What is your policy for when an employee who received an advanced degree which the company has paid for, leaves? Do you have a claw back policy?
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Yes I've always had a claw back policy, but Oh My Word it can be painful when you enact that clawback - we've had some humdingers and it becomes an unpleasant exit process (often times for high performance individuals otherwise we wouldn't have invested so much in them), and that isn't good for your Employer Brand. I don't know what the answer is, but I think there has to be something much better than clawbacks. Perhaps just don't clawback - just see it as an investment, and you get the benefit of that investment while they are doing the qualification?
In my past lives, we had a two-year claw back that was prorated depending on when they left. Less than a year was 100% repayment, between 1 - < 2 was prorated by month.
Between 1 year and less than two, it was prorated by month.
our organization will pay for certifications related to the employee's role/position, with a 2-year clawback. The amount due decreases incrementally each quarter until the 2-year clawback is up.
When we agree to pay for education over a certain amount there is a payback agreement in place. It outlines that we may recall a prorated amount if they voluntarily leave our organization within 2 years.
our organization pays for certifications (based on business approval), with a 1-year clawback policy. If the employee quits within a year of passing and amount is more than $400 they are expected to pay back.