employee reassignment meaning

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

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Employee reassignment is a common method businesses use to strengthen productivity gaps or diffuse potential personnel conflicts. Small business management may move employees laterally to increase a worker's skills and create a more flexible team. Employees may seek reassignment if their current department has no opportunities for advancement. Reassignment doesn't require additional training, but many companies have a specific protocol they follow. Add this type of employee management to your arsenal and you'll have a creative, new way to manage your workforce.

Review the employee's resume to verify that he qualifies for reassignment. Reassignment should not require significant additional training or experience. If the resume doesn't include current education or experience, request an updated resume from the employee.

Meet with the employee's direct supervisor to discuss your decision to reassign a worker. Listen to the supervisor's concerns and allow him to ask questions. If the reassignment is at the employee's request, tell the supervisor, if he isn't already aware.

Tell the employee about your decision to reassign him. Explain why you've chosen this move and briefly relate what the changes mean. Give the employee a specific transfer date. This may be from seven days to a month.

Ask the supervisor to sign a "request for personnel action" and submit the signed document to human resources. This document may also require your signature. Allow the human resources department to process the request, verifying that all the position's requirements are met. Wait for approval before beginning the transfer.

Ask to meet with the employee's new supervisor. Explain why you've chosen to transfer the employee and what you hope to gain from the move. Give the new supervisor the date for the move so he may have time to prepare system access for the employee.

• National Oceanic & Atmospheric Administration: How Do I Reassign Employees
• California State University-Fresno: Process for Reassigning Permanent Employees
• "Entrepreneur": Awkward!; Chris Penttilla; March 2009
• You may have to involve the IT department in your reassignment meetings. This will be necessary if your small business limits employee computer access to specific departments.
• Some employees may be resistant to this type of change. Be prepared to overcome objections before meeting with the worker targeted for reassignment.

As a former senior sales director with Mary Kay and the co-owner of a renovation company, Monica Patrick has firsthand knowledge of small business operations. Besides start ups, she has extensive skills in recruiting, selling, leadership, makeup artistry and skin care.

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Companies are shuffling people around more than they were a year ago. Here's how to know what your reassignment really means.

• Companies have been moving employees around internally more frequently, per LinkedIn data.
• Some people may be moved because of promotions, others because their jobs have been cut.
• Experts say a reassignment is often a good sign and may mean a company wants to keep you.

Shuffling employees between projects, teams, and managers is becoming more common these days. 

"Reassigning is definitely a huge part of the dynamic right now," Andy Challenger, a senior vice president at the outplacement firm Challenger, Gray & Christmas, said in a recent story in The Wall Street Journal that suggested organizations might be reassigning workers instead of conducting layoffs in a workplace trend called " quiet cutting ."

A recent report from Challenger, Gray & Christmas found that companies announced 42% fewer job cuts in July than in June and 8% fewer cuts than July last year.

Challenger told Insider that over the past few years, companies focused on reassigning workers internally because it was hard to find replacements amid the labor shortage. Now, companies are reassigning tasks or positions so they don't have to hire new employees or lay off current employees while still being able to meet demand, Challenger said.

"The labor market is cooling , but I think because they've built up that ability to reassign people now they're able to use that maybe in ways they haven't always been able to, where in the past they would've just cut jobs," Challenger said.

Research from LinkedIn analyzing global member data across 19 industries showed that internal mobility rates increased between February 2022 and February this year in many industries. In LinkedIn's report, internal mobility included both promotions and lateral moves within a company.

The increase in internal mobility comes as overall layoff rates have remained low over the past few months despite some high-profile companies laying off workers . 

Reassignment by itself isn't a red flag

Being reassigned could actually be a good sign that a company wants to keep you even if your position is no longer needed.

"It's usually a company saying, 'Hey, we don't have this role anymore, but we want to keep you,'" Challenger told Insider. "'We want to find a place for you in the organization.'"

In some cases, it could be the result of companies reorienting their priorities and filling jobs that will be key to future plans while pulling back on roles related to prior strategies.

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"Just the act of reassignment does not signal that a company wants you gone," Julia Pollak, the chief economist at ZipRecruiter, told Insider. "Companies are constantly leaning into certain business functions and units that are doing best, that are most profitable, and winding down efforts that are past their time or that are not succeeding well."

