Angela Y :
In high school and university, there isn’t enough time for students to gain a lot of practical knowledge. So, when they start working, they still need to gain practical experience before they are very useful to the employer. Who do you think should pay for this practical education – the employer or the employee?
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If the education only prepares you to do a particular job for that specific employer, the employer should pay for it. If it gives you portable skills you could use to get another job, the employee should pay.
I would think the employee is the one should pursue the additional education and pay for it, if he/she wanted to be employed by the employer.
Try to think as an employer, would you pay additional educations for the new employee and this employee only work for a short time?
Several employer willing to pay for the additional education, though.
Assuming that the education is the kind that can be used at multiple employers, the employee should pay for the price of the course.
However, the employer should “pay” for it by paying the employee a higher salary after the employee completes the course (based on the employee’s increased value to the company when he/she has the training).
Then, if the employee stays at the same employer long enough, he/she will earn back the price of the course over time, and then some extra profit. But if the employee leaves the job very shortly after completing the course, the employee will have paid for most of the course (which is fair because the employer didn’t get much benefit from it), and the main purpose of the course will be to make it easier for the employee to get a good job at another company.