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. Who should use a staff training contract? When a company gives its employees the opportunity to train either internally or through external training initiatives, the company may consider using a written contract to protect investments in worker training. If the worker were to leave before the required retention period expired, the worker would be required to reimburse a portion of the training costs to the organization. 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. 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.
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. 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.