What to do in the event of a job posting?

The job posting or geographical mobility refers mainly to a change of residence for work reasons, this It may be due to personal financial reasons or something agreed with the same company, also for contracts that agree to the business activity, often with travel and food expenses.

Although some countries have a very conservative and old-fashioned mentality with regard to labor issues, and in their culture mobility for job search is not usually well regarded, more and more companies and people are joining this style. The current labor market points towards flexibility in all aspects.

Types of job posting

The job posting It can occur in several cases, there are various situations that force a person to change their residence temporarily to get better income, the best known and most frequent are:

Substantial geographic mobility

This is the one that usually causes the most problems in the workplace, but everything depends on how long the employee is forced to change residence, usually involves a temporary change that does not exceed 12 months of durability.

If the displacement lasts longer than this period of time, which is established by law, is considered a transfer rather than a displacementAs a consequence, companies are required to comply with the requirements of the circumstances.

Accidental geographic mobility

It does not imply a change of residence, is generally due to minor or personnel problems within the company and requires the employee to relocate the premises for an indefinite period of time, in most cases until the problems become settled.

Mobility foreseen by sanction

It is given as a disciplinary measure towards an employee, it must be contemplated in advance by an agreement between the different groups of the company or the area where said worker is located.

It is almost always due to conflicts with other employees, it is not only a reprimand towards the individual so that he understands his mistake but to dispel the problem for a while and that it did not increase.

Mobility at the initiative of the worker

It can be due to many different reasons, change of residence, comfort and flexibility of hours, disabilities or gender violence can be some of the cases.

Differences between relocation and job posting

There is usually a lot of confusion between these two terms, but these are two different circumstances, the displacements as we have clarified previously are given temporarily, usually last only a few months and in quite specific cases, sometimes by the employee's own decision.

Secondly, a transfer exceeds 12 months of stayIn other words, the worker is forced to live for a long time and sometimes indefinitely in a place far from his usual area of ​​residence.

Another feature that differentiates them is that transfers can be voluntary or forcedThe latter in case the contract made to the employee did not specify that there was an option for something similar to happen.

What options does the worker have in a job posting?

Front of job posting decisionFor whatever reasons, the employee in question has 3 options:

1. Challenge the decision in a judicial way: In case the worker is not satisfied with this, he can use the legal means to make his displeasure known, regardless of the fact that in theory he must comply with the order. During the sentence, it will be determined if the displacement is justified or not, and if it can be annulled.
2. Comply with the order of the company: clearly if the employee does not feel displeased with this decision and even sees it as an opportunity, he will move to where indicated. He is entitled to receive fair compensation in this regard, both for travel expenses and for food during the indicated time, which rarely exceeds 3 months.
3. Request a judicial termination of the employment contract: This is rare, unless the posting is denigrating, unjustified or undermines the dignity of the employee.

So that a displacement can be fair and in conditions, this You must be informed with reasonable notice depending on the time you are going to be in this situation.. The minimum required is 5 business days in case the duration is for a couple of months, maximum 3 months, but if exceeding this time requires at least 2 full weeks in advance, so that the employee can prepare adequately.

The employee also You may require between 3 or 4 days off to fix your belongings and any other retail that comes your way, clearly these days are not deducted from the salary since it is a special implication due to the demands of the company.