B.in your legal notice Refers to the cases of 2 other employees who were terminated last month after the notification of a notice period of only one week and who were discharged by the company with discharge letters and an UNQUEStioned FNF amount You have concluded a contract with the company for a period of 3 years from October, from 2013 to November 2016. However, their services will be maintained at the end of the term of the contract. If you decide to leave the company within the duration of the contract, you pay Rs. …. to the company for infringement. Most companies therefore do not call them bonds. On the other hand, agreements are legally binding and binding on two or more parties who sign them. This is the reason why most companies have employees sign an agreement to serve them for a certain period of time. And to reinforce the legality of the document, the agreement will normally stipulate that the employee will receive, during the duration of the employment, a form of training for which the company will spend a certain amount (the amount is normally indicated), and this is the reason why the employee agrees to serve the company for a certain period after this training, etc. Staff are aware of the importance of a letter of discharge that may compel them to meet the commitment deadline. A handful will negotiate with their new employer, but would still prefer to avoid it if they can. 5) If the company gives you legal guidance, contact a local lawyer and respond to the notification.
You can indicate the cases of 2 other employees who did not meet the notice period, but received a letter of discharge A loan contract is a registered promise made by an employee to the employer and promises that he/she will pay a certain amount to the employer if he/she leaves the organization before the agreed period. This agreement is normally concluded when a staff member joins a new organization. It is important to note that, in order to award financial damages to a company, a court must have suffered a loss due to the early termination of the employment contract. It is up to the employer to prove the amount of the damage suffered. This can be easier if the company properly documents all the costs necessary for the employee`s training. However, it is important to note that, even if the amount is higher than that of the contract, the employer cannot claim more damages than indicated. 5. The employee must from time to time follow the instructions of the board of directors of the company and respect and comply in all respects with the instructions and by-laws of the board of directors. He will do everything in his power for good and loyally and will do everything in his power to promote the interests of the company. Guilt work is essentially prohibited by the Bonded Labour System (Abolition) Act 1976. This means that no valid contract can force employees to stay in the company for a certain mandate.
Companies that have fought business know this, but get a loan to keep employees by indirect threat. Most obligations are illegal. Even according to case law, the government and the PSUs have also lost cases on this subject. Calling on employees to sign bond contracts has become a notorious method of reducing fluctuations in organizations. However, the problem is that the law does not allow the legal application of such contracts. This is also well known to the staff. Which brings us to the crucial question: “Do employment obligations really work?” 1) Contractual conditions that prevent you from joining another company for a period of one year are not valid. • Be guilty of any omission, fault or negligence in the performance of your obligations affecting the business of the business. If it is a routine service link, you do not have to worry, nothing will happen. But if they have spent money/special efforts on you regarding a specific clause in the obligation, they have the right to legally recover the money from you.
All agreements begin with an offer that constitutes a legal obligation to assume certain responsibilities in exchange for compensation. . . .