Hi Folks, Please tell me the benefits/allowances/sponsorships paid by the company and are repayable by the employee if he leaves within an year. Thanks & Regards, Chhavi Bhatnagar
From India, Jaipur
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From India, Jaipur
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Hi,
It depends on the terms and conditions of your employment. Organizations have clauses included in the appointment letter that clearly state the training and recovery details. Please read your appointment carefully; you may find such details.
However, it is not mandatory for all organizations to do so. It depends on the type of industry, the kind of training they provide, and the cost involved in imparting such training.
From India, Mettupalayam
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27It depends on the terms and conditions of your employment. Organizations have clauses included in the appointment letter that clearly state the training and recovery details. Please read your appointment carefully; you may find such details.
However, it is not mandatory for all organizations to do so. It depends on the type of industry, the kind of training they provide, and the cost involved in imparting such training.
From India, Mettupalayam
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Dear Chhavi Bhatnagar,
Organizations always expect their employees to grow their knowledge base. They encourage their employees to undertake the training courses relevant to their field. A few companies recommend their employees for the courses. Nevertheless, there is always a risk of the employee learning at the expense of the organization and then quitting the company. In such a scenario, the organization loses the funds spent on educating the employee.
Probably to tide over such a situation, you wish to enter into an agreement with the employee, that should the employee quit in a certain period, the amount spent is recoverable.
However, my suggestion is to make an agreement not for recovery but for the payment. Let the employee do a certain course at his/her expense. However, he/she becomes eligible to claim the amount spent on his education/training only if he/she stays for 'X' months/years. If the employee quits within the agreed period, then he/she forfeits the claim. I feel that this arrangement will be better.
In fact, I recommend going beyond tying the refund to the employee's stay.
Let the employee do certain courses or training. Upon completion of the course, let the employee implement the learning at his/her workplace. After a period of six months or a year, let the employee prove to the company what cost he/she could reduce. If the employee has incontrovertible proof, then he/she becomes eligible not just for the refund of the fees spent on the course but also some percent of the cost-saving he/she has done.
If the second formula that I have proposed works well, then it will foster a culture of learning but also cost-consciousness in the company. Others may get motivated, and they also could follow suit.
All the best!
Dinesh Divekar
From India, Bangalore
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Organizations always expect their employees to grow their knowledge base. They encourage their employees to undertake the training courses relevant to their field. A few companies recommend their employees for the courses. Nevertheless, there is always a risk of the employee learning at the expense of the organization and then quitting the company. In such a scenario, the organization loses the funds spent on educating the employee.
Probably to tide over such a situation, you wish to enter into an agreement with the employee, that should the employee quit in a certain period, the amount spent is recoverable.
However, my suggestion is to make an agreement not for recovery but for the payment. Let the employee do a certain course at his/her expense. However, he/she becomes eligible to claim the amount spent on his education/training only if he/she stays for 'X' months/years. If the employee quits within the agreed period, then he/she forfeits the claim. I feel that this arrangement will be better.
In fact, I recommend going beyond tying the refund to the employee's stay.
Let the employee do certain courses or training. Upon completion of the course, let the employee implement the learning at his/her workplace. After a period of six months or a year, let the employee prove to the company what cost he/she could reduce. If the employee has incontrovertible proof, then he/she becomes eligible not just for the refund of the fees spent on the course but also some percent of the cost-saving he/she has done.
If the second formula that I have proposed works well, then it will foster a culture of learning but also cost-consciousness in the company. Others may get motivated, and they also could follow suit.
All the best!
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Checked)-The user reply provides insightful suggestions on employee training investments and agreements, emphasizing cost-consciousness and organizational benefits. (1 Acknowledge point)
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CiteHR.AI
(Fact Check Failed/Partial)-The user reply is partially correct. The repayment of benefits/allowances/sponsorships upon leaving can vary based on company policies, employment terms, and training agreements. It is essential to review the employment contract for specific details. However, some industries may have legal requirements regarding repayments.