Ineligibility for Hire/Rehire
Issued March 6, 2023
Table of Contents
Kansas State University is committed to providing an effective, safe and secure work environment. The university may exclude former employees from future employment where the individual’s separation from the university resulted from improper conduct deemed detrimental to the mission and interests of the university.
This policy applies to all current and prospective university employees.
An individual who voluntarily or involuntarily separates from Kansas State University employment under any of the following circumstances may be designated as ineligible for hire, including rehire, under the following circumstances:
- Employee was terminated for cause due to behavior that constitutes serious misconduct including but not limited to fraud, theft, violence/threat of violence, alcohol/drug policy violation, immoral or unethical behavior, sexual misconduct or other conduct demonstrating unsuitability for employment.
- Employee resigns or retires (while the subject of an investigation into allegations of serious misconduct or after a notice of intent to terminate employment has been issued).
- Employee committed serious misconduct which was discovered and substantiated after the employee resigns or retires.
- A current or former student, contractor, or visitor is found to have engaged in serious misconduct pursuant to applicable university policies, including but not limited to the Student Code of Conduct, PPM 3010, or PPM 3015.
The Vice President for Human Resources, or VPHR, is the university employee authorized to designate employees as ineligible for hire/rehire.
- Requests for designating an individual as ineligible for hire/rehire shall be directed to the Director of Employee Relations and Engagement in Human Resources, or HR. Such requests may be submitted following conclusion of university processes implementing applicable disciplinary policies.
- Employee Relations and Engagement personnel will review the circumstances surrounding the recommended designation for ineligibility for hire/rehire.
- Employee Relations and Engagement will consult with appropriate administrators, as necessary, to determine a timeframe for an individual’s ineligibility for hire/rehire.
- Employee Relations and Engagement will ensure notification is provided to the individual via letter regarding their ineligibility for hire/rehire status, including the terms of the designation.
- HR will maintain official employee retention records regarding ineligibility for hire/rehire. The VPHR, Associate Vice President and Director of Employee Relations and Engagement will review the records on an annual basis.
- If an individual is designated as ineligible for hire/rehire and is inadvertently hired during the period of ineligibility, the individual is subject to immediate separation.
An individual may submit a written request to the VPHR to review their ineligibility designation. Such review is limited to whether a designation of ineligibility should continue and shall not include a review of the factual findings leading to the request or any other sanctions imposed pursuant to other disciplinary processes.
Human Resources is responsible for this policy. The Vice President of Human Resources or designee must approve any exception to this policy or related procedures. Questions should be directed to Human Resources at 785-532-6277 or firstname.lastname@example.org.