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March 2020
Rehire Policy – Covid-19 Exception
Policy
This policy is intended to modify our regular Rehire Policy in that it provides an exception in certain areas for those that were laid off or separated as a result of Covid-19. This policy establishes the conditions under which a previously terminated Aimbridge Hospitality associate may return to work at Aimbridge Hospitality at their previous location or a new Aimbridge Hospitality location and have previous service with the company recognized.

Eligibility
To be eligible for Covid-19 reinstatement following termination, the associate must be asked to return to work prior to January 1, 2021.

Seniority Date upon Rehire
The seniority date at the time of termination will be retained if the associate is rehired before January 1, 2021.

Paid Time Off Balance upon Rehire
All previous Paid Time Off balances (vacation, sick and/or PTO) that were not paid out at termination will be reinstated upon rehire.

Insurance Benefits upon Rehire
If the associate is rehired prior to January 1, 2021, and he/she left as a full time benefit eligible associate, benefit eligibility will be reinstated on the first of the month following rehire.
All rehires on January 1, 2021 and after will be subject to the normal waiting period for benefit eligibility.

401k upon Rehire
All previous time worked will count towards fulfilling the waiting period and for calculation of time for employer match vesting. Vendor’s recognition of the associate’s reinstatement may take up to 30 days.

Pay Rate upon Rehire
All Covid-19 rehires should be rehired at the same rate (hourly or salary) if rehired into the same position. Any variances should be documented and approved by corporate HR and Operations.

Procedure
General Managers will need to submit Covid-19 rehires to Corporate HR for special processing. No background check will be required if rehired prior to December 31, 2020. Specific procedures for UltiPro and Workday will come follow from Corporate HR as soon as possible.