But if that employee stayed two years after the end of the course, using this training every day, then $2000 is not a reasonable estimate of the money that the company has really lost. In that case, it would not be wise to use a training agreement to recover the full $2,000 — and it is very likely that it would not be legally successful. However, it is important for employers that it can also be used to indicate when a worker might be responsible for reimbursement of these training costs and how that reimbursement would work. In particular, it can determine whether these costs are reimbursed when an employee leaves the company shortly after the end of the training. When you run a small business, it`s essential to help your team grow and grow – but you also need to make sure that any investment you make in your team is protected. Here, a training contract can help. In this article, we show you exactly how to use a training contract and provide you with a model training agreement written free of charge. A training agreement is a written agreement between an employer and its employee, which defines the conditions of each training that the company pays for them. It defines the cost of training, who is successful in training and who is the primary culprit. The Bond employee training contract is the agreement between the trainer and the trainee, the trainer is the employer and the workers` apprentice. This agreement ensures that the worker trained after training will work with the employer and that the employer meets all requirements.
If the cost of the course is relatively low, the training contract could come from the employee`s last salary. If it costs more, employers could establish a more structured payment plan. Here, too, it is above all a question of putting this balance in order. The training agreement model provided above will do the job in most cases – but sometimes you need more specialized assistance. If you need help developing a training contract, contact us with our human resources consultant. Before sending their team for training, many companies ask their employees to sign a training contract that is designed to reimburse investments in their training if they leave before a certain period of time. Training obligations are often used by air carriers to recruit and/or retain their flight crew. This legal agreement is quite simple; the air transport operator pays for the flight training of the newly recruited pilot (i.e. pilot proficiency check) and requires, given that the pilot generally provides for a period of employment under a formal employment contract. If the pilot resigns before the expiry of the agreed term in the employment contract, the pilot must reimburse the flight training costs on a pro-rata basis defined in the agreement. Not only would your company not be able to benefit from paid training in the short term, but it could also, in the end, pay again for the same training if it makes a replacement. Factor in the lower costs inherent in any recruitment process and you can see how this could possibly leave a small business in a really difficult position.
However, in some situations, small businesses also need to protect the investments they make in their employees. D-D doesn`t always cost Earth, but some courses or job qualifications can be very expensive – if an employee ends up leaving his company just after completing a training that your company has paid for, he could seriously pull you out of your pocket.