re assignment letter

Template for letter of reassignment or transfer

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How to Write a Reassignment Letter

Sometimes in your academic and career life an assignment is given to you that may not be ideal for your strengths. One of the most important aspects of personal and career development is acknowledging your weaknesses and knowing when to back down on an assignment. While the exact process for requesting reassignment may vary depending on the regulations of your company or educational institution, typically the first step in being reassigned is to write a reassignment letter to your superiors.

Write the reasons why you are requesting reassignment on a notepad. Prior to writing the actual letter, having a clear picture as to why you wish to be reassigned ensures the letter is concise and the reader understands this request.

Review the reasons for reassignment listed in Step 1. Select the top three reasons, which should be professional and clear. Sometimes you're not requesting reassignment because you can’t fulfill the job requirements, but rather because of social issues. If this is the case, do not call out any person(s) within the letter, but explain how these issues impact your ability to perform your duties to the expected level.

Open a computer word processor program, and on the first three lines place the name of the person the letter is addressed to, followed by the company and the date.

Begin the letter with a salutation such as “Dear Mr. So-and-So” or “To Whom It May Concern.”

Write the first paragraph to explain the position you were originally assigned. Describe your achievements in this position and your desired goals you have concerning the job or work.

Write the second paragraph to inform the reader the reason why you are requesting a reassignment. Keep this paragraph short and directly to the point; do not add fluff sentences. The goal of the second paragraph is to quickly inform the reader exactly why you’re requesting reassignment so he can make a swift decision. If you have another position you wish to be reassigned to, write this information and explain why you would excel at the new assignment.

Write the closing paragraph thanking the reader for her time. Make a statement of understanding, which outlines your willingness to stay in the required position, if this is true. If you are unable to continue working in this position, politely explain that if reassignment is not granted your involvement within the project may be self-terminated.

Proofread the reassignment letter. When it is error-free, send it to the appropriate person(s).

Request reassignment as quickly as possible if you feel you are unable or unwilling to continue with the project.

Do not request reassignment if the only reason is because you do not get along with a coworker. Only use this reason if the relationship is toxic and places the project in jeopardy.

Jonathan McLelland has been a professional writer since 2005. He has worked as a story writer and editor for the international sitcom, “Completing Kaden,” as well as a proposal writer for various production companies. McLelland studied communication and theater at St. Louis Community College.

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Everything You Need to Know About Writing a Reassignment Request Letter

A reassignment request letter is a formal document that an employee submits to their employer when they wish to move from one role or department in the company to another. It is an effective way for employees to express their interest in making a change and it's important for employers to take these letters seriously.

In this blog post, we'll discuss why writing a reassignment request letter is beneficial, how to analyze the current situation before writing your letter, and tips on crafting an effective reassignment request letter.

Why Write a Reassignment Request Letter?

Writing a reassignment request letter can be beneficial for both employees and employers alike. For employees, it's a great way to demonstrate their initiative and commitment towards furthering their career within the same organization. It also allows them to make a strong case as to why they would be the ideal candidate for the role they are requesting. It also shows that they are willing to put in the effort and work necessary in order for them to transition into the new role successfully.

For employers, receiving a well-written reassignment request letter can help save time and money by allowing them to identify potential candidates before having to go through the recruiting process externally. It also helps employers get better insight into what kind of roles their employees are interested in pursuing, which can be helpful when planning out their future workforce needs.

Analyzing Your Current Situation

When writing your reassignment request letter, it's important to take some time beforehand analyzing your current situation. This will ensure that you have all of the necessary information needed in order for you write an effective letter.

First and foremost, you should assess your desired role and goals - what do you hope to accomplish by making this change? Are there any skills or qualifications you need in order for you succeed?

Additionally, it's important that you understand both what your company needs from its employees as well as its values so that you can tailor your request accordingly. Finally, consider any available opportunities within the company that may be suitable for someone with your experience level or skill set.

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Crafting Your Reassignment Request Letter

Once you've taken stock of your current situation, it's time start drafting your reassignment request letter! When writing your letter, make sure that you explain clearly why you are requesting this change - what prompted this decision? Why does this role align with both your short-term and long-term goals?

Additionally, showcase any skills or qualifications that make you particularly well suited for this new role - have you worked on similar projects before? Have completed any training courses related to this position?

Lastly, propose an action plan on how best transition into this new position - is there anything specific that needs addressing in order for this transition happen smoothly? Finalizing Your

Reassignment Request Letter

Once you've written up your draft letter outlining all of these points above, it's important take some time revising and editing it so as ensure quality control before submitting it off – make sure there aren't any typos or grammar mistakes!

Additionally double check who exactly should receive the letter – if possible try reaching out directly via email or phone call rather than sending via snail mail as this might expedite things along quicker! Once everything looks good send off your reassignment request off with confidence – now all that’s left is waiting patiently hear back from whoever received your request!

Writing a reassessment request letter can be an effective way expressing interest in moving up within organization while demonstrating initiative commitment towards furthering career prospects.

Taking some time analyzing current situation understanding company’s needs values ensuring quality control finalizing draft will help increase chances having successful response from employer upon submission!

The person writing the letter is looking to move to another position within their company.

Moving to another place can be a difficult decision, but deciding to apply for a new position with my current employer is something that I am very excited about. Although I have enjoyed the years I have spent in my current role, the prospect of expanding my knowledge and skillset with a new position is appealing.

I feel confident that the knowledge and experience I have gained through working with this company will be beneficial while transitioning into the new role. Not only is this an opportunity to grow and challenge myself, but it also allows me to stay with a company that has become like family in many ways.

With confidence, enthusiasm, and dedication, I am certain that this next step in my career path will provide many more benefits than staying stuck in a rut.

They list several reasons why someone might need to write a letter requesting a change of position.

Writing a letter requesting a change of position is often necessary to achieve certain life-goals. Sometimes, there may be an opportunity in another department or even at another company that can offer more competitive wages, better benefits, more opportunities for upward mobility, or increased chances for career growth within the field.

Additionally, locating a job in the same field closer to one's family may motivate someone to request a role change. Even heavy workloads and unreasonable expectations from current employers can be good reasons for looking for alternative roles.

For many this process of transitioning into new positions may require some thoughtful letter writing and requests from both existing and potential employers.

The first step in writing an effective reassignment request letter is analyzing the current situation and knowing where you are starting from.

Before crafting any reassignment request letter, one must take a good look at the current situation and assess where they are starting from. This first step is crucial as it forms the foundation of their entire argument.

They should think about why they want to switch departments, what skills new role will offer them and which of those transferable skills they possess. Being informed and knowing how to present that information in a manner that argues logically for change can make all the difference when requesting a reassignment.

It's important to balance the needs of the company with your skills and values when writing a reassignment request letter.

Writing a successful reassignment request letter requires careful consideration of your current skills and values and how they can best fulfill the needs of the company. Carefully assess your own abilities and use that knowledge to craft a compelling argument for why you are an ideal candidate for the new position.

Showcase how you’ve already succeeded in similar roles and explain how those competencies will benefit your new role. Maintain an honest, yet professional tone throughout the letter, highlighting not just what you bring to the table but why you feel strongly about making the switch, so that management is likely to view you favorably.

Crafting the perfect reassignment request letter may require multiple drafts, but through patience and determination, you can ensure that it pays off.

What is a reassignment request letter?

A reassignment request letter should include details about the individual's current position, why they are interested in making a change, and what skills and qualifications they possess that would make them suitable for the new role.

Additionally, it should provide information on any further education or training that has been completed since the last position held.

What are the benefits of writing a reassignment request letter?

Writing a reassignment request letter can be beneficial for both employees and employers alike.

For employees, it's a great way to demonstrate their initiative and commitment towards furthering their career within the same organization. It also allows them to make a strong case as to why they would be the ideal candidate for the role they are requesting by outlining relevant experience, skills, and qualifications as well as any additional training or education that has been completed since their last role held.

For employers, receiving a well-written reassignment request letter can help save time and money by allowing them to identify potential candidates before having to go through the recruiting process externally while gaining insight into what kind of roles their employees are interested in pursuing which can help with future workforce needs planning.

What tips should one keep in mind when crafting an effective reassignment request letter?

When crafting an effective reassignment request letter there are several key points to keep in mind including being clear and concise about your goals, outlining your experience, qualifications, and any additional education or training you’ve received, expressing your enthusiasm towards the new role, demonstrating your professional commitment, ensuring proper grammar and spelling, double checking all facts included, being courteous with language used, avoiding any personal comments or complaints about current positions, avoiding lengthy explanations, providing contact information if desired, including supporting documents such as resumes/CVs if necessary, as well as sending multiple copies of your application if requested by the employer.

How do I make sure my reassignment request letter is professional?

To ensure your reassignment request letter is professional, you should make sure to clearly state your purpose for writing the letter, provide evidence to support your request, use a formal writing style, proofread the letter for any typos or grammatical errors, and include a formal closing.

What information should I include in my reassignment request letter?

In your reassignment request letter, you should include your name, current job title and position, and the reasons for your request. Additionally, you should provide details about the position you wish to reassign to, such as the job title and duties. If you have any special qualifications or experience that would make you a good fit for the position, be sure to include those as well. Finally, provide your contact information so that your request can be followed up on.

How should I address my reassignment request letter?

You should address your reassignment request letter to the appropriate person at your company, such as your supervisor or Human Resources department. Be sure to include your name and employee identification number in the letter.

What are the key elements to include in a reassignment letter?

Key Elements in Reassignment Letter Introduction and Purpose A reassignment letter must begin with a clear statement of its purpose, including the reasons for reassigning the employee, which may include a change in department, role, or location. This introduction sets the tone and helps the recipient understand the intention of the letter. Details of the New Assignment The letter should provide specific details about the new assignment, including the employee's new role, responsibilities, department, and supervisor. This information allows the employee to understand what is expected of them in the new position. Effective Date and Transition Period An essential element in a reassignment letter is the effective date for the change to take place. It should also outline any transition period or training needed to help the employee adjust to their new role. Reasons for Reassignment While not always necessary, providing reasons for the reassignment can help the employee understand the organization's needs and their place within it. These reasons may include organizational restructuring, the employee's skills or expertise, or other changes in the company's priorities. Impact on Compensation and Benefits If the reassignment has any impact on the employee's compensation or benefits, these changes should be clearly outlined in the letter. This includes any increase or decrease in salary and adjustments to bonus or stock options, as well as any other benefits affected by the change. Outline of Next Steps Finally, a reassignment letter should provide guidance on the next steps that the employee should take to transition into their new role. This may include contacting their new supervisor, completing required paperwork, or attending a training session. By incorporating these key elements into a reassignment letter, employers can effectively communicate important information to employees and guide them through the transition process.

How can one effectively convey their reasons for requesting a transfer in a reassignment letter?

Identifying the Rationale for Transfer Requests To effectively convey reasons for requesting a transfer in a reassignment letter, the writer must first identify their rationale for seeking a change in position or location. This could include personal or professional motives, such as career growth, family circumstances, or work-life balance concerns. Utilizing Clear and Concise Language In presenting their case for a transfer, the writer should utilize clear and concise language to express their reasons. Avoiding jargon and using direct, simple sentences will make it easier for the reader to understand and support their request. Highlighting Previous Contributions and Achievements The reassignment letter should highlight the writer's past contributions and achievements in their current role. They must demonstrate their value to the organization and potential positive impact in the new position or location. Outlining the Benefits to the Organization It is crucial for the writer to emphasize the benefits their transfer will bring to the organization. They should provide evidence that indicates how their skills, experience, and qualifications will be an asset in the proposed new role or location. Addressing Potential Concerns Anticipating and addressing potential concerns that may arise from the writer's transfer request is essential. They must express their willingness to cooperate in the transition process, ensuring minimal disruption to the organization and their colleagues. Maintaining a Professional Tone Throughout the letter, the writer must maintain a professional tone that demonstrates their respect for the organization's policies and decision-makers. Avoiding emotive language or negative statements about the current role or location will contribute to creating a positive impression on the reader. Concluding with a Call to Action To conclude the reassignment letter, the writer should include a clear call to action, such as requesting a meeting to discuss their transfer proposal. Providing a time frame for a possible response and expressing gratitude for the reader's consideration will further emphasize the writer's professionalism and commitment to the organization.

