According to our company's 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
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From India, Dharwad
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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 organization or another organization 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 a 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
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4483Remember that the standing orders should be a 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
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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
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From India
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There is a ratio of apprentices to permanent workers worked out in some of the trades. It is available in the schedule attached to the 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
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From India, Kannur
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Dear Mr. Madhu,
In this particular case, "Trainees" engaged have been employees in their previous employment with UAN. Consequently, should EPF be applicable? Because once covered, an employee continues unless they have withdrawn their contribution.
Secondly, employees with previous work experience are engaged as trainees. Can such employees be called trainees?
Please revert with your opinion for academic purposes.
Thank you.
From India, New Delhi
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In this particular case, "Trainees" engaged have been employees in their previous employment with UAN. Consequently, should EPF be applicable? Because once covered, an employee continues unless they have withdrawn their contribution.
Secondly, employees with previous work experience are engaged as trainees. Can such employees be called trainees?
Please revert with your opinion for academic purposes.
Thank you.
From India, New Delhi
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What I have told is all about apprentices and not trainees. If you have hired an apprentice under the 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 a break in service.
It is true that once an employee is covered, he will continue to be covered irrespective of any increase in salary. Please note that this is not the case of being out of PF coverage due to a change in salary. This is the case of apprenticeship for which no salary is paid, but only a stipend is given.
At the same time, if you are hiring him as a trainee but not under the 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 purposes, etc., you may call it a stipend. Since the status of such a trainee is just like a worker and the stipend paid is nothing but wages, he should be given PF coverage.
From India, Kannur
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It is true that once an employee is covered, he will continue to be covered irrespective of any increase in salary. Please note that this is not the case of being out of PF coverage due to a change in salary. This is the case of apprenticeship for which no salary is paid, but only a stipend is given.
At the same time, if you are hiring him as a trainee but not under the 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 purposes, etc., you may call it a stipend. Since the status of such a trainee is just like a worker and the stipend paid is nothing but wages, he should be given PF coverage.
From India, Kannur
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The Certified Company Standing Orders Act 1946.pdf
Standing Orders Lilly Fashion.doc