Why even bother to fire people due to poor attendance just to rehire them a few months down the line?
And then to add salt to injury, promote them even if they are still doing the same thing (constantly calling off?)
Seriously, what can be the point of this?
In California if they are rehiring people they fired for cause, the rehired employee can possibly sue the company for wrongful termination on the firing. It has been done successfully with other companies. A friend of mine did it successfully. Bottom line, don't rehire people you previously fired for cause in California.
If they're rehiring people they fired, they must be really desperate.
I know many stores are desperate because there are positions that have been unfilled for months at my store and other neighboring stores. It's been almost a year since we've had a softlines zone supervisor if you don't count the time someone was hired for that position and quit all in about a week and a half's timespan.
We've had the store support lead position open for three months, office associate position open for two months and various cashier and consultative positions open constantly. We can't keep an office associate longer than a month. None of softlines have been at our store longer than six months. Backroom doesn't have any of the same people we had at the start of this year.
I do know that when people do come into interviews, they'll often show up out of the blue and none of the managers are aware of the interview because of the scheduling system on the application (not the store's fault), so candidates will wait an excessive amount of time for an interviewer--sometimes well past an hour--before they give up and walk out. In the meantime, they walk around and see how dead the store is and how it appears close to death. Neither are good impressions to a candidate. Good impressions are as equally important to a job seeker as it is to an employer.
If a position is filled, it's 50/50 chance if the new hire will last more than a couple of weeks before they quit and only a 20 percent chance if they last beyond 90 days. Quite a few don't even hit the salesfloor before they quit. Seriously.
The turnover is astounding. There are even a few executives at HQ that come and go so quick as well.
Our store can't fire anyone for attendance infractions, otherwise we'd just have nobody working at all.