"The immediate economic incentive for the company is to close your unit and get rid of your job, and instead they want to make an effort to slot you in where you might be happy in an effort to retain you," Pollak said.

It's still worth evaluating whether a role fits with your long-term goals

Even if a company reassigns you to a role where it sees business potential, it's worth considering how that role really matches up with your own interests — or fits into your long-term career goals.

Sometimes a "less attractive" assignment comes simply because a company needs someone to take on that job, Pollak said, "but usually in that case they try to counteract the effect on attrition by offering you something in the future."

Yolanda M. Owens, a career coach who works with platforms like the Muse, told Insider by email that companies can also use reassignments to keep the power dynamics in their favor. Reassignments can eliminate a worker's sense of agency over their career trajectory — and their salary — she said. 

"While you may be reassigned, you may be getting a job with more responsibility and no raise. Or worse, be demoted in title, pay grade, and sense of worth," she said over email. "It's a game of power, not productivity."

More often than not, it'll be obvious

"If you're getting a really bad assignment and you're not being offered a promise of some reward for it down the line, that may be a nudge," Pollak said.

If you're afraid that you are going to be reassigned, there are signs you can look for — and they may look like signs of a layoff, Challenger said.

"You're being excluded from things that you might otherwise have been a part of," he said, or perhaps you're being cut from meetings you used to attend. 

Pollak said a common sign that a worker is quietly being pushed out is a change in the tone of one-on-one meetings with your manager. She said blunt feedback about how someone is doing, such as not meeting expectations, "is there either in the hopes that you change and improve and become a superstar or that you understand that this isn't a great fit for the other side."

"Many people in those kinds of situations do leave for their own pride and enjoyment of work," Pollak said. "It doesn't feel good to be in a job where one isn't appreciated."

Has your job been eliminated and you have been reassigned to a new role? Have you experienced being pushed out of your company? Reach out to these reporters to share your experience for a story at [email protected] and [email protected] .

Watch: How tech layoffs could affect the economy

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5 Ways to Manage a Job Reassignment

Instead of laying people off, organizations are increasingly giving them new job assignments. How to manage what can be a jarring professional change.

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U.S. companies announced 42% fewer layoffs in July than in June, and 8% fewer cuts than in July of 2022. The underlying reason is unexpected, however: while companies are continuing to eliminate jobs, they’re often reassigning workers to new roles instead of laying them off. Experts believe this trend could continue.

“Chances are, these are the types of changes we can expect to see over time, whether it’s due to new technology, like AI, or economic trends,” says Korn Ferry Advance coach Frances Weir .

While it can be difficult for employees to suddenly step into a new role and work with a new manager and team, experts say reassignment can have an upside. It offers employees an opportunity to learn new skills and bolster their résumé. For instance, if you’re moved onto a team that is underresourced and needs help, there’s an opportunity for you to make notable contributions that could earn you recognition, says Mark Royal , a senior client partner for Korn Ferry Advisory.

Since a reassignment can potentially be advantageous, it’s worth considering what steps to take to help you adjust. Here are five ways to adapt to a job reassignment.

Manage your emotions.

Reassignments are often unexpected, so it’s important to take a step back from your emotions. It’s normal to feel surprise, anger, or a loss of control, Royal says. But making an immediate, emotional decision—like quitting immediately—could wind up being detrimental to your long-term career.

Be diplomatic with your manager and get ready for the new assignment. At the same time, do some self-reflection. “Understand why you feel this way, and know that if you choose to stay, it doesn’t have to be forever,” Weir says.

Treat it like a new job.

As with any new position, making a good impression during your first 90 days is important, says Alyson Federico, a career coach at Korn Ferry Advance. “No matter how familiar you already are with the team or your new manager, don’t make assumptions that you know what’s going on or what you’re supposed to do,” she says.

Remember that your relationship with these colleagues will evolve. Ask questions to understand expectations about deliverables and responsibilities, how the team communicates, and how you fit into the group, Federico says. Make sure you have a clear sense of how your new team defines success.

Determine the reassignment’s length.

“Is this an open-ended shift, or has it been presented as a short-term assignment with some expectation of other opportunities down the road?” Royal says.

Ask your manager whether there will be a probationary period. Determine how much grace you will get before you’re expected to be a full contributor. Ask if there’s an onboarding process to help you get up to speed.

Stay optimistic.

