The Caldecott Foundation expects a certain commitment from its employees in exchange for the obligation to train staff. The agreement between the Caldecott Foundation and employees who are starting a financially supported training is described below:- If you are looking for a model training agreement that you can use in your small business, simply click on this link. This model was designed by our professional, CIPD-qualified HR consultants who specialize in supporting small businesses and startups. Training agreements are a perfectly legal and appropriate way for companies to protect themselves financially. However, if you decide to wear one, there are a few things you should watch out for. Plan a meeting with staff to discuss training options. Check the employee`s personal file and performance evaluations. Explain the company`s policy for training or professional development. Jot down the mutual-agreed-agreed goals for employee training. Let`s take a look at an example of training chords in action. If a company spent US$1,000 on training, but the employee resigned the day after the course ended, it would be fair and reasonable to ask the employee to repay the US$1,000 as part of a training agreement.

Not only would your company not be able to benefit from paid training in the short term, but it could also, in the end, pay again for the same training if it makes a replacement. Factor in the lower costs inherent in any recruitment process and you can see how this could possibly leave a small business in a really difficult position. The conclusion of the continuing education contract and a new meeting with the employee to discuss the conditions of the training provided by the employer. Get the employee`s signature and give them a copy of the training agreement. Place an additional copy in the employee`s personal file. This is where a training reimbursement contract is concluded – it`s a way for companies to make sure they don`t lose financially if they pay for the development of their employees. Before sending their team for training, many companies ask their employees to sign a training contract that is designed to reimburse investments in their training if they leave before a certain period of time. But if that employee stayed two years after the end of the course, using this training every day, then $2000 is not a reasonable estimate of the money that the company has really lost.

In that case, it would not be wise to use a training agreement to recover the full $2,000 — and it is very likely that it would not be legally successful.