Is My Sudden Campus Transfer an Unfair Labor Practice? Seeking Legal Advice on Short Notice and Demotion

I am working as an Associate Professor and head of the department at a reputed private, multi-campus university. Without my knowledge or consent, a transfer order to another campus was suddenly issued, requiring me to report within two weeks. The justification provided is not convincing to me, and I suspect the management made this decision under pressure from my superior. I am questioning whether my transfer can be considered an unfair labor practice due to the short notice and perceived demotion. How should I proceed legally?

Dear Prof. Murthy,

My comments on your post are as follows:

Appointment Letter and Transfer Clause

a) Have you checked your appointment letter? Is there a clause on transfers? If yes, what does it say? Generally, it is written that "the administration of ______ (company's name) reserves the right to transfer you from one department to another or from one subsidiary of the company to another. The decision to transfer an employee is as per the administrative requirements and it will be mandatory to abide by the transfer order."

Management's Authority in Transfer Decisions

b) It is not mandatory for the management to take the employee into confidence before issuing the transfer order. If the decision made is in good faith, then the employee may be confided with the decision, otherwise, not.

Distance and Reluctance to Transfer

c) How far away is the new place? Is it in the same city or a different city? Why are you disinclined to be transferred?

Implications of Employee Transfers

d) The employee transfer may appear normal on paper, but it could have some different connotations as well. It is the indirect method of getting rid of a person who becomes a thorn in the flesh of the reporting authority. Because of the spouse's employment, children's education, other domestic reasons, etc., the employee becomes rooted in the city where he/she works. Under such circumstances, an unfavorable condition of transfer leaves no room for the employee to maneuver. The transfer is an age-old tactic of the management to settle the score with the employee.

Solution: Seeking Revocation of Transfer

The only remedy is to submit an application and ask for the revocation of the transfer order. Request an interview with the highest authority, such as the Secretary or President. However, if the authority remains unyielding, then joining the new place or quitting employment are the two options.

Thanks,

Dinesh Divekar

If you believe that your transfer and demotion are unfair and potentially violate labor policies, you may have grounds to challenge them legally. Here are steps you can take to proceed:

Review Company Policies and Employment Contract

Start by reviewing your employment contract and any company policies or employee handbooks that outline the procedures for transfers and demotions. Pay attention to any clauses related to notice periods, job changes, and dispute resolution processes.

Document the Situation

Keep records of all relevant communications, including emails, memos, and conversations related to your transfer and demotion. Note down dates, times, and details of any discussions or decisions made.

Seek Legal Advice

Consider consulting with an employment lawyer or labor law specialist who can assess your situation and provide guidance on your legal rights and options. They can help you understand whether your transfer and demotion constitute unfair labor practices and what steps you can take to address them.

Raise Concerns with HR or Management

If you feel comfortable doing so, raise your concerns with your HR department or management team. Provide them with specific reasons why you believe the transfer and demotion are unfair or unjustified. They may be willing to reconsider their decision or provide an explanation for the changes.

File a Grievance or Complaint

If informal discussions do not resolve the issue, you may consider filing a formal grievance or complaint through your company's internal dispute resolution process. Follow the procedures outlined in your company policies or employment contract for lodging complaints.

Explore Mediation or Arbitration

In some cases, mediation or arbitration may be an option to resolve disputes outside of the court system. This involves bringing in a neutral third party to facilitate discussions and help reach a resolution.

Consider Legal Action

If all other avenues have been exhausted and you believe you have a strong case, you may choose to pursue legal action through the courts. Your employment lawyer can advise you on the best course of action and represent you in legal proceedings if necessary.

It's essential to act promptly and carefully consider your options before taking any legal action. Keep in mind that labor laws and regulations vary by jurisdiction, so it's important to seek legal advice that is specific to your location and circumstances.

You are not a laborer who will get the protection of the Industrial Disputes Act. Therefore, the only possibility is to file a writ for violation of the contract of employment.

In general, the transfer is considered to be a management prerogative, and being a multi-center establishment, transfer cannot be defended. But the basic thing is that your establishment is not an industry; moreover, you are not a workman under the ID Act.

First and foremost, it should be clearly understood whether the relevant act applies to your service conditions. Unless this is clarified, no appropriate suggestion can emerge. It is advisable to consult an advocate with your records and then decide. However, in matters of transfers, the employer generally has more authority.