This form offers financial assistance to employees for training expenses under certain
circumstances. Courses must be approved by employer. Also, the courses must be, in employer's opinion, directly or reasonably related to certification in the employee's field.
This form also provides for a covenant not to compete. Restrictions to prevent competition by a former employee are held valid when they are reasonable and necessary to protect the interests of the employer. For example, a provision in an employment contract which prohibited an employee for two years from calling on any customer of the employer called on by the employee during the last six months of employment would generally be valid.
The New Hampshire Certification Training and Reimbursement Policy for Employees with Covenant not to Compete is a policy that outlines the conditions under which employers in New Hampshire can require their employees to sign a covenant not to compete. It also explains the reimbursement process for employees who are required to obtain certifications or training as a condition of their employment. Under this policy, employers in New Hampshire may enter into a covenant not to compete agreement with their employees, which restricts the employees from engaging in certain competitive activities after the termination of their employment. However, there are certain requirements that must be met for such a covenant to be enforceable. One of the main criteria for enforceability is that the employer must provide certification training or education to the employee. This training or education should be directly related to the employee's current job responsibilities and should enhance their skills and knowledge in their field of work. The policy recognizes different types of certification training and reimbursement schemes. These variations may include: 1. Reimbursement for Certifications and Training: In this type of policy, the employer agrees to fully or partially reimburse the employee for the expenses incurred in obtaining the required certifications or training. The reimbursement may cover costs such as tuition fees, study materials, and examination fees. 2. Pre-approved Certification and Training Programs: Some employers may have a pre-approved list of certification or training programs that employees can choose from. These pre-approved programs are typically designed to meet the specific skill requirements of the employer's industry. 3. Timeframe for Certification and Training: The policy may also establish a timeframe within which employees are required to complete the certification or training. This timeframe is usually determined based on the complexity and duration of the program. It ensures that employees are given a reasonable period to complete the necessary training without undue delay. 4. Repayment Agreement for Covenant Violation: The policy may also include a provision for repayment of the certification or training costs by the employee if they violate the covenant not to compete. This repayment agreement serves as a deterrence for employees who may be tempted to breach the covenant and engage in competitive activities. The New Hampshire Certification Training and Reimbursement Policy for Employees with Covenant not to Compete aims to strike a balance between protecting employers' legitimate business interests and ensuring that employees are not burdened with unreasonable restrictions. It provides a framework within which employers can require employees to obtain certifications or training while also offering reimbursement and fair guidelines for both parties involved.
