Dear Madhu, Thanks! But i had a querry again. If we hired a trainee and taking work of a regular employee than what procedure to be fpollowed. Regards Ranjeet
From India, New Delhi
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12From India, New Delhi
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A trainee is not supposed to work independently on a regular basis. If he is to be called a trainee, he should be doing the work under the guidance of a regular employee. Otherwise, it will be regarded as an attempt to avoid the application of statutory benefits. Therefore, when engaging such trainees, they should be provided with at least the benefit of ESI. Following the Apex Court verdict on Campco's case, all trainees are exempted from EPF, but there is no such ruling to exempt trainees from ESI, except for trade apprentices. Moreover, ESI is an initiative to compensate for employment injuries, etc.
Regards,
Madhu.T.K
From India, Kannur
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Regards,
Madhu.T.K
From India, Kannur
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Dear Madhu,
Thanks!
Now, when I am dealing with these people, we are facing many problems in giving them a stipend or tracking leaves, etc. Can we add these people to our Muster Roll or create a name in the payroll software? Is there any legal obligation on us because they are not on our regular rolls?
Secondly, if we appoint an apprentice, is it necessary that we have to send them for classes, etc.? Can you give me the outline of this act because I have never come across it?
Regards,
Ranjeet
From India, New Delhi
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Thanks!
Now, when I am dealing with these people, we are facing many problems in giving them a stipend or tracking leaves, etc. Can we add these people to our Muster Roll or create a name in the payroll software? Is there any legal obligation on us because they are not on our regular rolls?
Secondly, if we appoint an apprentice, is it necessary that we have to send them for classes, etc.? Can you give me the outline of this act because I have never come across it?
Regards,
Ranjeet
From India, New Delhi
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Names of such trainees are to be entered in the muster rolls. You can put their designation as trainee, but as I posted, since they are not actually trainees within the meaning given in the Apprentice Act or Standing Orders, they are entitled to benefits at par with any other employee. For more details, please verify the Apprentice Act, 1961, a brief of which is available in my presentation "Labour Legislations" on my blog.
Regards,
Madhu.T.K
From India, Kannur
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Regards,
Madhu.T.K
From India, Kannur
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Dear All,
Please send us the Workman Gradewise Wages chart with Grade/Designation/Minimum Qualifications/Experience/Basic/Other Allowances/ Gross Wages for Trainees to Senior Workmen from Grade 1 to Grade 6 or 7. If someone has worked on the same, please help me out. Anticipating an early reply.
Thanks,
Sorabh
09760695970
From India, Lucknow
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Please send us the Workman Gradewise Wages chart with Grade/Designation/Minimum Qualifications/Experience/Basic/Other Allowances/ Gross Wages for Trainees to Senior Workmen from Grade 1 to Grade 6 or 7. If someone has worked on the same, please help me out. Anticipating an early reply.
Thanks,
Sorabh
09760695970
From India, Lucknow
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Madhu.T.K
Dear Sir,
Our company has given coffee for extra hours worked by ACT APPRENTICES. Is it correct, or do we have to pay overtime? As per the act, overtime is not allowed for Act apprentices. Please give your version.
Thanks,
ksv
From India, Madras
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Dear Sir,
Our company has given coffee for extra hours worked by ACT APPRENTICES. Is it correct, or do we have to pay overtime? As per the act, overtime is not allowed for Act apprentices. Please give your version.
Thanks,
ksv
From India, Madras
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As per the act, you are not expected to engage apprentices overtime without permission from the Apprentice Adviser. If you are engaging them overtime, you will be doing so out of the way only. If you do something out of the way, why worry about granting compensatory off as well?
Regards,
Madhu.T.K
From India, Kannur
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Regards,
Madhu.T.K
From India, Kannur
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