Terms and Condition

Terms and Conditions

Goodwill International Pvt. Ltd. strictly adheres to all stipulated terms and conditions to foster trust, maintain quality service, and build a strong professional relationship. Compliance with agreed terms is essential for smooth collaboration. Terms and conditions serve as legally binding guidelines that both parties must follow to utilize the provided services. This agreement establishes a legal commitment between the First Party (Employer) and the Second Party (Recruitment Agency).

Terms and Conditions:

The Employer (First Party) shall issue demand letters specifying the required number of candidates, salary structure, and benefits. Both parties must secure necessary approvals from their respective government authorities to proceed with recruitment as per legal regulations.
The First Party is responsible for obtaining necessary visas, No Objection Certificates (NOC), and work permits from the designated authorities of the employment country. If a visa cannot be issued due to governmental policy changes, the Employer shall bear any associated recruitment costs.
The First Party shall manage the entire visa processing and onboarding of selected candidates. Upon their arrival, the Employer assumes full responsibility for their welfare.
The Recruitment Agency (Second Party), authorized by the Employer, will handle the recruitment process and provide a guarantee for the selected candidates. The agency may also send a representative for candidate selection. Screening and shortlisting of applicants will be conducted by the Second Party, who will notify the First Party in advance regarding the selection and interview process.
The Second Party reserves the right to advertise job vacancies based on the demand letter, ensuring compliance with job category specifications.
Any job vacancy announcements in the Employer’s name must be approved beforehand. The Recruitment Agency shall follow all directives from the First Party regarding advertisements in media platforms.
The Employer must provide visas within one month of candidate selection, and the Recruitment Agency shall ensure deployment within the agreed timeframe.
The First Party is responsible for providing compensation in case of an employee’s death or injury, including covering the repatriation costs of deceased candidates, as per the labor laws of the host country.
If a candidate is terminated during or after the probation period and was recruited under the direct supervision of the First Party, the Employer shall cover repatriation costs. If a candidate, recruited solely by the Second Party, is found unsuitable during probation, the Second Party will bear repatriation costs as per the Foreign Employment Act of Nepal. However, if termination results from misconduct or illegal activities, the Second Party holds no financial liability for repatriation.
The First Party must deploy candidates strictly as per the job specifications mentioned in the demand letter. If a candidate agrees to a transfer to another country, the Recruitment Agency will not be responsible for repatriation costs if termination occurs before the probation period.
Recruitment and agency fees will be mutually determined through negotiation and agreement between both parties.

Additional Terms & Conditions:

The Second Party cannot replace selected candidates without prior written approval from the First Party.
A weekly recruitment status report must be submitted by the Second Party to the Employer.
The Recruitment Agency shall facilitate airport assistance for selected candidates and notify the Employer of their travel details for proper reception.
The Second Party shall maintain confidentiality regarding all sensitive information obtained during the agreement period.
Candidates are prohibited from engaging in political activities or affiliating with trade unions in the host country.
Candidates must adhere to their employment contract and cannot take up additional work or business activities without written consent from the Employer.
Any candidate involved in social unrest or illegal activities will be repatriated at their own expense.
The Second Party shall provide orientation on local customs and regulations of the host country, while the Employer must keep the Agency updated on any policy changes.

This agreement ensures a structured recruitment process with clear responsibilities for both parties, fostering mutual accountability and compliance with respective regulations.