TS posted earlier on this thread.
Once the employee leaves an organization the employee code is considered closed. Generally most companies dont even reassign the code to some other employee for record reasons.
Since you are re-hiring, it is advisable that you open up a fresh account with the employee. However, you could leave a footnote pointing to his previous employee id for documentation purposes.
My two pence.
Cheers.
AM
From India, Kolkata
Totally agrees what TS posted earlier on this thread.
Once the employee leaves an organization the employee code is considered closed. Generally most companies dont even reassign the code to some other employee for record reasons.
Since you are re-hiring, it is advisable that you open up a fresh account with the employee. However, you could leave a footnote pointing to his previous employee id for documentation purposes.
My two pence.
Cheers.
AM
From India, Kolkata
yeah..... i agree vit u akilesh......cuz.......giving a same code to that employee after rehiring, der is lot of confusions are comes through.....so if v giv new code i.e., emp id etc der is no problems will evaluated
From India, Hyderabad
From India, Hyderabad
We can Issue the same code for re-hireing or rejoining. technically its not wrong but we have to update their record in term of joining date EPF, EPF NO and updation of other compliance whichever applicable. in the remarks column of database, we can mention that this is employee rejoined us.
From India, Gurgaon
From India, Gurgaon
Hello Ankita,
Before quoting anything right here I would appreciate the different aspects of statements mentioned earlier. Just broaden the spectrum as a HR professional, is also responsible for cost effective process, so try to screen the employee's contribution details i.e If he/she has paid his contribution for minimum 90 days in a contribution period then you can use his previous ID to utilize the amount (Earliar paid to ESI) & try to fix a cap for EPF as well for at least 3 months (90 Days). So you can suggest your ERP team to work accordingly as you may aware of the reason behind the rates of interest on EPF amount ( Rates fluctuate because of Idle fund prevailed to EPFO). May be it is good for someone but the true objective is not justifiable by this way.
Hope it could give you a different angle....;)
Manish
From India, Ghaziabad
Before quoting anything right here I would appreciate the different aspects of statements mentioned earlier. Just broaden the spectrum as a HR professional, is also responsible for cost effective process, so try to screen the employee's contribution details i.e If he/she has paid his contribution for minimum 90 days in a contribution period then you can use his previous ID to utilize the amount (Earliar paid to ESI) & try to fix a cap for EPF as well for at least 3 months (90 Days). So you can suggest your ERP team to work accordingly as you may aware of the reason behind the rates of interest on EPF amount ( Rates fluctuate because of Idle fund prevailed to EPFO). May be it is good for someone but the true objective is not justifiable by this way.
Hope it could give you a different angle....;)
Manish
From India, Ghaziabad
Treat them as new employees for all purposes Allot them new code no except for ESI. VARGHESE MATHEW 09961266966
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Hi Ankita,
Your query has different parts;
1. Giving employee code to the same employee who is rejoining the company with a gap of couple of months.
2. Giving the employee code of old employee who already left to the new hires.
In my opinion, if any employee leave the companyh and joins back after couple of months gap there is no problem to issue him the same employee code. As in this case you are rehiring the same employee. There are different ways to show his gap in job.
But giving old employee's code to any new hire may create some problem. For any new hiring new employee code should be issues to avoid any confusion in records. It will help both the employee and the employer as well.
With regards
Meena
From India, Delhi
Your query has different parts;
1. Giving employee code to the same employee who is rejoining the company with a gap of couple of months.
2. Giving the employee code of old employee who already left to the new hires.
In my opinion, if any employee leave the companyh and joins back after couple of months gap there is no problem to issue him the same employee code. As in this case you are rehiring the same employee. There are different ways to show his gap in job.
But giving old employee's code to any new hire may create some problem. For any new hiring new employee code should be issues to avoid any confusion in records. It will help both the employee and the employer as well.
With regards
Meena
From India, Delhi
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