Hi,
I wonder whether I can ask for some help or advice?
Where I currently work at the moment, they encourage personal development and in some cases this is by funding staff to complete university degrees, masters or like myself CIPD courses.
At the moment there is no bonding agreement as such where once the course is funded that the staff member has a set amount of time where once it is completed they must stay at the workplace other wise they must pay a percentage of the course fees back.
This I do feel is acceptable and there may be times where individual circumstances will be taken into consideration.
What I would like to know if anyone currently has this in place at their workplace and whether I could have some examples of the agreement so I can us as a base and tweak to suit our needs.
Thanks in advance,
Lisa
Replies
Glad it helps
Hope you have a lovely weekend too
Mel x
Hi Lisa
We have one in place and have on two occasions used this to recover course fees. Obviously circumstances will always be taken into account but it is in place to stop people using our money and time to gain the qualification and then immediately leave. It isn't legal to make a deduction from a persons wage without their written agreement.
We also have another document stating that we will pay professional registration fees in a lump sum but if they leave we can take back any 'unused' months, this is implemented by our wages department on every occasion.
I have included a copy of our wording for you.
Hi Melanie,
Many thanks for your reply, this is just what I was looking for, we can use as a base and tweak where necessary.
It will be a case of if this does happen we can look at each indivudual's circumstances but at least we have something in place especially as we have already lost a substantial amount of money already.
It's defintely worth a try,
Many thanks again, have a lovely weekend,
Lisa x
I'm not sure if this is a legal contract but just last week we had a member of staff agree to pay back for their qualification in monthly instalments. She is going to get the union involved so I'll let you know the outcome. Do you have a learning and development policy? It should say on there.
Hope this has helped?
Hi Lisa,
I am no means an expert on this but I have heard repeatedley that these aren't really worth the paper they are written on. As mentioned definatley not my are of expertiese though. perhaps somebody from the HR world can help?
Thanks for taking the time out to reply, I will definitely look in to this further and see if there is another angle we can come from, it is just that we do spend a lot of money on CPD for our staff and it is a shame when they leave either just as they start the course or just after they finish.
Thanks again,
Lisa
Agree it's not the best,
Do you do exit interviews with staff?
If so is there a trend with these particular individuals as to the reasons for leaving?
Just to add of course that unless you have worked in HR your unlikely to know that the policies aren't that enforcable so it may help to stem the flow anyway.....