Electric cars are no longer a thing of the future, they are now in our shops. To be able to maintain and repair these vehicles, it is imperative to have properly trained technicians. In Quebec, for example, there is the EV Skills program where both the shop and technician invest 163 hours in this training.  

Training: two schools of thought 

Sending a technician for training is an expense for the company, both in terms of salary and lost productivity, which can amount to an average of $28,000. Indeed, during this period, the technician does not work, which can pose a dilemma for the shop manager. However, there are ways to reconcile these financial constraints with the development of employees’ skills. 

A contract that is signed between the employer and the employee. 

In Quebec, it is possible for an employer to have an employee retention contract signed in connection with training paid by the company, but certain conditions must be met for the agreement to be legal and enforceable. 

✅ What is allowed: 

• The employer may ask the employee to reimburse the training costs if the employee leaves the company before a certain period. 

• The agreement must be clear and reasonable, specifying the amounts to be repaid and the commitment period. 

• Costs must be real and justifiable (e.g., tuition fees, teaching materials, travel if applicable). 

❌ What is not allowed: 

• An excessive or abusive penalty that would prevent an employee from freely leaving his or her job. 

• A clause deemed to be an excessive constraint on the freedom to work (e.g., too long a duration, disproportionate amount). 

• If the employer imposes the training without the employee having a choice, it may be difficult to require the employee to reimburse the expense. 

Such a contract is possible and legal, but it must be reasonable and balanced. In the event of a dispute, a court could invalidate a clause deemed unfair. For better protection, it is advisable to consult a lawyer specializing in labour law before signing or imposing such an agreement. 

Added value in the eyes of the technician 

The other approach is based on the following paradigm. The technician sees the value that the opportunity to take the training brings him. He increases his knowledge base, can work safely and increases his personal value in the automotive field. In return, the manager understands that the technician’s sense of belonging is strengthened, since he understands the trust and investment that the shop has made in him. The shop also benefits from this training since it is able to increase the number of services it offers, generating increased profitability. 

What we are describing here is a commitment rather than a contract. 

In conclusion, a shop wishing to be sustainable must invest in its team of technicians. Opportunity or constraint? The choice is yours. 

Picture credit : PAB Mécanique inc.