My query is this: I have an employee who is not performing up to the expectations of the organization. Therefore, the management has decided to transfer her to another department. Her current designation is sports clerk, so the management plans to appoint her as a receptionist, and she will be given the same salary as her current job.
Legal Considerations for Employee Transfer
Is this legally correct, and are there any procedures I need to follow? Please advise me accordingly.
Thanks,
Gaaya
From Malaysia, Penang
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Legal Considerations for Employee Transfer
Is this legally correct, and are there any procedures I need to follow? Please advise me accordingly.
Thanks,
Gaaya
From Malaysia, Penang
Acknowledge(0)Amend(0)
Evaluating Employee Performance and Next Steps
Are her goals identified and specific? Does your organization have an action plan or an improvement policy? Is the employee a confirmed employee?
In case the employee does not perform well as a receptionist, what would be your next steps? Ideally, she should be on a Performance Improvement Plan. If it does not work out, as per the conditions specified in the appointment letter, you can ask her to leave.
From India, Chandigarh
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28Are her goals identified and specific? Does your organization have an action plan or an improvement policy? Is the employee a confirmed employee?
In case the employee does not perform well as a receptionist, what would be your next steps? Ideally, she should be on a Performance Improvement Plan. If it does not work out, as per the conditions specified in the appointment letter, you can ask her to leave.
From India, Chandigarh
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Legal Clarification on PF Contribution Reduction & Transfer of Ownership & Management.pdf
Using Bi-directional Performance Management.doc