New Candidates Rehire for Walmart A Comprehensive Guide for Returning Associates.

New candidates rehire for Walmart marks the beginning of a second chapter for those who once called the retail giant their workplace. It’s a journey filled with renewed opportunities, familiar faces, and the chance to build upon past experiences. This guide is your compass, navigating the ins and outs of the rehire process, ensuring you’re well-equipped to rejoin the Walmart family with confidence and a clear understanding of what lies ahead.

From understanding eligibility criteria to mastering the application and interview process, we’ll delve into the specifics. We’ll explore the benefits and compensation packages, the training and onboarding procedures, and the performance expectations that will shape your success. Consider this your insider’s look at what it takes to return to Walmart, making your transition seamless and your re-entry a triumphant one.

Eligibility Criteria for Rehire

Welcome back! We’re thrilled you’re considering rejoining the Walmart family. Understanding the rehire process is key to a smooth transition. This guide will clarify the eligibility criteria, ensuring you’re well-informed about your rehire prospects.

Timeframes for Rehire Eligibility After Separation

The timing of your separation from Walmart significantly impacts your eligibility for rehire. Walmart operates under specific guidelines regarding how long a former associate must wait before reapplying.Generally, the waiting period for rehire eligibility begins from the date of separation. The length of this period depends on the circumstances of your departure. For associates who left in good standing, the waiting period might be shorter than for those whose separation involved performance or policy violations.

Understanding these timeframes is essential for planning your return.

Criteria for Automatic Disqualification from Rehire Consideration

Certain circumstances automatically disqualify a former employee from being rehired. These situations are in place to maintain workplace standards and ensure the integrity of the hiring process.Disqualification usually stems from severe violations of company policy or specific types of separations.* Gross Misconduct: This includes, but isn’t limited to, theft, fraud, violence, or any behavior that endangers the safety of others or violates the law.

Abandonment of Job

Failing to report to work for a prolonged period without notifying the company can lead to immediate disqualification.

Dishonesty

Providing false information during the application or employment process.

Failure to Meet Essential Job Requirements

If a former associate consistently failed to meet the fundamental requirements of their position, they may be ineligible for rehire.These disqualifications are typically determined on a case-by-case basis.

Role of Performance Reviews in the Rehire Process

Performance reviews play a pivotal role in the rehire process. They offer a comprehensive look at a former associate’s work history, including their strengths, weaknesses, and overall contributions to the company.Performance reviews are a significant factor in determining rehire eligibility. Positive reviews, demonstrating consistent good performance and adherence to company standards, greatly enhance your chances. Conversely, negative reviews, highlighting performance issues or disciplinary actions, can negatively impact your eligibility.

The history of your performance is carefully reviewed to assess your potential for success in a new role.

Acceptable Reasons for Previous Separation that Would Not Negatively Impact Rehire Chances

Some reasons for separation are viewed favorably and do not necessarily hinder your chances of being rehired. These typically involve circumstances beyond your control or situations that do not reflect poorly on your work ethic or character.* Voluntary Resignation in Good Standing: Leaving for personal reasons, to pursue educational opportunities, or to care for family members, provided you maintained a positive work record, is usually viewed favorably.

Reduction in Force (RIF) or Layoff

If your position was eliminated due to restructuring or economic reasons, you are typically eligible for rehire.

Medical Leave of Absence

Taking a leave for medical reasons, as long as it was properly documented and followed company policy, generally does not negatively impact your rehire chances.

Relocation

If you left due to a relocation and your performance was satisfactory, rehire is often considered.

Family Care

Resigning to care for family is considered with respect and is usually not a barrier to rehire.

Application and Interview Process

Welcome back! The rehire process at Walmart is designed to be straightforward, but it’s always good to have a clear understanding of what to expect. This guide will walk you through the steps, highlighting any differences compared to a new hire and providing tips to help you shine.

Step-by-Step Guide for Rehire Applications

The application process for former Walmart employees is generally similar to that of new hires, with a few key distinctions. Following these steps will help ensure a smooth reapplication.

