Policy on the transfer of service is purely an internal matter on which an outside agency cannot intervene. There should be a clause in the appointment order itself stating that you are likely to be transferred anywhere in India (I presume the network is within India only). It may happen that, in order to avoid retrenchment and its consequences, the management may transfer employees to far-off places, even without providing any transfer allowance. Legally and from the employer's perspective, there is nothing wrong in doing so. However, from an employee's standpoint, such relocation can create numerous problems, potentially leading to resignation. In such cases, for final settlement, it is advisable to reach an understanding with the employer to be relieved at a later date, enabling the full utilization of accrued leave.
Although leave is not an absolute right of the employee, they can request the employer to extend the leave to cover the notice period, facilitating the search for alternative employment in the meantime. Damaging the relationship could result in difficulties obtaining a positive service certificate. Nevertheless, this should not imply compromising. If HR proves uncooperative, there are other avenues to pursue for recovering dues.
Regarding the Provident Fund (PF), there are two options. One can either withdraw the entire amount if the service period is less than 10 years or retain it temporarily and transfer it to a new account upon joining another establishment. The funds will not expire, and control does not rest with the employer. If there are concerns about PF remittances by the employer, verification can be done directly at the Employees Provident Fund Organisation's office. Certain EPFO websites provide updated information on balances and whether the employer is in default. Whenever possible, it is advisable to visit the PF office in person.
Regards,
Madhu.T.K