Employee breaking bond - is it right to try to retain her or let her go?

Dear members,
One of our employee who has signed bond for two years wants to move out of the organization without finishing the bond . She is acting smart by taking uninformed leaves and also not showing interest in her work . Our organization has taken her as fresher and trained in technologies is it right to try to retain her or let her go. I need suggestions on the above discussed issue.
Thanks

Hi -- Firstly warn her that will take Legal action against her, as you have the bond singed by her, so should on stronger side.
If she taking unauthorized leave ---- issue her warning letters and take her signature it and she not reporting to office , send the warning letter to address through register post and keep the acknowledge for further enquiries.
No one can take any organization for granted.
Please discuss the issue with respective HOD and HR before proceeding above action . As we would require their agreement and buyin .
Thanks and Best Regards
Anand Backelal

Ok Swathi..
bond agreement for 2 years.forget it now.
take the criteria of individual performance...not well. ask reasons. explanations..go as per your existing norms to get work extract..
asking leaves may be personal reasons.. family mental reasons. See first human being... then family. next comes society. if a person fails in public life reason is family..
if unavoidable give a chance for another vigorous training to prove herself...dont think any ..with negative view...of she is acting...may left job...etc..
Brief her about bright future in that company of coming more more incentives ....challenges...gifts...power...
these are all HR techniques to stayback employees...with positive notes. if they are really tough guys go ahead with executing bond rules..before that applying sympathy path always bring good results.. all the best swathy..

Dear Swathi,
The person wants that the company tells him to put his/her papers so that the bond is nullified. So, if the person is really acting smart and not focusing on his/her job... Then, issue warning letters and put the person on PIP, if still not improve, you always have the right to terminate him/her based on the absence records and performance issue letters with findings.
Ensure that the communication is in writing and the person has signed all the documents.
Regards,