L&D procedure

I’m looking for some information on the market. We currently have an L&D procedure which outlines the type of external learning that an employee can take and the requirements around reimbursement.

Currently, for professional designations, continuing ed programs or certifications we require the employee to pass the program and remain employed. If the employee resigns or is dismissed with cause, they must reimburse X% of tuition paid for the last 12 completed months of service, and X% paid for the last 13 to 24 months of service.

I am curious how this policy compares. In particular:

Do others have a dollar amount that triggers employees signing a reimbursement agreement (i.e. such as all training over $X) or is it by type of program as ours is?
How long is the typical reimbursement requirement for? Ours is two years (as above)
Is there anything different for your IT department?

1 Comment

Shane Stephens

October 15, 2019 11:03 AM

My experiences in emergency services usually had the following plan in place: any classes / training / continuing education required to maintain certification was paid for by the employer with no expectation of reimbursement. Career development training (individual) was usually accompanied by a contract- the company pays tuition in exchange for X months or years of employment (time dependent on cost of course but was negotiable). If separation was before term, full pay-back was required.

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