How to arrange the transfer of an employee to another position

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Daria Ryazanova, HR Director of IT Test, explains the difference between a transfer to another position and a reassignment, in which cases an employee can be transferred without his consent, and why a temporary transfer may be disadvantageous for employees.

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Content:

Grounds and procedure for transferring an employee to another job
Types of translation and its general rules
Permanent translation
Temporary transfer
Mandatory translation
Translation processing algorithm
Employee transfer
Errors when transferring to another position at the initiative of the employee


Grounds and procedure for transfer to another job
According to the Labor Code of Russia, the transfer of norway whatsapp phone number an employee to another position implies several types of changes:

change of position itself, when the employee begins to take on other work tasks;
transfer to another structural division: workshop, department, service, branch or representative office;
moving to another area with the employer.

Such changes in the employment contract require the employee's consent. Exceptions are disasters, accidents and downtime at the enterprise. Let's take a closer look at cases where we ourselves transfer an employee to another position within our company:

Changing a job function is the transfer of an employee to another position within the organization. In this case, the job title and job responsibilities of the employee change. The name of the original job title is specified in the employment contract. If a person came to work as a manager and became a senior manager, this is also considered a change in the job title and job function, and therefore is formalized as a transfer.
Transfer to another structural unit. The names of departments or divisions do not necessarily have to be specified in the employment agreement. But if the agreement states that the employee was hired in the "sales department", the change in the structural unit will have to be formalized as a transfer. The same is done if the employee remains in the same place, but the name of the unit itself changes (for example, the "sales department" becomes the "sales department").
Moving to another location with an employer is formalized as a transfer, since indicating the place of work is a mandatory condition of the employment contract. The manager must inform employees about the move in writing at least two months in advance. When a company offers employees to move, they can refuse and quit. Then they must be paid severance pay. Usually, it is equal to the average salary of the employees for two weeks. If the specialist agrees, the employer is obliged to pay his moving expenses.
The basis for the transfer is either an employee's application, if he is the initiator, or a job offer from the manager. For example, if an analyst quit the company, the manager can offer his position to suitable employees, or the employee in another position himself asks to be transferred to the analytical department. If an agreement is reached, the parties sign an additional agreement in which they record all the changes, then issue an order.
On topic. From staff to freelance mode. When is such a transfer of an employee justified?

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