During this time, the employee agrees to stay in the company and work on the defined parameters of the order. To confirm this expectation and agreement, a reimbursement agreement is offered to the employee, which must be signed accordingly. Most companies follow this practice and it is easy to get an employee to sign a refund agreement. If it is easy to get an employee to sign a repayment agreement, it is more difficult to get a refund. Often, the employee has left for a new site. They can also change their address and contact information without informing their employer beforehand. Companies often rely on internal services such as accounting or human resources to try to repay. This is an undue burden on these employees, who may not be able to recover reimbursements from individuals. The company should have a specific process in place to enforce the repayment agreement if necessary, including how the company will begin the collection process, how it will communicate with the former employee, and how and when follow-up action will take place. Businesses should strive to manage their repayment agreements in a consistent and fair manner.
If a company has not complied with reimbursement agreements, if employees leave or are fired, it is very likely that current employees know that this has been the case and do not take their own reimbursement agreements seriously. If there is a reimbursement agreement, the company should consistently impose it on anyone who violates the terms of the agreement, whether the employee is an entry-level or executive branch. The amount of the reimbursement can be the total amount of moving expenses or a negotiated amount agreed between the company and the employee. This amount could also follow a graduated scale and decrease over time, so that the employee`s share will become proportional. The reimbursement agreement usually contains a full description of all the costs envisaged for possible reimbursement, as well as specific amounts for each cost. In general, most moving contracts require staff to work for one to two years. . . .