BUT what if, for instance a largeish organisation has been operating for quite a number of years without training bonds being required, then as part of a fleet modernisation decides to introduce a new type of a/c... would it be considered fair to introduce MANDATORY training bonds for its (long term)employees effectively being forced on to a new type?
If you fly an EC120, which the employer paid the conversion onto, and change their machines to S92 I wouldn't expect the employer to pay for it (but that might not always be the case). However, if you fly the AS332 and the company changes to S92 I would expect them to pay the cost involved. At least within the EU I think that employers have to pay for conversion training for current employees, if that's the only way to keep the employees flying. However, there has to be a reasonable proportion of the cost and duration of the type rating course or any other measures needed to be taken.
If you are on a training bond flying a particular aircraft and the employer no longer got that aircraft or want to pay for your conversion to the new aircraft, the employer has no use of you anymore. Let's assume that the employer doesn't have to pay for the conversion, they will probably cancel the contract. If the employer cancels the contract, you normally don't need to pay back the bond and you are free to go to another employer.
Now, will you sign this piece of paper GUARANTEEING my job will be here for a minimum of three years
Well, it's the employer paying you the money and not the other way around I suppose. It's normally the one paying the money (the customer) that got the upper hand. Make sure that the contract of employment only states a location where you want to work. If they cannot offer you employment at that location anymore, you are normally free to walk away from the bond.
now I understand there may be one or two that can't due to maybe personal reasons, also one or two who screw the system , these are however a very small number of people,so there is no excuse to penalise the majority!
Well, we do have these contracts so those that "screw the system" will have to take the consequenses. The contracts don't penalise the majority. If the employer treats the employee "very badly" (especially if they try to engage you in illegal flying or the behaviour itself is illegal) I would say that the employee would be able to terminate the contract and therefore the bond can't be enforced.
Pay a (small) bonus at one year, a larger one at two years. The combined bonus equals the cost of training, and is deducted from salary.
That wouldn't be very tax-wise. Furthermore, some courts would probably honour the deal for what the intention really is. However, I have heard that some operators help the employee in taking a bank loan. The employee is still liable for the full amount no matter what but the employer makes sure that the bank gets the money if the employee can't pay.
Bear in mind though that the labour legislation is very difference from country to country.