Dear All, Please provide me if any policy available as per India law on interview expenses & training expenses. Thanks & Regards sri
From India, Hyderabad
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From India, Hyderabad
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Hi Sri, There is no such law related to Interview & Training Expenses. It’s the company who can set up a policy for the same. Regards, Akash K
From India, Secunderabad
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9From India, Secunderabad
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Hi Thanks for the info. can a employer/company can ask for reimbursement of same incase employee leave organisation within stipulated time? Sri
From India, Hyderabad
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From India, Hyderabad
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Dear Srirashmi,
For the recovery of the recruitment and training expenses in case of resignation of the employee before the stipulated period, you need to insert this clause in the appointment letter. You need to explicitly mention the amount that the employee has to pay, the parameters of the recovery, and the process of recovery.
However, there is a catch in this arrangement. Many times, newly joined employees have complained on this forum that the organization did not provide any training; however, they were required to pay "bond money" for the short stay. Many organizations have misused this clause and have asked employees to pay the amount even though they were terminated. Therefore, utmost care has to be taken to ensure that the policy is not executed unfairly. Does your organization have that kind of maturity to avoid unjust implementation?
Thanks,
Dinesh Divekar
From India, Bangalore
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For the recovery of the recruitment and training expenses in case of resignation of the employee before the stipulated period, you need to insert this clause in the appointment letter. You need to explicitly mention the amount that the employee has to pay, the parameters of the recovery, and the process of recovery.
However, there is a catch in this arrangement. Many times, newly joined employees have complained on this forum that the organization did not provide any training; however, they were required to pay "bond money" for the short stay. Many organizations have misused this clause and have asked employees to pay the amount even though they were terminated. Therefore, utmost care has to be taken to ensure that the policy is not executed unfairly. Does your organization have that kind of maturity to avoid unjust implementation?
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Srirashmi,
If you are having trouble finding the guidelines to determine whether to approve or put a leave application on hold, consider a reimbursement claim, or decide on the type of training expense to reimburse, it is a red flag for the organization. Please communicate to management the urgency of establishing standard policies for the organization. This will enable operational, human resources, and finance teams to work seamlessly and, most importantly, to promptly address employee requests without fail.
From India, Bangalore
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If you are having trouble finding the guidelines to determine whether to approve or put a leave application on hold, consider a reimbursement claim, or decide on the type of training expense to reimburse, it is a red flag for the organization. Please communicate to management the urgency of establishing standard policies for the organization. This will enable operational, human resources, and finance teams to work seamlessly and, most importantly, to promptly address employee requests without fail.
From India, Bangalore
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