Many organisations recruit a new employee as Trainee for first 3/6 months. later the employee on successful completion of training is put on probation and later for confirmation.
Please inform lawful leave norms for a Trainee. Also whether PF and ESI is applicable on a Trainee staff? I understand that even a casual mason or plumber or electrician if visits the employment for repairs attracts ESI contribution.
Request seniors to respond please.
From India, Delhi
34Please inform lawful leave norms for a Trainee. Also whether PF and ESI is applicable on a Trainee staff? I understand that even a casual mason or plumber or electrician if visits the employment for repairs attracts ESI contribution.
Request seniors to respond please.
From India, Delhi
Hi,
Yes if the company is covered under ESI and EPF schemes then a trainee by whatever name or designation he may be called by ( except Apprentices taken under the Apprenticeshp Act) are to be covered under the ESi and EPF Schemes.
As regards leave, if yours is a establishment coming under the Shops & Commercial Establishments Act then the leave facilities afforded under that Enactment is to be followed. IF your establishment is covered under Factories Act then the leave facilities afforded under that enactment will be applicable.
For eligibility under either enactment, an employee has to work till the end of the calendar year to be eligible for Earned leave during the next year.
For sick and casual leave the provisions of the enactments will govern. Ofcourse ESi will look after the sick leave needs of the employee for which period on receipt of the intimation from ESI Dispensary, you need not pay the wages.
Regards
From India, Bangalore
Yes if the company is covered under ESI and EPF schemes then a trainee by whatever name or designation he may be called by ( except Apprentices taken under the Apprenticeshp Act) are to be covered under the ESi and EPF Schemes.
As regards leave, if yours is a establishment coming under the Shops & Commercial Establishments Act then the leave facilities afforded under that Enactment is to be followed. IF your establishment is covered under Factories Act then the leave facilities afforded under that enactment will be applicable.
For eligibility under either enactment, an employee has to work till the end of the calendar year to be eligible for Earned leave during the next year.
For sick and casual leave the provisions of the enactments will govern. Ofcourse ESi will look after the sick leave needs of the employee for which period on receipt of the intimation from ESI Dispensary, you need not pay the wages.
Regards
From India, Bangalore
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PF Circular for No PF in Encashment of Leaves.pdf