Job Transfer HR Policies & Procedures

Transfer

Job transfers generally fall into one of two categories: those initiated by management or those made in response to an employee’s request. Transfers initiated by the employer may be necessary because of temporary workload imbalances; the need to rotate employees to limit exposure to harmful conditions; corporate restructuring; dislocations caused by job elimination or reductions in force; and demotions in response to disciplinary or performance problems. Employees may initiate a transfer because they want new or broader experience; there is friction among coworkers; they want to better use their skills; or they need accommodation for disabilities or family care responsibilities. Either way, transfers may be temporary or long-term, depending on the organization’s business needs. (See also: Equal Employment Opportunity.)
 
This policy discusses the transfer of employees from full-time to part-time, to another location or within the same location.
 
Topics addressed include:
 
· Reasons for Transfer
· Temporary vs. Long-Term Transfers
· Eligibility
· Order of Consideration
· Establishing Procedures
· Monitoring the Approval Process
· Relocation Transfers
· Introductory Period
· Medical Examinations
· Job Seniority
· Rate of Pay
· Labor Contracts
· Discrimination in Transfer Decisions
· Transfers as Retaliation
· Transfers as Remedy for Harassment
· Transfers for Safety Reasons
· Transfers as Accommodations
· Posting of Job Openings

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Our policies are intended to help organizations create their own personnel policies or handbooks for distribution internally. Accordingly, you may use the Model Policies verbatim or modify them to suit the culture of your organization. Since the policy is copyrighted, we are making a special exception for this particular use. However, the policies may not be used to create or update policies for any organization other than the one buying the policy. In other words, you can’t create policies or handbooks to offer to other organizations, either for profit or free of charge. This would be considered a direct violation of our copyright.

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