Which factors might influence the success of a reassignment request letter?

Factors Influencing Reassignment Request Letter Success Effective Communication One factor contributing to the success of a reassignment request letter is the effective communication of the reasons for the request. Clearly explaining the rationale behind the desire for reassignment enables the recipient to better understand and evaluate the writer's circumstances and potential benefits from the change. Relevance and Persuasiveness Another factor is the relevance of the reasons given, as well as the persuasiveness of the presented arguments. The writer should offer evidence that supports their claims and show a strong case for the advantages to both parties. Well-founded reasons increase the probability of a successful request. Timing and Circumstances The success of a reassignment request letter may also depend on the timing and current circumstances within the organization. For instance, if there is a pressing need for personnel in the desired department, the management might be more open to considering the request. Conversely, if the current department is already understaffed, the request may face some resistance. Professionalism and Tone The tone and professionalism in the letter also play a significant role. Demonstrating respect and courtesy toward the recipient fosters a positive response. Moreover, adhering to formal language conventions and following an appropriate structure helps convey the seriousness of the request. Personal and Professional Reputation An individual's internal reputation within the organization can also influence the outcome of a reassignment request. Individuals with a strong performance history and positive working relationships are more likely to encounter favorable reactions from superiors. These employees' assertions may carry more weight in the decision-making process. Flexibility and Willingness to Negotiate Lastly, displaying flexibility and a willingness to negotiate or compromise can contribute to achieving a positive outcome. By offering alternative solutions or demonstrating openness for further discussion, the employee signals their motivation for a mutually beneficial arrangement. This willingness can engender goodwill and lead to greater success in attaining the desired reassignment.

How do you write a reassignment letter?

Understanding the Purpose of a Reassignment Letter A reassignment letter is a formal document requesting a change in one's job responsibilities or role within an organization. It serves as an effective means to communicate the rationale for the desired change and the anticipated benefits for both the individual and the organization. Planning and Structuring the Letter Before writing a reassignment letter, it is crucial to have a clear understanding of the desired role and the reasons for the requested change. Conduct research and gather relevant information about the new position, job requirements, and potential opportunities for professional growth. Begin with a Clear Introduction The reassignment letter should start with a clear introduction that briefly explains the purpose of the letter. This may include mentioning the current role, the desired role, and the intent behind the request. Provide a Detailed Rationale The main body of the letter should provide a detailed rationale for the reassignment request. This may include discussing the individual's qualifications, skills, and achievements that make them well-suited for the new role. Additionally, present any relevant personal circumstances, such as a need for better work-life balance, that may factor into the decision. Highlight the Benefits for the Organization To strengthen the request, highlight the potential benefits that the organization will gain from the reassignment. Emphasize the individual's ability to contribute in the new role and how the change will enhance their job performance, productivity, and overall impact on the organization. Propose a Transition Plan To demonstrate consideration for the organization's needs and ease any potential disruption, propose a transition plan that outlines the steps to ensure a smooth handover of current responsibilities. This may include recommending a suitable replacement, providing adequate notice, and offering to provide training and support during the transition period. Conclude with a Courteous Request Conclude the reassignment letter with a courteous request for the organization to consider the individual's proposal. Express gratitude for the opportunity to grow professionally within the company, and emphasize the individual's commitment to maintaining a strong working relationship. In summary, writing a reassignment letter requires careful planning and structuring to present a persuasive argument for the requested change. By clearly communicating the rationale for the reassignment, highlighting the benefits for the organization, and proposing a transition plan, an individual can craft an effective letter that enhances their chances of approval.

What are three things you need to do when writing a letter of request?

Understanding the Purpose The first step in writing a letter of request is to comprehend its purpose. This involves identifying the need for a formal request and ensuring that the objective is clear and feasible. By evaluating the requirements and reasoning behind the request, the writer can develop a solid foundation for building an effective and persuasive letter. Crafting the Content Next, the writer must focus on crafting the content of the letter. This includes structuring the letter in a formal and organized manner, ensuring that the message is concise and clear. It is essential to provide specific and detailed information pertaining to the request, such as the desired outcome, relevant dates or deadlines, and any additional requirements or stipulations. Additionally, it is important to maintain a professional and respectful tone, which adds credibility and supports the overall persuasiveness of the letter. Providing Supporting Documentation Lastly, if applicable, it is crucial to offer any necessary supporting documentation that may strengthen and validate the request. This can include financial records, official forms or documents, or references from relevant individuals or institutions. By corroborating the information provided in the letter and showcasing a strong case for the request, the writer demonstrates their thoroughness and commitment to the cause, thus increasing the likelihood of a favorable response. In conclusion, writing a successful letter of request requires a clear understanding of its purpose, crafting concise and persuasive content, and providing any relevant supporting documentation. By following these guidelines, one can develop a compelling letter that effectively communicates their needs and increases the chances of receiving a positive outcome.

What information would you include in a letter of request?

Introduction A letter of request is an essential tool for individuals and organizations to formally ask for information, assistance, or other resources from someone or an institution. To ensure the effectiveness and clarity of the message, certain information must be included when drafting such a letter. Purpose and Context Start by clearly stating the purpose of your letter. Explain the reason behind the request and provide relevant background information to help the recipient understand the nature of the request. Recipient's Information Include the recipient's name, title, and organization. It is crucial to address the person you are requesting from appropriately, as this demonstrates respect and shows you have taken the time to identify the correct contact person. Salutation and Greeting Begin the letter with a polite and professional salutation. Use the recipient's title and last name (e.g. 'Dear Mr. Smith') to show formality and respect. If the recipient's name is unknown, use a general salutation like 'Dear Sir/Madam.' Specific Requests and Details State your request or desired outcome precisely and concisely. Make sure to outline any relevant details, including timeframes, associated costs, or any other factors that may impact the request. Being specific can help the recipient understand exactly what you are asking for and why you need it. Rationale and Benefits Explain the reasoning behind your request and emphasize the benefits. This can be particularly compelling if it demonstrates how the assistance will make a significant difference or impact on the requester's work or a particular project. Relevant Attachments If providing additional documents or supplementary materials can help support your request, mention their inclusion in the letter. Referring to these materials can help the recipient have a broader understanding of the request, and reduces the need to repeat data or facts already provided elsewhere. Gratitude and Closing End the letter by expressing gratitude and appreciation for the recipient’s time and consideration. Reiterate the importance of their support, and assure them that any help they provide will be recognized and valued. Signature and Contact Information Sign the letter with a complimentary close, such as 'Sincerely' or 'Regards,' followed by your signature or typed full name, title, organization, and contact information. Providing your contact details ensures the recipient can easily reach out if they require further information or clarification. Conclusion In summary, a well-drafted letter of request should include a clear statement of purpose, acknowledgement of the recipient, professional salutation, specific request details, rationale, mention of relevant attachments, expression of gratitude, and contact information. Including all this information can ensure your letter receives the attention it requires and increases the likelihood of a positive response.

Pia Prebensen is a personal growth expert who helps people identify and overcome their limiting beliefs. She has been featured in various online and print publications, including Elite Daily and The Huffington Post.

Born and raised in Denmark, Pia has always been fascinated by human behavior and the inner workings of the mind.

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Equip for Equality

Advancing the Human & Civil Rights of People with Disabilities in Illinois

Reassignment as a Reasonable Accommodation and Template Letter

The Americans with Disabilities Act (ADA) requires covered employers to provide reasonable accommodations to employees with known disabilities. One possible accommodation is reassignment, or job transfer, to a vacant position for which the employee is qualified.

When is reassignment an appropriate accommodation?

The Equal Employment Opportunity Commission (EEOC) has called reassignment an accommodation of last resort because generally, it is required only if you can no longer perform the essential functions your current position and no accommodations would enable you to remain in your current position. In other words, employers are not required to reassign you if you could continue working in your current position with an accommodation.

What type of position can I be reassigned to?

There are a few ground rules to keep in mind when exploring possible reassignments.

• You must be qualified for the job you are seeking
• The position must be vacant or must become vacant within a reasonable amount of time
• Your employer does not have to create a new position
• Your employer does not have to promote you

I don’t know if my employer has any vacant positions. What should I do?

First, do everything that you can to try to determine whether any vacant positions exist.

• Does your employer have an internal job board?
• Does your employer post vacant positions on its website or on an online job posting site?
• Have you heard of any openings through word of mouth?

After you have done your due diligence, you can ask your employer’s human resources department to assist you in identifying vacant positions. See template letter for possible language.

What does reassignment mean? Will I be automatically placed in the vacant position?

It depends where you work and whether your desired position is part of a seniority system.

Where you work:

• If you work in Illinois, in most cases, your employer must place you in the vacant position, so long as all other requirements are met. See EEOC v. United Airlines , 693 F.3d 760 (7th Cir. 2012).
• Courts across the country are divided on this question, so be sure to consult with an attorney.

Whether your desired position is part of a seniority system:

• Generally, if your employer would need to violate a seniority system to reassign you, it is not required to do so. However, if your employer makes exceptions to the seniority system for other reasons, then it may need to make exceptions for you as well.

If you work in Illinois and your desired position is not part of a regularly enforced seniority system, and if your disability prevents you from doing your current job with or without reasonable accommodations, then your employer should place you in a vacant position for which you are qualified.

I don’t want to admit to my employer that I cannot do my job. Should I still seek reassignment?

There is some risk to requesting reassignment, so it should be done thoughtfully. There are many factors to consider when deciding whether reassignment is right for you, including:

• Are you able to do your current job?
• Have you explored all possible accommodations to keep you in your current position?
• Have you been disciplined because you cannot perform the essential functions of your job?
• Do you work for a large employer that is likely to have vacancies?
• Do you believe there is (or will soon be) a vacant position for which you are qualified?
• Does your employer have a seniority system in place for filling vacancies?

Despite the risk, reassignment is a very good option in certain situations, including the following scenario:

• You are no longer able to perform the essential functions of the job with accommodations due to a newly acquired or progressive disability. You know of a position that is vacant and you are qualified for the position. It is a lateral transfer and is not subject to a seniority system.

I can do my current position, but would like to be reassigned. Can I still ask for reassignment?

Although the ADA only requires your employer to reassign you if you can no longer do your job, there may be reason to explore reassignment. If you choose to do this, make clear that you can still perform your job duties, but that you are seeking reassignment as a possible solution that would benefit you and your employer. The ADA does not prohibit your employer from going above and beyond what the ADA requires.

Given these legal complexities, you should consult with an attorney before requesting reassignment to discuss your options.

I want to request reassignment as a reasonable accommodation. What do I do next?

• Identify a vacant position that you are qualified to do.
• Confirm that this position is not a promotion and not governed by a seniority system.
• Apply for the position, as any other applicant would (i.e., submit cover letter, resume, or other required application materials)
• Draft a letter to your employer’s human resources department explaining that you have applied for the position and are requesting to be placed in the position as a reasonable accommodation under the ADA. See attached template for an example.
• Send the letter to your employer’s human resources department with a copy of your application.
• Follow-up within a reasonable amount of time after sending the letter (e.g., two weeks) with a polite request to check in on the status of your request for reasonable accommodation.

Where can I learn more?

Equal Employment Opportunity Commission, Enforcement Guidance: Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act, Section on Reassignment

TEMPLATE LETTER

DATE (January 1, 2017)

METHOD OF DELIVERY (Email/U.S. Mail/Hand Delivered, etc.)

Human Resources Department Employer’s Address

Re: Request for Reassignment as a Reasonable Accommodation (JANE DOE)

Dear Mr./Ms. (Human Resources):

I am writing to touch base about the _____ (position) at _____ (employer). I applied for this position on ____ (date). I have attached a copy of my application. I am excited about and well-qualified for the position because _____.

As you may know, I have ____ (disability). I am requesting to be reassigned to the ____ (position) as a reasonable accommodation under the Americans with Disabilities Act.

If ____ (position) is no longer vacant, I am interested in engaging in the interactive process to identify other vacant positions for which I am qualified, or other possible accommodations that would be effective.

If you have any questions about my request you can contact me in writing or by phone. Thank you very much.

Very truly yours,

Jane Employee your phone number/email

Alternative Formats

• Reassignment as a Reasonable Accommodation – PDF Document
• Reassignment as a Reasonable Accommodation – Word Document

HAVE A QUESTION?

