Let`s take a look at an example of training chords in action. If a company spent US$1,000 on training, but the employee resigned the day after the course ended, it would be fair and reasonable to ask the employee to repay the US$1,000 as part of a training agreement. Training agreements are designed to protect companies from dementers when they invest in their team. It is not intentional to be a tactic to distract people from the intention to stop. That is why the amount of money that the training agreement wants to recover must be a reasonable estimate of the money the company has lost. This model can help an organization maintain an overview of the training provided to individuals and teams. It acknowledges the objectives, methods and results of the training, as well as the costs and priority for the company. It also offers a column to note if the person/team previously had this training. 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. For example, if an employer sends someone on a course that costs the employer $2,000 and the worker leaves his or her job immediately after the end of the course, the employer has not benefited from his investment and could, through a duly drawn-in agreement, legally recover the $2,000. However, if the worker left his or her job after 3 years, then the employer clearly has the benefits of the training for 3 years, so that if they try to recover the $2000, that would be unenforceable, because it would not reflect the loss of the employer. It would probably not be applicable either, given that these are trade restrictions, and we will look at that below.
However, if the agreement is properly developed, the employer can generally recover some of the costs of a magnitude that decreases over time, so that after one year after the price closes, for example, they must repay 50% and nothing after 2 years. The numbers on the sliding scale depend on the costs associated with them, and we can discuss them when developing agreements. This is an example of a letter in which a staff member is invited to a meeting to discuss a request for assistance with education or training. This support can take many forms, such as covering training or qualification fees. B leave for study or assistance with course books, exam fees or professional affiliation. This letter takes a fairly formal approach and you have to adapt it to the situation. Depending on your organization`s culture, a less formal approach can be just as effective. If a training agreement has the practical effect of „capturing“ an employee in his or her current role, it may well be considered unenforceable. The second thing to think about when implementing training agreements is the idea of „trade restriction.“ As we have already said, training agreements are designed to protect businesses from losing their investments – but the law will not allow an employer to use them to unreasonably prevent someone from changing jobs.
If you`re looking for a template for workout chords that you can use in your small business, just click on this link.