Dear Sir,
I wish you must have mentioned in his appointment letter, the condition of Transfer & Travel. On this ground, when he is denying the same, Company can releive him on the ground of mandatory terms & Conditions not followed by employee.
From India, Delhi
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24I wish you must have mentioned in his appointment letter, the condition of Transfer & Travel. On this ground, when he is denying the same, Company can releive him on the ground of mandatory terms & Conditions not followed by employee.
From India, Delhi
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HI Vishal,
I think your are over doing and acting this matter,you are interest to retaliate him by past happenings.all lab our rules are employee support only.there is no problem at all.you may not force any employee to do any work. you have some attitude problem. all are wants listen your words.If he is not interest ask some other employee to do the work, before transfer you have to ask the employee opinion.why you want to particularly transfer him another unknown department.did u perform the same?
please deal the matter delicately.and treat every employee with respect manner if u r a HR? Or any one?
From India, Madras
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I think your are over doing and acting this matter,you are interest to retaliate him by past happenings.all lab our rules are employee support only.there is no problem at all.you may not force any employee to do any work. you have some attitude problem. all are wants listen your words.If he is not interest ask some other employee to do the work, before transfer you have to ask the employee opinion.why you want to particularly transfer him another unknown department.did u perform the same?
please deal the matter delicately.and treat every employee with respect manner if u r a HR? Or any one?
From India, Madras
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Dear Vishal,
I would suggest that whatever actions you propose or initiate within the parameters of certified standing orders and the terms and conditions of the contract of service, as mentioned in the letter of appointment issued to the employee, you proceed only if your management is willing to see the course of actions through to the end.
In my experience, in most cases of this type, the management often develops cold feet later on, and the administrative department may have to either backtrack or humble itself. It is better to adopt a conciliatory approach involving all concerned.
Regards,
Uday
From India, Kolkata
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I would suggest that whatever actions you propose or initiate within the parameters of certified standing orders and the terms and conditions of the contract of service, as mentioned in the letter of appointment issued to the employee, you proceed only if your management is willing to see the course of actions through to the end.
In my experience, in most cases of this type, the management often develops cold feet later on, and the administrative department may have to either backtrack or humble itself. It is better to adopt a conciliatory approach involving all concerned.
Regards,
Uday
From India, Kolkata
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Dear Sir,
I completely agree with your suggestion. Management reacts in the same way as you mentioned but wants to ensure discipline strictly on the premises from HR. If I go with a conciliatory approach (I know it's right) or do not take any action in this regard promptly, then the employee union leader will assume that HR is afraid of us. They might do something wrong so that HR does not stay for a long time. This is the mentality of certain union employees.
Regards,
Vishal
From India, Haldwani
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I completely agree with your suggestion. Management reacts in the same way as you mentioned but wants to ensure discipline strictly on the premises from HR. If I go with a conciliatory approach (I know it's right) or do not take any action in this regard promptly, then the employee union leader will assume that HR is afraid of us. They might do something wrong so that HR does not stay for a long time. This is the mentality of certain union employees.
Regards,
Vishal
From India, Haldwani
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Dear,
Going by what a few details you stated here, the Union or some backing is behind him. So it is necessary that you should have sufficient documents for your and his every action/inaction. The first thing before you decide on a transfer, you have to check the terms & conditions of service to determine whether it is legal or not. The reason I'm telling you this is cadre to cadre shouldn't be a problem. For example, if he is skilled in a particular work and can only fit in that type of work, like a cook/chef, steward, etc., then it is okay. On the other hand, if he would not fit into that new work due to his special skills or competency, it may not be appropriate to transfer him. In any case, it is better to have it in writing. If he refuses to receive an envelope containing communication, it is also considered indiscipline, and you should take action as per standard operating procedures and follow the necessary procedure.
Kumar S.
From India, Bangalore
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Going by what a few details you stated here, the Union or some backing is behind him. So it is necessary that you should have sufficient documents for your and his every action/inaction. The first thing before you decide on a transfer, you have to check the terms & conditions of service to determine whether it is legal or not. The reason I'm telling you this is cadre to cadre shouldn't be a problem. For example, if he is skilled in a particular work and can only fit in that type of work, like a cook/chef, steward, etc., then it is okay. On the other hand, if he would not fit into that new work due to his special skills or competency, it may not be appropriate to transfer him. In any case, it is better to have it in writing. If he refuses to receive an envelope containing communication, it is also considered indiscipline, and you should take action as per standard operating procedures and follow the necessary procedure.
Kumar S.
From India, Bangalore
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I want to transfer an employee from the accounts department in Hubli to the Kolkata branch office to handle accounting activities. Initially, he joined as a peon, and gradually he was promoted to the accounts office after serving for 25 years. We now wish to transfer him, but he is not accepting the transfer letter. We have sent the letter to his residential address via registered post, but he has not accepted it.
What should be the next steps? Kindly advise.
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What should be the next steps? Kindly advise.
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Dear Cite HR members,
As per our appointment letters, it is clearly mentioned that management can transfer you to any place or location. If we give a transfer to any employee with 12 days' advance notice, but the employee refuses the transfer on the last day, we can relieve him on the same day. This is because, as per the appointment letter, only a 15-day intimation period is required, and we have already given 12 days of pre-intimation.
We seek your advice on what should be done in this situation.
Thank you.
From India, Delhi
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As per our appointment letters, it is clearly mentioned that management can transfer you to any place or location. If we give a transfer to any employee with 12 days' advance notice, but the employee refuses the transfer on the last day, we can relieve him on the same day. This is because, as per the appointment letter, only a 15-day intimation period is required, and we have already given 12 days of pre-intimation.
We seek your advice on what should be done in this situation.
Thank you.
From India, Delhi
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Please i need your assistance on respond on how to refuse a transfer of inter- transfer of department.
From India, Surat
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From India, Surat
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Dear HR,
Without informing the head of the department, I have been transferred to another department on short notice. I would like your advice on this matter.
I am in need of a sample letter to respond to the transfer to another department as I was hired as a Business Development Officer, not an operational officer.
Your prompt response would be greatly appreciated.
Thank you.
From India, Surat
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Without informing the head of the department, I have been transferred to another department on short notice. I would like your advice on this matter.
I am in need of a sample letter to respond to the transfer to another department as I was hired as a Business Development Officer, not an operational officer.
Your prompt response would be greatly appreciated.
Thank you.
From India, Surat
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HR-Policy-036 - Employee Transfer Policy - 11-10-2013.pdf
Employee Appraisal Form new.doc