Helping out a friend in a situation.

Let say, Friend A worked at Group HQ for 10 years, then requested for transfer to Subsidiary A for better job exposure.

Friend A has a different job experience, the role at Subsidiary A requires more extensive job exposure.

No issue until 10 months later, suddenly staffs of Friend A, lodge in complain to HR about his working mistakes. Firstly lodging to HR is only for misconduct issues.

Then Friend A, sense a PIP coming, quickly requested to transfer back to Group HQ.

Secondly Friend A is an employee of Group HQ, not an official employee of Subsidiary A: Friend A is merely a secondee (as Friend A punya employment contract is under Group HQ), Also have special org chart signed - show Friend A reports to both Group HQ boss & Subsidiary A boss.

No official transfer, just email from representatives of Group HQ to transfer back. Friend A transfers and physically work at Group HQ.

Suddenly Boss of Subsidiary A, want Friend A to be imposed PIP. Group HQ decided to implement new PIP on new work role. Friend A refuses to go back to Subsidiary A, as a PIP there would be suicidal, as only 10 months Friend A has not fully mastered the role.

Question:

1) Since Friend A already started new role at Group HQ, can they impose a new PIP based on new role?

2) They should PIP based on old role, right?

3) Can they force Friend A to transfer back to Subsidiary A? Friend A told me, Friend A die die won't go back to Subsidiary A, because it is suicidal. Want to refuge at Group HQ.

So don't you think its masterful ?

Friend A has engineered his own safeguards to prevent himself from getting PIP.

Firstly Friend A, knowingly took up the position at Subsidiary A to get more better job exposure even though Friend A knew that does not have the necessary experience and skillset to perform the role but wants to learn on the job.

However, if learning on the job did not work, and suddenly Friend A has gone into a toxic working environment and Subsidiary A wants to launch a trap, Friend A has to take the back escape route:

1) Org chart with blurred lines: Friend A used to have a head of department, however, HOD was abruptly transferred leaving no clear route. HR of subsidiary A incompetently communicated to Friend A verbally that Friend A is the unofficial HOD. Friend A suddenly has to administrate a bunch of revolting and mutiny staffs.
So without this HOD, makes the chain of command even more confusing.

2) Friend A having job contract with Group HQ which insulates from getting PIP from Subsidiary A

3) Friend A once detected early warning of PIP, when was told of complain from staffs, quickly transfer back to Group HQ

4) Even though the bosses wanted Friend A to be imposed PIP at Group HQ, how to impose PIP when Friend A already started a different role ?

No contract.

Just a transfer form signed by both parties of HQ and subsidiary

No contract at all.

Only transfer form signed

I don't think they have that clause

I see.

So they don't give him anymore promotion?

but he still able to get bonus and increment at current job, right?