[prapoza]

I have my key employee going to school for hort training two days a week for eight weeks. I have never paid employees for attending training, workshops etc... I pay for the training or reimburse them if they successfully complete. I also give raises with consideration given to employees who take advantage of the training programs.
This is different though. He will have to be out of work two days per week and can't afford to lose 16 hrs/week. What would you guys do?
___________
Paul

[VoodooChile]

What are the chances you retain him, short and long-term? Is he simply gonna gain knowledge and skills at your expense only to move on, or is he looking to advance within you company's structure?

How much will the training benefit your business and the bottom line? If he's studying taxonomy, it might slow him down on site. Studying pests and disease, might allow him to scout on maintenance accounts and make your service more valuable.

I don't see why you should comp someone 16 days pay unless there is appreciable benefits on your end.

[jwholden]

If the guy is missing work with you to go to a course you sent him to heck yes you should pay for it. If you don't want to pay him for the time off from work leave the decision up to him. This seems to be the obvious answer but perhaps I'm missing something.

[Stonehenge]

Paul, I had asked a similar question awhile back. This links to the responses I got: Classes - hourly pay or volunteer?

I'd have a hard time paying for classes and paying an hourly wage for someone who'll be non-productive for two days every week.

However, if you are requiring him to go, then I think you're on the hook for it.