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According to the Employment Law Handbook, while some states may allow your employer to make you pay for training costs, federal labor law still requires your employer to pay you at your regular rate for the hours you spend completing required training.

A training reimbursement agreement is a written agreement between parties where one finances the cost of education of a trainee, employee, or a scholar with an obligation on the latter to comply with certain conditions.

This Practice Note provides an overview of training cost repayment agreements. These agreements provide that the employer will pay for the employee to receive valuable work-related training or education in exchange for the employee's commitment to remain employed by the employer for a defined period of time.

Employers sometimes attempt to recoup the cost of such training from employees through various means, but if an employer requires an employee to undergo training, it cannot force the employee to bear any portion of the cost, even if the employee resigns shortly after completing the training.

Employees can claim work-related training as miscellaneous, itemized deductions. Employees must claim the reimbursement they receive as income to deduct these expenses. Self-employed individuals can claim work-related training as a business expense.

Employers sometimes offset that risk by requiring the employee to sign an agreement to pay the employer back if he or she leaves for another job shortly after completing the education. But what if the employee refuses to pay? Is the repayment agreement enforceable? Yes, according to a California Court of Appeal.

reimbursement contract is an agreement between two parties to provide payment for allowable costs incurred by the other party. The final pricing of the deal is determined later based on the underlying deal and the actual costs it took to complete a project.

A training agreement, or an employee repayment agreement is a legally enforceable contract that sets out the terms and conditions of any training that you provide your employees.

Yes - an employer can recover training costs/fees from an employee who leaves within a certain period of time provided that there is a clear provision in the contract of employment or in a separate written agreement where the employee has consented.

Details. The agreement should specify the costs for training, how long the training will last, how long the employee is required to stay on the job following the training period, and what the repayment requirement would be. A pro-rated scale of repayment based on the length of employment following training is common.

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Queens New York Training Expense Agreement

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Can I charge employee for training?

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Can a company make you pay for training if you quit?

Is employee training an expense?

Can an employer request money back for training?

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