My question involves employment and labor law for the state of: Illinois.
Here is the hypothetical situation.
An employee works for a large firm and s/he has good appraisals of the work performed. In fact, by all accounts the firm loves the employee.
A few years go by and the employer mentions "you would go much farther at this firm if you'd get a Master's degree, why don't you get one?".
The employee searches the options and finds a masters program that requires a $100,000 commitment, time away from work two fridays a month at employer's expense and significant time on weekends and using paid time off at employees expense.
Employer writes a letter that says the key points of the following:
We looked at the program details and we support your enrollment. We're going to give you the days off at our expense that are listed on the brochure from dates 1/1/1901-1/1/1903. We're going to give you some tuition reimbursement within company policies. (at that time it was $30k) We recognize the mutual committment that the employer and employee make and the mutual benefits we receive through this program. You're great, you rock, etc. Please show this letter to the admissions people at the school if it helps you get in.
Employee spends hundreds of hours doing the test prep and admissions stuff. Employee makes initial payment for school. Employee is now thoroughly invested in the school program. Current policy at that date states the company will reimburse $30k of tuition. Program begins. Committment is made to pay school $100k over 2 years by employee. No refunds.
And then...
The management chain at employer leaves.
Policy changes to reimburse less than anticipated in subsequent year
New management hates that they signed on for this program
New management stalls reimbursements/delays/is unresponsive
New management makes employee sign an agreement after enrolled in program stating that employee must pay back all tuition reimbursement if employee quits firm.
Employer demands letter of resignation from the employee, puts employee in storage area of office, gives no work for months, makes employee live in hell, changes performance ratings from A+ to D- effectively.
Results:
Employee is unable to get executive leadership role for over a year because no employer is interested in hiring someone "part time" while they finish masters degree program that eats into work-week.
Employee is subsequently sued for tuition reimbursement under the auspices that a resignation letter means voluntary termination. (even though in the letter the employee says "I don't want to leave this company")
Does the employee not only have a defense against the tuition reimbursement suit, but also a promissory estoppel claim? That claim being that s/he acted in good faith to enter a two year program and believed they had an employment contract (recommendation letter forecasting future days off of work for the program) by the sheer fact that they stipulated "you will get the time off on these days going out two years"?
Would the damages be the lack of full reimbursement in the original amount?
Plus the year's salary they were unable to seek employment while finishing the program?
Plus punitive damages, pain/suffering, etc?
Regards,
rookhawk