Contact Equip for Equality’s Employment Rights Helpline 1-844-RIGHTS-9 (toll free) or (844) 744-4879 [email protected] www.equipforequality.org/employment

This resource material is intended as a guide for people with disabilities. Nothing written here shall be understood to be legal advice. For specific legal advice, an attorney should be consulted.

Equip for Equality, an independent nonprofit organization, is the Illinois state Protection & Advocacy System whose mission is to advance the human and civil rights of children and adults with disabilities. The Employment Rights Helpline seeks to empower individuals with disabilities to advocate effectively. This publication is made possible by funding support from The Chicago Community Trust, the U.S. Department of Health and Human Services, the Administration on Intellectual and Developmental Disabilities and the Center for Mental Health Services of the Substance Abuse and Mental Health Services Administration; the U.S. Department of Education, Rehabilitation Services Administration; and the Social Security Administration. The contents of this publication are solely the responsibility of Equip for Equality and do not necessarily represent the official views of any of these agencies.

©Equip for Equality, 2017 (v2, 12/2017)

Last updated: October 04, 2022

This website is made possible by funding support from the U.S. Department of Health and Human Services, both the Administration on Developmental Disabilities and the Center for Mental Health Services of the Substance Abuse and Mental Health Services Administration; and the U.S. Department of Education, the Office of Special Education and Rehabilitative Services. The contents of this website are solely the responsibility of Equip for Equality and do not necessarily represent the official view of any of these agencies.

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12 Best Transfer Request Letters Samples

Are you moving to another city or state but don’t want to quit your job? Does your current employer have a branch in your new location? You can request a transfer to continue your employment within the same company, as long as you have a valid reason. The same goes when changing your position or moving to another department without relocating.

A job transfer is an excellent chance for professional growth, as it uncovers career advancement opportunities. Asking to move to another role or location in a formal letter will supercharge your chances of approval.

Learn how to write a transfer request letter to ensure your manager takes you seriously and gives approval.

What is a Transfer Request Letter?

A transfer request letter is a formal document that an employee must submit when looking to relocate to another position, department, or branch within the same company. That branch can be in another city or state. You can submit the transfer request letter to your HR department or manager, stating the reason for the request and providing valid arguments to improve your chances of approval.

Relocating to another city or state opens the door to more career opportunities. However, you don’t have to leave your stable job just because you have to move. If commuting isn’t an option and you can keep your current employment in your new location, you can seize that opportunity by requesting a transfer.

That request can also help you switch to another position or department in your current location. Whether you seek new challenges or a lighter workload, you can express your desire to make the switch anytime.

Before submitting a request, talk to your manager or HR representative about the transfer. Ask if moving to another position or location is possible and gather the necessary information on career opportunities at a specific branch.

Informing them beforehand will eliminate surprises and confusion as they’ll expect your letter. They can also walk you through the process and explain your responsibilities in a new position or location.

Once you know what to do, write a transfer request letter to formally ask your manager or HR representative to consider your move.

Reasons for Requesting a Transfer

Here are some of the most prevalent reasons for requesting a job transfer.

Personal or family circumstances

These circumstances can be life-changing, including your spouse’s job relocation, an educational opportunity, a family illness, or your child’s admission to a school in another location. Shifting to another branch would eliminate the need to commute daily (if the distance allows) and help advance your education or be there with your family. Your employer might also approve your request if you’re moving to another city or state due to marriage.

Career advancement opportunities

Advancing your career to earn a higher salary is an excellent reason for asking for a job transfer. For instance, you can request to move from accounting to finance management or fill any other vacant position that helps you acquire new skills and grow with the company.

More exciting responsibilities

It’s not uncommon for a job to become mundane after years of performing the same daily tasks. If you’re unhappy with your current duties, you can ask to pivot to a position or department with new or additional responsibilities. Your employer will likely approve because they don’t want you to be discontent, negatively affecting productivity and overall performance.

Asking for more exciting responsibilities will show you’re eager to take on new challenges, which might secure you a raise.

Preserving job security

Corporate restructuring due to mergers, downsizing, changes in business direction, or new technology often leads to redundancies. Asking for a transfer if you suspect your job is at risk is a brilliant way to maintain your current employment. The key is to showcase your skills and achievements and make an irrefutable argument for taking a different position.

Workplace conflicts

HR professionals should try to resolve workplace conflicts, but their efforts don’t always bear fruit. Moving to another position, department, or branch might be the best solution if you constantly disagree with a specific teammate or experience problems with a supervisor.

Medical reasons

You can apply for a job transfer if your age or a health problem makes it difficult to continue working in the current position. Reducing your workload might accommodate your needs better and reduce the risk of underperformance, burnout, resignation , or termination .

Regardless of the reason, the format of the transfer request letter should resemble a resume cover letter . Highlight your experience, skills, and expertise and explain the benefits the company and the manager will experience from moving you to another position, department, or branch. One page would suffice the need.

What to Include in a Transfer Request Letter?

Here are the essential elements to include in your transfer request letter and examples to help you better understand how to write it.

The purpose of the letter

State why you’re writing the transfer request letter after formally addressing the recipient. Be concise and specific, mentioning that you would like to move to a particular position, department, or branch.

Dear Mr. Williams, I am writing to request a transfer from my current position as an account manager at Aspire Enterprises to the same or similar role at the company’s Seattle branch.

The reason for your request

You don’t have to go into detail to explain why you wish to transfer. Instead, you can outline the reason in one or two sentences.

My wife has been promoted to another position in Seattle, so it would be difficult for me to commute daily. Moving to our Seattle branch would enable me to continue my career at Aspire Enterprises.

My daughter has received an acceptance letter from Lakeside School in Seattle, so that we will move there in three months. Transferring to our branch in Seattle would enable me to stay close to my family and support my daughter’s education.

Your history with the company

Highlighting your experience at the company, dedication to the job, and significant accomplishments in your current role will show you’re an indispensable employee who brings real value to the company.

I have worked as an account manager in the sales department for the past seven years, gaining expert knowledge in the field and promoting Aspire Enterprises’ growth. I believe that my experience here would make me a valuable asset to the Seattle office. While on the sales team, I helped cut costs to 25%, increase efficiency by 56%, and improve customer satisfaction to 43%, thus contributing to the company’s bottom line.

Arguments for your decision

When making a case for your possible transfer, explain why it would be an excellent move, highlighting the mutual benefits. The reader should instantly understand why it makes sense for you to switch to the desired position, department, or branch.

I have shown excellent organizational and analytical skills as an account manager here. I am confident that my in-depth knowledge and experience would further boost productivity and revenue for the Seattle branch. I wish to continue my professional growth with Aspire Enterprises once my family moves to Seattle, investing the same enthusiasm and excellence into our branch there.

An appreciation note for your manager

A transfer request letter is a formal document that requires proper business etiquette. Show gratitude for working with your manager and colleagues, thanking them for contributing to your professional growth. Don’t forget to thank your manager for taking the time to read and consider your request.

Working here at Aspire Enterprises and learning from brilliant mentors and colleagues has been a pleasure. I am eager to continue the hard work and build relationships with our Seattle team. Thank you for taking the time to read and consider my request. I look forward to your positive response.

Your resume

Including a resume copy in your transfer request letter isn’t necessary. Still, it will remind your manager of your skills and expertise and serve as additional support for approval. If you attach your resume, mention it before the complimentary closing.

Please refer to the attached resume for more details on my qualifications.

Sincerely, Liam Davis Account Manager, Sales Aspire Enterprises 123 Business Road Boston, Massachusetts [email protected]

Sample Job Transfer Request Letter

Mrs. James Head of the Human Resource department Database technologies, California

{Date on which the letter was written}

From, Clinton, treasurer,

Sub: Requesting for transfer

Dear Mr. James,

I am writing to bring to your attention that I have been one of the best employees in your company for the past five years. I remained a committed and dedicated worker. Recently, my kids got admitted to a school in Atlanta. Getting admitted to St. Mary’s Convent is a chance, a one-time chance that is not worth wasting. This is the reason I am humbly requesting you to give me a transfer to our company branch in Atlanta. I would like to transfer next month when school starts.

If you transfer me to that branch, I will work hard without worrying about being away from my children. All my attention will be shifted to completing the tasks assigned to me in the right way.

I confidently believe that you will understand my position. I am looking forward to you considering my request and getting a positive response from you.

Free Templates And Examples

Tips for Writing a Transfer Request Letter

Here are additional tips for writing a letter to ask for a job transfer and improving your chances of getting the green light:

Use professional language

Professional language is necessary because you’re writing a formal business letter . Use correct grammar and spelling, avoid contractions (e.g., I’ve or I’ll), and include a formal greeting and closing.

Don’t be too casual

This tip nicely ties to the previous point, but it’s worth mentioning if you have a close relationship with your manager. Even if that’s the case, you should keep the request formal because your employer or other HR representatives might read it.

Forget about slang, text abbreviations (e.g., TBH – to be honest, LMK – let me know, etc.), inside jokes, and other informal words and phrases.

Research sample letters

Sample letters are fantastic inspiration sources when you don’t know where to start or how to format your request. Your reason for requesting a change in position, department, or location might be unique, but available samples can help you understand the ins and outs. You might also find an identical case and draw inspiration from it.

We offer free transfer request templates that you can customize to your needs. Download them to explore different cases and ensure you respect the formal formatting requirements.

Proofread your letter

Proofreading is crucial before submitting any business document. You wouldn’t want typos, grammatical or spelling mistakes , or formatting errors to hinder your chances of approval of your transfer request.

Quick Summary

• Discuss your transfer possibilities with your hiring manager or employer to inform them about your consideration and gather the necessary information.
• Write a formal transfer request letter explaining why you wish to move to another position, department, or branch.
• Highlight your accomplishments and the mutual benefits of your possible move to improve your chances of approval.
• Be professional, concise, compelling, and appreciative.
• Use samples or templates for inspiration and formatting guidelines, modifying them to your unique needs.

Frequently Asked Questions

How do i request a transfer.

You must write a formal letter to express your desire to pivot to a different position, department, or location. Address it to your HR manager and explain why the move would support your continued development and the company’s growth.

What are good reasons for a transfer request?

Valid reasons include life-changing personal or family circumstances, career advancement opportunities, more challenging and exciting responsibilities, workplace conflicts, medical reasons, and preserving job security.

What are the types of employee transfers?

They can be lateral, voluntary, and involuntary. A lateral transfer includes moving an employee to the same position in another department or location or a similar role with the same pay grade. A voluntary transfer includes an employee asking for a lateral move. Its involuntary counterpart involves reassigning an employee due to business changes like staff reductions or budget cuts.

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Writing a Job Transfer Request Letter That Works

In this guide, I’ll share my unique experience and provide you with three effective templates , along with practical tips and real-life examples to ensure your job transfer request letter stands out.

Key Takeaways

Structuring Your Job Transfer Request Letter

1. opening paragraph.

Begin with a polite and professional tone, stating your current position, the position you are seeking, and the reason for the transfer.

2. Middle Paragraphs

Provide details supporting your request. Highlight your qualifications, experience, and how the transfer aligns with your career goals. Emphasize how your transfer will benefit the company.

3. Closing Paragraph

Conclude by expressing gratitude for the consideration and offering to discuss your request further.

Real-Life Example

When I needed to relocate due to family reasons, I crafted my letter to emphasize how my skills and experience would be an asset to the new branch. I also mentioned my willingness to assist in training my replacement, which demonstrated my commitment to the company’s success.

Tips from Personal Experience

• Be Clear and Concise : Avoid lengthy explanations. Keep your letter focused on key points.
• Highlight Mutual Benefits : Show how your transfer will benefit both you and the company.
• Be Professional : Maintain a respectful and formal tone throughout.
• Follow Up : After sending your letter, follow up with a meeting to discuss your request in person.

Example of a Persuasive Point

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In one of my letters, I highlighted how my transfer would bring continuity to a major project underway in the new department, showcasing a clear benefit to the company.

Template 1: Career Advancement

[Your Name] [Your Address] [City, State, ZIP Code] [Email Address] [Date]

[Recipient’s Name] [Recipient’s Title] [Company Name] [Company Address] [City, State, ZIP Code]

Dear [Recipient’s Name],

I am writing to formally request a transfer from my current position as [Your Current Position] to the [Desired Position] within [Department/Location]. Having worked with [Company Name] for [Duration], I have gained valuable experience and skills that I am eager to bring to this new role.

