Caso civil relativo à cobrança de valores por quebra de obrigação contratual de emprego corporativo

We can discuss about the matter and fee. Share your contract of employment bond to determine the defence strategy.

Identify technical flaws in the company's summons. Draft a strong Written Statement. Negotiate an out-of-court settlement if the company's case is strong (which could save you interest and legal costs)

Immediate Actions
Check the Timeline: Look at the summons for the Returnable Date (the date you must appear in court). Missing this can lead to an ex-parte decree, meaning the court may rule in favor of the company simply because you weren't there. Do Not Ignore It: Ignoring a summons does not make it go away; it fast-tracks the company’s ability to freeze accounts or attach property later. Gather Your Paperwork: Collect your appointment letter, resignation acceptance, full and final (F&F) settlement statement, and all email correspondence regarding your exit.

2. Common Grounds for Defense
Depending on why they are claiming the ₹3,90,000, your defense might include:
Unreasonable Training Bonds: Indian courts (under Section 27 of the Indian Contract Act) generally do not allow "penalty" clauses. An employer can only recover the actual expenses incurred for specialized training, not a random, exorbitant amount.
Notice Period Calculation: If they are claiming notice pay, you can defend by showing you served the notice or that they waived it in writing.
Duress: If you were forced to sign a bond or agreement under pressure without a copy being provided to you.
No Actual Loss: The company must prove they suffered a specific financial loss of ₹3,90,000 due to your actions.