internal transfer

gimper · October 2001

Just wondering how other employers handle employees who want to apply for another position shortly after they have been hired. Do you require the employee to meet the probationary period before they are eligible to apply for another position, or is that discriminatory? What if the probationary period is a year?
In other words, can the employer legally determine when an employee is eligible to apply for another position within the company?
Thank you for the feedback.

Gar · October 2001

Unless there is a business need to let the employee take another job, I suggest he/she have to wait out the probationary period. After all, he/she was hired for the particular job he/she is performing. What does your policy allow for?

gimper · October 2001

We do not have any policy that addresses this issue. Sounds like that may be the starting place.

gab · October 2001

We have a job posting policy which states employees must have been in their current departments for at least six months before they may apply for a posted job.

Dianna · October 2001

We also have a six month policy.

You might want to look at the 9/14 posting from Nat, AL on internal transfers. Some good ideas were posted on that thread - and I forwarded an internal transfer form to Christy Reeder that you might want to take a look at - she posted it on [url]www.hrhero.com/policies/policyindex.shtml[/url].

gimper · October 2001

Thank you all for your help. I have the form in hand, now, and the information from the previous messages.
This forum is great!

Dianna · October 2001

One quick note - I have made the addition, per Margaret's suggestion, to add in parentheses what good standing means. For us, that means no write-ups in the past 90 days. That wasn't on the form that was posted, but should be easy enough to add.

I agree that this forum is very helpful. Good luck!

Melanie · October 2001

My previous company had the six month transfer policy as well, but I would recommend only a 90 day transfer policy. It was very hard telling an employee they couldn't have a job you knew they were perfect for, just because six months from their date of hire was not over yet.

Margaret Morford · October 2001

One other suggestion would be to leave it six months except with special permission of the VP/Director of HR. This insures that there are compelling business reasons to cut the six month period short and that there is consistency as to when the period is not observed. Remember, the employee's current manager is going to have to go through the hiring process again...no small undertaking and retrain a replacement. He/she ought to get six months respite before having to do that again without a compelling business reason.

Margaret Morford
theHredge

internal transfer

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