Given the rapid pace of technological change, companies are investing more and more in continuing education. This is particularly true for executives and employees who are in key positions or who stay with the company for a long time. Employers have an obvious interest in offering certain training to their employees in order to make them more productive.
Types of training
There are training programs that will benefit both the employee and the employer. The employee acquires new skills that will help him/her advance in his/her career. The employer can benefit from the knowledge acquired by the employee.
Continuing education can only be carried out for the benefit of the employer, especially when it is specific to the company in question.
Sometimes the company does not benefit directly from training, especially when the employee wishes to take training outside the employer's field of activity.
Payment of training fees and payment for time spent on training will depend on whether the employer or the employee benefits from the continuing education and who has requested it.
It is recommended that this issue be addressed through a training agreement. In some situations, the employer will be required to make a fair contribution to the cost of the training.
If the training is done primarily for the benefit of the employee, the employer may require the employee to make up for lost hours.
To avoid being underwater, the employee tends to work a lot of overtime. When this is combined with hours spent studying, the risk of overwork is not far off. The employer must avoid such situations.
When the employer has contributed to the costs of continuing education, he generally does not want it to benefit only a future employer. Under certain conditions, the employer may include a reimbursement clause in the event that the employee leaves the company prematurely.