Facing a Bond Penalty for Medical Resignation: How Should I Handle This Situation?

I worked as a trainee at a very famous MNC. After completing five months of my training, I was affected by Hepatitis B, and my medical leave extended beyond the maximum period allowed. Despite this, I was allowed to come back under the condition that I must undergo my training all over again. I agreed to this, but unfortunately, I fell sick again and had to resign because they were not permitting me additional leave. I have a hospital certificate stating that I was unwell and unable to attend the office for a certain period. However, after my resignation, they are not providing me with my service certificate or acknowledging the acceptance of my resignation. When I inquired, they mentioned that I would have to pay a certain bond penalty for it.

What Should I Do?

Regards

Understanding Employment Bonds and Certificates

You are advised to go through various posts relating to employment bonds, which is probably a much-discussed subject in CiteHR. In short, let me say that if the bond is for reimbursement of training costs incurred by the company, you are bound to pay it. The amount payable, of course, may not be a huge figure but should be limited to the cost actually incurred by the company in providing training to you.

If you have not completed the training, what is the need for a "service" certificate or even a training certificate? And if the company is to give a certificate, can you direct how it should be drafted? No. If the company gives a certificate stating that you were engaged as a trainee for a period of 1/2/3 years and you discontinued the training after five months and the like, what is the use of it? No employer is bound to wait for a trainee or an employee to become fit to resume his training or employment, as the case may be.

In your case, the company had permitted you to join back, and after your joining back, when you ask for further leave on the same ground, the employer will be stuck. The reason may be genuine, but if you think from the employer's side, there is nothing wrong even if your service is terminated, especially when it takes place during a training or probation period. Therefore, you are advised to have a settlement to avoid payment of training costs.

Regards,
Madhu.T.K

Thank you for your advice. However, all I want is an acknowledgment from the company confirming that I have been relieved from my services. Without a relieving letter or any acknowledgment from them, I am unable to appear for further interviews. Please help me out.

I don't think that a company that incorporates a bond in an appointment order will provide an acknowledgment of your relieving because a relieving letter itself is a document that will relieve one from all responsibilities. However, you may approach the company and settle the issue.

Regards,
Madhu T.K.