According to our company standing order we are not providing PF facility to trainees. If the employees are already allocated with the UAN from their previous company then, is it compulsory that we need to provide PF facility even if they are trainees.
From India, Dharwad

Preparation for the global SHRM certification exams: SHRM CP and SHRM SCP →
Promoted: XLRI Executive Development Program In Human Resource Management
It is true that trainees or apprentices engaged following CERTIFIED Standing Orders of the company are not covered under PF. As such if a trainee who was earlier a member of the PF joins your establishment, you need not give him PF. Once he completes his training and joins your organisation or other organisation as an employee, he can use the same UAN which was allotted to him while he was employed earlier.
Remember that the standing orders should be certified one and the number of trainees so engaged bear a particular percentage of the regular workmen. It should not be like you have 100 trainees as against 20 or 30 regular workers and these trainees work independently and are paid overtime wages, shift allowances for their working in night shifts and are paid such allowances which are paid to regular workmen.

From India, Kannur
Dear Madhu Sir, What should be ratio of engaging Trainees in comparison to Permanent Staff / Workmen. Whether It may be supported by Any Statutes. Kindly advice
From India
There are ratio of apprentices to permanent workers worked out in some of the trades. It is available in the schedule attached to Apprentice Act. Please find the attachment. The attachment probably is an old one and by the time various other trades have also been included in the schedule.
From India, Kannur

Attached Files (Download Requires Membership)
File Type: pdf Trades under Apprentices.pdf (428.9 KB, 42 views)

Dear Mr Madhu sir, in this particular case "Trainess" engaged have been Employees in their previous Employment with UAN.Consequently, should EPF is applicable? because once covered Employee continues unless he has withdrawn his contribution
Secondly, Employees with previous work experience are engaged as Trainees.Do such Employees can be called as Trainees
Please revert with your opinion for academic purpose

From India, New Delhi
What I have told is all about apprentices and not trainees. If you have hired an apprentice coming under Apprentice Act, then you need not consider him for PF. yes, he can continue with the old UAN once he completes his apprenticeship and joins an establishment. Till then the service will be considered as break in service.
It is true that once an employee is covered he will continue to be covered irrespective of any increase in the salary. Please note that this is not the case of out of PF coverage due to change in salary. This is the case of apprenticeship for which no salary is paid but only stipend is paid.
At the same time, if you are hiring him as a trainee but not under Apprentice Act, then his status will become that of a worker and the remuneration that you pay will be called wages or salary even though for your accounting purpose etc you may call it as stipend. Since the status of such trainee is just like worker and the stipend paid is nothing but wages, he should be given PF coverage.

From India, Kannur

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server