My experience in [specific skills or projects] has prepared me to contribute effectively to the [Department/Location]. I am confident that this transfer will not only aid in my professional growth but also add value to the company’s objectives.

I appreciate your consideration and am available to discuss this request at your earliest convenience.

Sincerely, [Your Name]

Template 2: Relocation

I am writing to request a transfer from my current position as [Your Current Position] to [Desired Position] at our [Location] office. Due to personal reasons, I will be relocating to [City, State], and I am very interested in continuing my career with [Company Name] in this new location.

With my [number] years of experience in [Your Current Department/Role], I am confident that I can seamlessly integrate into the team at [Location]. I believe this transfer will allow me to continue contributing to [Company Name] while accommodating my personal circumstances.

Thank you for considering my request. I am looking forward to discussing this further.

Template 3: Personal Circumstances

I am writing to request a transfer to the [Department/Location] due to [briefly explain personal circumstances]. I believe that a transfer to [Desired Position] would be beneficial for both the company and my personal situation.

My background in [specific skills or roles] has equipped me with the expertise required for the [Desired Position], and I am excited about the opportunity to contribute to [Department/Location] in new and meaningful ways.

I am grateful for your understanding and consideration of my request. Please let me know if we can schedule a meeting to discuss this further.

Final Thoughts

Writing a job transfer request letter can significantly impact your career trajectory. By following the guidelines and using the templates provided, you can create a compelling case for your transfer. Remember to be clear, professional, and persuasive in your approach.

Frequently Asked Questions (FAQs)

Q: what should i include in a job transfer request letter.

Answer : In my experience, a job transfer request letter should include a clear explanation of why you’re requesting the transfer, how the move benefits both you and the company, and any relevant achievements or qualifications that support your request.

Q: How should I format a job transfer request letter?

Answer : From my experience, I always use a formal business letter format, including my contact information, the date, the recipient’s contact information, a polite salutation, a concise body explaining my request, and a courteous closing.

Q: What tone should I use in a job transfer request letter?

Answer : Based on my past successful transfers, maintaining a professional yet positive and enthusiastic tone is crucial, as it shows your genuine interest and commitment to the new position and the company.

Q: How can I justify my job transfer request?

Answer : I find it effective to highlight personal growth opportunities, alignment with career goals, and any mutual benefits for the company, such as filling a skill gap or addressing a departmental need.

Q: Should I mention personal reasons in my job transfer request letter?

Answer : In my experience, it’s acceptable to briefly mention personal reasons if they significantly impact your work-life balance or productivity, but always frame them in a way that also shows how the transfer benefits the company.

Q: How long should my job transfer request letter be?

Answer : I typically keep my letters to one page, ensuring they are concise and to the point while covering all necessary details to make a compelling case.

Q: When is the best time to submit a job transfer request letter?

Answer : From my experience, it’s best to submit your request during annual performance reviews or when you know there are upcoming opportunities or vacancies that align with your skills and career goals.

Q: How can I increase the chances of my job transfer request being approved?

Answer : I always make sure to research the new role thoroughly, tailor my letter to show how my skills match the position, and discuss my intentions with my current supervisor to gain their support.

Q: Is it necessary to follow up on a job transfer request letter?

Answer : Yes, based on my experience, following up shows your continued interest and allows you to address any questions or concerns the decision-makers might have, which can significantly improve your chances.

Q: Should I address my current job performance in the transfer request letter?

Answer : Absolutely, I always highlight my achievements and how my performance in my current role has prepared me for the new position, demonstrating that I’m a valuable asset worth transferring.

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Legal Templates

Home Business Assignment Agreement

Assignment Agreement Template

Use our assignment agreement to transfer contractual obligations.

Updated February 1, 2024 Written by Josh Sainsbury | Reviewed by Brooke Davis

An assignment agreement is a legal document that transfers rights, responsibilities, and benefits from one party (the “assignor”) to another (the “assignee”). You can use it to reassign debt, real estate, intellectual property, leases, insurance policies, and government contracts.

What Is an Assignment Agreement?

What to include in an assignment agreement, how to assign a contract, how to write an assignment agreement, assignment agreement sample.

Partnership Interest

An assignment agreement effectively transfers the rights and obligations of a person or entity under an initial contract to another. The original party is the assignor, and the assignee takes on the contract’s duties and benefits.

It’s often a requirement to let the other party in the original deal know the contract is being transferred. It’s essential to create this form thoughtfully, as a poorly written assignment agreement may leave the assignor obligated to certain aspects of the deal.

The most common use of an assignment agreement occurs when the assignor no longer can or wants to continue with a contract. Instead of leaving the initial party or breaking the agreement, the assignor can transfer the contract to another individual or entity.

For example, imagine a small residential trash collection service plans to close its operations. Before it closes, the business brokers a deal to send its accounts to a curbside pickup company providing similar services. After notifying account holders, the latter company continues the service while receiving payment.

Create a thorough assignment agreement by including the following information:

• Effective Date:  The document must indicate when the transfer of rights and obligations occurs.
• Parties:  Include the full name and address of the assignor, assignee, and obligor (if required).
• Assignment:  Provide details that identify the original contract being assigned.
• Third-Party Approval: If the initial contract requires the approval of the obligor, note the date the approval was received.
• Signatures:  Both parties must sign and date the printed assignment contract template once completed. If a notary is required, wait until you are in the presence of the official and present identification before signing. Failure to do so may result in having to redo the assignment contract.

Review the Contract Terms

Carefully review the terms of the existing contract. Some contracts may have specific provisions regarding assignment. Check for any restrictions or requirements related to assigning the contract.

Check for Anti-Assignment Clauses

Some contracts include anti-assignment clauses that prohibit or restrict the ability to assign the contract without the consent of the other party. If there’s such a clause, you may need the consent of the original parties to proceed.

Determine Assignability

Ensure that the contract is assignable. Some contracts, especially those involving personal services or unique skills, may not be assignable without the other party’s agreement.

Get Consent from the Other Party (if Required)

If the contract includes an anti-assignment clause or requires consent for assignment, seek written consent from the other party. This can often be done through a formal amendment to the contract.

Prepare an Assignment Agreement

Draft an assignment agreement that clearly outlines the transfer of rights and obligations from the assignor (the party assigning the contract) to the assignee (the party receiving the assignment). Include details such as the names of the parties, the effective date of the assignment, and the specific rights and obligations being transferred.

Include Original Contract Information

Attach a copy of the original contract or reference its key terms in the assignment agreement. This helps in clearly identifying the contract being assigned.

Execution of the Assignment Agreement

Both the assignor and assignee should sign the assignment agreement. Signatures should be notarized if required by the contract or local laws.

Notice to the Other Party

Provide notice of the assignment to the non-assigning party. This can be done formally through a letter or as specified in the contract.

File the Assignment

File the assignment agreement with the appropriate parties or entities as required. This may include filing with the original contracting party or relevant government authorities.

Communicate with Third Parties

Inform any relevant third parties, such as suppliers, customers, or service providers, about the assignment to ensure a smooth transition.

Keep Copies for Records

Keep copies of the assignment agreement, original contract, and any related communications for your records.

Here’s a list of steps on how to write an assignment agreement:

Step 1 – List the Assignor’s and Assignee’s Details

List all of the pertinent information regarding the parties involved in the transfer. This information includes their full names, addresses, phone numbers, and other relevant contact information.

This step clarifies who’s transferring the initial contract and who will take on its responsibilities.

Step 2 – Provide Original Contract Information

Describing and identifying the contract that is effectively being reassigned is essential. This step avoids any confusion after the transfer has been completed.

Step 3 – State the Consideration

Provide accurate information regarding the amount the assignee pays to assume the contract. This figure should include taxes and any relevant peripheral expenses. If the assignee will pay the consideration over a period, indicate the method and installments.

Step 4 – Provide Any Terms and Conditions

The terms and conditions of any agreement are crucial to a smooth transaction. You must cover issues such as dispute resolution, governing law, obligor approval, and any relevant clauses.

Step 5 – Obtain Signatures

Both parties must sign the agreement to ensure it is legally binding and that they have read and understood the contract. If a notary is required, wait to sign off in their presence.

Related Documents

• Sales and Purchase Agreement : Outlines the terms and conditions of an item sale.
• Business Contract : An agreement in which each party agrees to an exchange, typically involving money, goods, or services.
• Lease/Rental Agreement : A lease agreement is a written document that officially recognizes a legally binding relationship between two parties -- a landlord and a tenant.
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Transfer: Internal Transfer/Reassignment Request

This is a request for transfer/reassignment from one location/department to another. This request is subject to availability of a position at the new location/department as well as the business and staffing needs of the organization. The transfer request date is subject to change to meet business and staffing needs.

Employees must complete Sections 1 and 2 and submit the form to Human Resources.

SECTION 1: EMPLOYEE'S CURRENT INFORMATION

Employee's name:

Current department:

Current position:

Current base salary:

Current work schedule (include hours and days per week):

Days available                          Hours available

M, T, W, TH, F, SAT, SUN                       AM   PM

(Circle days)

SECTION 2: REQUESTED TRANSFER/REASSIGNMENT

Requested department:

Requested position:

Requested work schedule (include hours and days per week):

Reason for request:

Requested transfer date:

Employee's signature:                                                Date:

SECTION 3: TRANSFER/REASSIGNMENT POSITION INFORMATION

(To be completed by supervisor in the department/location the employee is requesting)

New position title:

New position number:

Department:

New work schedule (include hours and days per week):

Requested base salary:

Requested effective date (must be prospective and at the beginning of a pay period):

Reason for reassignment:

SECTION 4: TRANSFER/REASSIGNMENT APPROVAL

Print current supervisor's name:

Signature:                                                                    Date:

Print new supervisor's name:

New department/division head's signature:             Date:

HR approved salary:                                                   Effective date

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How to Ask Your Boss for a Reassignment – Like a Pro

Estimated reading time: 8 mins

It is very common these days for professionals in a workforce to feel that they are in the wrong job. In times when companies are trying to function with fewer resources, employees often find themselves in situations where they are over-qualified, under-qualified and even unqualified for the duties that they are trusted with. If you find yourself in any of these categories in your existing job, it is perhaps time for you to have a conversation with your boss to find a more suitable position. However, having this talk might not be a walk in the park and you will have to prepare for it. In this blog post, I will help you do just that!

Take a Deep Breath and Consider the Worst-Case Scenario

Talking a deep breath is a great way to calm your nerves. Give yourself some time to compose yourself around the issue that you want to discuss before taking any action. Read how meditation can be the key to your personal development . You should also give yourself some time in considering the worst-case scenario if you have this conversation. Being prepared is the best way to calm those tensed nerves of yours. However, if your fear persists then perhaps you will need to take more time to sort out how you would like to approach the situation in your mind before talking to your boss.

Take Ownership of Your Situation

You need to realise that no matter how bad your current situation is, you did opt for it on your own and no one forced you to accept the job or take these unwanted added responsibilities you find yourself in now. You need to understand that you are not enslaved to your job, your boss or your company and that you are paid to provide a specific service. Hence, if the relationship seems to have hit the rocks then there is nothing wrong with being truthful and trying to renegotiate. In fact, if you have a sensible boss then chances are that s/he will respect you more for taking control of your own career.

Decide Where You Want To Be and Why

Whenever you will have the conversation, it is likely for your boss to want to know the things that you want to do in a new position. It is a good idea to be prepared with a detailed plan of your own, because if you do not know what you want then you should not expect your boss to know either.  Have an idea of the kind of direction you would like to take within your organisation. It is possible for your boss to offer another idea but you will have to make sure that his/her proposed opportunity aligns with at least some of your short-term goals and will have a positive impact on some of your long-term goals as well.

Create Your Pitch but Never Make a Whole Script

It is important for you to know some key points you want to make when you have this conversation with your boss about a reassignment. You could make a list of items but try to keep your pitch brief. It is very acceptable to bring a small list into your conversation to help maintain a clear focus, but do not write out a whole script of how you would like the conversation to be. Your pitch will need to come out as natural and authentic as possible.

