In addition to university education, you can negotiate reimbursements for seminars, workshops, online courses and certification courses. You can ask a new employer to pay for your courses or share them with you as part of your compensation or signing package, as the company will benefit from your advanced knowledge. Employer reimbursement programs are useful tools to improve your skills and advance your career, but can be a double-edged sword based on your employer`s instructions. Depending on the word of your agreement, you may have to reimburse the company for the education they paid for a seminar, certification studies or higher education class. If you know what you need to be careful about in your agreement before signing it, you can avoid unwanted surprises. Because employees leave companies for a variety of reasons, not all companies ask employees to reimburse their education. Check the wording of your agreement to see if you need to pay tuition fees in the event of dismissal, termination of cause or voluntary separation or any other specific situation. The most common scenario for a student credit repayment agreement is a volunteer worker who leaves a company. Even if the reason for retirement, pregnancy, disability or some other reason that does not involve the path to work in another company, the employer does not offer the benefit that the company had in mind when it agreed to pay for the worker`s training. Some student reimbursement contracts do not penalize the employee if the company terminates the employee`s employment contract without the employee`s fault. When you are made redundant, an employer often does not ask you to reimburse the training and training costs because you have not breached the contract. Because the company does not claim a refund, it retains the tax deduction it needs for your education reimbursement.
When the employee left work after two and a half years, the employer began to recover the balance of the training debts. The evidence showed that the employee was receiving valuable training; He received specialized courses, studied books and accompanied other technicians on service calls to learn crafts. The employer stated that the purpose of the study contract was to recover some of the money spent on training the worker if the employment were to end prematurely. The employee replied that the study contract would be terminated to an easement and was contrary to the Michigan Wages and Fringe Benefits Act. Put a specific date in the clause that terminates it; If you. B stay more than three years after completing your training, you do not have to pay back your courses.