Feeling Stuck: Should I Abscond Due to Unmet Transfer Requests Despite Genuine Reasons?

Decision to Abscond Due to Transfer Issues

I am currently working in an MNC, but I have decided to abscond due to a genuine family reason. I discussed my situation with HR, RM, RO, and my Manager regarding a transfer to my hometown. They considered my family issue and released me from my current project. However, it has been four months, and I have not been relocated or assigned any projects in my hometown. I have been on the bench since my release. Despite reaching out to connections both in my hometown and at my current workplace, I was informed that no projects are available for a transfer. They advised me to discuss with HR in case of a genuine reason. When I talked to HR, he informed me, "Even if you are a top performer in the organization, due to policy, we are unable to facilitate your transfer."

Is it true that I cannot get a transfer despite having a genuine reason to relocate to my hometown?

I applied for an internal job within the organization, knowing I would have to undergo another six-month probation, even though I have already completed a six-month probation and am an official employee. Despite my application, I was not selected based on their requirements. When I was a fresher, I completed a three-month training in my hometown before relocating to my current location. I immediately got assigned to a project and delivered two applications to clients with excellent feedback. My performance was due to my consistent work hours of 14-15 hours daily (from 11 am to 2 am).

Although I have detailed my work experience to HR and displayed high performance, he continues to cite policy as the reason for denying my transfer.

Seriously? Even if a person has a genuine reason and performs exceptionally for the organization, they still cannot be transferred to their hometown because of policy restrictions? Is policy more important than considering individual circumstances? I have expressed my willingness to work any shift, adapt my skillset, and extend my working hours, but the only response I receive is "POLICY." As I am the only child in my family and seek to enhance my skills and career in a real-life environment, I have made the difficult decision to abscond.

If you agree with my decision, please advise on whether I should mention my work experience from a previous company where I worked for 11 months. Will including this information be beneficial, or could it have negative implications? I would appreciate your comments and suggestions.

Thank you in advance.

Regards,
Stressed Employee

Transfer Rights and Company Policies

Transfer is not your right. You cannot claim a transfer as a right irrespective of your personal or other issues. On the other hand, the company can transfer you to any location provided that such a clause is in the terms of appointment for exigencies of work.

No matter whether you are a single child, have worked hard, or are ready to shift to another stream, the company has done nothing illegal in not transferring you to your hometown unless there is a requirement for the company. Since you have already left the organization or are absconding, hopefully, the company will take proper legal steps.

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Thank you for your response, Riteshmaity. If you could put yourself in my place, what would you do next? I have observed other IT companies that value their employees. For me, "If we value our employees, the same values and respect will be received from our clients." I am unsure whether I have done the right thing or not. If they fail to understand their employees, I do not believe it would be beneficial for me to remain in such an environment.

Although he was willing to work long hours, in any shift, and even change his skill set, they did not respond well to him. They could have, at the very least, sent him to his hometown on a deputation policy for a month so he could care for his parents while working remotely. However, they did not do this. Instead, they instructed him to take his own leave, which posed a financial burden as he was already paying off a loan with 75% of his salary.

In this scenario, if he is unwilling to take out another loan due to his existing financial commitments, and being on leave for at least 15 days would result in a 50% reduction in salary, what should he do? I am not criticizing the company policy or any other aspect, but in cases of genuine emergency, companies should support their employees and address their needs. However, the HR personnel I interacted with initially appeared professional but responded rudely when faced with direct questions. Their unprofessional behavior was evident when they abruptly told me to "Get Out!! Go take care of your parents and resign."

If you have any suggestions on how to handle this situation, I would greatly appreciate your input. Thank you in advance.

Regards, Frustrated Engineer

Putting an employee on the bench by the employer is often seen as a sign of impending termination. Moreover, absconding is a significant cause of dismissal due to its association with indiscipline, which can severely impact an employee's career.