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I’ve seen things like this related to sponsored mba programs and a 2 year commitment and the like but to repay the cost of every training ( eg generic project management or communicating effectively sessions) seems way over the top and probably counter productive to the culture you want to create


Agree completely!!


My old job did this, but it wasn't for training. It was only for Visa sponsored individuals on H1-Bs. If they didn't stay for 2 years, they had to repay the org's cost of the Visa.


First of all, why would you want to force employees who are unhappy to stay? Wouldn't that just become a breeding ground for resentment and misery? Second of all, I don't even see how this is even kosher. I mean, I get reimbursing for certain expenses that were laid out, like training or visa sponsorship, but this just seems way over the top. Thirdly, I would think it would be a huge red flag for prospective employees. I know if I saw something like that when I was going through the interview process, I'd immediately wonder why they have to go to such extremes to keep employees. And I'd probably bounce, assuming I'd dodged a bullet.


I think if it’s paying back a sign-on bonus or a sponsored degree program that can make sense, but beyond that seem extreme and would be a huge red flag for me as a candidate. If turnover is that big of an issue, the company needs to address the root of the problem - culture, pay, benefits, etc. This is putting a bandaid on a bullet wound.


This sounds like a very slippery slope. The skills I got from training were used to do the job during the time I worked with the company, so the company got their money's worth. Why do I have to pay it back? that's so unfair. Basically trapping employees to stay at a company for the rest of their lives.


Wouldn’t this be a “breeder” of bad culture and behavior from the part of the organization? Looks like a way they’re saying they want to treat you terribly and have you do nothing about it because “bills”… I understand them wanting to do this with the rise of people staying in companies for shorter periods but this is not how to fix that.

If your turnover rate is high and fast, the solution to that problem is definitely not asking them to pay for things you’ve paid for… That’s increasing your bad record. Who has the ears of the leaders making these decisions? 🥴

I've seen this more in terms of college classes but not for training. For example, if you further your education with a master's degree you need to stay with the school for an additional 3 years after you received your degree.

I’ve had candidates who had to pay back fees for quitting. It’s been mostly newish grads in tech consulting who went through intensive tech training for certain products and then quit with in a year. It’s also not uncommon for signing bonuses to have clawbacks

In my opinion, asking employees to pay back regular salary or benefits if they leave with in a certain window should not be done as it could impact offer acceptance rates. I also think it’s weird to do if employment is an at will contract with no severance

We have agreements with employees who are paid additional comp for relocation, tuition reimbursement, etc. We do not have a general policy that would cover other situations. But I’m curious, do you offer severance for all terminations?

A lot of companies have clawbacks on various payments. May not give potential employees the warm fuzzies but I can understand not wanting to pay a starting bonus, education, licensing, relocation, visa, etc - only to have them jump ship.

Compensate the salary? Or bonus? Because if it's the former, I think it's ridiculous.

We've done it in specific cases such as school-related expenses that the company covers, sign-on bonuses and visa-related costs. Otherwise we'd have a mutiny on our hand if we tried with comp!

You have to pay back sign on bonus here

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