Your new role and new department might provide an opportunity to build additional skills for your résumé and provide future career options. “You might stumble into something you’re really good at that you were previously unaware of, or perhaps land on a team you really enjoy working with, or discover a new career interest,” says Tiffinee Swanson , a Korn Ferry Advance career coach.

Remind yourself that even though your old role was eliminated, your company decided to keep you. That is a strong signal that your organization values you and your work, Royal says.

Consider the role’s fit.

Even if the role seems to be a poor fit for your skills, you might consider staying if you can see a career path within the company where the fit might be better, Royal says.

Give it some time, experts say. However, if it continues to be a struggle, it’s OK to leave, especially if you have another job offer, you’re offered a severance package, or you’re burned out and don’t have energy to make a change to a reassigned role.

“The best insurance against job loss, or ending up in a position you don’t like, is consistent networking, keeping your résumé and LinkedIn profile up-to-date, and staying abreast of trends in your industry,” says Val Olson , a career coach at Korn Ferry Advance. 

For more expert career advice, connect with a career coach at  Korn Ferry Advance .

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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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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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Is reassignment a “reasonable accommodation” and why is it called the last resort?

An employee may request a particular accommodation, but the agency is not required to provide that specific accommodation, as long as the accommodation it does provide is effective. Similarly, an employee may not reject an accommodation that is reasonable. Federal employees can file an EEO complaint claiming a failure of accommodation. It is worth remembering that the EEOC cares only whether the employee was offered a reasonable accommodation: if not, the Agency may be liable. If the Agency did offer reasonable accommodation and the employee declined it, however, the employee is likely to lose.

The goal of reasonable accommodation is to enable the employee to perform his or her essential duties. If there is no accommodation that will achieve this goal, the Agency is required to consider reassignment. Reassignment is referred to as the accommodation of last resort because an agency is only required to offer it after considering all other possible accommodations and determining that none would be effective. Because the agency is in the best position to know which jobs are vacant, it is obligated to inform the employee about vacancies for which he or she may be eligible for reassignment. Additionally, the employee must be qualified, in other words, have the qualifications and experience to perform the duties of the reassigned position with or without accommodation.

Questions about reassignment, those offered and those not offered, pose particular legal problems for employees and agencies alike. A review of EEOC decisions from the past couple years discloses what the Commission considers important in cases involving reassignment. Federal sector employees and their attorneys should keep these factual scenarios in mind when defining claims and conducting discovery.

Because reassignment is the accommodation of last resort, the Agency must first consider if any other accommodation would allow the employee to perform his or her current job. In Hertha W. v. Dep’t of Veterans Affairs , EEOC Appeal No. 0120162648, 2018 WL 1181115 (Feb. 22, 2018), the Agency eventually reassigned the complainant, a medical technician with severe hearing loss in both ears, to a position which did not require her to assist in surgeries. Before the Agency reassigned her, however, it tested an assistive listening device (ALD) in the surgical lab, and determined that the complainant missed about half of the instructions she was given through the ALD. The complainant was displeased with the ultimate transfer to a lower grade position, but the EEOC held that, because the tests showed the ALD was not an effective accommodation, the agency properly considered reassignment as a reasonable accommodation of last resort.

When an agency reassigns an employee, it must make sure the reassignment is to a position which the employee is qualified to perform with or without accommodation. The reassignment may be to a position with lower pay, but only if there are no equivalent vacant funded positions to which the employee could have been reassigned. In Victor S. v. USPS , EEOC Appeal No. 0120160739 (Oct. 18, 2017), the agency reassigned a full-time mail processing clerk with degenerative joint disease to a city carrier position after his facility closed. When he submitted medical documentation regarding his limits on lifting and walking, the agency instead offered him a part-time sales position at a location 48 miles away. Since the offered part-time position was not equivalent to the complainant’s clerk position — in pay or status — and because the record showed that there was at least one clerk position at a closer facility to which the agency could have reassigned the complainant, the EEOC held that the agency did not satisfy the its Rehabilitation Act obligations.

