This agreement “binds” the employee to pay 3% of his salary twice for the next 10 years (or 5 years for some), simply to ensure that they do not suddenly leave the company after receiving training. I am attentive to my company`s commitment to training; the terms were set out in my employment contract, which I signed voluntarily. Over the past few months with the company, they have given me 6 training courses – cost 500K or more. During my last training, I do not know that the company has already registered me. I was surprised when they told me I had to participate, since it was already paid – as for me, still 50K in my Bond bucket! All these trainings were not requested by me, so many training in business. I told her not to sign, but she said she would be fired if she didn`t, because education is a prerequisite for her work. So she signed it, not many choices really. In any event, I see obligations as a form of job security. You can`t fire your wife because of education.
If they fired her, their bond is null and void. Is the training loan in my employment contract something that can be considered by the labour code as a protection of a company? Is the employment contract sufficient to bring legal action? I know my company`s borrowing policy, it is simple and very direct, can the amount be changed or adjusted after/during the trial or can the court completely deny the fees – if the company files a complaint against me or us? My wife has been working for a medical company for five years. Last year, they sent her to Singapore for a week of training. She had to sign a form stating that she would reimburse the full training costs to the company, plus 6 months` salary if she resigned within three years. It`s probably 8 p.m. when it will stop. Does anyone with a real knowledge of the law have a glimpse of it? Now 3 years seems very long for engagement and seems illegal to me Usually there is a link for training. But training should not be mandatory, as it is related. The number of years and penalties is quite high in the case of your wife.
Is this employment requirement legal? I always felt unworkable because it was an inappropriate amount of money and time to expect someone to stay in a business (especially the extra 6 months they expect from you, which seems just free) I already want to leave the company and there are a lot of good offers that I have missed/refused in the past because of the loan. I want to resign because my salary is no longer enough to meet our needs, besides I am a single mother and my son is already studying. Beyond compensation, work becomes extremely stressful, I feel that I am no longer efficient and effective for my role and that there is no self-fulfillment. It also affects my ability to be a mother-by-child because of the stress I feel at work. I always feel tired and sleepy. You can write to your employer that before you are included in certain trainings/seminars, etc., you should get your consent. You cannot use this clause to keep yourself unfairly as your employee. I believe that if you signed the treaty in the circumstances you mentioned, your consent could be compromised by inappropriate and inappropriate influence. You can resign if you want. Campita said Hanjin was “consensual” for the return of the training loan, but only for the 3,696 workers who have stayed with them since January. During the dialogue between management and workers, DOLE Central Luzon Director Zenaida Campita Hanjin said they should make the training loan because of the closure. The only table football is that if this company does not give it a real increase.
You can refuse to increase your wife`s salary, which will corner her. But if they give your wife a first-rate education.