[dataminded]

I don't understand why the employer merits protection from the employee in this case.

The employers could, offer bonus payments for the employees tenure, top of market salaries, equity in the business, or secure private insurance to cover losses if the employee leaves.

Asking an employee, to pay you money so that you can make money from their labor shouldn't be legal.

[bumby]

My best attempt to steelman this argument is that training is a transferrable asset that the employer can't recoup.

Consider if you are an aircraft mechanic who is given a set of tools by the employer. Most people don't think it's unreasonable for the employer to ask for those tools back when you quit. In contrast, they can't ask for the training back.

Imagine if you agreed to work as a doctor for a charity if they agreed to pay for your training. Then upon completion of years of training, you quit to go work in the private sector to get more money. That seems like an extreme example, but it illustrates the point.

It would be interesting to see if employers give the equivalent funds as a bonus to an employee who comes onboard pre-trained. My guess is they don't, which would undermine their point somewhat.

It seems like an overall bad policy. If you hold someone against their will, you're bound to risk sub-standard work for the duration of the contract.

[mattkrause]

Exactly, but the tool analogy hinges on the skills actually being portable to a new job.

I can see the case for repayment agreements if the employer is (say) sending someone to a local university to get an MBA. That training transfers directly to other jobs and its price is set on the open market: you’d pay the same if you self-funded the MBA instead.

On the other hand, niche or employer-specific training doesn’t have either of those properties. Knowing the SOPs at Sally’s Beauty may not help much at other salons, let alone other industries. The price is also arbitrary and the employer has every incentive to inflate it.

[bumby]

I tend to agree with your point, but the focus of the article was on trucking and nursing. Those aren't niche skillsets and would be highly transportable.

[mattkrause]

The article spans the gamut.

The last example in the article, where the employee got a CDL, seems reasonably fair.

The first one though, where a licensed esthetician was charged $1,900 for pro-forma on-site training that she already had, seems like it should be legislated out of existence.

[bumby]

The esthetician skills are also transferable. That one seems to just reek of bad management. It’s hard to come up with a scenario where I’d want to send an employee to training they already have, unless it’s a currency/continuing education issue. Absent those, it’s “training” that adds zero value to neither the employer or employee.

Even so, I’m not sure how legislation would work. It’s once thing if you can point to a license and say the training is unnecessary but I would venture a guess that the majority of training isn’t of that type.

[mattkrause]

FTA: "She argued that the trainings were specific to the shop and low quality."

It depends on what the skills are. At one extreme, the employee might pick up actual skills, like how to dye hair. I can also imagine some stuff that's much closer to "onboarding": how to use the in-house booking system, workplace safety training, etc. That doesn't really transfer, either practically or legally. The line is really thin and a cynic might be tempted to blur it to retain employees.

As for legislation, one really bright line might be whether similar training is available to the general public (and at what costs). People enroll in Javascript bootcamps all the time, so an internal one is probably fine--and the repayment should be similar to their costs. If it's MUMPS instead, tough break for the employer.

[MisterBastahrd]

Then they can claim it on their taxes. Otherwise, losses shouldn't be offset by taxes and they should eat the entirety of their bad investments like the adults they claim they are.

[bumby]

That's a very good point. We already have other societal mechanisms to mitigate their risk.