Before setting up a depreciation contract, consider the ease or difficulty of recruiting and retaining qualified staff for your company and industry. The more difficult your recruitment efforts are, the less likely you are to opt for a depreciation clause. In particular, say relocation experts, make sure that any depreciation policy you pursue is clearly communicated to employees and that it is applied and applied consistently. Each company must decide for itself the value of a depreciation contract, says Snodgrass. “They need to do what they think is right and right in their organization to adapt their culture, achieve their financial goals and achieve their personnel transfer goals.” The agreement should indicate the nature of the costs and the total amount that the worker must repay. The refund clause also applies when workers terminate the employment relationship before the end of the study. The contractual retention period does not exceed 5 years and the maximum cost to be reimbursed can amount to 100% of the total cost invested. If the worker fulfills his commitment to remain active during the agreed period, the amount to be repaid is reduced in proportion. I had a unique situation come and I wanted to get your thoughts on this topic: I have a fairly new client in the last phase of interview with my candidate, The client signed our research agreement that offers a replacement guarantee. Well, the candidate has just received this e-mail from my client: for continuing education (deepening qualifications), the employer and the employee can conclude an agreement if the expected cost of the training is at least 1,700 euros. However, due to the relatively high costs that should be reimbursed, training cannot be mandatory for the worker. Communication.
Problems can be minimized, experts say, if the company informs employees early on of its depreciation policies. Marriott employees receive this information via the company`s intranet, through the offer stage and in the letter of offer. In addition, transferred staff members are invited to sign the agreement. The employer may grant the worker leave, wage compensation and other education expenses for education purposes; in return, the employee agrees to remain in the business or to depreciate (in part) the associated costs during the agreed period. When a former candidate looks at the average amortization of $21,000, the music stops. Emotionally, the recruiter is perceived as an infringement of his right to work. Financial and legal assistance from the new employer, or even the new recruiter, is often granted.