Hi
Can anyone help me out? Actuall i want to know whether a trainee employee can be directly converted into confirm employee without going for a probation period and would there be any difference in salary or allowances of trainee and confirm staff?
From India, Meerut
Can anyone help me out? Actuall i want to know whether a trainee employee can be directly converted into confirm employee without going for a probation period and would there be any difference in salary or allowances of trainee and confirm staff?
From India, Meerut
Dear Disha,
There is no fixed policy on conversion of trainee to the confirmed employee. It will vary one company to another. However, the question arises is that why would you like to bypass the probation? As far as law is concerned, there is nothing like a "Trainee". It can be designation at the most. As such social securities like PF/ESI become applicable to the trainee or probationer or confirmed employee right from the first day of the employment.
As far as increase in salary is concerned, again it depends on your company policy. On completion of the training period, what designation would you like to give to him/her? What is paid to the persons at par with this designation, you need to pay to this person also. However, please make sure that you pay minimum wages at least on confirmation.
It appears that you do not have proper policy on permanent employment. You need to devise the policy first. Ad hoc decisions are not good as this could create imbalance and in turn it could demotivate few employees.
Thanks,
Dinesh Divekar
From India, Bangalore
7884There is no fixed policy on conversion of trainee to the confirmed employee. It will vary one company to another. However, the question arises is that why would you like to bypass the probation? As far as law is concerned, there is nothing like a "Trainee". It can be designation at the most. As such social securities like PF/ESI become applicable to the trainee or probationer or confirmed employee right from the first day of the employment.
As far as increase in salary is concerned, again it depends on your company policy. On completion of the training period, what designation would you like to give to him/her? What is paid to the persons at par with this designation, you need to pay to this person also. However, please make sure that you pay minimum wages at least on confirmation.
It appears that you do not have proper policy on permanent employment. You need to devise the policy first. Ad hoc decisions are not good as this could create imbalance and in turn it could demotivate few employees.
Thanks,
Dinesh Divekar
From India, Bangalore
Thanks sir for your valuable feedback. yes you are right that we do not have a proper policy at this time and i am in the process to develop this. can you put an insight on this how to formulate and implement such policies?
From India, Meerut
From India, Meerut
Dear Sir,
Just to correct, trainees are permissible under the provisions of certified standing orders and as per apprentice act. In both cases, we need not cover them under EPF as they are not coverable as per the definition of employee under EPF act, 1952.
To your query, you can very well absorb a trainee as a permenant job if you satisfy with her/ his performance.
From India, Coimbatore
Just to correct, trainees are permissible under the provisions of certified standing orders and as per apprentice act. In both cases, we need not cover them under EPF as they are not coverable as per the definition of employee under EPF act, 1952.
To your query, you can very well absorb a trainee as a permenant job if you satisfy with her/ his performance.
From India, Coimbatore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
SC - Trainee not employee.doc