Transfer or transfer, what difference is there?
Labor rights labor market working hours
Mobility in the workplace is an increasingly present reality within the labor market. In some areas, people can occupy the same position throughout their lives. However, more and more companies choose to relocate their staff in other sectors. Within this movement of workers, within the framework of an organization are the transfer and transfer. If you are not sure what each one refers to, keep reading to clear all your doubts.
What is job transfer
The transfer consists of changing from one position to another with the same job commitment. The tasks will be different, but the level of responsibility, salary, and promotion opportunities will be the same. The transfer can be requested by the worker or imposed by the company.
Imposed by the company. It is a resource aimed at the internal reorganization of the company. In a restructuring process, certain tasks can become obsolete or assign them a lower workload. On the contrary, other occupations acquire greater importance and therefore need to be carried out by a greater number of employees. In this way, workers in the less competitive sections go on to perform tasks in booming sections.
Requested by the worker. The reasons why an employee requests a transfer are various. Among them are the change of residence, family conciliation, being close to his partner or even friction with colleagues. The company responds to these needs in order not to lose a worker, maintain productivity and avoid internal conflicts.
An employee moves from his job when he moves to a different one. In this sense it is the same concept as the transfer. The fundamental difference is that in the case of transfer, the decision is imposed by the employer for economic, technical, production or organizational reasons.
This means that it is a mandatory mobility determined by any manager superior to the worker and processed by HR. The transfer can involve the change of work center, can be done for a specific or indefinite period and can be individual or collective. As a decision imposed by the company, it must be reasoned and recognized by the worker.
Transfers are regulated by articles 39 and 40 of the Workers’ Statute. There are two main types:
The change of job entails the change of place of residence. It may be accompanied by additional financial benefits to facilitate adaptation to the new context. As this is a change that affects all areas of the employee’s life, the company must document the reasons behind it. Otherwise, the transfer can be challenged through the courts.
Functional mobility. It implies a change in the tasks specified in the employment contract. The new functions must be in accordance with the training of the employee and respect his dignity. This type of transfer can be imposed as a sanction or for organizational reasons during a certain period of time.
In both cases, if the new tasks involve occupying a higher category position, the remuneration must be in accordance with the new responsibilities. If that new higher task is exercised for more than six months in a year or for more than eight months in two years, the worker may demand to stay at the new level. On the contrary, if the employee has to perform inferior functions, his original salary cannot be modified.