Johnny C. Taylor, Jr<\/em>.: While overall employment is high and there is a great deal of demand for talent, some industries have experienced a slowdown. You’re not alone in facing this challenge. Many people are bearing the impact of recent economic shifts. <\/p>\nIf your company has a unionized workforce, they may be required to recall laid-off workers before filling positions with new people. However, unless you have a signed contract or collective bargaining agreement with your employer, they are not obligated to offer you your previous job. But even if you aren’t covered under an existing agreement, you may still have a shot at being rehired. Employers rehiring previously laid-off workers isn’t unheard of, especially in today’s competitive labor market with sporadic economic shifts. <\/p>\n
Your institutional knowledge and previous experience may be attractive to the organization. When rehiring, many organizations consider an employee’s tenure, job performance and whether the layoff was part of a company restructure or just a slowdown in business. If your company was pleased with your performance in the role, you may be an appealing candidate. <\/p>\n
I suggest reaching out to the company’s HR team to understand their rehiring policies and practices. They may be able to share some insight on their strategy for evaluating laid-off and former employees. <\/p>\n
Even if the previous position is not currently an option, you may still be a fit for other opportunities within the company. Being open to such opportunities will highlight your dedication to the company and your flexibility.<\/p>\n
I’ll add this: Even if employers aren’t committed to choosing an internal candidate, they could still require you to reapply and participate in the interview process. <\/p>\n
While it may be a difficult time, keep exploring your options and selling your brand. I hope you land a valuable career opportunity.
<\/em><\/p>\nI manage a small delivery center that operates on nights, weekends and most federal holidays. We have a hardworking, dedicated staff.<\/strong> <\/strong>We often take a morale hit when a portion of our staff is required to work on holidays even though workers receive double time on those days. What can we do to curb the drop in morale on holidays?\u2014Lonnie <\/strong><\/p>\nJohnny C. Taylor, Jr<\/em>.: People at around-the-clock workplaces commit a large portion of their lives to their employers. Oftentimes, their schedules don’t match those of their family and friends. They frequently miss out on celebrations and engaging with the people they care about most. <\/p>\nIt is especially important to acknowledge their sacrifices and contributions to the workplace. Simply thanking employees for their work on holidays can set the stage for enhancing their workplace experience. <\/p>\n
It’s not uncommon for workers to develop strong bonds with their colleagues in these types of work environments. Creating events to cultivate a sense of community can elevate the work experience. Celebrating holidays at work helps curb the fear of missing out that special days often bring. Here are a few ideas for enriching holiday workdays:<\/p>\n
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