Today, organizations very often hire students. As a rule, such an employee does not need to pay much, and the student, in turn, needs to undergo an internship, without which they simply will not be allowed to take state exams. Personnel workers encounter some difficulties when arranging a trainee, because this situation is not spelled out in the Labor Code at all. So what to do?
Instructions
Step 1
First, you will have a question: what kind of contract to draw up with a trainee? And in general, should I conclude? The second question can be answered unequivocally - yes. But which one you have to choose: a fixed-term employment contract or an apprenticeship one. For example, a student is well versed in a temporary position, maybe then it is worth concluding a labor one. Of course, there are trainees who can not do anything, but only listen to theory and observe the process of work, in this case it is possible to draw up a simple student agreement.
Step 2
When concluding a fixed-term employment contract, you should keep in mind: do you have a free staff unit for the position for which you need to arrange a trainee. For example, if he has the specialty of an accountant, and you have a manager's vacancy, you will not be able to arrange him.
Step 3
If there are no vacancies, and you have a civil law agreement with an educational institution, which states that you undertake to accept students for internship? In this case, you can draw up an order to expand the staffing table and add the missing units. After completing the practice, by order of the head, also reduce units.
Step 4
Some organizations that regularly recruit interns leave the position open for just such cases. You can do the same by entering positions in the staffing table: assistant accountant, assistant lawyer, etc.
Step 5
In the employment contract, it is advisable to enter the period of work, that is, the start date and the end date. Everything would be good, but just what to do if the trainee gets sick, because he will not complete the practice completely. Extend your employment contract? It can be prescribed in the conditions that under unforeseen circumstances on the part of the student (illness, leave without pay, etc.), the employment contract is automatically extended for the number of days that were not included in the days of actual stay at work.
Step 6
In addition to the employment contract, you must also draw up an order for the employment of this trainee, while indicating that the student is accepted for internship.
Step 7
But what about the apprenticeship agreement? You draw up it, appoint a head of practice with the help of an order, while keeping in mind that this can only be the employee whose list of duties includes training. Then you draw up an order for an internship with a student.
