N
Ninn
Guest
Here's my situation... hoping some experts here can help out.
I started working for a new employer about 3 months ago in northern California. They have a classroom based training program that they put everyone through, in which you get paid minimum wage during the classroom period; followed by a period of "on the floor" training in which you get paid $3 more than minimum wage, before finally converting to a salaried position.
Before I joined, in their terms of employment, there was a section where it stated that if you voluntarily left the company before your 1-year mark, they would have the right to collect $10,000 from you as "compensation for the training provided." My question is... is this even legal in the state of CA? How did they even come up with "$10,000" as the price for their training is beyond me, too.
After I started working, I also realized why they even had to have that clause in their agreement... the turnover at this company is very very high. The reason being is that their pay is less than HALF of the industry standard. So once people get in, and they realize they can leave and make more than double the amount of money elsewhere, their first instinct is to leave; however, there is a $10,000 dollar cloud hanging over their heads. If the company tried to collect the $10,000, couldn't the employee counter-sue... calling it a fear tactic or something? Anything?
I appreciate any and all insight you guys may be able to provide.
I started working for a new employer about 3 months ago in northern California. They have a classroom based training program that they put everyone through, in which you get paid minimum wage during the classroom period; followed by a period of "on the floor" training in which you get paid $3 more than minimum wage, before finally converting to a salaried position.
Before I joined, in their terms of employment, there was a section where it stated that if you voluntarily left the company before your 1-year mark, they would have the right to collect $10,000 from you as "compensation for the training provided." My question is... is this even legal in the state of CA? How did they even come up with "$10,000" as the price for their training is beyond me, too.
After I started working, I also realized why they even had to have that clause in their agreement... the turnover at this company is very very high. The reason being is that their pay is less than HALF of the industry standard. So once people get in, and they realize they can leave and make more than double the amount of money elsewhere, their first instinct is to leave; however, there is a $10,000 dollar cloud hanging over their heads. If the company tried to collect the $10,000, couldn't the employee counter-sue... calling it a fear tactic or something? Anything?
I appreciate any and all insight you guys may be able to provide.