How to apply for an internal transfer without causing problems
Johnny C Taylor Jr.
Johnny C. Taylor Jr. addresses your human resource issues in a series for USA TODAY. Taylor is President and CEO of the Society for Human Resource Management, the world’s largest human resource society, and the author of Reset: A Leader’s Guide to Work in an Age of Upheaval.
Questions are reader-submitted, and Taylor’s answers below have been edited for length and clarity.
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Question: I would like to move to a different position in my company but I am concerned about how it will affect my standing in my current group, especially if I apply and don’t get the job. How should I approach the situation with my manager and HR? -Doris
Answer: Requesting an internal transfer can be a tricky process for employees, especially when it comes to managing relationships with your current group and manager.
If you haven’t already done so, first review your organization’s internal transfer policies and procedures. Check that you meet the eligibility requirements for a transfer under your employer’s policy and review the job posting to determine if you have the skills and qualifications required for the position. Identify which forms you need to fill out to request a transfer.
Transparency is a good thing and better than blinding your manager. It would be better if the messages came directly from you, allowing more control over the messages. So first, have an open conversation with your manager and explain your intention to apply for an internal position. It is important to clarify the reasons for a transfer, such as: B. the need for career advancement, a change in job responsibilities, or a career change. Communicate that the actions taken do not reflect the relationship between you, your manager, or your group. After discussing the situation with your manager, talk to your Human Resources department to begin the internal transfer process.
I would also consider not communicating your intention to transfer to your colleagues until your transfer is confirmed. This will help minimize the impact on your party, especially if you don’t get picked. However, if you are selected, offer to train your successor and support your team during the transition.
Putting these steps into action will make the process a lot less challenging. Much luck!
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I was once reprimanded for showing up late for work on election day because of long wait times in my constituency. I worry that this might happen again. Should employees be given time off for voting or special consideration when there are local delays? – Ann
This is a timely question with the national midterm elections just around the corner. I appreciate your commitment to fulfilling your civic duty. Employees should have the time provided by law to exercise their right to vote.
Although not required by federal law, most states and localities have regulations that allow employees to vote freely, particularly when an employee’s work hours do not allow sufficient time to vote when the polling stations are open. State and local laws determine the number of hours allowed and whether they are paid or unpaid. Some regulations even allow employers to determine when employees take vacations, e.g. B. at the beginning or end of the working day.
Laws also vary from state to state regarding the actions managers can take when an employee takes time off to vote. Most states prohibit employers from disciplining or terminating an employee. However, in states that allow paid leave, a manager may be able to request proof of an employee’s vote.
There are actions you can take now in anticipation of local delays. Check your company’s voting policies and speak to your manager early about the upcoming election if you need time off work to cast your ballot. So, know the voting times in your state on Election Day to determine the best time to be away from work. It’s even easier to vote today, as states have expanded mail-in voting and early in-person voting.
I add: Communication is key to making sure you are aware of your rights and company policies. It also helps your employer understand your needs and set reasonable expectations for your Election Day availability. Regardless of what happened last year, voting is a right, privilege and responsibility of the citizenry. I hope you choose the voting option that works best for you.