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No, they're actually pretty common in certain industries, and definitely enforceable, at least for sure within the state of California. If you sign a contract that says you get a certain amount of money for starting a job, contingent on working for them a certain length of time, that's typically paid out on day 1, but you have to pay it back if you leave early.
Ya for sure, my point is more that compagnies will use it even in place where it isn't enforceable. Although it's an anecdote, it did happen to my sister in a place where it wasn't allowed. They didn't even ask again after the first time she told them to pound sand.
I also really doubt if it's enforceable in California if there is a valid reason. I can't imagine a company going after someone if they quit because of a toxic environment, lax safety standards, sexual harassment or something similar. But I'm just making an educated guess tbh.
I knew about it in California but it always surprises me with its reputation.
I wouldn't doubt companies would use it any place it's not enforceable, and at least attempt to collect.
I'm not sure the nuances of it, other than having talked to a couple of people who were in that situation, talked to an attorney, and ended up paying. I would suspect having a valid reason like sexual harassment wouldn't affect if it's enforceable per se, but give you a lot of leverage to convince a company it isn't worth pressing the issue.