Employing and paying for tickets

[not for sale sorry]

Hi People.

 

So I now have my first employee he has no tickets BUT he is a good lad so I would like to get the ball rolling with him. I am not sure though when it comes down to me paying for his tickets do I pay him the days he is training and taking his assessment? or do I offer him- I will pay for your tickets but the days your training I wont pay you a wage? And do you wright into there contract that once you have passed your ticket and I have paid for it you are then bound to me/company for 6 months to a year?

 

Please help

 

Thanks Shane

[treequip]

You can ask them to contribute but they don't have to, most places use what is called a training agreement.

 

The employer pays training and time and the employee signs an agreement to the end that if they leave within a specified period they will reimburse the employer on a tapering scale.

 

So if they leave within a week they repay the lot, if they leave a week before the end of the agreement expires they repay a few quid.

 

The life of the agreement is usually proportionate to the capital sum.

[Craig Johnson]

I used to do the same(as treequip) and it worked well,its better if you pay monthly as most courses would cost more than a weeks wage, to the other point, you need him to have the tickets to do your work = you pay the lot

[not for sale sorry]

I used to do the same(as treequip) and it worked well,its better if you pay monthly as most courses would cost more than a weeks wage, to the other point, you need him to have the tickets to do your work = you pay the lot

 

What do u mean by pay monthly? Pay what monthly? Thanks guys

 

 

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[treequip]

I used to do the same(as treequip) and it worked well,its better if you pay monthly as most courses would cost more than a weeks wage, to the other point, you need him to have the tickets to do your work = you pay the lot

 

Unless................................. you advertise the position as competencies essential "held or in the process of achieving"

 

Its the kind of thing they do when "they" offer you a job based on higher qualifications such as before your degree results are out.

 

Its a bit unethical for a chainsaw qualification and I don't know how legal it is but it would make achieving the competence the responsibility of the employee.

 

From an employers point of view it would certainly prove dedication if they did it and they would have the benefit of a wage and "on the job" while they got it together.

 

I just realised that all sounds a bit Dickensian, sending boys up chimneys next:laugh1:

[Rupe]

Even with a new contract its impossible to stop a person leaving your employment if they choose to, its it would be near impossible to get any money out them for the courses once they have left, BUT, if they continue in ARB they obviously wouldnt get a reference from you so they have to weigh that up really. But you can still put it in there contract that they pay you back for the training if they leave within a certain time.

 

Another way of doing it is to say that there pay does not go up after they have tickets until a certain amount of time expires. So, for example if you pay £50 a day with no tickets, and £60 a day for CS30/31. then if you pay for them to do CS30/31 they dont actually get the pay rise until, lets say 50 working days later. Then that 50 days can be called experience/under supervision, after that you would pay them the extra but expect them to now be reasonably competant in chainsaw use.

 

With regard to paying them for the days training, in almost every other industry a person would get paid for the days training. But again you could factor this in to their wages, like you do with holiday time, i.e holiday time is not pay for doing nothing its just your pay spread out over days when your on holiday. You could do the same with training.

[Craig Johnson]

What do u mean by pay monthly? Pay what monthly? Thanks guys

 

 

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pay their wages monthly, so the cost of training/amount outstanding can be taken, if they leave early/before the training offset cost have been worked off

[Kev Stephenson]

I have just taken a new lad on who has come off the dole. I used him for a few trial days and then gave him a letter stating that if he obtained his CS30/31 and driving license I would employ him. He took this to the job centre who said he had to get his DL and then they would pay for his 30/31.

 

This took a couple of months from start to finish but saved me personally the cost of the 30/31 and he was happy to do odd days voluntary work whilst still claiming the dole. The job centre were also happy with him doing voluntary and openly stated that he could not sign off the dole until he had finished his 30/31 as once out of the system the funding would disappear.

 

I will be paying for his 38/39 later this year and he will sign to state if he leaves during the following 6 months there will be an amount of the training to pay back on a falling scale. I will pay him his daily rate during this training but I didn't during his 30/31.

[Rupe]

I have just taken a new lad on who has come off the dole. I used him for a few trial days and then gave him a letter stating that if he obtained his CS30/31 and driving license I would employ him. He took this to the job centre who said he had to get his DL and then they would pay for his 30/31.

 

This took a couple of months from start to finish but saved me personally the cost of the 30/31 and he was happy to do odd days voluntary work whilst still claiming the dole. The job centre were also happy with him doing voluntary and openly stated that he could not sign off the dole until he had finished his 30/31 as once out of the system the funding would disappear.

 

I will be paying for his 38/39 later this year and he will sign to state if he leaves during the following 6 months there will be an amount of the training to pay back on a falling scale. I will pay him his daily rate during this training but I didn't during his 30/31.

 

Good on you, sounds like a good way to get a new worker and someone off the dole.

 

Remember though that them signing something to say they will pay back any training is not legally binding. They will always be free to walk away from your employment if they choose.

[Kev Stephenson]

Yes they can walk away but if you word a contract properly so that you are effectively loaning them the money for the training and they are paying it back in time worked if they do not do the time they have to pay the money back on leaving.

 

Physically getting it could be a different matter but you are legally covered and it would stand up in small claims court.

 

If you went to the bank to borrow for the training and then decided to change career you would still have to pay the bank back.