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Rehiring an employee who quit?


Jul 31, 2004
Southeast Michigan
This is the funniest damn thread I've seen a while.

The cost of training a non-skilled employee to do a job is believed to average $1252 by brief google search.

Traditional apprenticeships are at least two years to be considered competent.

Skilled takes 5-10 years.

Are you really so stubborn that you want to throw money away by not hiring one back IF they were a good employee before they left. They won't even need to be onboarded.


Jul 7, 2013
Kelseyville California USA
We have an employee who gave 2 weeks notice and is going somewhere that has better benefits. Which I completely understand. He's been with us about 10 years and been a pretty good employee for the most part. Good attendance, does quality work, but not the best attitude at times and won't do much of anything aside from running a machine.
My concern is, this isn't the first time he's done this. About 4 years ago he did the same thing and about 4 days later called wanting to come back.
If he does that again, would you take him back? If so, would you take him back at the same pay and benefits level, or would you treat it like a new hire, who has experience?
I have had employees who quit it’s always a shock I think if you are doing your job you’re employees will stay I always opened the books to my employees and when they can see how much money you’re earning from their work it’s a great incentive to be more profitable and it also motivates you to just compensation


Jun 28, 2012
Mt Clemens, Michigan 48035
Some shops with not the best equipment, in the best area, not having the end product, competing for jobs just can't pay $24+ per hour.
That's why guys seek better skills, become more reliable, be willing to drive across town..and walk when they can find better.

*In a free market one can earn what they are worth.
In some countries, you are just stuck in the Poor Class.
We should never want to be that.

Wait for a year and the $15 minimum wage will have the same buying power of what $10 did a year ago.
And the guy making $24 - $35, and the guy on retirement will be poorer.

Some politician gets votes for screwing up the economy.
It is a part of being sly and brainwashing people to get votes.
We all could make $100 per hour and be just as poor (poorer).
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Hot Rolled
Feb 5, 2019
Wait for a year and the $15 minimum wage will have the buying power of what $10 did a year ago.
And the guy making $24 - $35, and the guy on retirement will be poorer.

A year wait is not needed. Over the last few years my wages have gone up, my spending has gone down, and the money leftover is less.


Story is, a shop owner had a very talented non machinist come by wanting a job. Kid returned several times before owner gave him a chance. Kid was a natural wiz and became a mostly self taught good machinist. He helped the owner with other things like building expansion, did the carpentry and electrical, etc. About the best jack of all trades there was, and a great asset to the business. Kid was spending more time on his cell phone, and owner was becoming more irritated about that. Very small shop, so this happens.
Kid had been asking for a raise, owner refused. Tensions build. Then one day kid says he's found another job that will pay him starting salary that's $8 more per hour than he's making now. ...........Owner offers (too late) to match that pay rate. I think that was a very bad move. Kid is GONE. Moral of the story, take care of your key people, especially the prodigy gifted kid.
Not my story, someone I know...


Cast Iron
Jun 10, 2009
Anaheim, California
If you value him as an employee and person, don't let him go. He's looking to leave because of something you are not offering. Figure out what that is, implement it and he won't keep wanting to leave. If he's looking to leave for any reason, there's a good chance so are others.

Don't make promises you don't intend on keeping and if you do make promises, give a time frame. Doesn't take long for employees to lose trust in management. Second they're unhappy, they're out. Just a matter of time.
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Aug 2, 2008
Sussex, England
Several year boomerang employee syndrome is likely to be due more to workplace societal / "generalised environmental" reasons rather than the obvious pay / workload / conditions issues.

Basically something acts as a burr under the saddle growing steadily from minor itch "I can live with it" to totally out of proportion " F*** that hurts, I'm off". Hence jumping ship to a place that doesn't appear to have that particular burr. Wanting to come back suggests that new place had fleas instead.

Generally such matters are more of a perception issue rather than serious reality. But just as real. We all have the minor (to other people) things that drive us nuts and push the temper needle into the red, super-overload, danger UXB region.

Triggers and tolerance change with experience and age too.

Realistically if you get 4 or 5 years out of the "I come to work, do a perfectly acceptable job for my 8 hour day, and go home" you are doing pretty well. You are hiring skilled hands after all. Where those hands have been before matters not at interview time.

The loyalty you are expecting is a function of being a team. The team doesn't let good guys down and bands around their mates. The "I come to work......" guy doesn't feel part of the team so doesn't have that extra bond. The British military has always been very conscious of the importance of teams with its mess culture, embodiment of sports into official time et al. Even then it does't always work. Factory owners pretty much have to hope "team things" form spontaneously to get that extra loyalty.

Not being team guy doesn't prevent good work.


Plane Parts

Apr 21, 2019
If you get another four years for his two week unpaid vacation you got a bargain. Rest his vacation time, if any, and benefits probation and hire him back. I would overlook a bad attitude if he completes his tasks.


Dec 21, 2012
Brisbane Qld Australia
The business I worked in ,guys simply circulated ........you get a job on and need someone for six months ,or two years ........contact them and see what it would take to get them to come onboard........always a profit share ,or even a 10% stake ........better for guys to move around than sit in the same old shop ...........and when theres no work for a certain guy,they move on with no dramas...............at the sandblasters ,a couple of guys would say ...."we wont be in for two weeks ,doing a ship"...........the boss would already know the job was on offer ,and be expecting it.