Legal Question in Business Law in California

It is not only legal but common for an employer to require reimbursement of costs the employer will incur for significant training and/or education of a new employee if the employee doesn't stay in the job long enough to make it worth it to the employer. Just make sure the reimbursement obligation is limited to if she quits or they fire her for cause. Some employers try to claw back education expenses in the event of a lay-off.

As for health insurance repayment, no that would not be legal. Double check though. What they may actually be talking about is liability/malpractice insurance paid on her behalf. Because that coverage continues on until the statute of limitations runs out, and even longer if a patient makes a claim that has to be defended even if it is past the limitations period, again the employer doesn't want to pay the premiums for an employee who then takes the benefit and moves to another job.