Employment Bond vs Relationship Bond

To continue this thread of discussion, I would like to add that many companies enforce the employment bond on its employees and many do not. The employment bond enforcement is more prevalent in SWITCH companies where there is high attrition rate. These companies spend a considerable amount in the training program of the fresh recruits by which it is adversely affected if the employee leaves the company within a short span. Although these bonds are structured in lieu of preventing high attrition rate but indirectly these act as catalysts accounting in attrition. For eg TCS spends considerably on the ILP (training program) of fresh recruits for 3months .When the employees are posted in the divisions, many are made to sit in bench or are assigned a project in which the skillsets required are quite different from what they were made to learn during ILP. In this case, the huge costs of pre-training before assigning the projects can be reduced by incorporation of parallel training where the employee could acquire ample knowledge , skillsets by hands-on experience on the project. This can greatly contribute to relaxation of the Employment Bond and the implementation of such procedures will not make the employees desperate when there is no work to be done on bench period.

The companies should focus more on establishing a conducive environment of work , better salary package, new and multifarious opportunities to prevent the work from being monotonous rather than enforcing an employment bond. If the above conditions are delivered by the company then the employee will feel privileged to work for such an organization rather than leaving it within a short interval of time. It is when the employees are dissatisfied with their work in the current company and desire for a lucrative offer that they desire to leave and join a better company.

Another prospective of thought is that the subtle nuances of the Relationship Bond can be analogous to the Employment Bond. We are bonded with our parents by love. We don’t compensate them with money when there prevails an ongoing feud between us due to some unwanted circumstances and due to which we want to curtail the relationship. Here the Relationship Bond between us and our parents is not binding on us and the expectations from both the sides lessen considerably when we set out to achieve our goals in terms of career and engaging in marital bliss. This can be held analogous to the relationship between companies not deterring the free mobility of employees by employment bond.

But this case is contrary to a Divorce which results in the end of marital relationship between spouses. Here the Relationship bond is ended by monetary compensation between the couple. The expectations and responsibilities from marriage are quite high as the end of this relationship adversely affects the children of the couple to a great extent. Here the commitment and trust between the couple is utmost important and hence the consequences of the end of the relationship has a grave impact all together on the parties involved , their families and more so on their children. The rules of the ending of marital relationship is made stringent by the compensation structure imposed on the earning counterpart and their responsibilities even after the end of the marriage which acts as a deterrent to prevent such happenings further. Similar is the case of Employment bond enforcement by the companies to prevent them from being adversely affected by employees who leave the companies to join others. Hence in this case it is aptly justifiable.