1. Online Application: Start by visiting the Walmart careers website and searching for open positions in your desired location. You’ll need to create or log in to your existing account. If you’re using your old account, ensure your contact information is up-to-date.
2. Resume and Work History: Upload your resume. If you have any gaps in employment since your previous Walmart tenure, be prepared to briefly explain them. The system may automatically populate some of your previous Walmart employment details.
3. Assessment Tests: You may be required to complete assessment tests. These tests are designed to evaluate your skills and fit for the role. These can include personality assessments and situational judgment tests.
4. Application Review: Once you submit your application, it will be reviewed by a hiring manager. They’ll assess your qualifications and experience based on the job requirements.
5. Interview Invitation: If your application is successful, you will be contacted for an interview. This could be a phone screen, a virtual interview, or an in-person interview.
6. Background Check: If you receive a job offer, you will be subject to a background check. This verifies your employment history and may include a criminal background check.
7. Onboarding: Upon successful completion of the background check, you’ll receive a job offer and begin the onboarding process, which includes paperwork and training.

Differences in Application for Rehired Employees

While the core process is similar, there are a few nuances to be aware of.

• Faster Application: In some cases, your previous employment history with Walmart may pre-populate in the system, potentially speeding up the application process.
• Potential for Expedited Review: Hiring managers might prioritize applications from former employees due to their familiarity with Walmart’s culture and operations.
• References: Your previous performance reviews might be accessible to the hiring manager, providing additional context. Be prepared to discuss your past performance, both positive and areas for improvement.

Types of Interview Questions for Rehire Candidates

The interview questions for rehire candidates often focus on your previous Walmart experience, your reasons for leaving, and your reasons for wanting to return. Be ready to answer questions about your skills, experiences, and how you can contribute to the team.

• “Tell us about your previous role at Walmart.” This question allows you to highlight your experience and accomplishments.
• “Why did you leave your previous position?” Be honest and professional in your response.
• “What have you been doing since you left Walmart?” Discuss any relevant skills or experiences gained since your departure.
• “Why do you want to return to Walmart?” Express your interest in the company and the specific role.
• “What are your strengths and weaknesses?” Prepare examples that are relevant to the role you are applying for.
• “How have your skills and knowledge evolved since you last worked here?” Showcase any new skills or knowledge you’ve acquired.
• “How do you handle difficult customers or situations?” Provide examples of how you have handled challenging situations in the past.
• “Describe a time when you went above and beyond for a customer or colleague.” Share a positive example that highlights your work ethic and dedication.

Addressing Employment Gaps in Interviews, New candidates rehire for walmart

Employment gaps can be a common concern for hiring managers. Addressing them proactively and honestly is key.

• Acknowledge the Gap: Briefly and honestly explain the reason for the gap.
• Focus on the Positive: Frame the gap in a positive light, highlighting any skills or experiences gained during that time. For example, if you took time off to care for a family member, you could mention the development of your organizational and time management skills.
• Be Concise: Keep your explanation brief and to the point.
• Avoid Negativity: Do not speak negatively about previous employers or situations.
• Example: “I took a year off to focus on personal development and training. During this time, I completed a course in [relevant skill], which has equipped me with [new skill] that I believe will be beneficial in this role.”

Demonstrating Updated Skills and Knowledge

Highlighting any skills or knowledge you’ve acquired since your last Walmart employment can significantly boost your application.

• Mention Specific Training: If you’ve completed any relevant training or certifications, be sure to mention them.
• Showcase New Skills: If you’ve learned any new skills through work or personal projects, explain how they relate to the role.
• Provide Examples: Back up your claims with specific examples of how you’ve used your updated skills.
• Research Industry Trends: Show that you are aware of current trends and developments in the retail industry.
• Example: “Since I last worked here, I’ve become proficient in [software/skill] through a new job/course. In my previous role, I used this skill to [achieve result], and I’m confident I can apply this knowledge to improve efficiency and customer service at Walmart.”

Benefits and Compensation for Rehired Employees

Welcome back! We understand that returning to Walmart is a big decision, and we want to ensure you have all the information you need to make an informed choice. This section will provide a clear overview of the benefits and compensation packages available to rehired employees, so you can see exactly what you’re eligible for.

Comparing Benefits Packages

Understanding the differences in benefits is crucial. Let’s take a look at the key distinctions between what’s offered to new hires and those returning to the Walmart family. The table below summarizes the core benefits.

