What should I do if I am transferred to a position I don't like at work and I will be furious at work?

Don't get angry in a hurry, calm down and think about countermeasures. The following article can help you think about this problem.

What should I do if I am transferred to a position I don't like? Teach you five tricks to save yourself effectively.

Trick 1: Don't fight and resign voluntarily, build a "golden arrow" for yourself first.

Sean has worked in a large enterprise for decades. He is a senior employee in the enterprise. He was planning to apply for early retirement, but he suddenly received a transfer from Guangzhou to Qingyuan as an administrative supervisor. However, the company did not subsidize any transportation and accommodation allowance, and even added and deleted supervisors. So Sean refused to transfer, but was dismissed by the personnel department on the grounds that "employees must not refuse the job rotation of the company" in the labor contract signed at the beginning. Not only did the company's pension go to Shui Piao, but it didn't even get the severance pay.

In fact, Sean's case is not a special case. Many newcomers or senior employees have had the same experience. In this case, remember not to resign or openly confront. After all, falling out with the supervisor is definitely the worst policy.

First of all, if you are very reluctant to accept the transfer, you can first show the impact of the transfer on your current position and tell your boss that it is not that you are unwilling to accept the transfer, but that you need to be responsible for your current job.

In addition, you should control your emotions and let the supervisor agree with your attitude before he will consider you. At the same time, he must try his best to create a "golden arrow" for himself, and his demands in future negotiations will be accepted.

Trick 2: Understand the laws and regulations-the principle of transfer 5.

In order to create bargaining chips, the most important thing is to understand the "golden arrow" of labor law to protect workers in the field of job transfer-the five principles of job transfer.

Principle 1. Based on the needs of enterprise operation

Although personnel transfer is inevitable in enterprise operation, employers should also make good use of employees and suit their needs. It is reasonable for the transferred employees to rotate according to their indispensability in new positions, so as to train new supervisors and cope with the transformation and expansion of the company. If your original job is marketing, but you are transferred to "company kitchen assistant", then this transfer is unnecessary. If employees question the purpose of the employer's transfer, they have the right to ask the employer to explain or provide evidence.

Principle two. Do not violate the labor contract.

In principle, there are reasonable norms in the labor contract about the work place and the work items. Whether the company has signed a written contract or not, it will be established as long as both parties agree, even verbally. Therefore, in the future, the job transfer involves the change of the contract content, which should be negotiated by both parties according to law, and cannot be decided unilaterally by the employer.

Principle three. There have been no adverse changes in labor wages and other working conditions.

The wages and other benefits enjoyed by employees after transfer should basically be compared with their current jobs, and even better conditions should be provided to make employees willing to accept the transfer. If the salary is reduced or fewer posts are created, it is tantamount to infringing on the vested interests of employees, and employees can raise objections according to law.

Principle 4. The nature of the job after transfer is the same as that of the original job, which is excellent in physical quality and technical ability.

The transferred work should be within the relevant background and physical strength of the employee. For example, employees engaged in art design were transferred to the legal department of the company, and employees with weak clerical management ability were transferred to the warehouse to carry heavy objects. This kind of thing is different from employees' original types of responsibilities and is beyond their ability. Employees can prove that they are not qualified for the new position and refuse to transfer.

Principle 5. If the workplace moves too far, the employer should provide necessary help.

If employees are transferred to remote areas, employers should provide appropriate assistance, including transportation, transportation allowance, relocation expenses, accommodation supply, etc. , so as not to damage the rights and interests of employees. In addition to considering the distance, it is also reasonable to comprehensively consider the time and the personal situation of employees. Just like Sean's example, he can refuse the employer's transfer without subsidizing any expenses according to law or applying to the employer for relevant transportation and accommodation allowances.

Tip 3: If you accept the transfer, you can ask for relevant requirements/allowances.

If you accept the transfer, but find that the transfer is unreasonable according to laws and regulations, you can ask the management for relevant requirements and allowances. Just like Sean accepted the company's transfer, he can first calculate the expenses related to commuting and renting a house, and then calculate the total time of commuting and working during this transfer period, and ask the company to reissue the work allowance, shorten the working hours, or ask the company to provide employee dormitory and other agreements.

Trick 4: Even if you refuse to transfer money, you can try to start severance payment negotiations.

When the agreement is ready or the reason for refusing the transfer has been found out, you can try to negotiate with the management in the following ways:

1. Send a letter to inform the company to reply:

Send a letter to the company, asking the enterprise to respond to the unprincipled transfer, related subsidies and adjustment of working hours. If there is no reply within three days, you can terminate the labor contract and complain to the competent labor department.

2. At the further labor meeting, if the agreement breaks down, you can ask for "dismissal":

You can apply to the company for holding a labor meeting. If the meeting fails to reach an agreement on working conditions, employees can apply to the company for the option of being dismissed, that is, they can also get severance pay calculated according to their qualifications, obtain an involuntary resignation certificate and receive unemployment benefits. Don't resign automatically, or you will have to swallow your loss.

Trick 5: Suffer from malicious dismissal and sue for recovery of relevant rights and interests.

Even if the labor contract indicates that the company must obey the job transfer, the labor law clearly gives the guarantee that "the location and content of labor service must be agreed by both employers and employees". If you are maliciously dismissed by the company because you don't accept the transfer, don't condescend, just protect your rights through legal channels!

Nowadays, there are more and more opportunities for enterprises to send employees around the world. If you accidentally receive a reluctant personnel transfer order in the future and feel in a dilemma, don't accept it or resign automatically. Use the above offensive and defensive tactics to create more self-help methods and negotiation space for yourself!

In addition, I also want to remind everyone that when signing a labor contract, it is best to pay attention to the norms of job transfer in the contract to avoid unnecessary disputes in the future!