Some training agreements operate in a kind of sliding scale, where the longer the employee stays in the company, the less he must be reimbursed if he decides to continue. For other companies, the training contract is a little black and white, with a set deadline indicating when the employee is no longer responsible for refunds. 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. 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. Content of the agreement on the reimbursement of workers` training But the important thing for employers is that it can also be used to determine when a worker might be responsible for the 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. 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 “collaborator” understands that International Communication Solutions would only offer such training if “collaborators” intended to remain employees of International Communication Solutions, and they agree that they would have to reimburse all the company`s training costs if the “employee” terminates the employment before the end of the two years following the completion of the training. This compensation agreement for staff training is concluded by and between International Communication Solutions and (staff name). Learn more about the content and sample of an employee training compensation agreement that you can use. 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.
Both the International Communication Solutions and the “worker” agree that this agreement is not an employment contract. 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.