Re-Hire Policy

RE-HIRE/ RE-RECRUITMENT POLICY

Module no MAT HR/ Total Pages 5
Issue Date Initiated by HR
Revision No. & Date Approved by MAT India Management
Subject Re-hire/ Re-recruitment policy Supersedes All earlier policies
Applicable to All Employees of MAT India Distribution All employees

Table of Content

1. Purpose……………………………………………………………………………………………………………………..…….……..1
2. Eligibility…………………………………………………………………………………………………………………….…..……….1
3. Eligibility Criteria ………………………………………………………………………………………………………………..….2
4. Exclusions…………………………………………………………………………………………………………………….….………2
5. Procedure………………………………………………………………………….…..…………………………………….…………3
6. Grade and Increment Criteria…………….……………………………………………………………………….….……….4
7. Confidentiality..……………………………………………………………………………………………………………………….5
8. Management Discretion..………………………………………………………………………………………………………..5

1 Purpose
1.1 The Purpose of this policy is to establish a clear and efficient process for rehiring former
employees who have left the organization voluntarily or due to other circumstances.
1.2 It aims to facilitate the smooth transition of returning employees into the organization, aligning
with the company's goals.

2 Eligibility
This policy applies to all White Collar MAT India Group former employees who meet the following
criteria-

 Satisfactory performance during their previous tenure.

 Have served at least 75% of the notice period in case of 1 Month and 50% in case of 3 months.
 Have completed a minimum gap period of 6 months since their voluntary resignation.

VP- HR GMD GM- MINT

For Internal Circulation Only
 Re-Hire Policy

3 Eligibility criteria
Employees who left for any of the following reasons can be considered for rehire

 Voluntary resignation due to better opportunity

 Company Lay-offs due to business needs
 Expired contract
 Due to the need to care for a family member undergoing medical treatment

4 Exclusions
Employees who left the company for one of the following reasons will, in general, not be considered
for rehire-

 Termination for violating company policies, code of conduct, illegal activities, poor
performance, or unethical behavior.
 Absconding from work.
 Left before completing one year of continuous service in the MAT group.
 Not served applicable notice period in last employment at MAT Group.
 Not showing up on the first day after accepting a job offer or rejected an offer letter once.
 Not cleared any pending dues in last employment at MAT group.
 Has already joined back two times or left MAT Group Company twice.

VP- HR GMD GM- MINT

For Internal Circulation Only
 Re-Hire Policy

5 Procedure
5.1 Hiring Plant HR identifies a potential ex-employee to be rehired based on their previous
performance, skills, and experience.
5.2 The Hiring Plant HR team checks the eligibility of the ex-employee based on the criteria
mentioned above in the policy.
5.3 Once the ex-employee is identified and deemed eligible, the respective Hiring Plant HR raises
an "Inter-company Antecedent Verification Form." As enclosed.
5.4 The Inter-company Antecedent Verification Form is promptly sent to the previous company HR
Head, where the ex-employee worked, to seek past data and validation.
5.5 The previous company HR is to complete all details in the form with accurate and relevant
information about the candidate's performance, conduct, and any other relevant details within
24 hours.
5.6 After receiving the filled Inter-company Antecedent Verification Form, the Plant HR evaluates
the candidate based on the information provided.
5.7 If the candidate wants to join the same company then Hiring Plant HR needs to fill the
Antecedent form, in full.
5.8 If the candidate's records and feedback from the previous company are satisfactory, hiring HR
proceed it to the Corporate HR Representative after the form is duly signed by the hiring plant
PD.
5.9 The Corporate HR representative validates the candidate's designation, revised CTC (Cost to
Company), and any other relevant details to ensure compliance with company standards and
guidelines.
5.10 After validation, the Corporate HR representative gets it signed by CHRO.
5.11 The rehiring proposal, along with all relevant documents, is compiled and sent to the Group
Managing Director (GMD) for final signature by corporate HR.
5.12 Post GMD’s approval, corporate HR to arrange for other necessary approvals, in case of AGM &
Above, and send the form back to the Hiring plant’s HR.
5.13 After approval, Plant HR proceeds with the necessary on-boarding procedures to reintegrate
the rehired employee into the organization.
5.14 After the successful joining of the candidate, Hiring HR ensures to promptly inform the
corporate HR representative on the same day.

VP- HR GMD GM- MINT

For Internal Circulation Only
 Re-Hire Policy

6 Grade and Increment Criteria

6.1 Maximum Increment percentages based on the number of years counted from separation to
re-joining:-
Grade Advised Increment percentage
Up to ML2 11% Less than One Year

15% per year on the last withdrawn CTC in the MAT group, if the past 2 ratings
were A+

13% per year on the last withdrawn CTC in MAT group, if the past 2 ratings were
A

11% per year on the last withdrawn CTC in MAT group, if the past 2 ratings were
B

ML3 and above 8% less than One Year

13% per year on the last withdrawn CTC in the MAT group, if the past 2 ratings
were A+

10% per year on the last withdrawn CTC in MAT group, if the past 2 ratings were
A

8% per year on the last withdrawn CTC in MAT group, if the past 2 ratings were
B

6.2 Change in grade to be as per the below table at the time of re-joining:-
Years since leaving Maximum Designation/Grade

0.5-1 year No change

1-3 years 1 level up from the last designation in the MAT group

3-6 years 2 levels up from the last designation in the MAT group

6 years and above As per market standard

VP- HR GMD GM- MINT

For Internal Circulation Only
 Re-Hire Policy

7 Confidentiality
Employee to not disclose or divulge either directly or indirectly the confidential information.
Employees do not use any confidential and proprietary information of the former plant unless it is
consented by Human Resources.

8 Management Discretion
The Management reserves the right to alter/amend/discontinue the policy at its sole discretion.

VP- HR GMD GM- MINT

For Internal Circulation Only
 MAT Group Antecedent’s Verification cum No Objection Report
Purpose: Consideration of hiring ex-employee in the same or another MAT Group Companies - India
Previous Employment details :
Name of the Candidate
Name of the MAT Group Company where last employed
Date of Joining in last MAT Company
Previous Designation & Department
Salary at the time of Leaving
Resignation Date
Last date of working
Total Duration Served
Reason for left
Notice Period served or not served (Yes/No)
If not then comment please :
Notice Pay deduction or not
To be verified & comments of last company by concerned
departmental head and HR
Current Employment details
Current Organization
Current designation & Salary
Reason for Leaving
Proposed Employment details
MAT Company name now being considered for
Proposed Designation & Role
Proposed Department
Reason For Re-joining
% of Proposed Increment Per Year
Re-joining Gap from last MAT Group Company
Proposed Salary
Recommended by HR being considered for
Approval by Plant Director
Approval by Corporate HR Head
Approval by Group Managing Director
Approval by Ole Magaard in case of Meneta
(For AGM & above)
Approval by Marco Suzuki
(For AGM & above)
Remarks

VP- HR GMD GM- MINT

For Internal Circulation Only