Dear Kabita,
Really it is an appreciable gesture on the part of your management to provide employment to the employees affected by the closure of the particular unit by transferring them en masse to another unit of the same group. However, your post is silent about the following vital aspects of the closure of the unit:
1) Whether the closed unit is a separate legal entity distinct from the transferee unit?
2) If yes, what was the total number of workmen employed therein at the time of closure?
3) In case it was 100 and above, whether permission for closure was obtained from the appropriate Govt?
4) Whether the answer is yes or no necessity for such prior permission, whether there was any bi-lateral agreement with the workmen covering the clauses of terminal benefits due to them on account of the closure?
5) What about the case of workmen not willing for the transfer?
6)If yes or no, whether the F&F settlement including closure compensation, gratuity, payment of wages due, proportionate bonus up to the date of closure, encashment of leave and recovery of loans and advances due from the workmen was made in respect of all the affected workmen including those not willing to accept the transfer due to the difficulties arising out of the relocation?
7) If not, whether the transfer is with continuity of the services rendered in the closed unit?
8) Whether the conditions of service like wages, leave, status of work etc., are the same in the transferee unit?
9) Whether the proposed transfer is pursuant to any bi-lateral agreement involving the workmen on one side and the transferee unit and the management of the closed unit on the other?
10) If not, whether the transferee unit has given any individual undertaking in respect of the aspects covered by q.nos (7) and (8) above?
Answers to the above questions are vital in this rehabilitation arrangement in order to avoid future problems, if any relating to the service conditions of the transferred employees and the legal commitments of the transferee unit.