Every bond is based on give-and-take in India; only valid, otherwise, you may escape from it. Please share your appointment letter, and don't worry, we will support you. Please share at gcwsngo@gmail.com.
I am sure the employer should not have spent much on you during this period related to training, tours, certifications, etc.
Best regards,
Mohammad Sajid Ansari
From India, Gurgaon
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5I am sure the employer should not have spent much on you during this period related to training, tours, certifications, etc.
Best regards,
Mohammad Sajid Ansari
From India, Gurgaon
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As far as your post is concerned, I have identified 2 issues. Each issue is addressed separately below:
Issue No. 1:
Whether the bond was illegal or enforceable?
Answer:
Employment bonds are legal in India; however, they must be executed to safeguard the cost of training imparted to enhance the employee's experience. The key consideration here is whether any training was provided. Merely offering training does not automatically entitle the company to claim bond money. There should be a significant cost associated with the training provided to the employee. Kindly inform us if this is the case.
Issue No. 2:
You did not participate in the 138 case, which was a total foolish move on your part. To navigate this situation, there are several options available based on your actions up to this point. You could challenge the Ex Parte Order, but when doing so, raise an objection if the cheque was maliciously used to gain undue financial benefits. However, this argument may not hold if the claim against you is legitimate. Mediation is a viable approach to resolving the matter. Nowadays, most courts have effective and binding mediation centers. Opting for settlement through mediation is a good choice. I would need more information from you to provide further advice. Feel free to call me.
If you have any additional questions or need clarification, please let me know.
From India, New Delhi
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Issue No. 1:
Whether the bond was illegal or enforceable?
Answer:
Employment bonds are legal in India; however, they must be executed to safeguard the cost of training imparted to enhance the employee's experience. The key consideration here is whether any training was provided. Merely offering training does not automatically entitle the company to claim bond money. There should be a significant cost associated with the training provided to the employee. Kindly inform us if this is the case.
Issue No. 2:
You did not participate in the 138 case, which was a total foolish move on your part. To navigate this situation, there are several options available based on your actions up to this point. You could challenge the Ex Parte Order, but when doing so, raise an objection if the cheque was maliciously used to gain undue financial benefits. However, this argument may not hold if the claim against you is legitimate. Mediation is a viable approach to resolving the matter. Nowadays, most courts have effective and binding mediation centers. Opting for settlement through mediation is a good choice. I would need more information from you to provide further advice. Feel free to call me.
If you have any additional questions or need clarification, please let me know.
From India, New Delhi
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