Bondage to the boss...

Employment bonds were introduced in the first place with a motive of increasing loyalty among employees and preventing knowledge from "walking out" of the organisation without a premium. It is very obvious that organisations pay a fortune in training of employees and it is logical enough to ask the employee to pay back either in the form of contributing through work or in monetary terms. It is justified that the organisation considers the ROI of the employee while implementing this kind of a restriction. In fact any sort of learning fostered by the company or perks enjoyed by the employee which can benefit the employee in the long run has to be remunerated.
So the clauses in the Chutney Computers' bond states the bond value to be paid in case of leaving the organisation within one year of joining and also within 18 months of returning from an on-site experience. So the organisation is basically asking a compensation for the CV value as well as the experience gained by the employee from the on-site experience. The company wants to ensure that the learning gained from the experience should first directly benefit the company in return.
On the flip side, it is naive to believe that after 18 months the employee forgets what he/she has learnt. So the knowledge gained will be encashed by some other organisation in future considering the pragmatic assumption that the employee makes a switch. So valuing the knowledge in terms of money is not a very strong proposition to make. I feel instead the employee should be made to work for a certain period in the domain in which he/she has gained experience/training and then if the employee wishes to leave, he/she has to pass on the learning to an able current employee of the organisation so that there is no recurring expense on the same type of training.