Minimum Wage for Trainees: Are They Covered Under Certified Standing Orders?

Is Minimum Wage Applicable to Trainees Under Certified Standing Orders of the Company?

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Then go through your Certified Standing Orders of the company.

R N KHOLA

Dear Mr. Satish Batra,

Please share your Certified Standing Orders with specific reference to the definition of a trainee. Is the trainee paid a stipend or salary? Are they given training or employed by designating them as a trainee? Kindly provide the appointment letter issued to the trainee.

Thank you.

Stipend Payment for Trainees

Minimum wage notifications may not prescribe any stipend payable to trainees. Previously, the stipend paid to optional trade apprentices was around 75% of the minimum wages applicable to semi-skilled workers. Now, the stipend has been delinked from the minimum wage notification. However, there is no separate notification for stipend payment to trainees under Standing Orders, even though we have a schedule of stipend payable to those covered by the Apprentice Act. Therefore, it is advisable to follow the earlier pattern of 75% of minimum wages based on the skill set and basic educational qualification.

Hi Satish,

The application of minimum wages to trainees under certified standing orders of a company depends on the specific laws and regulations of the country in question.

Trainees might receive a lower wage than regular employees because they are in a learning or training phase and may not be performing the full range of tasks expected of a regular worker. However, there may still be minimum wage laws that set a floor for compensation, even for trainees.

It's important to note that certified standing orders are rules and regulations that are typically established by a company to govern the conditions of employment. These may specify the terms of employment, including wages, for different categories of workers, including trainees.

To get precise information about the applicability of minimum wages to trainees under certified standing orders, you would need to consult the labor laws and regulations specific to your country or jurisdiction. Additionally, you may want to consult legal professionals or HR experts with knowledge of the local labor laws to ensure compliance.

Regards