__________, of __________, acting through __________, __________ (the Employer); and
__________, son/daughter/wife of __________, residing at __________, employed as __________ (the Employee).
3. IF THE EMPLOYEE LEAVES EARLY. If the Employee resigns or leaves of his or her own choice, or is dismissed for proved misconduct, before the Minimum Period is over, the Employee will repay the Employer only the part of the actual training cost that remains unrecovered. That part is the training cost multiplied by the number of whole months of the Minimum Period still left, divided by the number of months in the Minimum Period. It is a refund of cost the Employer really spent. It is not a penalty, and it can never be more than the actual cost.
4. WHEN NOTHING IS PAYABLE. Nothing is repayable if the Employer ends the employment for a reason other than proved misconduct, if the Employee leaves because of ill health certified by a doctor or because the Employer has broken the terms of employment, or if the Minimum Period has been completed.
6. WHAT THE EMPLOYER WILL NOT DO. The Employer will not keep the Employee's original educational or identity documents, will not withhold salary already earned, and will not ask for any security other than this Bond.
7. TERMS OF EMPLOYMENT UNCHANGED. This Bond does not change the Employee's pay, notice period or other terms of employment. It does not restrict the Employee from working elsewhere after leaving, and it is not a non-compete.