Employers often want to fund the training and development of their employees for both parties. Our team is often asked about the legal aspect of linking an employee to the company in these cases, it is legal and what times are acceptable A new case before the labour tribunal serves as a warning to employers that the recovery of training costs, as well as recruitment and equipment, may be illegal. Some employers strive to ensure their return on investment in training workers by associating them with the company for some time after their training. If they go even further in this scenario, they may try to charge an employee if he or she does not stay for a specified period of time. This may be illegal. If a loan agreement does not benefit the worker, it may be incompatible with the EPA. And the employer felt the need to conclude a five-month, one-year agreement, valid from September 12, 2016, by making the employee bear all the costs of training and career development of the employer. As with any agreement, both parties must agree on the terms of the loan. This will be different depending on a number of variables, with the course or training in question. The cost of training, direct and indirect, The duration of the training, the necessary break time, are weighed against a reasonable time for the in exchange for the employee to the company. We make 2 bonding agreements available to members free of charge in the Employers Toolbox Library section. These can also be purchased separately on our website for non-members.

When the employee is simply trained for the job, this is often seen only as a benefit to the company and not to the employee. In this case, it could be considered unfair and therefore illegal to bind them. However, if the worker obtains a formal qualification or an equivalent qualification recognized by the sector through training which is clearly an advantage for himself, the company has a valid case to hire him, to take advantage of the costs and investments he has suffered. Employment contracts are the conditions of employment. Every worker must have a written employment contract. A training agreement should ultimately generate mutual benefits. A benefit for an employee can be: employment contracts must have certain clauses. Additional clauses should be adopted to meet the needs of the organization and the worker. At the end of the 30-day period, the worker and employer are free to negotiate and agree on different business terms in the employment contract if the worker has not become a member of the union at the end of the 30-day period.

Can the employer, if it pays for the training of a worker, recover that investment by forcing the worker to remain in the organization for a certain period of time? The short answer is “yes.” However, it will be important to ensure that the corresponding terms are carefully developed. A worker may have an individual employment contract or, if unionized, is covered by a relevant collective agreement. Employers are required to keep a copy of the employment contract (or current signed terms of employment). The employer must respect a “considered agreement” even if the employee has not signed it. Staff members are entitled, upon request, to a copy of their contract. A well-written employment contract helps the worker and employer know what is expected of them and what they are entitled to. This means that misunderstandings are less likely to arise, and if a problem arises, then workers and employers can go to the employment contract to clarify things. The common practice is that it is generally accepted that commitment periods are generally less than two years. However, there are longer periods that both parties can accept. Anger really begins when the obligations are broken and the employer tries to impose them.

If the courts find the harsh and depressing conditions for the training offered to be harsh and depressing, an obligation of commitment is