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Bonding Agreement For Training

Bonding Agreement For Training
Ditambahkan pada : September 12th, 2021
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Common practice is that it is generally accepted that commitment periods generally last less than 2 years. However, longer deadlines may be agreed between the two parties. Trouble really starts when the bonds break and the employer seeks to enforce them. If the courts consider that the conditions relating to the training offered are harsh and reprimanding, an undertaking agreement is not worth the paper on which it is written. Contractual items concluded and executed on August 25, 2016. The Institute of Management of P.O. Box 2987 – 00100, represented by Mr. Saman Kinh, Duly Authorized Regional Director, is hereinafter referred to as “the Institute” and includes the Institute of Management or the “Employer”, as it exists today or from time to time during the implementation of this Agreement at Chartright Air Inc. v. De Paoli was created, a pilot (the “captain”) was hired by a flight operator (“the employer”) to play the role of captain on a Challenger 601.

Despite his great experience, the captain was not qualified to fly on the 601. So he had to do his pilot Proficiency Check. The employer agreed to pay for the master`s training. In return, at the end of the training, the captain had to work for the employer for twenty-four months. The training was valued at $31,265.00. The captain passed the exams and got his Proficiency Check pilot on the 601. At the same time, the employer deployed another pilot (the “second”) to complete the flight crew. The first officer did not pass his Pilot Proficiency Check. The employer asked the master to assist the first officer in his training.

The captain assisted the first officer, but quickly noticed that the first officer was not ready for the assessment. The master advised the employer accordingly. Despite the resignation, the first succeeded in his training in the second attempt. When the employee is simply trained for the job, this is often only seen as a benefit to the company and not to the employee. In this case, it could be considered unfair and therefore illegal to bind them. However, if the employee obtains through the training a formal qualification or equivalent ability recognized throughout the sector, which is clearly an advantage for himself, the company has a valid case to hire the employee, to derive value from the expenses and investments he has made. And the employer having felt the need to conclude an agreement of one year and five months with a validity from the 12th.

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