Due to frequent absconding cases in our organization, our management have decided to have employee bond for the period of 06 months (Probation phase).
Bond amount would be 50K. In such scenario we would not offer any kind of training to new employee. But if employee wish to exit from organization during the bond period he/she will be liable to pay agreed bond money to the company, if employee fail to pay bond value to organization then organization may recover bond value from any of his/her property or by his/her heirs.
Exemptions:-
1- Acute illness (Employee has to produce medical reports/certificate
2- Relocation (For newly married women after marriage)
3- Any other circumstance where employee is not able to perform his duties.
In the above scenario is worth to have a Bond like this and is it valid in eye of any law in India.?
From India, Thane
Bond amount would be 50K. In such scenario we would not offer any kind of training to new employee. But if employee wish to exit from organization during the bond period he/she will be liable to pay agreed bond money to the company, if employee fail to pay bond value to organization then organization may recover bond value from any of his/her property or by his/her heirs.
Exemptions:-
1- Acute illness (Employee has to produce medical reports/certificate
2- Relocation (For newly married women after marriage)
3- Any other circumstance where employee is not able to perform his duties.
In the above scenario is worth to have a Bond like this and is it valid in eye of any law in India.?
From India, Thane
Apart from the validity do you really think that if person abscond company will be in a position to recover that much amount from the employee who didnt even stay for six months. Instead you shoud think on deducting small amount say 5000 rs from the salary of employee (should be termed as loyalty bonus) which will be payable to the employee after completion of 1 year. that shall work.
From India, Pune
94From India, Pune
Hi,
instead of working on this bond system which would be a breach of bonded labour act, i think your company should focus on retaining the people. its not a healthy sign for any company that people leave at a large scale and that too without intimation. Also recovering the bonded amount is very unrealistic on ground as I did have such experiences. Being as a good HR practice, understand the pain area of people and counsel them and if flaws are in system then correct it in line with stake holders consent.
Regards
Harpreet Walia
From India, New Delhi
instead of working on this bond system which would be a breach of bonded labour act, i think your company should focus on retaining the people. its not a healthy sign for any company that people leave at a large scale and that too without intimation. Also recovering the bonded amount is very unrealistic on ground as I did have such experiences. Being as a good HR practice, understand the pain area of people and counsel them and if flaws are in system then correct it in line with stake holders consent.
Regards
Harpreet Walia
From India, New Delhi
But my question is ,Will this bond stand legal in absconding case during bond period by considering bond conditions.
From India, Thane
From India, Thane
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BOND BY AN EMPLOYEE FOR NOT ENGAGING HIMSELF.doc