Hi,
One of our employees was given a 2-year bond for our exclusive on-the-job training. This agreement was from the employee's side only, not from the company's side. However, after 6 months, he broke the bond and left his job without any intimation or relieving. A few days ago, another employee found him in some other company.
The bond is set to expire at the end of this year (December 2007). Can you please suggest what legal actions we can take against this employee?
Best Regards,
Dayakar
From India, Bangalore
Acknowledge(0)
Amend(0)
One of our employees was given a 2-year bond for our exclusive on-the-job training. This agreement was from the employee's side only, not from the company's side. However, after 6 months, he broke the bond and left his job without any intimation or relieving. A few days ago, another employee found him in some other company.
The bond is set to expire at the end of this year (December 2007). Can you please suggest what legal actions we can take against this employee?
Best Regards,
Dayakar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Dayakar,
Nowadays, it has become a fashion to breach the bond with all the associates. I have heard the same query from every HR professional I have come across. I wonder why companies are recruiting individuals without proper relieving formalities because at that point, it really tests the person's stability and loyalty principles.
If you have a bond with his signature on it and other supporting documents regarding his tenure in the company, you have the option to send a legal notice. It is a lengthy procedure, but at least by your action, you are sending a message that will deter other employees from exploiting this situation.
Let us hope to hear more from our HR gurus.
Regards,
Srilatha
From India, Hyderabad
Acknowledge(0)Amend(0)
10Nowadays, it has become a fashion to breach the bond with all the associates. I have heard the same query from every HR professional I have come across. I wonder why companies are recruiting individuals without proper relieving formalities because at that point, it really tests the person's stability and loyalty principles.
If you have a bond with his signature on it and other supporting documents regarding his tenure in the company, you have the option to send a legal notice. It is a lengthy procedure, but at least by your action, you are sending a message that will deter other employees from exploiting this situation.
Let us hope to hear more from our HR gurus.
Regards,
Srilatha
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Dayakar,
If your bond has followed the principles of equal justice, then you would be able to take legal action. If not, don't try taking legal action because you may not win the case.
Also, you have not mentioned whether you have followed the abandonment process for this employee and have terminated his employment. Have you tried to find out from his colleagues as to why he abandoned service? Are there any others like him?
Regards,
Ryan
From India, Mumbai
Acknowledge(0)Amend(0)
If your bond has followed the principles of equal justice, then you would be able to take legal action. If not, don't try taking legal action because you may not win the case.
Also, you have not mentioned whether you have followed the abandonment process for this employee and have terminated his employment. Have you tried to find out from his colleagues as to why he abandoned service? Are there any others like him?
Regards,
Ryan
From India, Mumbai
Acknowledge(0)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.
Termination from Employment.pdf
Part I Employee Action Analyse.doc