Finally, while reassignment is a reasonable accommodation, “in most circumstances,” a change of supervisor is not. See Mitchell v. Labor , Appeal No. 01201005552012, slip op. at *5 (February 9, 2012). The EEOC rarely approves a change in supervisor as an accommodation. In Davina W. v. Dep’t of Treasury , EEOC Appeal No. 0120160978 (June 29, 2018), the complainant suffered from anxiety that was exacerbated by her interactions with her supervisor. She informed the agency of her condition and asked to be reassigned. The EEOC determined that her request for reassignment was essentially a request to change her supervisor, and that agencies are not required to provide a different supervisor as a type of accommodation. According to the EEOC, because the agency was not obligated to provide the complainant with a reassignment away from her supervisor, the agency did not err in denying her requests for reassignment.

If you believe you are entitled to accommodation of a disability that may require reassignment, you should seek legal from a law firm such as Kalijarvi, Chuzi, Newman & Fitch, P.C.

This blog is provided to our readers for informational purposes only. It is not offered as legal advice. Communication of information through this blog does not create an attorney-client relationship. You should not rely upon information contained in this blog without first seeking professional legal advice. Attorneys at KCNF practice wage and hour law and have recovered tens of millions of dollars in unpaid work on behalf of employees. If you would like a telephone screening or consultation with a KCNF attorney, you are welcome to call 202-331-9260 to begin our intake process, or submit your legal issue at kcnfdc.com/contact .

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Reassignment

What is reassignment.

Reassignment refers to the process of moving an employee to a different position or role within the same organization. This can be a lateral move to a role of similar status and pay or a vertical move to a higher position. Reassignments can occur for various reasons, including organizational restructuring, employee skill development, or to address personal or performance-related issues.

Key Features of Reassignment

• Flexibility in Roles : Allows employees and organizations to adapt to changing needs and opportunities within the company.
• Skill Utilization and Development : Enables employees to apply their skills in new contexts or develop new skills.
• Retention Strategy : Can be used as a tool to retain valuable employees by offering them new challenges or fitting roles.
• Performance Management : May be part of a strategy to improve or realign employee performance.

How Does Reassignment Work?

• Identification of Need : Recognizing the need for reassignment, either initiated by the employee or identified by management.
• Evaluation : Assessing the suitability of the employee for the new role, considering skills, experience, and performance.
• Discussion and Agreement : Discussing the potential reassignment with the employee, including expectations, responsibilities, and impact on salary or benefits.
• Implementation : Officially transferring the employee to the new role, which may include training or a transition period.

Best Practices for Managing Reassignment

• Transparent Communication : Maintain open and honest communication with the employee about the reasons for and expectations of the reassignment.
• Support and Training : Provide necessary support and training to ensure a smooth transition and successful adaptation to the new role.
• Monitor and Evaluate : Follow up with the employee after the reassignment to assess adaptation to the new role and address any challenges.
• Fair Process : Ensure the reassignment process is fair and consistent, respecting the employee’s career goals and the organization’s needs.

Can an employee refuse a reassignment?

Depending on the employment agreement and local laws, employees may have the right to refuse a reassignment, especially if it significantly alters their role, status, or compensation.

How is reassignment different from a promotion?

A promotion involves moving to a higher-level position, usually with increased responsibilities and pay. Reassignment can be lateral or vertical and may not always include a pay increase.

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Is a job duty reassignment considered an adverse employment action.

Employers occasionally find themselves in a situation where they must reassign an employee to a different shift or a different duty assignment due to staffing needs or some other legitimate business reason.  Although the reassignment is usually lawful when it can be supported by legitimate business reasons, a disgruntled employee may claim that the reassignment is a discriminatory/unlawful adverse employment action.  This then leads to the question: when does an employee’s reassignment become an “adverse employment action” under the law?  The United States District Court for the District of New Jersey recently analyzed this question in Betts v. Summit Oaks Hospital , No. 14-06357, 2017 U.S. Dist. LEXIS 3535 (D.N.J. January 10, 2017).  The Court ultimately found that without evidence that the job reassignment had a tangible impact on the employee’s employment, the employee was unable to show that she suffered an adverse employment action.

Facts of the Case:

Defendant Summit Oaks Hospital (the “Hospital”) hired Willie Kay Betts (“Betts”) as a full-time nurse in November 2011. Betts was primarily assigned to the rehabilitation unit within the hospital but she was, at times, assigned to the detoxification unit. The Hospital regularly requires its employees to temporarily staff different units due to its varying staffing needs.

According to Betts, she was assigned to the detoxification unit in the hospital for the greater part of 2012.  Betts was not transferred to the detoxification unit, but she claims that she was staffed exclusively there until late 2012 or early 2013.  Betts also alleges that she was assigned to the detoxification unit more often than other nurses because of her race and color.  Betts resigned from her position with the Hospital in August 2015.