Benefit	New Hire	Rehire	Differences
Health Insurance (Medical, Dental, Vision)	Eligibility typically begins after 90 days of employment.	Eligibility typically begins immediately or based on prior service, potentially with no waiting period.	Rehires may have immediate access, offering a significant advantage.
401(k) Plan	Eligibility typically after a certain period of employment (e.g., 6 months)	Eligibility may be immediate or based on prior service. Vesting schedules are detailed below.	Rehires may have immediate access, and prior service can impact vesting.
Paid Time Off (PTO)	Accrual begins based on hours worked and tenure.	Accrual often considers prior service, potentially leading to a higher starting accrual rate.	Rehires often start with a higher PTO accrual rate.
Associate Discount	Available immediately upon employment.	Available immediately upon employment.	No difference.

Impact of Previous Service on Compensation

Your past contributions matter! Walmart recognizes the value of experience, and your previous years of service can significantly influence your compensation. The specific details will vary depending on factors like the length of your previous employment, your previous role, and current business needs.

• Starting Wage: Your starting hourly rate will be determined based on your previous experience, skills, and the current pay scale for the position.
• Wage Increases: While new hires typically progress through a structured wage increase plan, rehired employees may be eligible for an immediate increase or a faster path to higher pay, reflecting their prior experience.
• Performance-Based Bonuses: Your eligibility for performance-based bonuses will align with the company’s current policies, but your performance in previous roles may be considered during the review process.

Vesting Schedules for 401(k) Plans

Investing in your future is a priority, and Walmart’s 401(k) plan is designed to help you achieve your financial goals. Vesting refers to the period it takes for you to gain full ownership of the company’s contributions to your 401(k) plan.

Here’s a simplified example of a vesting schedule:

Example: Suppose Walmart offers a 100% match on the first 3% of your contributions, and you are rehired. If the vesting schedule is immediate, you own 100% of the company match immediately. If it’s a 3-year cliff vesting, you become fully vested after three years of continuous employment from your rehire date.

The specifics of the vesting schedule are clearly Artikeld in your benefits package and are subject to change.

Paid Time Off (PTO) Accrual for Rehired Employees

Time off is essential for maintaining a healthy work-life balance. Walmart understands this and has policies in place to ensure you can take the time you need. Your prior service can significantly affect your PTO accrual rate.

Your PTO accrual is often determined by your length of service with Walmart. The more time you’ve spent with the company (including your previous employment), the higher your accrual rate.

Here’s how it typically works:

• New Hire: PTO accrual begins based on hours worked and your length of employment.
• Rehire: Your previous service may be recognized, meaning you may start accruing PTO at a higher rate than a new hire.

For example, a rehired employee with 5 years of prior service might start accruing PTO at the same rate as someone who has been with Walmart for 5 years, rather than the starting rate for a new employee. This can translate to more vacation time from the beginning. Specific details will be provided during the onboarding process.

Training and Onboarding for Rehires: New Candidates Rehire For Walmart

Welcome back! We’re thrilled to have you rejoin the Walmart family. Our goal is to make your transition back as smooth and efficient as possible. This section Artikels the specific training and onboarding procedures designed for rehired associates, ensuring you’re quickly back up to speed and ready to excel. We’ve streamlined the process to leverage your existing experience while equipping you with the latest knowledge and skills.

Organizing the Onboarding Process for Rehired Employees

The onboarding process for rehired employees is structured to acknowledge your prior experience while updating you on current practices. We recognize your familiarity with the Walmart environment and aim to expedite your return to productivity. The process prioritizes efficiency without sacrificing thoroughness, ensuring a seamless re-entry.

• Expedited Procedures: Rehired associates often benefit from an expedited onboarding process. This includes waiving certain initial training modules that were already completed during your previous employment, provided your previous employment was within a certain timeframe (typically within the last 12 months).
• Managerial Support: Your manager will play a key role in your onboarding. They’ll provide personalized guidance, address any specific questions you may have, and help you integrate back into your team.
• Orientation Refresh: A condensed orientation session will refresh your knowledge of Walmart’s core values, mission, and current policies.
• Role-Specific Training: Training will focus on any new processes, technologies, or updates relevant to your specific role.

Training Programs for Rehired Employees

Rehired employees are required to complete training programs that are designed to bring them up-to-date with current Walmart standards and practices. These programs are tailored to the specific role and responsibilities of the associate. The goal is to ensure consistency across the workforce and maintain the highest levels of customer service and operational efficiency.

