Further training contracts

RE: Further training contracts

Gemma Read — Sun, 18 Feb 2018 22:32:06 GMT

It is in our contract, any fees, Cpd, etc paid for by the practice in the previous year before leaving has to be paid back, and any from the year before that 50% has to be paid back.

Like others have said, if practices didn't have these sort of safe guards then they would loose out in the investment

RE: Further training contracts

Selena Carnell — Fri, 16 Feb 2018 21:36:58 GMT

sounds fairly standard.

RE: Further training contracts

Rachel Woodcock — Fri, 16 Feb 2018 19:43:41 GMT

Mines 3 years after completing the course. I think it's more than fair for employers to ask you to sign one

RE: Further training contracts

Gail Limond — Fri, 16 Feb 2018 11:41:29 GMT

No no I have no intention of leaving. I have never had a contract like this and was just wanting some advice before signing

RE: Further training contracts

Chris Geddes — Fri, 16 Feb 2018 09:28:29 GMT

I agree with Apache. 2 years is pretty standard. They want to get a return on their investment, and it's a mechanism for staff retention. I definitely wouldn't try to negotiate - as a manager this would raise alarm bells to me that you're planning on leaving and I'd be suspicious about you from that moment onwards! If you did want to leave within 2 years, and your new employer really wanted you, you could explain the situation to them and ask them to pay the £2000....that does happen. Or, if your new salary was significantly more, you could take it on the chin and pay it yourself.

Chris

RE: Further training contracts

apache — Fri, 16 Feb 2018 01:12:47 GMT

As an employer, I wouldn't want to invest £2000 in a member of staff if I didn't believe they were going to be working for me in 2 years time. It's really a means of protecting my investment in staff, so they don't get the qualification and suddenly leave.

It's in our contract as standard (for all staff and all training) decreasing over 2 years (so if you leave after a year you would pay half back in our practice).

Realistically if a member of staff left as soon as they qualified then I'd look to invoke the clause. If ~18 months later they wanted to leave on good terms to further their career then I wouldn't. If they started making a fuss and trying to negotiate out of the clause then I'd be reluctant to fund the training.

Simple question - do you see yourself working there in 2 years (then what's the issue)?