Does anyone use flags on employee records to identify former employees that are not eligible for rehire. Our concern is that we have over 15,000 employees some who have been dismissed and may attempt to get rehired. Occasionally these employees slip through the cracks.

We have thought about using a user field on the HR11 to track this info. Just wondering if anyone has a better alternative or has come up with a way to automate this process to actually prevent the rehire.

Thanks

We added a status code with description reading "Not Eligible for Rehire". We are not using e-recruitment, new hires are entered directly to the HR11, so we don't have an automated method to prevent rehires. If the applicant is truthful and indicates prior employment with us, the recruiter reviews the HR11 for termination/rehire information. It's not sophisticated, but it's working. We have about 4000 employees, and rehire 2-3 dozen a year.

We use a user field on HR11 for rehire status. All reports related to rehire status come from this field. As part of the pre-employment verification such as background checks, reference verification, prior work verification, you can add a verfication step to do a social security number search on HR11 to check rehire status as well.

Rehire eligibility has beed a problem for us as well. Currently we have to look at the status code we have 2 for term Vol and Invol so if it is invol it by default is not eligible for rehire. but there is always that exception. Those of you using user fields with a flag in it. Is there any downside to having a large number of user fields on HR11. we are starting to get quite a few.

We had just 2 terminated status codes for awhile, and as you say, there's always that exception. That's why we added a couple more. Our T3 code is used solely for 'Not Eligible for Rehire' terms. I prefer using a status code over a user field because the user doesn't have to go any further than the first HR11 screen to see the description. (Our 4th term status code is for deceased employees, so the person who sends out exit interview questionnaires never sends one to a deceased employee again. Yes, it did happen.)
We also use a few user fields for some other things, with no problems.

We currently have 23 User fields on the HR11. The only downside I have found is that you actually have to seek them out and scroll down through the list five at a time to find what you are looking for, which is a nuisance. They can also pose challenges in reporting. We use Crystal, and found we needed to create views of the user field info to facillitate reporting.

I like the idea of the status code becuase, as LaurenSH suggested, it is immediately evident on the HR11 and would also be obvious on Personnel Actions.

We have 2 termination status codes(TE=eligible for rehire, TI=Ineligible) and use reason code 1 description of how they left --== VOLWN (voluntary with notice) VOLNN (volun no notice) or INVOLUN

reason 2 is used for WHY they left Other employment, military, policy violation etc

all this is done through PA52 and we can get some good data from the combination of these 3 things

Ours has a similar set-up.

Two status codes Term Voluntary and Term Involutary.
Reason 1 is the reason for term.
Reason 2 indicates if the emp is not eligible for either re-hire into the company or into their former position.