Employers would be barred from requiring covered training repayment agreements

Employers would be barred from requiring workers or job applicants to enter covered training repayment agreements as a condition of employment. The rule covers employees and people seeking work. Covered agreements require payment if a worker leaves the employer. Covered agreements require payment to an employer, training provider, or another party if a worker leaves voluntarily or involuntarily, including repayment for training already provided. The rule excludes cash advances, payments for equipment sold or leased to an employee, educational sabbatical leave contracts, and agreements made as part of a collective bargaining agreement. Violations would carry existing state wage-law remedies and penalties, including employee civil actions. Those remedies could also apply if an employer retaliates against someone for refusing an agreement, complaining, or exercising rights under the law. The act would take effect immediately.