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Paying someone for training who has handed their notice in


mrsbat
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Hi all,

 

One of my ladies is cutting her hours in half after half term then leaving at the end of term......she handed her notice in at the beginning of this half term at which point I said to her to cancel any courses booked onto as obviously we wouldn't benefit from them (not in those words lol) anyway she said she would still like to attend 2 full day courses and would pay for them herself which was fine but I have noticed on her time sheet this week that she has put down 6 hours pay for the course - now am I being off by saying we shouldn't be paying her or as she is still with us for another half term should we pay her?

I can't 100% say whether when I agreed to her doing the courses I said we wouldn't pay her....it's so awkward because she is a friend too but she was not happy when I spoke to her today and said she wouldn't be paid as it was her choice to complete and pay for the courses - she said she is still employed so surely ought to get paid - what do you think????

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What do you have in your contracts? If you state that you pay for any training attended I think you might have to do that as she is still in your employment.

However, it was made clear to her that you would have cancelled her place but she offered to attend at her own cost, so I'm now thinking that you might be right. Effectively, she attended in her own time and she is benefiitting from the course, not you so she shouldn't expect to be paid.

 

 

Don't you love typing whilst you think?!

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My first reaction on reading the topic title was 'No way Jose' - but having read your post - hmmm - I'm not so sure - is it training that she can cascade to the rest of the staff team?

Good point - if she can share the info through a staff meeting, she can get paid for it. Fair compromise?

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Thanks......4 of us actually attended the course so we won't actually benefit as a setting from her doing it........ I am feeling like I will pay her for this one but make it absolutely clear that any further courses won't be paid......I think!

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Thanks......4 of us actually attended the course so we won't actually benefit as a setting from her doing it........ I am feeling like I will pay her for this one but make it absolutely clear that any further courses won't be paid......I think!

Hmmm - in that case I can't help but feel she is taking the proverbial ;)

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Unless you made it clear and you know without a doubt you said she would not be paid and she was to pay for the course then without any contract statements to help you, then I think you are to pay her, as she has not broken any agreements however if it's in your contracts about training and the payments etc then use these. As it stands of such then it will be you breaching agreements.

Like you say clearly state any further courses are to be paid for and done free from payment by you - get this in writting too. Tricky when it comes to friends x

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Maybe a compromise and pay half as you had made a verbal agreement that she could attend if she paid herself.. or you would have cancelled it. letting her know that you really are not happy but willing to compromise this once.. . or other option for a quiet life pay for this one.. then

 

I would definitely give her a written statement that you wish to either cancel further training courses or are willing for her to attend providing it does not incur costs to the setting and at her own cost.

 

As with everything..from now on write it down , staff always thought I was over the top for getting things in writing.. but it was my mantra.. saved me many a time from difficult situations.

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If you told her to cancel them, and she said she wanted to do them at her own cost them surely she shouldn't be expecting wages from you. I do think though that unless you have run your own business, staff don't get what's involved. Council employees are always saying our courses are only £x but never factor in the cost of the staff wages.

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Thanks again all.....I've told her she will be getting paid.......if we weren't friends etc I would have stuck to my guns which is why at times I am such a useless manager as I was friends with all the staff before taking over :(

 

Guess what policy I have been writing this afternoon............. yep a staff training policy!

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All our training is accessed via the council training website so anyone can access it. To be fair I did ok the course originally as it was booked before notice was given .........

 

So is ours, but I still book them myself.

 

If staff wanted to do extra (unpaid) then they could book and pay for them themselves, but I would still have sign off/agree the booking forms.

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I wouldnt have paid her either. Awkward when you are friends, but she chose to do the course after you asked her to cancel and at the end of the day, you have paid for training she will now put on her CV when she leaves.

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As manager I book all courses if relevant to our setting , if there is a course a staff wishes to take for their own CPD then they pay for it and would not get paid for time off . We have it written in our contracts regarding staff undertaking training and a clause should they leave within 2 years of completion ( this refers to training that is funding by setting and is ongoing I.e NVQ )

 

All staff are encourage to access free e learning training via the council website.

 

You could add an amendment to all staff contracts for future to avoid this in the future.

 

Our staff never got paid for staff meeting before I came - shocking

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Actually i have a slightly different attitude to training (although i do not pay for training once notice has been given)

My thought process is that staff will come in and leave with training attached! so it's a balanced system. I pride myself that staff are well trained and experienced when they leave me...i still benefit because my reputation is upheld and word of mouth spreads in this area. I have never understood a claw back system and to be honest i suspect it is verging on illegal as it requires you to withhold payment which is not allowed.

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Agree with finleysmaid we do have a 6 month clause in ours, but I say to all my staff if they want to progress their career it's my job to get them there and support them wherever and however I can. We left it as only 6mnth as I didn't want it any more as I want everyone to fulfil their potential which if it means them moving on then so be it x

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That's ok maybe if it's one off 3 hr training, we went through a 2 yr period of training 3 sencos at 3x 10 hrs each, first one changed her mind and decided didn't want to be it anymore, 2nd one promptly went on mat leave never to be seen again and 3rd no sooner trained and was offered the job in school supporting the child we'd just trained her to support ...and yes I do realise the benifits to child moving forward but still a costly excercise none the less.

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