Sir,
I am working in a Public Sector Company. In my organisation, there is a scheme that an engineering graduate who is the son of a regular/ex-employee will be provided on-the-job training on a consolidated stipend of Rs. 10,000 per month for one year. After one year, his terms of employment will expire, and he will receive an experience certificate based on which he can apply elsewhere. Accordingly, my son applied to undergo such on-the-job training after completing his B.Tech in IT from a recognized university. Following an interview by a duly constituted interview committee, he was selected and put on the training program.
However, shortly after joining as an Engineering Trainee, he was offered a blank copy of an agreement stating that he would be paid Rs. 10,750 basic plus DA, etc., at par with regular employees. It was also mentioned that after completing one year, his services would be regularized in the same pay scale. He was asked to fill in an apprenticeship registration form and was duly registered under the Apprenticeship Act 1962, along with a copy of the agreement outlining the obligations of the employer and employee. The company claimed a minimum fee of Rs. 1,970 per candidate from the Government under the provisions of the Act.
Now, after completing one year, neither were his services regularized nor was he paid the allowances as agreed upon in the apprenticeship contract. Instead, he continued to receive Rs. 10,000 per month and was retained in the same organization through an agency (manpower supplier) on a consolidated salary of Rs. 13,000.
The problem is that he is prepared to address his grievance to the employer through the company's duly constituted grievance redressal cell. However, as I am his father and also work in the same company, I am concerned about facing penalties if I do not discourage my son from pursuing the regularization of his services in MECON. In this situation, please advise on the appropriate steps that either I or he should take.
Thank you.
I am working in a Public Sector Company. In my organisation, there is a scheme that an engineering graduate who is the son of a regular/ex-employee will be provided on-the-job training on a consolidated stipend of Rs. 10,000 per month for one year. After one year, his terms of employment will expire, and he will receive an experience certificate based on which he can apply elsewhere. Accordingly, my son applied to undergo such on-the-job training after completing his B.Tech in IT from a recognized university. Following an interview by a duly constituted interview committee, he was selected and put on the training program.
However, shortly after joining as an Engineering Trainee, he was offered a blank copy of an agreement stating that he would be paid Rs. 10,750 basic plus DA, etc., at par with regular employees. It was also mentioned that after completing one year, his services would be regularized in the same pay scale. He was asked to fill in an apprenticeship registration form and was duly registered under the Apprenticeship Act 1962, along with a copy of the agreement outlining the obligations of the employer and employee. The company claimed a minimum fee of Rs. 1,970 per candidate from the Government under the provisions of the Act.
Now, after completing one year, neither were his services regularized nor was he paid the allowances as agreed upon in the apprenticeship contract. Instead, he continued to receive Rs. 10,000 per month and was retained in the same organization through an agency (manpower supplier) on a consolidated salary of Rs. 13,000.
The problem is that he is prepared to address his grievance to the employer through the company's duly constituted grievance redressal cell. However, as I am his father and also work in the same company, I am concerned about facing penalties if I do not discourage my son from pursuing the regularization of his services in MECON. In this situation, please advise on the appropriate steps that either I or he should take.
Thank you.