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What is even worse is if the company has a requirement for 40 hours of training annually, and they provide it in-house (using bulk content CBTs) that don't real

What is even worse is if the company has a requirement for 40 hours of training annually, and they provide it in-house (using bulk content CBTs) that don't really give you any skills. Then stipulate a "training fee payback" if you leave 2 years after a specific training. So you are constantly on the hook for paying back a training session seeing as they require a refresher every year.

kderbyma 4y ago
that cannot be legal??
- bombcar 4y ago
  It's a variation on giving part of your salary in rolling bonuses (so that no matter when you leave you lose some part of the bonus) - but it should be required to be backloaded instead of front loaded in the training case (i.e, at the end of the year they give you a bonus equivalent to the training cost (and a commensurately lower salary during the year) - mainly because people are just really bad at saving for known "rainy day issues". It should also be something highly subject to review by the governmental legal board.
  - randomdata 4y ago
    > but it should be required to be backloaded instead of front loaded in the training case (i.e, at the end of the year they give you a bonus equivalent to the training cost (and a commensurately lower salary during the year) That would be quite unfair to the worker who misses out on opportunity throughout the year for not having access to the money. The business is actually incentivized to structure it this way since they can realize the opportunity themselves, but in practice workers would run away as fast as possible if a business tried this, more than negating the potential upside. > mainly because people are just really bad at saving for known "rainy day issues". One can always negotiate this if they are willing to trade opportunity for less risk in managing their personal finances. A business is unlikely to say no as it is to its benefit. It wouldn't be a sensible default for either party, however.
  - lotsofpulp 4y ago
    Why even bother calling it a bonus?
- zarzavat 4y ago
  It sounds a lot like debt bondage which is illegal pretty much everywhere.
- _ea1k 4y ago
  It sounds like its pretty close to what the company in the article was doing.

kderbyma 4y ago

that cannot be legal??

bombcar 4y ago
It's a variation on giving part of your salary in rolling bonuses (so that no matter when you leave you lose some part of the bonus) - but it should be required to be backloaded instead of front loaded in the training case (i.e, at the end of the year they give you a bonus equivalent to the training cost (and a commensurately lower salary during the year) - mainly because people are just really bad at saving for known "rainy day issues". It should also be something highly subject to review by the governmental legal board.
- randomdata 4y ago
  > but it should be required to be backloaded instead of front loaded in the training case (i.e, at the end of the year they give you a bonus equivalent to the training cost (and a commensurately lower salary during the year) That would be quite unfair to the worker who misses out on opportunity throughout the year for not having access to the money. The business is actually incentivized to structure it this way since they can realize the opportunity themselves, but in practice workers would run away as fast as possible if a business tried this, more than negating the potential upside. > mainly because people are just really bad at saving for known "rainy day issues". One can always negotiate this if they are willing to trade opportunity for less risk in managing their personal finances. A business is unlikely to say no as it is to its benefit. It wouldn't be a sensible default for either party, however.
- lotsofpulp 4y ago
  Why even bother calling it a bonus?
zarzavat 4y ago
It sounds a lot like debt bondage which is illegal pretty much everywhere.
_ea1k 4y ago
It sounds like its pretty close to what the company in the article was doing.