We have some trainees in my establishment, and we appoint them in 2 phases. The first phase is for 2 years. If their training is satisfactory, they are promoted to the 2nd phase, which also has a training duration of 2 years. After completing 4 years of training, we will only take them on probation based on the requirement. If anyone's training is not satisfactory in the 1st phase, their 1st phase training will be extended by one more year. This means that one trainee may work for 5 years or more to complete their training.
Queries Regarding Trainee Program
My queries are as follows:
- Can we continue any person as a trainee for more than 5 years?
- Is a trainee eligible for gratuity if they have completed 5 years of service?
- What are the obligations on trainees as a principal employer?
I seek clarification on the above queries along with any relevant case law if available.
Thanks & Regards,
Rao
From India, Guntur
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50Queries Regarding Trainee Program
My queries are as follows:
- Can we continue any person as a trainee for more than 5 years?
- Is a trainee eligible for gratuity if they have completed 5 years of service?
- What are the obligations on trainees as a principal employer?
I seek clarification on the above queries along with any relevant case law if available.
Thanks & Regards,
Rao
From India, Guntur
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We have some trainees in my establishment, and we are appointing them in two phases. The first phase is for two years. If their training is satisfactory, we promote them to the second phase, which also has a training duration of two years. After the completion of four years of training, we will only take them on probation as per the requirement. If anyone's training is not satisfactory in the first phase, their first phase training will be extended for one more year. In this scenario, one trainee may work for five years or more to complete their training.
My Queries
- Can we continue any person as a trainee for more than five years?
- Is a trainee eligible for gratuity if they have completed five years of service?
- What are the obligations on trainees as a principal employer?
- If a trainee dies during training, are they eligible for gratuity?
I seek clarification on the above queries along with any relevant case laws, if available.
Thanks & Regards,
Rao
From India, Guntur
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My Queries
- Can we continue any person as a trainee for more than five years?
- Is a trainee eligible for gratuity if they have completed five years of service?
- What are the obligations on trainees as a principal employer?
- If a trainee dies during training, are they eligible for gratuity?
I seek clarification on the above queries along with any relevant case laws, if available.
Thanks & Regards,
Rao
From India, Guntur
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Since you raised the query about Gratuity, pl elaborate IF this is the first time this issue has cropped-up OR are you referring to a future situation & want to be prepared for it? Rgds, TS
From India, Hyderabad
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From India, Hyderabad
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I have a query. We do have trainees who are trained in specific modules prepared by our technical team. We give them an Offer Letter which states that they will be trained and placed. We do not charge anything. After completion of training, we place them in organizations that require trained candidates. Many candidates leave us and take jobs elsewhere based on our training.
My Query
Can we charge some part of the training costs and mention this clearly in the Offer Letter given to trainees? Please answer.
From India, Hyderabad
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My Query
Can we charge some part of the training costs and mention this clearly in the Offer Letter given to trainees? Please answer.
From India, Hyderabad
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You can charge the trainee for providing job skills training to meet market requirements, adding value to the customer in the specific case, and connecting with companies willing to hire your trainees. Additionally, you can offer incentives to the trainee if there is sufficient revenue for the society, as a gesture of satisfaction towards you and your organization, possibly as a social welfare measure. However, you should not impose PF/ESI on the trainees as they are not employees of the organization. Nevertheless, you must adhere to the trainee procedures. Best of luck!
From India, Arcot
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From India, Arcot
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Thank you for the advice. We do not want to charge trainees and aim to provide training free of cost. Our revenue may come from the payment we receive from the companies where these trainees will be placed by us after the completion of training.
Our concern is: What if the candidate does not want placement and leaves us, or leaves in-between before the completion of training?
Clause Proposal for Offer Letter
Can we include a clause in the Offer Letter given to trainees as follows: "In case you leave us before the completion of training or do not want to get placed, then you have to remit us Rs. 20,000/- (say) towards the cost of training."
Regards
From India, Hyderabad
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Our concern is: What if the candidate does not want placement and leaves us, or leaves in-between before the completion of training?
Clause Proposal for Offer Letter
Can we include a clause in the Offer Letter given to trainees as follows: "In case you leave us before the completion of training or do not want to get placed, then you have to remit us Rs. 20,000/- (say) towards the cost of training."
Regards
From India, Hyderabad
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