• Compliance Training: This includes mandatory training on topics such as safety, security, and ethical conduct. This training ensures all associates are aware of and adhere to Walmart’s policies and legal requirements.
• Role-Specific Training: This training covers the specific tasks and responsibilities of your role, including any new technologies, systems, or procedures. This may involve hands-on training, online modules, or on-the-job coaching.
• Technology Updates: Training on any new point-of-sale (POS) systems, inventory management tools, or other technologies used in your role will be provided.
• Customer Service Training: Refresher training on Walmart’s customer service standards and best practices is provided, focusing on ensuring a positive shopping experience for our customers.

Ensuring Rehired Employees Are Up-to-Date with Company Policies and Procedures

Walmart is committed to ensuring all associates, including rehired employees, are fully informed of current company policies and procedures. This commitment is crucial for maintaining a consistent and compliant work environment. Several mechanisms are in place to achieve this.

• Policy Updates: Regular updates on company policies are provided through various channels, including the Walmart intranet, email communications, and team meetings.
• Training Modules: Mandatory training modules are updated regularly to reflect changes in policies and procedures.
• Managerial Communication: Managers are responsible for communicating policy changes to their teams and ensuring understanding.
• Resources and Support: Associates have access to resources such as the Walmart Policy Handbook, HR representatives, and other support staff to answer questions and provide clarification on policies.

Sample First Week Training Schedule for a Rehired Associate (Cashier Role)

Here’s a sample schedule illustrating the first week of training for a rehired cashier. This schedule provides a general overview, and specific timings may vary depending on store needs and the individual’s prior experience.

Day	Time	Activity
Monday	8:00 AM – 9:00 AM	Welcome and Orientation: Review of Walmart’s mission, values, and expectations.
	9:00 AM – 12:00 PM	Policy Refresher: Review of key policies (e.g., dress code, attendance, loss prevention).
	1:00 PM – 4:00 PM	POS System Training: Hands-on training with the current point-of-sale system.
Tuesday	8:00 AM – 12:00 PM	Cashier Skills Training: Practice handling cash, checks, and credit cards.
	1:00 PM – 4:00 PM	Customer Service Training: Refresher on Walmart’s customer service standards.
Wednesday	8:00 AM – 12:00 PM	On-the-Job Training: Shadowing experienced cashiers.
	1:00 PM – 4:00 PM	Inventory Procedures: Learn about scanning, returns, and exchanges.
Thursday	8:00 AM – 12:00 PM	Advanced POS System Training: Addressing voids, refunds, and other advanced functions.
	1:00 PM – 4:00 PM	Team Introduction and Store Tour: Meeting team members and familiarizing yourself with the store layout.
Friday	8:00 AM – 12:00 PM	Practice and Feedback: Supervised practice and performance review.
	1:00 PM – 4:00 PM	Final Q&A and Ongoing Support: Addressing any remaining questions and setting up ongoing support.

Visual Illustration: Key Stages of a Rehired Employee’s Training

Imagine a vibrant, multi-panel illustration, designed to clearly show the rehired employee’s training journey.The first panel, titled “Welcome Back!”, depicts a smiling associate, perhaps the rehired employee, receiving a warm welcome from their manager and team. A stylized Walmart logo is subtly placed in the background, reinforcing the company’s welcoming atmosphere.The second panel, “Orientation Refresh,” shows a digital screen displaying a simplified version of the company’s core values, highlighting key aspects like customer service and respect.

The associate is actively engaged, taking notes and participating in a group discussion.The third panel, “Skills Update,” depicts the associate receiving hands-on training, perhaps at a cash register or in a specific department. A trainer is demonstrating the use of new equipment or procedures, while the rehired employee is actively practicing.The fourth panel, “Ongoing Support,” shows the associate now confidently working, interacting with customers, and collaborating with colleagues.

The illustration emphasizes the availability of ongoing support resources, such as HR representatives, team leaders, and online training modules. The illustration’s overall tone is positive and encouraging, conveying a sense of progress, growth, and renewed opportunity. The final panel shows the associate with a customer, providing excellent customer service.

Performance Expectations and Performance Reviews

Welcome back! We’re thrilled to have you rejoining the Walmart family. We understand that returning can come with its own set of adjustments, so we’ve put together some insights to clarify expectations and support your success. We are committed to helping you thrive and excel in your new role.

