I wanted to ask the community to see what expenses a company should pay vs. what the employee should pay. For instance, my
What professional certification fees should a company pay?
Answers
I hate to give this response, I would think it would depend on the company and their financial position. I would see if there is a policy about it or ask if it's in the budget or can be, if it's something you feel like should be covered by the company.
Here is my position on it.....
If the company "requires" it for the job (and candidates), then they should be responsible for the "upkeep" of the certification. Requiring it from candidates (and current jobholders) means they benefit from the certification.
It all depends on the culture of the company, how they treat/view their employees and company financial position. "Should" however does NOT mean they "will" and neither is it their legal obligation.
I have pretty strong opinions on this topic, and overall I think a company should pay for it, within reason. I used to work for an organization that hired a CPA staff accountant - they chose her over others because she was a CPA, but then they did not want to pay for her to keep it up.
It is hugely dependent on company culture, but I feel a culture that respects their employees and wants to see their employees succeed along with the business should pay for them.
It is also dependent upon financial position. In my experience, the renewal fees are usually not so large that it would have a huge impact on the bottom line. The professional memberships are often similar to the renewal fees, but those should have to pass a test for reasonableness. Continuing
If it's a requirement, or the company encourages it, they should pay for it.
If it directly relates to the job, they should consider it.
If it's has nothing to do with the position, then no.
I am a Certified Professional who is required to earn renewal credits every 36 months. Companies traditionally state that employees are their most valuable assets. If they actually believe that, they should show it by paying for ongoing training and recertification fees if the certification is directly relevant and/or required for the position or
I was thinking the same thoughts as Emerson. If I require it I would pay for it. I just know that not all companies treat their people as assets. We will pay for continuing education if someone wants to attend a seminar as long as they can provide the benefits and we set the expectation that they bring something back from it to implement.
Being contrarian, I would argue that a professional certification usually has more value to the employee than the employer.
As an employer, I may use it as a winnowing tool when offering employment. But, once you are on board, having it is of no value to me.
But, it certainly remains of value to you because of both the education it may provide via CE and because it may help you boost your career - somewhere else.
Also, I didn't pay for you to go to college in the first place. You did that of your own interest and volition.
Finally, I've seen a fair amount of abuse of employer paid certs like this. Employees obtain all sorts of them along with memberships, dues and subscriptions that they deem necessary. They maintain them because they can. And mostly, because it costs them nothing.
As in all things in life, once they have to foot the bill - put some skin in the game - they are likely to be much more discerning in their expenditures.
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Human Capital