Dear Subbu
I would first rquest u to go through the Apprenices Act, 1961 which wll update u on what is Apprentice.
They are not employees but on fixed stipend/contract fee based on the contract signed (rate may differ from state to state and for different discipline). You are eligible to claim 50% of the aprenticeship amiunt from the State Apprenticeship Board after the completion of Apprentice training period is over.
Maintain a register/ data for the same.
It is not mandatory to employ them later on but preference can be given if they fulfill your recruitment norms.
ID can be given as they work within your installation for perper security and other reasons.
They are not paid salary but a contract fee / stipend.
(Rajiv Ranjan)
From India, Faridabad
3I would first rquest u to go through the Apprenices Act, 1961 which wll update u on what is Apprentice.
They are not employees but on fixed stipend/contract fee based on the contract signed (rate may differ from state to state and for different discipline). You are eligible to claim 50% of the aprenticeship amiunt from the State Apprenticeship Board after the completion of Apprentice training period is over.
Maintain a register/ data for the same.
It is not mandatory to employ them later on but preference can be given if they fulfill your recruitment norms.
ID can be given as they work within your installation for perper security and other reasons.
They are not paid salary but a contract fee / stipend.
(Rajiv Ranjan)
From India, Faridabad
hi Subbu,
Apprentice are paid a fixed stipend ,they are provided with employee id which is different compared to a permanent employee .This is for administrative purpose. Check the apprentice act under which there are specific trades which come under this gamut.The apprentice act was solely designed by the government to generate training and employment to candidates falling under this gamut eg .ITI fitters,turners etc .So there is a clear distinction between a apprentice and a regular employee .
Also I would understand u would be more interested in the skill set of the employee if he meets the set criteria set by your organization .The period of apprentice could be considered if he has documents to prove the period of employment.
jk
From India, Pune
Apprentice are paid a fixed stipend ,they are provided with employee id which is different compared to a permanent employee .This is for administrative purpose. Check the apprentice act under which there are specific trades which come under this gamut.The apprentice act was solely designed by the government to generate training and employment to candidates falling under this gamut eg .ITI fitters,turners etc .So there is a clear distinction between a apprentice and a regular employee .
Also I would understand u would be more interested in the skill set of the employee if he meets the set criteria set by your organization .The period of apprentice could be considered if he has documents to prove the period of employment.
jk
From India, Pune
Dear Shikha
Thanks a lot for your valuable answers..
This is what I believe in a very comprehensive manner, you have elaborated the topic and completely in adherence to my perspective as well.
I think, Subbu now u got all answers to your questions!!!
From India, Delhi
Thanks a lot for your valuable answers..
This is what I believe in a very comprehensive manner, you have elaborated the topic and completely in adherence to my perspective as well.
I think, Subbu now u got all answers to your questions!!!
From India, Delhi
Yeah that's the best way to do it...
In fact you can also ask the employee about a few details such as:
Who was the HR at that time ?
The name of the person he was reporting to ?
The period in which he has actually served that organisation (which i believe you must have already) ?
Name of director ( if it was a small company in that case you may approach also the director) ?
Also send a cover letter mentioning the above details along with the experience certificate & that might really help them to find out...
Regards
Shikha
[QUOTE=vkokamthankar;1040979]
In this case you have to simply scan or photocopy the apprenticeship certificate and send it to the previous company and ask their confirmation about it's authenticity. This will definitely solve your problem. If that company or person who has signed the certificate confirms authenticity of certificate and it's content, that should be enough.
Thanks & Regards
From India, Bangalore
In fact you can also ask the employee about a few details such as:
Who was the HR at that time ?
The name of the person he was reporting to ?
The period in which he has actually served that organisation (which i believe you must have already) ?
Name of director ( if it was a small company in that case you may approach also the director) ?
Also send a cover letter mentioning the above details along with the experience certificate & that might really help them to find out...
Regards
Shikha
[QUOTE=vkokamthankar;1040979]
In this case you have to simply scan or photocopy the apprenticeship certificate and send it to the previous company and ask their confirmation about it's authenticity. This will definitely solve your problem. If that company or person who has signed the certificate confirms authenticity of certificate and it's content, that should be enough.
Thanks & Regards
From India, Bangalore
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NEEM Apprentice - Excluded employee.docx