Understanding Geographic Mobility in the Workplace

Geographic Mobility in the Workplace

Geographic mobility consists of changing the workplace. There are two types of geographical mobility:

Transfers

A transfer is the power that an employer has to change the geographical location of a worker providing services at a different site from the one they were initially hired for, provided that this involves a change of residence. It may involve a change of permanent location. For an employer to transfer an employee, it is required that there are economic, technical, organizational, or production reasons, or that such a change is permitted to improve the competitive position of the company. Transfers can be individual or collective.

When faced with a transfer, a worker may:

1. Accept the decision and move.
2. Move but disagree with the decision, in which case the employee may have recourse to the courts.
3. Request the termination of the employment contract and receive compensation of 20 days' salary per year of service with the company, prorated for periods of less than a year and with a limit of 9 months.

Displacements

For the same reasons as transfers, an employer may make a temporary change of employment for their workers, provided this does not entail a change of domicile for the persons concerned.

Geographic Mobility in the Workplace

Geographic mobility consists of changing the workplace. There are two types of geographical mobility:

Transfers

A transfer is the power that an employer has to change the geographical location of a worker providing services at a different site from the one they were initially hired for, provided that this involves a change of residence. It may involve a change of permanent location. For an employer to transfer an employee, it is required that there are economic, technical, organizational, or production reasons, or that such a change is permitted to improve the competitive position of the company. Transfers can be individual or collective.

When faced with a transfer, a worker may:

1. Accept the decision and move.
2. Move but disagree with the decision, in which case the employee may have recourse to the courts.
3. Request the termination of the employment contract and receive compensation of 20 days' salary per year of service with the company, prorated for periods of less than a year and with a limit of 9 months.

Displacements

For the same reasons as transfers, an employer may make a temporary change of employment for their workers, provided this does not entail a change of domicile for the persons concerned.