Our company has this clause in our manual, that HR spends the first day of work with employees. We also inform employees before enrolling in a company-sponsored course and have them sign a loan. In any case, for whatever reason, an employee should decide not to complete his studies or, without an acceptable reason, to obtain a minimum participation of 90% or to leave the company before the end of the maintenance of the company for a period of six (or 12 or 24) months immediately after the end of the course, he/she is considered disqualified for sponsorship, and the amount of liability is calculated as a full course fee (or pro rata) plus another amount claimed as part of such sponsorship. I would like to check if my company has included in the Companies Directive a clause stipulating that the employee must compensate the costs of full courses at the company if the employee within 1 year after the end of the training announces sponsor for companies. Before registering for the training course, my employees did not sign a guarantee form or agreement and the personnel manager did not explain our company policy clause to the employees. For company-sponsored courses, there is a commitment period based on course fees, as stated in the directive. This must be demonstrated to the employee before taking the course. A breach of the undertaking results in the disqualification of the employee at course fees. When a loan is requested from the company, the practice for us is to write a letter to the employees indicating all the conditions of the sponsorship for the course to be taken.

Staff must sign the letter in confirmation/approval of the specified conditions; including the clause that staff are required to reimburse course fees to the company if staff leave/resign within a specified period of time (including termination of services by the company). This reimbursement could be modulated so that, if the staff goes in 6 months, 8 months or whatever follows the end of the course, the amount of the reimbursement could be estimated proportionally. If the General Staff had not been informed in advance of its obligations/obligations, I think the company may not have recourse to employee fees. Is there such a clause in your personnel manual? For us, we inform the staff and have an agreement signed before confirming the registration. In this case, your employees have the right to sue MOM if your company insists that it pay the full training fee, as this has not been communicated to employees. If the clause relating to such training is not linked to the employment contract, you have the right to demand the full cost of training and to deduct from the staff salary. If the company insists that the amount be deducted from its last salary, can it complain to MOM about it? Check out the contract and when it is posted, employees must repay.. . .