Daniel 'Dan' F. Pyne III | Source | Co-chair of Hopkins & Carley’s Employment & Labor Law Practice at Hopkins & C...
Daniel 'Dan' F. Pyne III
Dan is Co-Chair of Hopkins & Carley’s Employment & Labor Law Practice and has served as the firm’s Deputy Managing Shareholder for ten years. His clients include businesses and executives in the technology, manufacturing, professional services, hospitality and agriculture industries, as well as non-profit organizations. He has served as lead counsel for his clients in both state and federal courts at both the trial and appellate levels.
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In some cases, the facts and circumstances may make it worthwhile to pursue collection, but in many cases, employers would be wise not to do so.
Even when an employer may be entitled to pursue recovery of the training costs, they face the same challenges as any creditor seeking to collect on a debt. The employee may not have the money to pay, and the cost of pursuing collection can sometimes make the process impracticable.
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Recouping Training Costs Poses Legal Challenges
Some employers require workers to pay back the cost of training in that situation, but there are some legal pitfalls to consider before enforcing that type of policy.
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Hopkins & Carley (https://www.hopkinscarley.com/)
Co-chair of Hopkins & Carley’s Employment & Labor Law Practice