Set the Perfect Time

You should know your boss’s style and the meeting should be set at a convenient time for him/her. Does s/he like formal meetings in the office or is it better to have a more casual time over coffee or some drinks? You may want to ask around if you are unsure about anything. Once your plan is in place, you should set up a 30-minute meeting to discuss how you can help in improving the business. That will need to be a big part of your entire pitch anyways.

Your Goals Need To Be a Win-Win

Before going for the meeting, figure out how the business can improve by your proposed changes. It can be increased employee morale, greater productivity or simply the company’s bottom line. If you are finding it difficult to come up with anything then perhaps it is time to adjust your goals accordingly. Of course, your ultimate goal will be to enhance your career. However, any your suggested moves will need to have a positive impact on your company’s business and you will need to be prepared to talk about both.

Do Not Just Speak, but Also Listen

Remember to not take this conversation as a plea or some kind of an interview. It will need to be a professional two-way conversation between professionals who have set one common goal: to help make your business better. That is why it is important for you to understand that your boss will have his/her own objectives and goals and that will need to remain in your head when you walk in with your own goals and how you intend to make these changes. Adjust your pitch accordingly and listen to your boss. The essence on your pitch will need to be that you are trying to enhance your own career by making a positive contribution to your organisation. You should be able to walk away successful if you keep that in mind throughout your conversation.

Know When to Make Your Request

If you have a habit of requesting a reassignment then you need to know how often is too often to move. Look at your specific reasons for the reassignment and make sure that your reasons make sense not just to you, but also your boss. Up until quite recently, it used to look bad if an employee switched jobs, even within the same company more often than once every two years. While the IT industry has made changing jobs frequently more acceptable, doing it too often might make it look like a problem (or make YOU look like a problem to be exact). Therefore, it is prudent not to ask for reassignment and transfers too often. This might make you look unproductive and unstable. Think careful about any reassignments to make sure they match your long-term employment and personal goals.

Know Your Reasons to Do It

There can be a variety of reasons for you to ask your boss for a reassignment. Below are some to help you build your case:

• Not Challenged Enough. If you feel bored and unchallenged, you will need to ask your boss for additional responsibilities and duties to demonstrate initiative. Showing that you are up for a challenge and successfully doing this may earn you a raise!
• Not Being Compensated. Always keep your employment portfolio updated with your accomplishments and trainings well noted. Be sure to use this information to request a reassignment.
• Problem with Your Supervisor or Co-Worker. You will need to work things out through before requesting a transfer; otherwise, you might face the same problem in the new department. However, if you suffered sexual harassment then a transfer is perhaps the prescribed official remedy. Check out this blog post on how to Fight For Your Rights As An Employee .
• Looking for a Promotion. Remember that transfers do not usually constitute a promotion or pay raise. Change for the sake of change might seem a bit irresponsible. You might want to consider working for an agency that offers a selection of changing job avenues as they pay more for the travel compensation. Healthcare professionals such as doctors do locum jobs along with their full-time jobs and get paid much higher for it.
• Want To Work Overseas. It is a great idea if you want to work in a different country. Your employer will need to sponsor your transfer and you will need to check out the specifics such as work visas, travel and passport requirements, etc.
• Health Reasons. It might be that your current job site is in a city with harsher climate conditions and there is another office location with warmer climate. Pregnancy can mean that some departments are unsafe to work in and that can be a strong reason for your move

Prepare Your Reassignment Request Letter

Once everything is sorted and your boss has given you the greenlight, you might have to also send through a formal transfer request letter. Below is a sample letter that you could use:

[Name of Supervisor or HR Director]

[Name of Company]

[Company Address]

[Date of Letter]

Dear [Supervisor/HR Director]:

The [name of department], department of [name of company] is accepting applications for [job title] and is considering internal hiring. I am submitting my CV for your consideration for a reassignment to this new position.

I have been working for [name of company] for the last [number] years/months, as a [your current job title]. I am glad that I have found an efficient and professional organisation with good communications. This organisation is supportive of its employees as well as their development. Now, I want to continue to advance my professional growth with your firm, which will also help me move my career ahead.

I have made the following major contributions to the company thus far and I believe these can be used in the new position to good advantage:

• Contribution A
• Contribution B
• Contribution C
• Contribution D

I hope that these accomplishments coupled with my increasing skills will bring further profits and productivity through this new position. I look forward to continued development and growth within this firm throughout my career.

I thank you for your consideration and look forward to serving the company in fresh and ever expanding capacities.

Yours Sincerely,

[Your Signature Inserted Here]

[Your Name Inserted Here]

[Your Job Title/Department Here]

These are my thoughts on how you could ask your boss for a reassignment. Do share your experiences with our readers in the comments section below. I also encourage you to have a look at our blog post on how to deal with a boss who always undermines you .

Check out these similar posts:

• When is it NOT a good idea to ask your boss if you can leave early?
• Under New Management: How to Handle a New Boss
• How To Handle Job Insecurity
• How to Ask your Boss for a Raise: A Step-by-Step Guide (with template)
• How To Ask For A Performance Review

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WTO / Letters and Emails / Request / 20+ Transfer Request Letter Samples (Word, PDF)

20+ Transfer Request Letter Samples (Word, PDF)

A job transfer request letter is a formal notice from an employee to the organization when he or she wants to move from one part of the organization to another. An employee can also submit this letter when they want to move to a new organization of a similar nature.

For instance, an employee may want to switch from one particular department of an organization to another or they might want to shift to a different location for personal or any other reason.

Sample Letters

This letter serves as a formal and professional means of expressing your desire for a transfer and outlining the reasons behind it. By using samples, you can gain valuable insights into the structure, tone, and content required for an effective letter, ensuring that your request is articulated clearly and professionally.

What to Write in a Letter?

This letter would be quite similar to a cover letter . However, it is extremely important that when an employee is writing the letter, each point is clear. It would be preferable to have the entire information on just one page.

The following points would be useful:

• It is important to mention the strengths and abilities of the employee who is writing the letter.
• It is important to mention what benefit the transfer would cause to the division supervisor of the organization.
• It is important to mention what benefit it would bring to the organization.

To write a letter, consider the following points as well:

• In the very first sentence of the letter, mention the purpose of writing the letter.
• Mention the position for which the employee is applying.
• Mention position and name.
• Mention all the abilities and experiences.
• Mention how loyal the employee is to the company.
• Mention the reason for the transfer.
• Remember not to brag while writing the letter.

An employee should write this letter when they learn about the opportunity because the faster they apply, the better their chances of landing that particular position and getting the relevant transfer.

Given below is the letter template, which an employee can follow to write the letter:

Employee’s Name Employee’s Address City, State, and Zip Code

Insert a date here.

Company’s Name Hiring Person’s Name Hiring Person’s Title Company’s Address

City, State, and Zip Code

RE: Insert Subject Here

Dear Name of Person,

I have recently learned about the XYZ Position from my supervisor, Name, and I would like to submit my application formally.

I have maintained my position as a Sales Manager for the past five years and now I would like to take on a new role, as my background is in marketing and finance. I have the following strengths and abilities:

Mention Strengths and Abilities

Enclosed is my full resume. I am sure I will not disappoint you, as I am aware of the company’s rules and policies. You can reach me at 555-555-555. I would be glad to provide further information.

Employee’s Signature Employee’s Name Printed List of enclosures

A comprehensive set of formal sample letters is offered in this section, serving as valuable samples for those initiating transfer requests in various professional and personal situations.

Sample Letter 1 – Requesting Transfer for Professional Growth

Dear Mr. Thompson,

I hope this message finds you well. After three enriching years in the Marketing Department at Zenith Corp, I’ve developed a robust skill set in digital advertising and campaign management. My work on the successful “Innovate Tomorrow” campaign, which increased our web traffic by 40%, has been a highlight of my career.

I am writing to express my interest in the recently advertised position in the Product Development team. This role aligns perfectly with my aspiration to delve into product strategy and innovation. Given my background in understanding customer needs through marketing campaigns, I am excited about the prospect of applying these insights to product development.

I am fully committed to ensuring a smooth transition for the Marketing team and am prepared to train my replacement thoroughly. I look forward to the possibility of contributing to Zenith Corp in this new capacity and would appreciate the opportunity to discuss this further.

Thank you for considering my request.

Emily Carter

Sample Letter 2 – Requesting Transfer for Geographic Relocation

Dear Ms. Rodriguez,

I trust this letter finds you in good health. As a dedicated member of the Client Services team at Global Solutions for the past five years, I have greatly enjoyed working with our diverse clientele and spearheading initiatives like the “Client Connect” project, which enhanced client engagement by 25%.

I am writing to request consideration for a transfer to our branch in San Francisco. Due to family circumstances, relocating to San Francisco has become a necessity for me. I have noticed an opening in the Client Services team there, and I believe my experience with key accounts and regional clients will allow me to seamlessly integrate and continue delivering exceptional service.

I am committed to working closely with you to ensure a smooth transition, including providing comprehensive training to my successor. I would be grateful for the chance to continue my career with Global Solutions in this new location and would appreciate the opportunity to discuss how I can make this move beneficial for both the company and myself.

Thank you very much for your understanding and support.

Warm regards,

Jacob Martinez

The two sample letters you’ve provided are exemplary in their approach to requesting professional transfers, each serving as an excellent guide for similar correspondence.

In the first letter, focused on requesting a transfer for professional growth, the writer skillfully employs a professional tone and articulates her purpose with clarity. Her letter is a testament to the importance of succinctly highlighting personal achievements and skills. By mentioning her successful contributions to the “ Innovate Tomorrow ” campaign and the resulting increase in web traffic, the writer makes a compelling case for her suitability for the new role. This approach not only demonstrates her competence but also her understanding of the company’s goals and how her skills align with them. Furthermore, her expression of interest in the Product Development team is seamlessly tied to her current experience, illustrating a logical career progression. This clear connection between past experience and future aspirations is essential in such letters.

The second letter, to request a transfer due to geographic relocation, mirrors the strengths of the first. The writer’s emphasis on his longstanding commitment and contributions to the company, like spearheading the “ Client Connect ” project, establishes his value as an employee. His rationale for the transfer is clearly stated and personal, yet professionally presented. This balance of personal need and professional rationale is critical in such requests. Additionally, both letters include an offer to assist in the transition, showcasing the writers’ commitment to the company’s continuity and their sense of responsibility.

In summary, these letters are particularly effective as instructional guides due to their clear articulation of purpose, demonstration of the writers’ value and achievements, logical connection between past roles and future aspirations, and consideration for the company’s needs during the transition. They strike an ideal balance between professional courtesy, personal expression, and strategic career planning.

Reasons to Write the Letter

There are various reasons to write a transfer request letter. Given below are some of them:

• An employee is likely to write this letter when they would like to move to a different position within the same company.
• An employee may also write this letter when they are moving to a different city and would like to transfer the position. In this case, the company is the same as well.
• An employee might be interested in learning new skills and would thus write this letter.
• An aging employee might request a transfer to avoid work stress.
• An employee would like to face new challenges and would thus write this particular letter.
• An employee would like to work in a different branch of the organization to learn something valuable.
• An employee might want to avoid excessive traveling during work and would thus write the letter.

What is a Transfer Offer Letter?

This letter refers to a request or a message for the transfer of an employee. Employers can write to the employees informing them of the transfer. Similarly, an employee can write to the boss requesting it. Not everyone can write a favorable letter; you require proper guidance to do so. A poorly planned letter can make you look careless; that’s why you need to seek an expert’s help. There are no specific words to use in your letter; however, you must include your contact information, date, and the supervisor’s contact information.

Sample Offer Letters

Blank offer letter in pdf format.

An internal transfer message informs the employer of the employee’s wish to be moved to a different department within the same company. It is essential to write a letter stating all the reasons for requesting an internal transfer. Indicate the changes you expect to bring to the new department.

Transfer offer letter from employer to employee

Job Transfer Offer Letter Template

Offer Letter for Internal Transfer

Lateral Transfer Offer Letter

Internal promotion offer letter

Transferring an employee to a different department or location is difficult. Drafting a letter to your representative can help in making him understand that the transfer can be an opportunity for him to accomplish his goals. You can also state the reasons for moving the employee to another branch. The person responsible for the worker might have essential resolutions for such members to move.

