The answer is complex and the case law is different. In USS POSCO Industries v. Floyd Case, an employer received a portion of the training fee – US$28,000 – and $80,000 in legal fees. The case involved a beginner who initiated voluntary training to advance his career. He enrolled in paid business training that included 135 weeks of courses, 90 weeks of on-the-job training and 45 weeks of courses. If you need help with training costs, please contact a team member. At the end of the day, it is the employers who themselves decide to take over the compensation requirements for training. See our excerpt from a training reimbursement clause below: In Jeremy Sanders, complainant, v. Future Com, LTD., decided earlier this year that an employer successfully reached an agreement in a letter of offer, that the worker is required to reimburse training costs if he left the company within one year of the end 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. Contact me for more information about our fixed money service to cover training costs by emailing me or calling me on 0207 539 4147. In this case, it is also envisaged that a loan in which the employer paid for the employee in order to undergo a recognised training, which results in a qualification for the employee and a better qualification for the employer.
, would be a legitimate link. It is important that this assumes that the maturity of the loan is appropriate and that the other characteristics are proportional to the commitment of the staff. A new labour court case serves as a warning to employers that recovering training, recruitment and equipment costs may be illegal. Some employers strive to ensure their return on investment in training workers by associating them with the company for some time after their training. If they go even further in this scenario, they may try to charge an employee if he or she does not stay for a specified period of time.