The remaining employees argued that management had „forced“ them to sign as part of the company`s voluntary savings program. They are concerned, however, that the 3% reduction in training salary will not be returned to them, as it was not included in the package conditions. Before there is only one year of borrowing for 2 months of training in Japan for me When they fired them, their commitment is null and void and never has. Is the training loan in my employment contract something that, according to the labour code, can be considered a protection of a company? Is the employment contract sufficient to bring legal action? I know that my company`s credit policy is simple and very direct, can the amount be changed or adjusted after/during the trial, or can the court completely deny the fees – if the company files a complaint against me or against us? My wife has been working for a medical company for five years. Last year, they sent her to Singapore for a week of training. She had to sign a form stating that she would reimburse the company for the full training costs, plus 6 months` salary, if she resigned within three years. It`s probably 8:00.m. When it stops. Does anyone who really knows the law have a glimpse? Now 3 years seems to be very long for engagement and seems illegal to me As a rule, there is a link for training. But training should not be mandatory, because it is related to that. The number of years and penalties is quite high in the case of your wife. Campita said Hanjin was „consensual“ for the return of the training loan, but only for the 3,696 workers who have stayed with them since January.

Is this employment requirement legal? I always felt unworkable because it was an inadequate amount of money and time, Expect someone to stay with a company (especially the extra 6 months they expect from you, what they expect, which appears simply free) This agreement „binds“ the worker to pay 3% of his two-week salary for the next 10 years (or 5 years for some), just to make sure they don`t suddenly leave the company after receiving training. In any event, I see obligations as a form of job security. You can`t fire your wife because of education. If they fired her, their bond is null and void. (They won`t sign because they could lose the money they paid for the loan because of the voluntary reduction. We are negotiating for you to return the workers` money because it was not their decision to close. In fact, they wanted to finish the 10 years.) Is this employment requirement legal? I`ve always felt unworkable because there`s an amount of money and unsuitable time waiting for someone in a store (especially the extra 6 months they expect from you that seems free) I`d already like to leave the company and there are a lot of good deals I`ve missed in the past because of the loan/refused. I want to resign because my salary is no longer enough to meet our needs, and I am a single mother and my son is already studying. Beyond compensation, work becomes extremely stressful, I feel that I am no longer efficient and effective for my role and that there is no self-fulfillment.

It also affects my ability to be a child mother because of the stress I feel at work. I always feel tired and sleepy. You can write to your employer that before you are included in certain trainings/seminars, etc., you should get your consent. You cannot use this clause to remain unfair as a collaborator. I believe that if you sign the treaty in the circumstances you mentioned, your approval could be compromised by inappropriate and inappropriate influence. You can resign if you want. Campita said Hanjin was „consensual“ for the return of the training loan, but only for the 3,696 workers who have stayed with them since January.