Dear Seniors,
One of the employees in my organization has left the job by breaching the service bond of 18 months without any prior information and without serving the notice period. In his resignation letter, he mentioned that he shall pay the service bond recovery once he receives the notice at his permanent address. Should we send the notice to his permanent address, or should we communicate via email? Kindly suggest further steps to be taken from HR's end.
Please find below his details in reference to my query:
- DOJ: 11th Jun '18
- Date of resignation: 7th Sep '18
- Probation period: 6 months
- Service bond duration: 18 months
- Service bond value: 2 months' gross salary
Thank you.
From India, Delhi
Acknowledge(0)
Amend(0)
22One of the employees in my organization has left the job by breaching the service bond of 18 months without any prior information and without serving the notice period. In his resignation letter, he mentioned that he shall pay the service bond recovery once he receives the notice at his permanent address. Should we send the notice to his permanent address, or should we communicate via email? Kindly suggest further steps to be taken from HR's end.
Please find below his details in reference to my query:
- DOJ: 11th Jun '18
- Date of resignation: 7th Sep '18
- Probation period: 6 months
- Service bond duration: 18 months
- Service bond value: 2 months' gross salary
Thank you.
From India, Delhi
Acknowledge(0)Amend(0)
What is the notice period during probation?
What is the reason for a service bond?
Are you providing any special training, etc., to employees?
What is the exit policy during probation? He probably will not pay anything even if he has asked you to send the notice to his house.
The main question is whether the company has any basis to initiate recovery action?
From India, Pune
Acknowledge(1)
Amend(0)
What is the reason for a service bond?
Are you providing any special training, etc., to employees?
What is the exit policy during probation? He probably will not pay anything even if he has asked you to send the notice to his house.
The main question is whether the company has any basis to initiate recovery action?
From India, Pune
Acknowledge(1)Amend(0)
Dear Richa, as correctly stated by Mr. Natharao, have you provided special training to the associate or incurred additional expenses after his recruitment? Ideally, in India, no bonded employees are allowed. You may have the option to recover the money spent on his training activities if it is stipulated in the contract.
Secondly, the employee who left was on probation. Why is the notice period term 2 months? As per the act, the maximum notice period can be 30 days only. Thus, I really doubt if the employee will pay the amount to the organization.
Acknowledge(1)Amend(0)
Secondly, the employee who left was on probation. Why is the notice period term 2 months? As per the act, the maximum notice period can be 30 days only. Thus, I really doubt if the employee will pay the amount to the organization.
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Manual (Employee Hand Book).doc