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You would still be entitled to the wages you earned before you left, plus payment for unpaid legal leave. The most common offences committed by a worker are when the legality of the obligation clauses depends on the circumstances of the case. If the parties freely and unconstrainedly accept a predetermined amount of money as a true estimate of damages, this could be valid and enforceable. However, if it is unilateral or inappropriate, or if the amount is disproportionate to what was invested in the employee, it is deemed unenforceable. Penalty clauses, such as clauses preventing a worker from leaving his or her job when no training, continuing education or valuation costs have been spent, are also illegal. Employment obligations are employment contracts with a negative federal state. Under Indian law, employment contracts with negative alliances are valid and legally applicable if the parties accept their free consent, i.e. without fraud, coercion, inappropriate influence, errors and misrepresentations. The Indian courts have held that in the event of the worker`s failure, the employer is only entitled to damages if the employer has to bear significant costs. Indian law states that employment obligations are „reasonable“ to be valid.

The term „appropriate“ is not indefinite in Indian law and, therefore, the courts have given a „reasonable“ meaning based on the facts and circumstances of the cases. The proposal that has emerged so far is that the terms set by the treaty should be necessary to protect the interests of the employer and compensate for the damage caused by the infringement. In addition, the penalty or mandatory period of employment should not be exorbitant. Under the section 27 mandate, any agreement directly or indirectly requiring the worker to serve the employer or a restriction on membership in a competitor or other employer is not valid under Indian law, the worker has the right to resign even if he has agreed to serve the employer for a certain period of time in the employment obligation. [1] The first step is to ask the worker to report immediately to the service, otherwise the communication should ask the worker to pay the agreed amount. After the worker has not paid the amount, an action is brought before a competent court, depending on the conditions and conditions of the employment for the recovery of the amount owed. While the courts try to associate a party with its contractual obligations, it is clear that the courts will not hesitate to declare the labour obligation provisions unenforceable if they are excessive or disproportionate, and that they are indeed a sanction. The amount set in advance must be reasonable and proportionate if the employer wants to tax it. Hello, you have violated the terms of the agreement, so you are under the law to pay, but you can ask them personally, so they make sign of two months better you try once. The legality of the agreement depends on taking into account training or otherwise.