From your own version it is clear that the employee has actually received the transfer order but pleading his inability to comply with because of his personal problem and requested to consider keeping him in the same place. Had you replied him back turning down his request and strictly instructing him to comply with the transfer order and the employee dodged its receipt by some means or other, there is some meaning in your allegation that he tried to avoid the transfer as well as the transfer order's service on him. On the contrary your post shows your predilection and prejudgement only to implement the transfer orders failing which terminating his services at any cost. I think that it is not the proper way of handling a transfer issue. How can others be expected to suggest a suitable reply supporting your predilection?
21st August 2017 From India, Salem
Unable to understand why you come to a conclusion to terminate the employee. Hope the transfer is purely need based ie., to use his expertise in other area not a victimization.
If it is so you need to call him / brief him and provide him necessary support / training to perform his duties at the other area. On issuance of the transfer letter if the employee writes that he is not interested then you need to answer his letter and communicate clearly that the day onward he will not be allowed to work at the existing workplace, apply no work no pay till he reports to duty, send communication to the address in case he abstains from duty at the new place, if the employee still not reports then organize domestic inquiry and initiate action. Think a lot, have a systematic approach on imposing capital punishment, if it bounce back then it will be very difficult to face.
21st August 2017 From India, Hyderabad