Offer letter for position transfer

This letter is a stepping stone towards a bright and prosperous career. Templates written by professionals can provide useful guidance and tips to write an effective letter.

Templates can help you to save time and ensure consistency and clarity. A template provides the basis for a high-quality letter, but by adding your individual touches to your template, you can create a powerful letter that communicates your message professionally. you. Applying a sample job offer letter template made by professionals can make your work easier.

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Transfer Request Letter and Email Samples

How to Write a Transfer Request Letter

How to write a transfer request email, transfer request letter template, transfer request letter sample, transfer request email example.

 Grace Kim / The Balance

Are you relocating to a new city? If you’re happy with your current employer—and the organization is large enough to have opportunities in your new area—consider whether a transfer to a new job at the same company might be an option. It may be the most logical option to begin a job search in a new city or a new state .

Start by having a discussion with your manager or human resources representative about the possibility of a transfer and what employment opportunities are available at the new location. That way, the company won't be surprised when they get your letter or email.

However, the company may ask for a formal written request. In this situation, you will need to write a job transfer request letter. If you're interested in transferring to another department within the company you work for, use this job transfer letter instead, and if you're interested in working remotely, use these tips to negotiate a work-from-home arrangement.

Be professional. Your letter should be written in standard business letter format , just like any professional correspondence.

A written relocation transfer request letter should begin with your contact information, the date, and the contact information for your supervisor or human resources manager.

Your letter should begin with a formal salutation, your purpose for writing, and evidence supporting why your request should be considered. Politely request the supervisor’s assistance in gaining a position at your preferred location. Use an appropriate closing to end your letter.

Say thank you. Be sure to express your appreciation for their help and, if you can, include some kind and complimentary sentiments for your colleagues at your current job.

Include your resume. It’s a good idea to include a copy of your resume to refresh your manager’s memory regarding your skills and qualifications. Make sure you update your resume and tweak it to match the job description of your target position first.

Use sample letters to guide your writing. The more professionalism you present, the better your chances of having your transfer approved. Use examples for requesting a transfer to a new company location as inspiration for your own letter. Be sure to customize your letter for your situation.

Edit and proofread before sending. Proofread all your documents carefully. Paying attention to the details shows you’re interested in doing a good job, which will make your supervisor more likely to help you with your request.

When proofreading, pay close attention to the spelling of names and job titles.

Don’t be too casual. Even if you’re sending your email to your direct manager, and you have an extremely positive relationship, it’s important to remember this is professional correspondence. Use an appropriate tone, and be sure to format your email as a business letter (minus the contact information lines that would be at the top of a snail-mail request).

Choose an appropriate subject line. The subject line of your email should include what you are requesting – either a transfer or relocation. For example, “Transfer Request - Firstname Lastname” would be an appropriate subject, letting the recipient know the content of the email and its level of importance.

Include your contact information in your signature. Be sure your email signature includes your email address and cell phone number so your manager or HR representative can follow up with you.

Test your email. Proofread your message, and send yourself a test email to ensure your formatting holds up. Sending yourself a test will also give you another chance to spot typos and errors before you send in your request. 

Download the transfer request letter template (compatible with Google Docs and Word Online), or see below for more examples.

Reggie Jones 123 Main Street Anytown, CA, 12345 reggie.jones@email.com 555-555-5555

March 1, 20XX

Jennifer Lee Manager XYZ, Inc. 123 Business Rd. Business City, NY 54321

Dear Ms. Lee,

I am writing to request consideration for a transfer from my position at XYZ Inc. to a similar position at the XYZ office located in Dallas, Texas. My family has experienced some changes, which necessitate the need for me to be in closer proximity to them.

I have enjoyed working here for the past seven years and appreciate the experience I have gained. I have held several positions at XYZ, which have given me an excellent overview of the company’s operations.

I am confident my in-depth knowledge and strong communication skills would be an asset to the staff in Dallas. While I will regret leaving my colleagues here, I feel I could contribute significantly to the company’s potential growth in Texas.

I am enclosing my updated resume for your review. Thank you for your consideration and assistance in this matter. If you need any additional information, please contact me.

Reggie Jones (signature hard copy letter)

Reggie Jones

Subject:   Application for Transfer

Dear Brenda,

I would like to respectfully inquire about the possibility of a transfer from Cassy’s in Anytown, NY to the Newcity, OH location. My spouse has received a job opportunity there, which begins next month. I have enjoyed working here for the past six years, first as Assistant Manager, and in my recent promotion to Manager. I feel I have been an asset in the Bridal Department and would like to continue my association with the company.

I am able to stay on for several weeks to help train someone to fill the position I will leave here in Anytown. I know several employees at the store who would make good candidates for the position and would be happy to share my thoughts with you.

My experience at Cassy’s has been very rewarding, and I would appreciate the opportunity to continue my career with the company.

I have attached a copy of my resume for your convenience. Your thoughtful consideration of my request is greatly appreciated.

Andy Lau, Manager  andy.lau23@email.com 123-456-7890

Tips for Getting a Transfer Request Approved

• Talk to your boss or human resources manager about transfer options before you put in a formal request.
• If you need to request a transfer in writing, write a letter highlighting why you're making the request.
• Start with a professional letter sample or template, and tailor it to fit your own circumstances.
• Use your letter to explain what you can offer the company at the new location.

Employee Reassignment: HR Internal Transfer Letter Template | Position | Human Resources

Are you an HR professional looking for a reliable template to facilitate internal transfers within your organization? Look no further! At BizzLibrary.com, we understand the importance of having a well-crafted HR internal transfer letter to ensure a smooth transition for employees. Our HR Internal Transfer Letter Template is designed to streamline the process and effectively communicate the details of the transfer.

What is an HR Internal Transfer Letter?

An HR Internal Transfer Letter is a formal document used by HR departments to inform employees about their reassignment to a new position within the same organization. It serves as an official communication regarding the transfer, providing details such as the new position, responsibilities, start date, and any other relevant information.

Why Use an HR Internal Transfer Letter Template?

Using an HR Internal Transfer Letter Template offers several benefits:

• Consistency: The template ensures consistency in the content and format of transfer letters across the organization. It helps maintain a professional and uniform approach in communicating internal transfers.
• Time-Saving: Instead of starting from scratch, the template provides a pre-formatted document that only requires customization based on specific employee details. This saves time and effort for HR professionals.
• Compliance: The template includes essential elements required in an internal transfer letter, ensuring that all necessary information is covered.
• Clarity: The template offers a structured format that clearly communicates the details of the transfer, leaving no room for confusion or misinterpretation.

Key Elements of an HR Internal Transfer Letter

An HR Internal Transfer Letter typically includes the following elements:

• Employee's basic information (name, designation, employee ID)
• Date of issuance
• Effective date of transfer
• New position title and department
• Job responsibilities and reporting structure
• Compensation and benefits (if applicable)
• Information on orientation or training programs
• Contact information for any queries or concerns

Download Your HR Internal Transfer Letter Template

Streamline your internal transfer process and ensure effective communication with our HR Internal Transfer Letter Template. Simply download the template in DOCX format from BizzLibrary.com and customize it according to your organization's needs.

Visit our website now to access a wide variety of business document templates, including HR-related templates, legal documents, and more. Take the hassle out of HR processes and promote a seamless transition for your employees!

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Thanks for letting us know!

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Employee Reassignment

What Is Employee Reassignment?

Reassignment vs promotion, what are the benefits of employee reassignment.

• Reduce hiring. When the employee’s skills, work ethic and reputation align with company values , they make a good candidate for reassignment, reducing the need to hire new employees .
• Retain high-quality employees. Reassignment allows the company to keep exceptional employees even if their current job is no longer needed within the company.
• Reduce cost. A reassignment saves the company money and time because the company does not need to retrain or go through the onboarding process with a new employee.
• Morale booster. Reassigning an employee can send the message that the company cares and wants to invest time in their human capital.

Reasons to Reassign an Employee

• Misaligned employee. This can happen when job responsibilities do not or no longer align with the current job description of the employee.
• Alternative position. If the company is eliminating a position, the company may reassign the employee to retain them.
• Sometimes employees can no longer perform the essential functions of their current position without accommodations . The reassignment could accommodate their change in performance capacity.
• This barrier may be formed when a leave of absence prevents the employer from holding a position for the entire leave period without incurring undue hardships.
• If location creates a work-related barrier that affects employee access or commute, a reassignment may be a great solution.

How to Manage Employee Reassignment

Step 1: meet with the supervisor, business executive and/or hr manager, step 2: meet with the employee, step 3: address issues with hr or the manager, step 4: communicate details.

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How to Reassign an Employee

As a business owner, manager, or human resources professional, it’s sometimes necessary to reassign an employee or employees to strengthen productivity gaps, increase morale, or diffuse potential personnel conflicts.

As a business manager—especially in a smaller company—it may be beneficial to move employees laterally to increase a worker’s skills and create a more flexible team. Or, an employee may seek reassignment if their current department doesn’t have opportunities for advancement.

Reassigning an employee doesn’t call for special training on your part, but there are definitely best practices to follow to ensure success. Here are some essential steps to keep in mind:

You may be thinking about reassigning an employee, but before you do anything, review their resume to ensure they have the right background and skill set without needing a lot of added training. If their background doesn’t include current education or experience, request an updated resume from the employee.

• If you’re a business executive or HR manager, meet with the employee’s current supervisor to discuss the decision to reassign the worker. Listen to any concerns they may have and allow for questions. It will also be important to sit down with the employees’ new supervisor, lay out the reasons for the reassignment, and get any feedback from them. Give the new supervisor the date for the move so they can prepare for the employee. It’s essential that all parties are in the loop and on the same page before a reassignment happens.
• Meet with the employee to discuss the reassignment plan. If the request did not come from them, explain why the move is planned and discuss what the changes mean. Be positive and clear. If there are any performance issues, address them. If an employee requested reassignment, discuss why you agreed to the move and your expectations going forward. In either case, give the employee a specific transfer date. It’s important to note that some employees may be resistant to change. Be prepared to overcome objections before meeting with the worker you’ve targeted for reassignment.
• Be positive when addressing the reassignment. As a manager or HR professional, your job is to help the employee understand what the new position encompasses and how they can succeed. Letting the employee know they will be supported will make the transition easier. Be clear that they can talk to you if they need help or have concerns.
• Ask the employee’s current supervisor to submit a signed document to HR. Ensure that the human resources department has all of the information needed to process the request, including date of reassignment, changes in pay rate, etc. You, and/or HR should complete a reassignment letter and provide it to the employee for signature. Wait until all steps are completed by human resources before beginning the transfer.

A successful job reassignment begins with proper communication. As a manager, you should provide the employee with all the information they need to succeed. Explain such things as the daily tasks for the new position, who they’ll be working with, and your expectations. Getting off on the right foot is essential – and the clearer you are about the reassignment, the better it will be for all concerned.

Lanmark Staffing has over 40 years of combined experience in human resources, recruiting, temporary placement, sales and management, and temp-to-hire services. Our team of local and experienced professionals can help you meet your hiring needs quickly and effectively.

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One thought on “ How to Reassign an Employee ”

I appreciate what you said about understanding new position requirements. I need to get an HR manager for the office. It would be nice to have some structure for all employees.

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Summary of Reassignment

This summary of reassignment covers the following topics:

• Learning About Reassignment
• Definition of Reassignment
• The Agency's Right to Reassign
• Reassignment Without Regard to RIF Retention Standing
• Separation After Declining Geographic Reassignment
• Qualifications and Reassignment
• Relocation Expense Allowances
• Additional Information from the Agency
• Additional Information from OPM

1. Learning About Reassignment

The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position.

This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union representatives, and others will have an overview of both the agency's and employees' rights in a reassignment situation.

The appropriate human resource office (HRO) in the agency can provide additional information on specific questions relating to reassignment policies, options, and entitlements.

2. Definition of Reassignment

The regulations published in section 335.102 of title 5, Code of Federal Regulations (5 CFR 335.102) cover reassignment of competitive service employees, while the regulations published in section 302.102(a) (5 CFR 302.102(a)) cover reassignment of excepted service employees.

Section 5 C.F.R. 210.102(b)(12) of the regulations defines reassignment as:

". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion."

