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案例:赵某是某机械厂的维修工,他与厂方签订了期限自2008年12月至2011年12月的劳动合同。2009年1月,双方签订《关于培训费用的协议》,约定赵某需在机械厂工作满3年,否则需返还全部培训费用及培训期间的工资。2011年11月,赵某离职。在职期间,机械厂曾安排其参加4次(合计15天)由供货商举办的培训,为其报销差旅费8662余元,培训内容为设备安装调试及日常操作。机械厂认为赵某在工作时间不满3年即离职,应自行承担培训费用,且无需支付他在培训期间的工资(共计3500元)。机械厂向某区劳动争议仲裁委员会提出仲裁申请,要求赵某返还在职期间培训费用8662元及培训期间的工资3500元。区劳动争议仲裁委裁决驳回了机械厂的请求。机械厂不服仲裁
Case: Zhao is a mechanic repairman, he and the factory signed a period from December 2008 to December 2011 labor contract. In January 2009, the two parties signed the Agreement on Training Fees, which stipulated that Zhao would have to work in a machinery factory for three years, otherwise he would have to pay back all the training expenses and wages during the training period. November 2011, Zhao left. During his tenure, the machine factory arranged for four times (a total of 15 days) training organized by the supplier for its travel expenses over 8662 yuan, the training content for the installation and commissioning of equipment and daily operations. Machinery factory that Zhao in less than 3 years working time to leave, should bear the training costs, and without having to pay his salary during the training (a total of 3,500 yuan). Machinery Factory to a district labor dispute arbitration commission to apply for arbitration, requiring Zhao to return during the training costs 8,662 yuan and 3,500 yuan during training wages. District Labor Dispute Arbitration Commission ruled that the machine factory rejected the request. Machinery factory refused to accept arbitration