Hi,
Can anyone help me out? Actually, I want to know whether a trainee employee can be directly converted into a confirmed employee without going through a probation period. Also, would there be any difference in the salary or allowances of a trainee and a confirmed staff member?
Thank you.
From India, Meerut
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Can anyone help me out? Actually, I want to know whether a trainee employee can be directly converted into a confirmed employee without going through a probation period. Also, would there be any difference in the salary or allowances of a trainee and a confirmed staff member?
Thank you.
From India, Meerut
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There is no fixed policy on the conversion of a trainee to a confirmed employee. It will vary from one company to another. However, the question arises: why would you like to bypass the probation? As far as the law is concerned, there is nothing like a "Trainee." It can be a designation at most. Social securities like PF/ESI become applicable to the trainee, probationer, or confirmed employee right from the first day of employment.
Regarding an increase in salary, again, it depends on your company policy. Upon 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 as well. However, please ensure that you pay minimum wages at least on confirmation.
It appears that you do not have a proper policy on permanent employment. You need to devise the policy first. Ad hoc decisions are not good as this could create an imbalance and, in turn, demotivate a few employees.
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Regarding an increase in salary, again, it depends on your company policy. Upon 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 as well. However, please ensure that you pay minimum wages at least on confirmation.
It appears that you do not have a proper policy on permanent employment. You need to devise the policy first. Ad hoc decisions are not good as this could create an imbalance and, in turn, demotivate a few employees.
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you, 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 of developing this. Can you provide insight on how to formulate and implement such policies?
From India, Meerut
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From India, Meerut
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Dear Sir,
Just to clarify, trainees are permissible under the provisions of certified standing orders and as per the Apprentice Act. In both cases, we do not need to include them under EPF as they are not considered coverable according to the definition of an employee under the EPF Act, 1952.
In response to your query, you can indeed offer a trainee a permanent position if you are satisfied with his or her performance.
From India, Coimbatore
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Just to clarify, trainees are permissible under the provisions of certified standing orders and as per the Apprentice Act. In both cases, we do not need to include them under EPF as they are not considered coverable according to the definition of an employee under the EPF Act, 1952.
In response to your query, you can indeed offer a trainee a permanent position if you are satisfied with his or her performance.
From India, Coimbatore
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