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Training Reimbursement Agreement Australia


Training agreements are a perfectly legal and appropriate way for companies to protect themselves financially. However, if you decide to wear one, there are a few things you should watch out for. Non-participation in worker-related training, which the employer must attend, is no different from that which, on any given day, does not occur in its usual workplace. (Note: time spent in mandatory training is considered working time and workers must be paid for their time participating in work-related training, whether or not it is in normal hours. If the employee was not paid for his time in the training, it would be unfair to discipline the employee for not participating). A staff member was booked to participate in training and received appropriate notification and confirmation of the course, including the date, time and location. The employee did not participate and we were charged the cost of the course. Can we require the employee to pay for the full reimbursement of the course costs to the company? The calendar could be a slippery scale. B the training agreement could indicate that the Commission will check whether the worker was employed under a training agreement and whether the employment was limited to the duration of the training agreement. [3] If the cost of the course is relatively low, the training agreement could come from the employee`s last salary. If it costs more, employers could establish a more structured payment plan. Automatic calculation of the value of lost course costs on the worker`s salary may also be a violation of the law.

Section 324 of the Act severely limits the nature of the deductions an employer can make on a worker`s wages and requires the employee`s consent. Members should call group Workplace Advice Line on 1300 55 66 77 for more information on deductions on an employee`s wages. Training agreements are designed to protect companies from dementers when they invest in their team. It is not intentional to be a tactic to distract people from the intention to stop. That is why the amount of money that the training agreement wants to recover must be a reasonable estimate of the money the company has lost. If the worker has no valid reason for the training or is unable to adequately verify, employers may consider disciplinary action. We all know that training and staff development is a necessary cost to run a business. Costs depend on the size of the business, the number of employees and the training requirements of your sector.

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