In Jeremy Sanders, Appellant, v. Future Com, LTD., an employer successfully obtained in a letter of offer earlier this year that the employee is required to reimburse the worker for training costs if he left the company within one year of completion of the training. The worker argued that the refund of the letter of offer was not part of his employment contract, but the court found that this was at least the case in Texas. It awarded $38,480.35 in damages to the employer and $34,000 in legal fees. Staff training can be costly. Nevertheless, it helps to improve their working abilities for better performance. If employees decide to leave the organization, an employer may require them to reimburse the training costs. However, this can only be effective if there is a well-designed compensation agreement for staff training. Let`s learn how to reach an effective agreement on the reimbursement of training. Preliminary agreement. Whether it is a current staff member or a potential recruitment contract, an agreement on the reimbursement of training should be reached prior to the launch of the employee`s program. You can inform the employee that the agreement establishes a contract and encourage them to have the document checked by their own advisor before signing.
Another piece of information to include in your directive is when the employee can count on the refund. Explanation between employer and worker – this implies at least one sentence showing that the employee and his employer have reached an agreement. If you are trying to adopt refund agreements, there are a few important things to consider. This includes all the conditions under which the agreement is applied. For example, in a case where a company offers the employee training to improve their work and is offered by a third party. Second, if the organization provides external training to the employee, in the hope that he or she will remain there for a period of time. In addition, this section may also indicate that the compensation agreement for worker training does not deal with the employment contract. Finally, a case in which the employee can only receive training if he agrees to stay in the company for a certain period of time and if he agrees to reimburse the training costs if he leaves.
If you decide to have your training program selected, check their selection. This way, you can verify that it meets your company`s training requirements. The employee signed an agreement that promises to reimburse the employer $US 30,000 if he was fired for reasons or resigned within 30 months of the training, less than $1,000 per month after the return service. He resigned and refused to reimburse the employer, so it sued him.