Performance Expectations in Initial Months

Your first few months back at Walmart are a crucial period for re-acclimation and demonstrating your capabilities. Think of it as a ramp-up phase where you’ll rediscover your stride and learn any new processes or technologies. During this time, we’ll be focused on helping you achieve a smooth transition.Here’s what you can generally expect:* Productivity and Efficiency: We anticipate you to quickly regain familiarity with your previous role’s responsibilities.

Your managers will look for you to meet or exceed established productivity targets within the first few weeks, demonstrating your capacity to perform tasks efficiently.

Adherence to Policies and Procedures

Re-familiarizing yourself with company policies and procedures, including safety protocols, dress code, and operational guidelines, is vital. You are expected to demonstrate compliance with these from day one, ensuring a safe and productive work environment.

Teamwork and Collaboration

Working effectively with your team is paramount. Managers will evaluate your ability to collaborate, communicate effectively, and support your colleagues. Your willingness to assist others and contribute positively to team goals is highly valued.

Customer Service

Delivering excellent customer service is a cornerstone of Walmart’s values. You will be expected to provide friendly, efficient, and helpful service to customers, resolving their issues and exceeding their expectations.

Learning and Adaptability

The retail landscape is constantly evolving. You’ll need to demonstrate a willingness to learn new skills, adapt to changing processes, and embrace new technologies or initiatives. This adaptability is key to long-term success.

Performance Review Process for Rehired Employees

Performance reviews are a crucial part of our process for all employees, including those who are rehired. These reviews provide a structured way to assess your performance, offer feedback, and identify areas for development. We believe in providing you with the tools you need to succeed.The process typically involves the following steps:* Initial Check-in: Within your first few weeks, your manager will conduct an informal check-in to discuss your progress, address any initial questions or concerns, and establish clear expectations.

This is an opportunity to get on the same page.

Formal Performance Reviews

Depending on your role and Walmart’s policies, you will receive formal performance reviews. These are usually conducted quarterly or annually. The review will cover your performance against your job responsibilities, goals, and key performance indicators (KPIs).

360-Degree Feedback (Potentially)

In some cases, you may receive feedback from colleagues, customers, or other stakeholders. This 360-degree feedback provides a comprehensive view of your performance and helps identify areas for improvement.

Goal Setting

During your review, you and your manager will collaboratively set goals for the next review period. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).

Development Planning

Your manager will work with you to create a development plan, which may include training, mentorship, or other resources to help you enhance your skills and achieve your goals.

Addressing Performance Issues with Rehired Employees

Sometimes, challenges arise. If performance issues emerge, we have a structured process to address them and support your improvement. Our goal is to help you succeed, and we’ll work with you to get back on track.The process generally involves:* Early Identification: Your manager will identify performance issues through observation, feedback, and performance data. This could be things like sales figures, customer feedback, or adherence to procedures.

Informal Discussion

The manager will initiate a discussion with you to address the concerns. This conversation provides an opportunity for you to share your perspective, discuss any challenges you’re facing, and collaboratively find solutions.

Performance Improvement Plan (PIP)

If performance issues persist, a PIP may be implemented. A PIP Artikels specific areas for improvement, measurable goals, a timeline for achieving them, and the support you will receive from your manager and the company.

Regular Check-ins

Your manager will conduct regular check-ins to monitor your progress against the PIP. These check-ins provide an opportunity to provide feedback, offer guidance, and adjust the plan if necessary.

Further Action

If performance does not improve despite the PIP and the support provided, further action may be necessary, such as reassignment or, as a last resort, termination.

Common Challenges and How to Overcome Them

Returning to Walmart can present unique challenges. However, with the right approach, you can overcome these hurdles and thrive in your role.Here’s a list of common challenges and how to address them:* Adapting to New Technologies and Processes: Walmart constantly updates its systems and processes.

Solution

Actively participate in training sessions, seek help from your manager or colleagues, and embrace the learning process.

Re-acclimating to the Culture

Even if you’ve worked at Walmart before, the culture can evolve.

Solution

Be open to new perspectives, engage with your colleagues, and actively participate in team activities.

Managing Expectations

Balancing the expectations of your role with the demands of the job can be tough.

Solution

Communicate regularly with your manager, clarify expectations, and seek feedback to ensure you are on track.

Dealing with Changes in Management or Team Dynamics

New faces and different leadership styles may exist.

