What is Geographic Mobility at Work?
Definition and Importance
Geographic mobility in the workplace involves the transfer or relocation of an employee to a different geographical area, often necessitating a change of residence, to fulfill professional duties. It’s a vital aspect of modern employment dynamics, enabling companies to optimize their workforce and employees to access diverse opportunities.
Types of Geographic Mobility
There are two primary types of geographic mobility:
- Permanent Transfer: Involves relocating to a new work center on a permanent basis or for more than 12 months within a three-year period.
- Temporary Displacement: Involves relocating temporarily for a period not exceeding 12 months within a three-year period.
Considerations and Options
When faced with a company’s decision to propose a transfer, employees have options:
- Acceptance: Entitles the employee to receive compensation for expenses and relocate to the new location.
- Refusal: Terminates the employment relationship, granting the right to unemployment benefits or the ability to challenge the transfer.
What is Functional Mobility in the Workplace?
Definition and Scope
Functional mobility refers to the practice of assigning workers tasks that may differ from their originally hired functions. It’s a common phenomenon in today’s dynamic work environments, driven by the need for flexibility and adaptability.
Types and Considerations
There are two main types of functional mobility:
- Horizontal Mobility: Involves changing activities within the same professional group based on management decisions.
- Vertical Mobility: Assigns workers tasks from a different professional group, justified by technical and organizational reasons.
Implications and Rights
In both geographic and functional mobility scenarios, it’s crucial to safeguard the dignity and rights of employees. They should receive appropriate compensation, and their decision to accept or refuse mobility should be respected by the employer.