Betts filed a charge of discrimination against the Hospital with the New Jersey Division on Civil Rights and the Equal Employment Opportunity Commission (“EEOC”).  The EEOC conducted an investigation and issued a right to sue letter, detailing the EEOC’s determination that the Hospital had discriminated against Betts.  The EEOC declined to file suit against the Hospital and advised Betts of her right to file a private lawsuit.  Betts filed a lawsuit in United States District Court for the District of New Jersey, claiming that she was discriminated against on the basis of her race and color in violation of Title VII because she was assigned to the detoxification unit more often than Caucasian nurses were assigned there.

The Hospital filed for summary judgment. It argued that Betts was unable to establish that she suffered an adverse employment action, which is part of the prima facie case of discrimination.  An adverse employment action is a “significant change in employment status such as hiring, firing, failing to promote, reassignment with significantly different responsibilities or a decision causing significant changes in benefits.” Burlington Indus., Inc. v. Ellerth , 524 U.S. 742, 761 (1998).  Here, Betts was sometimes assigned to work in the detoxification unit, when she had an alternative preferred unit. However, “minor actions such as lateral transfers and changes of title and reporting relationships are generally insufficient to constitute adverse employment actions.” Langley v. Merck & Co. , 186 F. App’x 258, 260-261 (3d Cir. 2006). Although Betts preferred to work in the rehabilitation unit, Betts failed to show how her assignment to the detoxification unit had any tangible impact on her employment.  Betts’ pay, benefits and terms of employment remained the same throughout her employment with the Hospital.  Thus, Betts was unable to establish that she suffered an adverse employment action and summary judgment was granted in favor of the Hospital.

What does this mean?

       Employers have the ability to temporarily reassign employees based upon legitimate business needs.  If a reassignment does not have any tangible impact on the employee’s employment, this will not be considered an adverse employment action.  Since the question of whether or not a reassignment will have a tangible impact upon employment can be fact specific (and more complicated than it seems at first glance), it is best to consult with counsel before making significant reassignments of employees.

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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.

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

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Definition of reassignment noun from the Oxford Advanced Learner's Dictionary

reassignment

• Her reassignment is part of a new global restructuring.

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• a reassignment of duties

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/ˌˈriəˌsaɪn/.

Other forms: reassigned; reassigning; reassigns

The verb reassign means to move someone or something to a new location, department, or position. If your department was in the Cincinnati office but then your boss moved you to the Chicago office, you were reassigned .

Reassign is a combination of re- , meaning "again," and assign , which is from the Latin word assignare , meaning to mark out. Today reassign is often used in work-related discussions to indicate a transfer. If your boss says, "I'm going to reassign you to the Peterson project," you may be flattered that your boss thinks highly enough of you to put you on such a high profile project. But when reality sets in, you realize that your boss just assigned you tons of extra work for a cranky client. Congrats!

• verb transfer somebody to a different position or location of work synonyms: transfer see more see less types: second transfer an employee to a different, temporary assignment exchange hand over one and receive another, approximately equivalent alternate exchange people temporarily to fulfill certain jobs and functions type of: assign , delegate , depute , designate give an assignment to (a person) to a post, or assign a task to (a person)

Vocabulary lists containing reassign

Learn these words from the historical fiction by Ken Mochizuki (Inside: Level C, Unit 6). Here are our links to the selections of "Conflict and Resolution": Nadia the Willful , Quilt; Chief Koruinka's Song , Passage to Freedom , A Message from Hiroki Sugihara , Zlata's Diary , Last Night; Protecting Human Rights Here are our links to the units of Level C: Unit 1 , Unit 2 , Unit 3 , Unit 4 , Unit 5 , Unit 6 , Unit 7 , Unit 8 Here are our links to the Inside books: Level A , Level B , Level C Here is our link to a list of academic vocabulary for Inside: Academic Vocabulary

Prepare for the TOEFL Exam by learning these words that begin with the prefix re- , meaning "again" or "back."

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Meaning of reassign in English

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• accommodate
• accommodate someone with something
• administration
• arm someone with something
• be good for something idiom
• hand something around
• hand something back
• hand something down
• hand something in
• put something on
• re-equipment
• reassignment

reassign | Business English

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