Question

The AW Direct trucking company recently had to terminate one third of its employees and restructure various divisions. Some employees left voluntarily while others were part of the layoff. Three months later, AW Direct was a leaner company with better financial controls and looked to hire back some of the previously terminated employees. What guidelines should AW Direct follow to decide on which employees to rehire?

a. Whether or not the former employee has a financial, medical, or family need that would place that former employee's financial needs above other former employees in consideration.
b. Whether a former employee is related to other employees or people in management positions at AW Direct.
c. If the decision to terminate was an employee's, the relationship the previous employee had with AW Direct, the amount of notice given by the employee prior to departure, and the needs of AW Direct.
d. Whether or not either party violated the employee's initial employment contract.

Answer 1

c. If the decision to terminate was an employee's, the relationship the previous employee had with AW Direct, the amount of notice given by the employee prior to departure, and the needs of AW Direct.

Step-by-step explanation:

The impact, behavior and the relationship in the employee-organization connection is crucial for determining whether to rehire or not.

If the employee terminated the contract by his/her will, with no intention of working with the company, than it is of no use to reach that employee out. Also, his/her behavior and responsibility is indicated by the amount of notice he gave before the termination, as it is mostly required by companies in order to find adequate workforce replacement.

Most importantly, AW Direct has to have in mind the particular employee needs it has, and which employees caters to them. Since these employees have already worked for AW Direct, the company surely has an established HR record regarding each and every one of them.

Personal needs of the particular employee (financial, medical, or family needs) are irrelevant as they imply a biased (although ethical) take on hiring. Naturally, the same applies for hiring employees related to managers.