Should the cost of obtaining evidence be covered by the company, or should the worker pay it in advance?
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The development of chemical enterprises relies on standardized management. At the same time, there are increasing demands regarding safety and environmental protection. In addition, for certain high-risk chemical processes, it is required that workers have the appropriate certificates to carry out their tasks. This raises the following question: 1. When workers who perform well in ordinary positions wish to switch to high-risk processes, according to safety regulations, they must obtain the corresponding certificates for operating such processes. Obtaining these certificates requires money – who will cover this cost? A: The worker pays in advance, and the company reimburses it after passing the exam. B: The employer covers the expenses in advance, and the position is changed after passing the exam. C. The employer covers the costs; those who fail the exam and thus cannot obtain the certification cannot have their job assigned to another position. . . . I wonder how various organizations formulate their policies?
The company covers the costs in advance, and an agreement is signed (such as extending the contract term; in the event of resignation during that period, compensation for the certification costs must be paid)
Some companies pay, and the certificate becomes the property of the company in the future. It can be discussed; it’s hard to reach a conclusion.
In such cases, the employer arranges the positions, and the obtaining of the required certifications is usually handled by the employer, who organizes the training and examinations (at cost). Employees attend these classes and take the exams; those who fail the exams are not allowed to take up the positions. Some employees also wish to change their position at work; they privately sign up for training programs organized by third parties and take the certification exams, and if they succeed in obtaining the necessary qualifications, their employer will cover the costs of the training and the exams.
First and foremost, it should be clear that companies have the obligation to provide pre-job training. Those suitable for the position should be retained, while those not suitable should be eliminated. So this cost has to be borne by the company. As for the training, certification exams related to the qualifications required of applicants, those are personal matters. Companies should not provide funding. However, to prevent companies from investing in training so that employees can switch jobs with those certificates, companies can keep the relevant qualifications in their own control and not issue them to the individuals. For reference.
If a candidate fails the qualification exam, does the company have the right to assess them? After an employee leaves the company and reports their ID card as lost to obtain a new one, does the company have the right to demand repayment of the associated fees? After an employee leaves the company, how should the enterprise handle or use that employee’s qualification certificates in order to avoid breaking the law?