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3. The Agency's Right to Reassign

An agency may reassign an employee when:

The agency has a legitimate organizational reason for the reassignment; and

The vacant position is at the same grade, or rate of pay (i.e., if the movement is between pay systems such as from a General Schedule position to a Federal Wage System position), as the employee's present position.

The agency's right to direct reassignment includes the right to reassign an employee from a special rate position to a non-special rate position at the same grade, or to a position with less promotion potential than the present position. (Reassignment to a position with more promotion potential than the present position requires competition under the agency's merit staffing plan.) The position to which the agency reassigns an employee may be located in the same or a different geographic area (e.g., reassignment from Houston to Washington, DC).

4. Reassignment Without Regard to RIF Retention Standing

An agency may reassign an employee without regard to the employee's reduction in force retention standing, including an employee's veterans' preference status. A reassignment to a vacant position at the same grade is not a reduction in force action even if the agency abolishes the employee's former position

At its option, an agency may adopt a policy to select employees for reassignment on the basis of considerations such as retention standing, total service with the agency, length of time in a position or in the organization, etc. Again at its option, an agency may canvass its employees to determine whether an individual employee would prefer reassignment to a specific location, a new organization, and/or to a position with different duties and responsibilities.

5. Separation After Declining Geographic Reassignment

The agency must use the 5 CFR part 752 adverse action regulations when separating an employee who declines a directed reassignment to a position in a different geographic area.

An employee who is removed by adverse action for declining geographic relocation is potentially eligible for most of the benefits that are available to a displaced employee separated by reduction in force (e.g., intra- and interagency hiring priority, severance pay, discontinued service retirement, etc.).

An employee who declines reassignment to a position in the same geographic area as the present position (e.g., from an Atlanta position to a different Atlanta position) is not eligible for any career transition assistance or other benefits.

6. Qualifications and Reassignment

The agency's basic right to reassign an employee is based, in part, on the agency's determination that the employee is qualified for the position to which the employee will be reassigned.

An agency may also reassign an employee to a position if the agency modifies or waives qualifications for the vacant position, consistent with OPM's requirements for these actions.

7. Relocation Expense Allowances

An employee is generally eligible for relocation expense allowances for a directed reassignment that requires relocation to a different geographic area

The General Services Administration (GSA) publishes its Federal Travel Regulation (FTR) in 41 CFR subpart F. The complete FTR and other relocation-related information are available on GSA's website at  www.gsa.gov .

8. Additional Information from the Agency

The agency's human resources office (HRO) can provide both employees and managers with additional information on OPM's reassignment regulations. The HRO can also provide information on potential benefits, such as eligibility for:

• Career transition assistance
• Separation incentives (if available)
• Rehiring selection priority
• Severance pay
• Unemployment compensation
• Relocation allowances.

9. Additional Information from OPM

OPM provides additional restructuring information on the OPM website at  www.opm.gov .

Reassignment

Reassignment clause samples

(d) Notwithstanding the foregoing, the Transferor may, for administrative convenience, remove from the Account Schedule Accounts for which the financing has been terminated and that have an outstanding balance of zero without delivering a Redesignation Notice, Additional Account Schedule or a Reassignment . The Transferor (or the Servicer) will reflect such removals on each Account Schedule delivered pursuant to Section2.1(d).

12/30/2020 (GMF Wholesale Receivables LLC)

Table of Contents account the effects of the Reassignment ) using years ended December31, 2020 through December31, 2024, based on financial projections prepared by DouYu’s management, which are described in this proxy statement/prospectus in the section titled “Special Factors—Certain Financial Forecasts” beginning on page 90. Citigroup then calculated a range of terminal value of DouYu (after taking into account the effects of the Reassignment ) at the conclusion of the projection period ending 2024 by applying a range of multiples from 10.0x to 12.2x to the projected EBITDA of DouYu (after taking into account the effects of the Reassignment ) in the terminal year, based on financial projections prepared by DouYu’s management. The range of multiples was selected based on the 2021E Firm Value/Adjusted EBITDA multiples of the selected companies. The present value of such cash flows and terminal values were then calculated assuming a valuation date of September30, 2020, and using discount rates ranging from 11.0% to 12.8% based on Citigroup’s professional judgment and experience, to reflect the weighted average costs of capital, referred to as the WACC, of DouYu. The calculation of the present value of the projected unlevered, after tax free cash flows and the range of terminal values indicated an estimated firm value for DouYu of $3,885million to $4,784million. Based on this estimated firm value range, Citigroup estimated the range of implied adjusted equity value of DouYu to be $4,610million to $5,510million by adding the cash and cash equivalents and long-term investments of DouYu and subtracting non-controlling interests in companies consolidated by DouYu, the DouYu Closing Dividend and the consideration for the Reassignment . Based on the foregoing, the discounted cash flow analysis indicated an implied adjusted equity value reference range of $138.2 to $165.1 per DouYu Share (calculated on a fully diluted basis).

11/10/2020 (HUYA Inc.)

Section2.1 Closing of the Reassignment . Subject to the satisfaction of the conditions set forth in ArticleVIII or the waiver thereof in accordance with the terms of this Agreement, unless otherwise mutually agreed in writing between the Parties, the closing of the Reassignment (the “Closing”) will take place electronically substantially concurrently with the closing of the Merger, or in the event the condition provided in Section8.1(a) is waived by Tencent and DouYu, on the third (3rd) Business Date after all other conditions set forth in ArticleVIII have been satisfied or waived in accordance with the terms of this Agreement, or such other date as may be otherwise agreed by the Parties. The date on which the Closing actually takes place is referred to in this Agreement as the “Closing Date”.

Table of Contents regulatory or accounting advisors. We are financial advisors only and have relied upon, without independent verification, the assessment of DouYu, Huya and the Acquired Business and their legal, tax, regulatory and accounting advisors with respect to legal, tax, regulatory or accounting matters. We have also not made any assessment with regard to the holding or organizational structure of DouYu, Huya or the Acquired Business, including their validity or risks. We express no opinion with respect to the fairness of the amount or nature of the compensation to any officers, directors or employees of any party to the Merger Agreement, or any class of such persons, relative to the consideration to be received by the holders of the Ordinary Shares and the DouYu ADSs in the Merger or otherwise or with respect to the underlying decision by DouYu to engage in the Merger or the Reassignment . We have not been requested to make, and have not made, any independent valuation or appraisal of the assets or liabilities (contingent or otherwise) of DouYu, Huya or the Acquired Business, or concerning the solvency or fair value of DouYu, Huya or the Acquired Business, nor have we been furnished with any such valuations or appraisals. Our opinion is necessarily based on financial, economic, monetary, market and other conditions as in effect on, and the information made available to us as of, the date hereof. Events or circumstances occurring after the date hereof may affect this opinion and the assumptions used in preparing it, and we do not assume any obligation to update, revise or reaffirm this opinion.

5.Amendment of the Agreement. The Agreement is hereby amended to provide that all references therein to “this Agreement” and “herein” shall be deemed from and after the Removal Date to be a dual reference to the Agreement as supplemented by this Reassignment . Except as expressly amended hereby, all of the representations, warranties, terms and covenants and conditions of the Agreement shall remain unamended and shall continue to be and shall remain in full force and effect in accordance with its terms.

05/04/2018 (Synchrony Card Funding, LLC)

Section 6.Ratification of Agreement. The Agreement is hereby amended to provide that all references therein to the “Second Amended and Restated Transfer and Servicing Agreement,” to “this Agreement” and “herein” shall be deemed from and after the Removal Date to be a reference to the Second Amended and Restated Transfer and Servicing Agreement as supplemented by this Reassignment . As supplemented by this Reassignment , the Agreement is in all respects ratified and confirmed and the Agreement as so supplemented by this Reassignment shall be read, taken and construed as one and the same instrument.

06/17/2016 (First National Master Note Trust)

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Reassignment

On this page, introduction.

Reassignment to a vacant position is expressly identified as a form of reasonable accommodation in part 1630 of the title I regulations of the Americans with Disabilities Act (ADA), and also in the Equal Employment Opportunity Commission (EEOC) formal enforcement guidance on Reasonable Accommodation and Undue Hardship Under the ADA . According to the EEOC, this type of reasonable accommodation is to be provided to an employee who, because of a disability, can no longer perform the essential functions of their current position, with or without reasonable accommodation, or when both the employer and the employee voluntarily agree that reassignment is preferable to remaining in the current position with reasonable accommodation. Of course, under both circumstances, this accommodation is only required in the absence of undue hardship.

As part of the interactive process of exploring accommodations, reassignment is often considered when:

• An employee can no longer perform the essential functions of their current position, with or without accommodation
• An alternative position is a more effective solution for retaining a qualified employee, in light of their limitations and ability to perform essential functions, with or without accommodation
• An employee is on a leave of absence and the employer cannot hold the employee’s position open during the entire leave period without incurring undue hardship, and when there is a vacant position to which the employee can be reassigned to continue the leave
• The location where work is performed causes a work-related barrier due to limitations affecting an employee’s commute, or access to specialized healthcare

The duty to consider reassignment as a form of reasonable accommodation under the ADA is essentially well-defined, but still, questions arise about the level of responsibility employers have when exploring this type of accommodation. For example, questions related to whose responsibility it is to search for vacant positions; the duration of time the search should take; and to what extent the search should include vacancies outside of the employee’s department, location, etc. The following information addresses these and many other questions related to reassignment and the ADA. For more information on this topic, or other ADA or accommodation issues,  contact JAN .

Questions and Answers

Are applicants or probationary employees entitled to reassignment as an accommodation.

Per the ADA regulations, reassignment is not available to job applicants as an accommodation because an applicant must be qualified for, and be able to perform the essential functions of, the position for which they seek to be hired. If an applicant is not qualified, there is no duty for an employer to consider assigning the individual to a different job.

Once hired, during the early probationary period of employment, individuals with disabilities are entitled to reasonable accommodation, which can include reassignment. According to the EEOC, a key factor in determining if a probationary employee is eligible for reassignment is whether the employee adequately performed the essential functions of the probationary position, with or without reasonable accommodation, before the need for a reassignment became apparent. If not, then the probationary employee is not entitled to reassignment. This is because the employee was not qualified for the original position.

Is there a duty to create a vacant position, by either creating a new job or bumping another employee from a job, in order to reassign an employee as an accommodation?

No. When reassigning an employee as an accommodation, there is no duty to create a vacant position. Reassignment is to a position that is vacant when the need for accommodation becomes apparent, or that will become vacant in a reasonable amount of time. A vacant position can be one that is unoccupied and posted, or not posted but the employer is aware it is, or will be, available.

Is an employee who is being reassigned as an accommodation required to compete for a vacant position?

According to the EEOC, provided the employee is qualified for the vacant position, reassignment means that the employee is given the vacant position; there is no requirement to compete for the position. An employee can be required to compete for any vacant position that would constitute a promotion. Promotion is not required as reasonable accommodation under the ADA.

Contrary to EEOC’s interpretation of reassignment as an accommodation under the ADA, some United States courts (e.g., 6th, 8th, and 11th Circuits) have ruled that employers are not required to give employees with disabilities “preferential treatment” when considering reassignment as an accommodation. Employers may find it useful to seek-out relevant court rulings in their geographical area to learn more about reassignment.

Who is responsible for searching for vacant positions, the employer or the employee, and how long should the search take?

From a practical stand-point, the employer will generally be in the best position to know about available positions, and positions that may become vacant in a reasonable period of time. According to the EEOC, the employer is thus obligated to inform an employee about available vacancies. However, both parties can and should engage in the search for available positions.

The search for vacancies should proceed as expeditiously as possible, but the duration of the process will vary based on the circumstances (e.g., size of the employer and number of vacancies to review). The ADA imposes no required duration to search for vacant positions when exploring reassignment as an accommodation. Some employers search for vacancies for thirty or sixty days. This is not an ADA requirement, but rather, an employer policy or practice.

When no vacant position is available at the time the employee requests reassignment, but the employer knows an equivalent position for which the individual is qualified will become vacant in a reasonable period of time, the EEOC says the employer should reassign the individual to the position when it becomes available.

Does the ADA limit the obligation to offer reassignment as an accommodation only to positions within the employee’s particular department or worksite location?

