Policy on transfer of service is purely an internal matter on which an outside agency can not intervene. There should be a clause in the appointment order itself that you are likely to be transferred to any where in India ( I presume the network is within India only) It may happen that in order to avoid retrenchment and consequences of retrenchment and even the formalities associated with retrenchment, the management may transfer employees to far off places; that also without giving any transfer allowance. Legally and from the side of employer there is nothing wrong in doing so. But as far as an employee is concerned, such relocation will create a lot of problems and in order to get rid of it, he will resign. For final settlement in such cases, it is better to have an understanding with the employer so that you could be relieved on a later date allowing to avail the leave in full. Though leave is not a right of employee, he can certainly ask the employer to extend the leave to cover the notice days and by the time you can find an alternative employment. If you spoil the relationship, then you will be the loser that you may find it difficult to get a good service certificate. However, it does not mean that you should compromise. At the same time, if the HR is so arrogant about it, there are other means of recovering the dues.
Regarding PF, there are two alternatives. You can either withdraw it in full, provided you had less than 10 years of service or you can keep it for the time being and transfer it to new account when you join another establishment. It will not lapse and it is not in the hands of your employer also. But if you have apprehension about remittances of PF by your employer, then you have to verify it from the Employees Provident Fund Organisation's office itself. Certain websites of the EPFO are updated from which you can get information about the balances and whether the employer in question is a defaulter or not. As far as possible try to get it from the PF office in person.
Regards,
Madhu.T.K