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 gets the notice at his permanent address. Should we send the notice to his permanent address, or should we communicate via mail? 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
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23One 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 gets the notice at his permanent address. Should we send the notice to his permanent address, or should we communicate via mail? 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
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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
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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
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Dear Richa,
As correctly said by Mr. Natharao, have you given special training to the associate or spent an extra amount after his recruitment? Ideally, in India, no bonded employees are allowed. You may have an option to recover the money that you may have spent for his training activities if it is laid down in the contract.
Secondly, the employee who had left was on probation. Why is the notice period term 2 months? As per the act, the maximum notice period can be of 30 days only. Thus, I really doubt if the employee will be paying the amount to the organization.
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As correctly said by Mr. Natharao, have you given special training to the associate or spent an extra amount after his recruitment? Ideally, in India, no bonded employees are allowed. You may have an option to recover the money that you may have spent for his training activities if it is laid down in the contract.
Secondly, the employee who had left was on probation. Why is the notice period term 2 months? As per the act, the maximum notice period can be of 30 days only. Thus, I really doubt if the employee will be paying the amount to the organization.
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