No language exists within the ADA to limit the obligation to reassign only to positions within an office, branch, agency, etc. This means that private employers may cast a wide net to find vacancies outside of the employee’s current location, when applicable. It is possible that the only position that exists may be located in a different geographical area that will require the employee to relocate. When this is the case, the employee may be required to pay relocation expenses, unless the employer routinely pays such expenses for employees who voluntarily transfer.

When reassigning an employee as an accommodation under Section 501 of the Rehabilitation Act, a federal employer is not obligated to look federal government-wide, but must look at vacancies within its department (e.g., all agencies within the U.S. Department of Labor, etc.), absent undue hardship. The federal employer must search for available vacancies throughout the department. The employee does not have the burden of identifying open positions without the employer's assistance.

Must the employee be reassigned to an equivalent position?

Yes, if an equivalent vacancy exists. When implementing reassignment as an accommodation, an employee should be placed in an equivalent position, in terms of pay, status, benefits, etc., so long as the employee is qualified for the position. There is no duty to assist the individual to become qualified. For example, if the position requires a special license, the individual must possess the license to be qualified.

When there is no equivalent vacancy for which the employee is qualified, the employee may be reassigned to a vacant lower level position in an effort to maintain employment. The employee’s original rate of pay is not required to be maintained in the lower level position, unless the employer routinely transfers employees without disabilities to lower level positions and maintains their original pay.

If the only vacancy is perhaps a demotion involving a pay cut, or is located in another state, can the employee refuse reassignment as an accommodation?

We know that employers cannot force employees to accept any reasonable accommodation against their will, including a reassignment. The EEOC has informally explained that an employee can turn down a proffered vacancy for any reason, but if an employee turns down a valid accommodation offer, the employer's reasonable accommodation obligation ends once the offer is made. What this means is, assuming there are no other vacancies, and the demotion or a position in a different geographical location are closest to the employee's current position in terms of pay, status, etc., then the employer is offering a valid accommodation under the ADA. If the employee chooses to refuse the reassignment offer, the result could be termination if the employee is unable to perform their current job duties. The employer is under no obligation to keep looking until a vacancy occurs in a job that the employee prefers, but can.

Must an employee be reassigned if it will violate a seniority system?

The EEOC and some courts seem to agree that it will generally be “unreasonable” to modify a seniority system or violate seniority rules, whether collectively-bargained or not, to reassign an employee with a disability as an accommodation under the ADA. This is understood to apply in situations where there are expectations of consistent, uniform treatment under the seniority system. However, when special circumstances exist – where employers retain the right to make exceptions to a seniority system – then an employer may need to consider bypassing the seniority system in order to reassign a qualified employee as a reasonable accommodation.

Must an employee whose disability is exacerbated by conflicts with a supervisor or co-worker be reassigned as an accommodation?

Informally, the EEOC has shared the opinion that employers probably do not have to reassign an employee because the employee's disability is exacerbated by a bad working relationship with a supervisor or coworker. However, the answer could be different in limited situations where egregious behavior on the part of a supervisor or coworker is shown to have an effect on an employee’s disability. The facts of the situation, such as evidence of harassing behavior, could lead to a responsibility to separate coworkers or to change an employee’s supervisor through reassignment. Of course, there is a difference between the effects of a bad working relationship, because individuals are simply unable to get along, versus being on the receiving end of harassing behavior.

Another limited situation may be one where an employee is only having problems with one supervisor, perhaps due to the supervisor’s appearance triggering PTSD symptoms because the supervisor resembles someone who assaulted the employee. Accommodations like changing supervisory methods will not work in this situation and so reassigning the employee to a job with a different supervisor may need to be considered. The nature of PTSD means that another supervisor most likely will not trigger the same response in the employee. This distinguishes the situation from other situations where the bad relationship with the supervisor is the issue.

Must an employer consider reassigning an employee to a position in a different location so the employee can receive medical treatment?

The EEOC has not clearly addressed this issue. An argument can be made that the employee's need for reassignment is not because the disability prevents the individual from performing the duties of the current job, but rather, the employee is seeking medical treatment elsewhere. In other words, treatment could be obtained closer to home and the employee is choosing to move elsewhere, which does not trigger an obligation for an employer to make a reassignment. Reassignment for medical treatment might be required in a situation where treatment facilities are limited and adequate treatment does not exist in the employee’s current location. Of course, an employer is not precluded from considering a request for reassignment to enable an employee to obtain medical care elsewhere.

Is there an obligation under the ADA to consider reassigning an employee who is on extended leave to a vacant position when it poses an undue hardship to hold the employee’s position?

According to the EEOC, in the event that holding an employee’s position for an extended period of time creates an undue hardship on the employer, the employer should consider whether it has a vacant, equivalent position to which the employee can be reassigned for the duration of the leave period. When the employee is ready to return to work, the employee will then return to the new position.

Situations and Solutions:

The following situations and solutions are real-life examples of accommodations that were made by JAN customers. Because accommodations are made on a case-by-case basis, these examples may not be effective for every workplace but give you an idea about the types of accommodations that are possible.

Due to having a seizure, an automotive parts delivery driver could not operate a motor vehicle for six months.

He was unable to drive to deliver parts during this time, which was an essential function. The employee had extensive knowledge of automotive parts, and the business had a vacant parts stocking position available. The employer permanently reassigned the employee to that position.

A retail sales customer service representative developed dysphonia.

She experienced chronic hoarseness and required significant effort to speak, which limited her ability to effectively communicate with customers over the telephone for any period of time. The online retailer offered customer service by telephone, email, and live chat. Technology was explored to enable the employee to use a text to voice solution to communicate, but because there was a vacant equivalent position that only required chat and e-mail communication with customers, reassignment was chosen as an effective accommodation.

A nursing aid for a healthcare facility could no longer lift patients.

The employee requested to be reassigned to an alternative position. There were no available positions at the time of the request, but the employer was aware that a patient greeter position would be vacant in three weeks. The employee was excused from duties that required lifting patients for the temporary three week period, and then was reassigned to the greeter position.

An assembly line worker with diabetes had neuropathy in his feet that was affecting his ability to stand for long periods of time.

The employee’s position required constant standing and moving. He tried taking breaks when possible, and had anti-fatigue matting, but the situation did not improve. A position became available on a different part of the assembly line that did not require constant standing and allowed sitting most of the time. The employee was reassigned to this position.

An employee working for an insurance company had been working successfully for nine months when she was in a severe motor vehicle accident.

After the accident, she was restricted from driving further than five miles for at least six months due to a severe shoulder injury and PTSD that resulted from the accident. She was able to return to work and perform the essential job duties, but her commute was forty-five miles, one way. The employer had a second location, located within the employee’s driving restriction, where there was a vacant position that was similar to the employee’s original job. The employer reassigned the employee to the position in the closer location.

JAN Publications & Articles regarding Reassignment

Publications.

• Changing a Supervisor as an Accommodation under the ADA
• The Path to Reassignment as an Accommodation
• As the Old Saying Goes…

Events Regarding Reassignment

• Upcoming Events
• Past Recorded Module
• Past In-person Training
• Past Exhibit Booths
• Past Webcast Series Training

Other Information Regarding Reassignment

External links.

• EEOC's Reasonable Accommodation and Undue Hardship Guidance Under the ADA

Organizations

• Job Accommodation Network
• Office of Disability Employment Policy
• U.S. Equal Employment Opportunity Commission

Add Page to MyJAN

• Politics & Government
• National Politics

Louisville Metro Police Chief Jacquelyn Gwinn-Villaroel resigns

Louisville Metro Police Chief Jacquelyn Gwinn-Villaroel has resigned less than two weeks after she was placed on administrative leave for her handling of internal sexual harassment allegations, Mayor Craig Greenberg announced at a news conference Tuesday.

Greenberg said he accepted Gwinn-Villaroel's resignation that morning but declined to say whether he asked her to resign, as well as whether he would have fired her if she had not.

Paul Humphrey, who has been leading the department as acting chief following her suspension, will lead the department as interim chief.

Greenberg said Humphrey "understands that what's needed for this department to move forward is to continue making improvements, to continue fighting crime and to continue to strengthen relationships with the entire community."

There will not be a search for a permanent chief at this time, Greenberg said, adding LMPD's priorities should be more centered around improvement of its anti-sexual harassments policies, its fight against violent crime and its consent decree negotiations with the U.S. Department of Justice.

Gwinn-Villaroel's resignation follows the public release of a recording that seemingly documented her promoting a major in the department — Brian Kuriger — to a senior leadership role less than a minute after fellow major Shannon Lauder said he had "sexually harassed and attacked" her. Greenberg said the investigation into that matter is still ongoing.

What are your thoughts about this? Submit your letter to the editor here.

Since her suspension, two additional LMPD officers, Sgt. Lauren Carby and Officer Christine Silk, have filed lawsuits against Louisville Metro Police, alleging sexual harassment within the department.

Carby filed her lawsuit last week, accusing Lt. Jeff Lauder of propositioning her for sex at a pool party in 2020 with the encouragement of his wife, Maj. Shannon Lauder.

In a separate lawsuit, Silk alleged she was sexually harassed by two male officers, including one, identified by her as her field training officer, Justin LeMon, who she says sent her unwanted photos of his genitals after she rebuffed his romantic advances.

LeMon was placed on administrative reassignment pending an internal affairs investigation earlier this year.

On Tuesday, Greenberg said Shannon and Jeff Lauder were placed on administrative leave alongside Kuriger.

Sara Collins, an attorney representing both Carby and Silk, said she was "pleased to learn initial steps are being taken toward addressing instances of sexual harassment and misconduct within LMPD."

In a statement, Shannon Lauder's attorney Jared Smith said, "it is deeply disheartening to learn of LMPD's decision to suspend my clients. ... Faced with ongoing scrutiny and an urgent need for accountability, it appears LMPD is attempting to muzzle the voice of Shannon Lauder, the very person who dared speak out and shed light on the toxic culture that pervades LMPD."Ryan Nichols, president of the River City Fraternal Order of Police, the union that represents LMPD officers, did not immediately respond to a request.

At Tuesday's press conference, Greenberg also announced "immediate changes to sexual harassment policies and procedures at LMPD" including more clearly defining "sexual harassment," new ways to report sexual harassment and mandatory training.

Addressing current LMPD officers, Greenberg said: "I'm deeply grateful for your public service and appreciate your dedication and professionalism. And I'm sorry that some of your colleagues have made your job more difficult."

Humphrey said the department must undergo a culture transformation.

"We must be better at creating a culture within our police department and our community to hold each other accountable and to improve every single day," he said.

In the recorded meeting with Gwinn-Villaroel, neither Humphrey nor any other officer spoke up after Shannon Lauder made her allegation against Kuriger. As Gwinn-Villaroel called on LMPD leadership and asked if they had an issue working with any other command staff officers, following the accusation, Humphrey said, "I'm good with everybody." In that meeting, Gwinn-Villaroel also told officers to resign if they could not work with other majors.

When asked if he or any other senior officer had an obligation to intervene or say anything in response to the allegation, Greenberg said an investigation into that meeting is still ongoing.

"Based on what I know at this point in time, I'm comfortable with the decision I've made," Greenberg added. "I have confidence in Chief Humphrey, and I think we have dealt with that issue in the appropriate fashion."

The Courier Journal called a number believed to be Gwinn-Villaroel's following the resignation announcement. When a reporter asked to speak with the former chief, the person who answered hung up.

Gwinn-Villaroel was named LMPD’s permanent chief last July after a secretive search by the Greenberg administration, which refused to identify finalists for the job and required the panel interviewing candidates to sign non-disclosure agreements . 

Once in the job, Gwinn-Villaroel faced controversy.

In January, The Courier Journal reported she had been suspended by Atlanta’s police department for lying and illicitly attempting to access files related to a narcotics investigation targeting a relative. 

That revelation came shortly after the chief faced criticism in Louisville for false testimony at a civil trial last November. At that trial, she testified that she was not wearing a body camera at the scene of a fatal crash that followed an LMPD chase. However, an attorney representing plaintiffs suing the city showed a still image from another officer’s body camera that showed she was wearing one that day.

On Tuesday, Greenberg said Louisville Metro Government will be paying Gwinn-Villaroel "four months of pay pursuant to a contract to assist with some transition issues and to be available [if needed]."

Reach reporter Eleanor McCrary at [email protected] or at @ellie_mccrary on X, formerly known as Twitter.