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There are also limits to the types of training costs that can be recovered and the types of workers who can catch up. For example, in 889946 Alberta Ltd. v. Carter, the owner of a Dairy Queen franchise, attempted to claim the costs incurred when the employer sent a branch manager to a training course required by the franchisor. The Court found that the training offered to the worker is not related to certification, licensing or administrative requirements and does not provide the worker with qualifications that would be useful for future employment. Training was a requirement of the franchisor and therefore purely commercial costs of the franchisee. In addition, there was no provision to reduce the obligation to reimburse training costs on the basis of the length of employment. Accordingly, the Court found that the obligation to repay was unfair and unacceptable and was therefore unenforceable. However, it is important for employers that it can also be used to indicate when a worker might be responsible for reimbursement of these training costs and how that reimbursement would work. In particular, it can determine whether these costs are reimbursed when an employee leaves the company shortly after the end of the training. This compensation agreement for staff training is concluded by and between International Communication Solutions and (staff name).

Terms that cover or can be applied to the agreement In reality, many employers will not really try to recover an employee`s training costs. Instead, the agreement serves as a screening tool, Caucci said. The hope is that only serious and committed candidates will agree. The second thing to think about when implementing training agreements is the idea of “trade restriction.” As we have already said, training agreements are designed to protect businesses from losing their investments – but the law will not allow an employer to use them to unreasonably prevent someone from changing jobs. However, an employer`s ability to recover such costs is limited. The BC Employment Standards Act prohibits employers from requiring an employee to pay the employer`s business expenses. Similar, but not identical, provisions also exist in other provinces.