Solution

Approach new situations with an open mind, build relationships with your colleagues, and focus on collaboration.

Maintaining a Positive Attitude

Returning to work can be emotionally taxing.

Solution

Focus on the positive aspects of your job, set realistic goals, and seek support from your colleagues and manager.

Policies and Procedures Relevant to Rehires

Welcome back! Navigating the world of policies and procedures at Walmart might feel a bit different this time around, especially as a rehired associate. Don’t worry, we’re here to help you get back on your feet and understand everything you need to know. Think of this as your personalized roadmap to a smooth return.

Specific Company Policies That Apply Differently to Rehired Employees

Some policies have nuances for rehired associates. These are in place to ensure fairness and consistency across the workforce while acknowledging your previous experience with the company. Understanding these distinctions is crucial for a successful return.

• Tenure and Benefits Eligibility: Your prior employment history can influence certain benefits and accrual rates, such as paid time off (PTO). While your previous tenure isn’t always fully restored, it may be considered for certain benefit calculations. Review your specific benefit details with your People Lead.
• Performance Reviews: The frequency and structure of your performance reviews may be slightly different initially, potentially including a more focused review period to assess your current skills and knowledge.
• Probationary Period: Depending on the circumstances of your rehire, you might be subject to a probationary period. This allows both you and Walmart to assess the fit and ensure a successful re-integration into the team.
• Loss Prevention and Asset Protection: If your previous employment ended due to a policy violation related to loss prevention or asset protection, there may be additional requirements or restrictions upon your rehire.

Accessing Information About Updated Policies and Procedures

Staying informed about company policies is essential. Luckily, Walmart provides multiple avenues for you to stay updated and in the loop. Think of it as your personal policy library, always at your fingertips.

• OneWalmart Portal: This is your primary hub. The OneWalmart portal contains the most up-to-date policy documents, announcements, and training materials.
• Associate Handbook: The Associate Handbook is a crucial resource that Artikels fundamental policies and procedures. It’s often updated, so make sure you’re accessing the latest version on OneWalmart.
• Your People Lead and Management Team: Your People Lead and other members of the management team are valuable resources. They are there to answer your questions and provide clarification on any policy-related matters. Don’t hesitate to reach out!
• Training Modules: Regularly check for and complete required training modules related to company policies. These modules often include updates and explanations of any changes.

Process for Rehired Employees to Request Changes to Their Employment Information

Ensuring your employment information is accurate is vital for things like payroll, benefits, and communication. Here’s how you can make changes and keep your records up-to-date.

• Personal Information: Changes to your address, phone number, or emergency contact information can usually be made through the OneWalmart portal or by contacting your People Lead.
• Payroll Information: To update direct deposit details or tax withholdings, you’ll typically use the Workday platform (accessible through OneWalmart). Follow the prompts to make the necessary changes.
• Name Changes: For name changes (due to marriage, legal proceedings, etc.), you’ll need to provide supporting documentation to your People Lead.
• Documentation: Always keep copies of any documents you submit, and retain any confirmation you receive regarding changes to your information.

Walmart’s Policies Regarding Internal Transfers for Rehired Employees

Want to explore opportunities within Walmart after you’ve returned? Internal transfers can be a great way to advance your career and gain new experiences.

• Eligibility: Eligibility for internal transfers may vary depending on your rehire status and any applicable probationary periods.
• Application Process: The application process for internal transfers is generally the same for all associates. You’ll typically apply for open positions through the OneWalmart portal.
• Considerations: Your previous performance and any performance issues during your prior employment may be considered during the transfer application process.
• Consult Your People Lead: Discuss your transfer goals with your People Lead. They can provide guidance and help you understand the requirements for specific roles.

Example of a Policy Document Excerpt Highlighting a Key Point Relevant to Rehired Employees

Here’s an example of a policy excerpt, presented as a blockquote, that highlights a key consideration for rehired associates. This provides a glimpse into the type of information you might encounter in company policy documents.

Paid Time Off (PTO) Accrual for Rehired Associates: For associates who have been rehired, PTO accrual rates will be determined based on the associate’s total combined years of service with the company. The specific accrual rate will be Artikeld in the associate’s offer letter and accessible via the Workday platform. Please note that the full prior service may not always be applied depending on the circumstances of the separation and rehire.

The People Lead will be able to provide details specific to your situation.