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  1. #1
    Join Date
    Jul 2016
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    1

    Default Can You be Required to Reimburse an Employer for Training Expenses After Resignation

    My question involves labor and employment law for the state of: New York.

    My company does not provide the physical tools we need in order to replace hardware on printers, laptops, and computers and all employees have to make sure they have all they need. They argue it is because we then are able to take these tools and use them for another job. They also have mandatory training, which we sign a contract for stating how much we would compensate the company if we quit after the training and it is pro-rated over 6 months (if $1,000 or less) or 12 months (if more than $1,000). Each training has a value attached to it and when asked how that value/price was come to, I was basically told to not worry about it.

    This is a process that employees go through every couple of months so we are always under contract to compensate the company if we leave. They say that if it's an emergency (i.e. death in the family, family moves away, etc) that something would be worked out but that's not the case for most people thinking about leaving. It seems like the company is trying to profit off of us even more than they already do when we work our regular hours. Management says that we need the training in order to keep the work we have and get more client contracts. That seems like to me that it would be in the best interest of the company to have trained employees and so I believe that they should be providing the training without looking for compensation if we quit because they wouldn't have a company without those at the bottom. In the internship, we were told that employees are the most important part of a company (other people were managers and customers) but to me and my fellow coworkers it doesn't feel that way.

    Also, I was told by a coworker that we don't have to take any training we don't want but I was already made to do two trainings in which someone read from a PowerPoint slideshow that we were then given access to, and not just us but anyone who asks in the company regardless if you were there. So essentially, I just shackled myself with potential debt. I also have to do more mandatory customer service training, which makes no sense because it's the same thing every three months and no one in my department has any issues with customer service relations. I understand we should be in tip top shape but it's just role playing and watching the same good tech/bad tech video and discussing the same things I did 3 times since I started my job.

    I came to this site in order to understand what rights I and my company have. It's the threat of looming, crippling debt that bothers me and my coworkers.

  2. #2
    Join Date
    Mar 2013
    Posts
    18,340

    Default Re: Can You be Required to Reimburse an Employer for Training Expenses After Resignat

    To analyze what you signed we would have to actually read what you signed.

  3. #3
    Join Date
    Sep 2005
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    Behind a Desk
    Posts
    98,846

    Default Re: Can You be Required to Reimburse an Employer for Training Expenses After Resignat

    Quote Quoting OakLeif
    View Post
    They also have mandatory training... Also, I was told by a coworker that we don't have to take any training we don't want....
    You need to figure out if the training is in fact mandatory or if it is voluntary, as it makes a difference. You have not yet told us how you were "made to" attend trainings, nor why you are still debating with fellow workers over whether or not you could have opted not to attend. There's also a question of whether the employer is actually spending money on the trainings, and if the amount they're claiming reflects the amount they're actually spending.

  4. #4
    Join Date
    Oct 2006
    Posts
    16,474

    Default Re: Can You be Required to Reimburse an Employer for Training Expenses After Resignat

    Quote Quoting Mr. Knowitall
    View Post
    You need to figure out if the training is in fact mandatory or if it is voluntary, as it makes a difference. You have not yet told us how you were "made to" attend trainings, nor why you are still debating with fellow workers over whether or not you could have opted not to attend. There's also a question of whether the employer is actually spending money on the trainings, and if the amount they're claiming reflects the amount they're actually spending.
    I especially wonder about the cost of training. If all they are doing is watching the same power point presentation over and over again, then the company would have a very hard time justifying charging the employee for the cost of it over and over again.

    Sounds to me like a company who does not want to pay competitive wages but its trying to seriously discourage employees from leaving. Particularly since they will "work with" an employee if the employee HAS to leave.

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