Labor Relations and Functional Mobility Quiz

The ability of an employer to assign different tasks to an employee, even if it wasn't part of the original job description.

A change in tasks within the same professional group. The employer holds the right to make these decisions unilaterally, but must respect the employee's dignity.

A change in tasks that involves moving to a different professional group. It can be either ascending (to a higher level) or descending (to a lower level).

Changes made to an employee's tasks that are temporary and don't affect the core elements of the job contract.

The right of the employer to make decisions regarding changes in an employee's tasks.

Limits on functional mobility imposed by external factors, such as legal requirements or industry standards.

Legal frameworks that define the tasks and responsibilities associated with a specific professional group.

Changes in tasks that require communication with worker representatives and justification based on technical or organizational reasons.

Decisions regarding functional mobility made by employers based on business needs and justified by technical or organizational reasons.

Limits on functional mobility that are defined by employment contracts and are subject to negotiation between the employer and employee, within legal boundaries.

A type of functional mobility where a worker is assigned to a job with higher responsibilities and pay, typically after a certain period of time.

A type of functional mobility where a worker is assigned to a job with lower responsibilities and pay. The time limit is flexible.

The place where an employee is expected to perform their work. It can be a physical location (office, factory) or a more dynamic location (sales representative traveling to different customer locations).

A type of functional mobility that involves a change in the workplace, which might lead to a change in address for the employee.

A type of geographic mobility that involves moving an employee to a different workplace within the same company, potentially requiring a change of residence.

Reasons that can justify a transfer, such as economic, technical, organizational, or production needs.

The employee's right to compensation for the impact of a transfer on their daily life, such as relocation costs or time spent commuting.

The legal decision that clarifies the requirements for a transfer to be considered justifiable based on distance, travel time, or cost of living.

When an employer makes significant changes to working conditions, such as altering the work schedule, pay structure, or job responsibilities, it's considered a substantial modification. These changes must be justified by legitimate business reasons and can be made individually to specific employees or collectively across a group.

A type of substantial modification where the change primarily affects aspects like the employee's work hours, distribution of working time, and shift schedules. Think of how the employee's day-to-day schedule is potentially altered.

Substantial modifications can also affect how an employee is paid, including their salary amount or the entire system used for calculating their pay. For example, a change from hourly wages to a salary-based system would qualify.

If an employee rejects a proposed substantial modification, they have the right to terminate their contract. However, in this scenario, they receive a severance package equivalent to 20 days of salary for each year worked, up to a maximum of 9 months' worth of salary. This ensures some financial security for the employee.

When an employer modifies working conditions that are beyond the normal scope of functional mobility, such as changes to the working day, work schedule, or compensation, these modifications are considered substantial. They require specific justification and legal procedures.

A transfer of an employee to a different workplace within the same company, with no change in the core elements of their job, like tasks or responsibilities.

A permanent change in workplace, work tasks, and residence location for an employee. Typically involves relocation to a different city or region.

The time period where employee representatives and the company discuss a proposed transfer, lasting 15 days.

The legal right of employee representatives to challenge a transfer in court if they disagree with the company's decision.

A transfer affecting a small number of employees within a company. The threshold varies based on company size.

A transfer affecting a significant portion of a company's workforce, usually more than 5 employees.

The right of employees (particularly those facing risks like gender violence or disability) to maintain their jobs if a transfer occurs.

The legal framework for determining the minimum distance that qualifies a job change as a displacement.

A potential consequence of an employee disagreeing with a transfer, leading to a legal dispute between the employee and the company.

An employee transfer must last at least 12 months within a 3 year period to not be considered a displacement, otherwise it's considered a temporary change.