Originally Posted by
JohnBurke
An example would be a loan taken out by the employee from the employer. If the employee signs an agreement to pay back a pay advance, but elects to leave the employer before that money is repaid, then the money doesn't simply become a gift from the employer. The now-ex-employee must still repay the money. Likewise, if the employee has agreed to a value of money for training, separation of employment (termination or resignation) doesn't negate the obligation on the part of the employee.
How on earth is training required to perform a job to serve an employer in any way similar to a loan? Training is not a gift. Yeah you could argue that it makes your prospective employee more marketable, but it's required in order for you to utilize your employee. If your employees are leaving one after another, maybe the employer should look at themselves and ask what they can do to retain their employees. Usually better compensation, benefits, schedule, safety culture, quality of life on and off the job will do the trick. I understand protecting your investment and I understand honoring your word, but locking people into training contracts because it is the only way you can get people to stick around screams bottom feeder operation to me.