Because employees leave companies for a variety of reasons, not all companies ask employees to reimburse their education. Check the wording of your agreement to see if you need to pay tuition fees in the event of dismissal, termination of cause or voluntary separation or any other specific situation. You may be able to negotiate the terms of your study allowance, especially if you work in a small business. Let your agreement define the conditions under which you must reimburse the teaching and how you will make those payments. For example, you only have to pay back your courses if you voluntarily separate, not if you are fired or fired, even for a good reason. If you are dismissed for reasons such as insubordination, non-compliance with your obligations, harassment, discrimination, theft or any other serious reason, you may have to pay back your courses. Employers rely on tuition fees to prevent employees from being intentionally fired, so they do not have to pay for master`s degrees, for example. If you are made redundant for reasons, remind your employer that refunding your tuition fees has tax consequences for the business if the refund is made in full or in part as a tax deduction. If you think you have been pushed to leave voluntarily, talk to a lawyer who may be able to make sure you don`t have to pay back the courses.
You may need to sign an agreement not to sue your employer for harassment in order to convince them to accept. In addition to university education, you can negotiate reimbursements for seminars, workshops, online courses and certification courses. You can ask a new employer to pay for your courses or share them with you as part of your compensation or signing package, as the company will benefit from your advanced knowledge. The most common scenario for a student credit repayment agreement is a volunteer worker who leaves a company. Even if the reason for retirement, pregnancy, disability or some other reason that does not involve the path to work in another company, the employer does not offer the benefit that the company had in mind when it agreed to pay for the worker`s training. Some student reimbursement contracts do not penalize the employee if the company terminates the employee`s employment contract without the employee`s fault. When you are made redundant, an employer often does not ask you to reimburse the training and training costs because you have not breached the contract. Because the company does not claim a refund, it retains the tax deduction it needs for your education reimbursement. Employers require that the reimbursement of education costs be an agreement to prevent workers who take advantage of their training to find new employment from working elsewhere. Companies protect themselves legally by encouraging employees to refund refunds when the employee leaves the company within a specified period of time after the completion of the training.