If it`s a good workout, she should take it. If the company harassed her or did not pay her salary, their obligation will have no influence. She can stop and find another job. I told her not to sign, but she said she would be fired if she didn`t, because education is a prerequisite for her work. So she signed it, not many choices really. If they fired her, their bond is null and void. Is the training loan in my employment contract something that, according to the labour code, can be considered a protection of a company? Is the employment contract sufficient to bring legal action? I know that my company`s credit policy is simple and very direct, can the amount be changed or adjusted after/during the trial, or can the court completely deny the fees – if the company files a complaint against me or against us? My wife has been working for a medical company for five years. Last year, they sent her to Singapore for a week of training. She had to sign a form stating that she would reimburse the company for the full training costs, plus 6 months` salary, if she resigned within three years. It`s probably 8:00.m. When it stops. Does anyone who really knows the law have a glimpse? Now 3 years seems to be very long for engagement and seems illegal to me As a rule, there is a link for training.
But training should not be mandatory, because it is related to that. The number of years and penalties is quite high in the case of your wife. My attachment is rest. In my contract, the loan starts at the end of the training (borrowing – day 1). If I decided to leave the company within 6 months, I have to pay 100% of the training fee, the seventh month up to a year I have to pay 50%. (They won`t sign because they could lose the money they paid for the loan because of the voluntary reduction. We are negotiating for you to return the workers` money because it was not their decision to close. In fact, they wanted to finish the 10 years.) Is the training loan in my employment contract something that can be considered by the labour code as a protection of a company? Is the employment contract sufficient to bring legal action? I know my company`s borrowing policy, it is simple and very direct, can the amount be changed or adjusted after/during the trial or can the court completely deny the fees – if the company files a complaint against me or us? Now 3 years seems very long for engagement and seems illegal to me Usually there is a link for training.
But training should not be mandatory, as it is related. The number of years and penalties is quite high in the case of your wife. The remaining employees argued that management had „forced“ them to sign as part of the company`s voluntary savings program. They are concerned, however, that the 3% reduction in training salary will not be returned to them, as it was not included in the package conditions. Is this employment requirement legal? I always felt unworkable because it was a sum of money and indecent time to expect someone to stay in a company (especially the extra 6 months they expect from you, that they only seem to pay for free) It also says, when they send her to more training in the future, and then the 3-year period will be reset, which means that she constantly clings to the company as she regularly sends them to training. This agreement „binds“ the employee to pay 3% of his salary twice for the next 10 years (or 5 years for some), simply to ensure that they do not suddenly leave the company after receiving training. Before there is for me only one year of commitment for 2 months of training in Japan The problem is that if an employee is about to end his loan, he will immediately declare training beyond his knowledge – so the attachment continues, the employee is obliged to stay. Campita said Hanjin was „consensual“ for the return of the training loan, but only for the 3,696 workers who have stayed with them since January.