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Certification Training and Reimbursement Policy for Employees with...

Certification Reimbursement Policy

Name: Certification Training and Reimbursement Policy for Employees with Covenant not to Compete
Brand: US Legal Forms
Price: 59.00 USD
Rating: 4.77 (201 reviews)

Category:

Employment - Certifications

State:

Multi-State

Control #:

US-00452BG

Format:

Instant download

Description Training Reimbursement Agreement

This form offers financial assistance to employees for training expenses under certain circumstances. Courses must be approved by employer. Also, the courses must be, in employer's opinion, directly or reasonably related to certification in the employee's field.

This form also provides for a covenant not to compete. Restrictions to prevent competition by a former employee are held valid when they are reasonable and necessary to protect the interests of the employer. For example, a provision in an employment contract which prohibited an employee for two years from calling on any customer of the employer called on by the employee during the last six months of employment would generally be valid.

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FAQ

Repayment of training costs If there is no contractual right to allow the employer to demand repayment, the money cannot be recovered. Some employers will try to recoup the training costs by making deductions from the employee's salary during their notice period.

Yes, according to a California Court of Appeal.

Not paying your new hires during their training is nearly always illegal. Employees must be paid for all time they spent working, which generally includes training time. The only time when training would not count as working time is when all four of these criteria are met: Attendance is outside normal hours.

California law requires all employers of 5 or more employees to provide 1 hour of sexual harassment and abusive conduct prevention training to nonsupervisory employees and 2 hours of sexual harassment and abusive conduct prevention training to supervisors and managers once every two years.

In the UK they are any bond is un-enforceable in law after the Bosman ruling in football. This made any employer unable to restrict the movement of employees to better and other employment or career changes.

Is it lawful for an employer to demand the repayment of training costs? The short answer is yes provided that there is a properly drafted agreement.

Final pay when someone leaves a job Employers can only deduct money for training courses if it was agreed in the contract or in writing beforehand. For example, an employer could ask someone to agree in writing before a training course to pay back costs if they leave within 6 months.

Agreements to repay your employer for training costs are valid and enforceable.That means that if there is a contract to repay your employer any training costs they paid for you in the event you quit, then if you do quit, you must repay them.

It is not that unusual for employers to require employees to repay their costs of training or other professional fees that the employer has incurred on their behalf if they leave their employment. Occasionally, an employee will argue that this type of clause is a penalty clause and therefore unenforceable.

Certification Reimbursement Policy

Description Training Reimbursement Agreement

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FAQ

Can an employer make you pay back training costs?

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What employee training is required by law?

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Can my employer force me to pay back training costs?

Can my employer make me pay for training if I leave UK?

Are training agreements legally binding?

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