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Without knowing the size of the employer it’s hard to say the appropriate course of action.
For a large employer, it would probably cost $6K in people’s time and administrative effort to get $6K back. They might just shrug and let it go.
I agree that it’s probably a good idea to contact the employer in writing and ask what they want to do. If they say don’t worry about it you have documentation. I wouldn’t make an offer up front, let them make the first move.
Without knowing the size of the employer it’s hard to say the appropriate course of action.
For a large employer, it would probably cost $6K in people’s time and administrative effort to get $6K back. They might just shrug and let it go.
I agree that it’s probably a good idea to contact the employer in writing and ask what they want to do. If they say don’t worry about it you have documentation. I wouldn’t make an offer up front, let them make the first move.
But to a larger employer, $6k isn't a lot of money, and sending the message that people can't get away with breaking contracts might be worth the legal fees, simply to prevent other people from breaking contracts.
Has anyone signed a contract for relocation assistance and ended up leaving the job before the agreed time was up? If so, did the company ask for the money back? And when did they approach you for it? I moved across the country for a job, signed a contact for relocation benefits, and ended up leaving the job after working 10 days and moved back to my side of the country. (Spare me your opinion on that.) They've sent me 2 paychecks which have the tax deductions for the relocation but no one has contacted me regarding paying back the relocation. Is it possible they won't ask for it? Its been almost two months since my last day at the job.
TEN DAYS???? Seriously?
Yes, I expect they will want you to reimburse them. Why on earth wouldn't they? (And why on earth shouldn't you?)
It doesn't expire, but after the statute of limitations, the contract can't be collected on by court action.
Exactly. The statute of limitations varies by state. In CA, they'd have up to four years, depending, to sue you for the money owed for breach of contract, etc.
What were the circumstances that caused you to leave the new job so soon? Was there some misrepresentation by the employer about the nature of the work? Do you have a legitimate complaint against the company, that might be used in court to nullify a claim for reimbursement they might make? We can't answer your question, without knowing those things.
But if they do make a claim against you, it would end up in a court in their area. You'd have to travel and stay there, to defend yourself, as well as pay for legal representation. I doubt you could get a lawyer to take your case on contingency. You'd probably have to pay money up front in a case like this. Your chances of winning, I don't think would be good and if you did, getting the court to grant you legal expenses, not good, either.
Has anyone signed a contract for relocation assistance and ended up leaving the job before the agreed time was up? If so, did the company ask for the money back? And when did they approach you for it? I moved across the country for a job, signed a contact for relocation benefits, and ended up leaving the job after working 10 days and moved back to my side of the country. (Spare me your opinion on that.) They've sent me 2 paychecks which have the tax deductions for the relocation but no one has contacted me regarding paying back the relocation. Is it possible they won't ask for it? Its been almost two months since my last day at the job.
Your ethics are beyond abysmal. I hope they sue you and win.
My husband left two jobs prior to the two years required by his contract. The costs were roughly $30,000+ with each move. He stayed a little over a year at both of them. The first job said nothing about it. The second job threatened to pursue it if he quit. They used it as leverage to try to get him to stay. In the end, they did not pursue it.
Why would the company sue right off the bat? The company would just send an invoice or letter stating that the former employee owes $x for the relocation expenses. If never paid, then possibly sue.
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