At the beginning of their working life, every person with a specialized education needs time to master skills and get a job, and gain some experience. This period is called an internship, which is carried out in accordance with a specific program and for a specified period. In accordance with the law, the work of an employee undergoing training is paid.
The main purpose of the internship is to train an employee directly in the process of his production activities. This process is one of the ways to retrain an employee, improve his professional qualifications or obtain specialization upon graduation. At the end of the internship, the graduate is awarded a certificate in the form established by law.
The importance of pre-training
A person who has only theoretical training is unable to effectively perform job duties, production or technological operations. During the internship, the employee undergoes preliminary training under the guidance of an employee who has sufficient experience in this field.
This approach to business allows the student to quickly master the basic techniques of work and learn how to practically perform the duties assigned to him.
The person undergoing the internship is given instructions on labor protection and compliance with established rules and safety measures. This is recorded in the journal, where the employee must sign. This document is maintained by a full-time safety engineer or another employee appointed by order of the head of the enterprise for a certain period.
In law
The regulatory framework that determines the legal status of a person undergoing an internship at the workplace regulates his relationship with the employer.
The main provisions are enshrined in the following documents:
- Article 212 of the Labor Code;
- Resolution No. 1-29 of the Ministry of Education dated January 13, 2003;
- Order and 37 of Rostechnadzor dated January 29, 2007;
- GOST 12.0.004-90 clause 7.2.4;
- Letter RD-200-RSFSR-12-0071-86-12.
For newly hired employees from among graduates of educational institutions of the vocational education system, an internship is, in fact, a continuation of the educational process. During the course, the young specialist is engaged in professional activities and developing the necessary skills. Thus, the knowledge that was acquired during the learning process is consolidated.
By necessity
The employer is interested in maximum productivity of each of its employees. This can only be achieved if their level of training is high enough. An internship, carried out at the initial stage under the supervision of an experienced mentor, allows you to master the necessary production and technological operations in the shortest possible time.
This type of work activity is limited in time, the terms are determined depending on the complexity of the profession and the abilities of the student.
In terms of time, this period can range from 2 to 14 working days or shifts.
Mandatory internship is carried out for the following categories of specialists:
- Operators of industrial and technological equipment.
- Drivers of route vehicles, including trams and trolleybuses.
- Employees involved in work that poses an increased danger to themselves and others.
Based on the results of the internship, a conclusion is made about professional suitability and admission is made to independently perform official duties and work activities.
When hiring
The conclusion of a permanent employment contract with an employee is usually preceded by a process during which his professional suitability is determined. The internship conducted when an applicant is hired is aimed solely at his training and obtaining the necessary practical experience in performing his duties.
In accordance with Article 59 of the Code, a temporary agreement may be concluded with such an employee for a specified period. In the vast majority of cases, employees who successfully complete an internship subsequently enter into a permanent contract.
During the training period, they are subject to all labor legislation regarding wages and other social guarantees.
Illegal actions of the enterprise management can be appealed to the competent authorities in a specialized inspection.
When transferred to another position
In the process of economic activity of an enterprise, there often arises a need to fill vacant positions with other employees. The transfer is carried out by order of the employer, while the responsibilities for training the new employee are assigned to his boss directly. The manager conducts the initial briefing against signature in a log and entrusts an experienced employee with control over the actions of the new subordinate.
At the end of the internship, a professional skills test is carried out, which should determine his suitability for independent work.
Tests can be carried out in the form of a test with a survey on the theoretical part and a demonstration of the practical skills of the employee in different situations. Successful completion of this test results in the issuance of an appropriate certificate.
Deadlines
In accordance with current standards, the training period must be sufficient for the employee to master practical skills.
Legally, the period is limited by a lower limit of 2 work shifts and an upper limit of 15 days.
During this time, the trainee performs his duties under the guidance of an experienced mentor, who helps him in acquiring the necessary skills. Training is carried out directly in the process of performing operations, which allows you to quickly get comfortable and get used to the new environment.
Difference from probation
At the beginning of his working career at the enterprise, an employee takes a closer look and evaluates the conditions and relationship with the employer. The probationary period aims to legislate the parties' ability to terminate the employment contract if it does not suit them. This period can last from three months to six months, and the result may be permanent work or refusal to work.
The internship is aimed at training the employee and is much shorter in time.
It takes from 3 to 15 working days, during which the employee applying for a job receives the necessary skills. After receiving clearance, they begin to perform their duties independently. The internship, in fact, is part of the probationary period and is much shorter in comparison.
Registration of an internship
Hiring, training of employees and other actions of the enterprise administration are reflected in administrative acts.
In preparation for the internship and during its implementation, the following documents are drawn up:
- order to carry out;
- training program;
- internship regulations.
Based on the results, the management of the enterprise issues an order allowing the employee to independently perform functional duties. In this case, the employee is issued a sample certificate, which for certain specialties is approved by the relevant Government Decree. The development of the above documents is the responsibility of personnel department employees and the immediate supervisor of the internship.
Order
Documentation of the employee's internship is carried out in accordance with the procedure for maintaining records established at the enterprise. On behalf of the manager, an employee of the HR department or HR manager prepares a draft order.
The specified document must contain the following data:
- full name of the company;
- document's name;
- date and name of the locality.
The descriptive part contains references to regulatory documents, defines the main goals and objectives of the internship, and appoints responsible persons: supervisor, mentor-instructor. The training period is set and the position to which the candidate is planned to be appointed is indicated.
Position
Internship at the enterprise is carried out in strict accordance with a specially developed regulatory document, which is approved by the head of the enterprise.
The provision must include the following items:
- general requirements for organizing the process;
- internship procedure;
- responsibilities of officials and trainees;
- organization of tests and access to independent work.
A separate point highlights the specifics of preparing certain categories of specialists for independent work.
The regulations define the general requirements for the preparation and content of the internship program. This document is one of the most important and its development should be approached with all responsibility and care.
Program
The organization of an employee's internship at the workplace is entrusted directly to the manager appointed by order. His responsibilities include preparing a program for its implementation, which is approved by a senior manager.
- Purpose of the internship.
- General requirements for an intern.
- List of regulatory and technical documentation to be studied.
- Production, job descriptions and functional responsibilities.
- Activities to study the workplace, production and technological processes within its competence.
- Mastering basic practical work skills taking into account safety requirements.
- Testing of acquired knowledge and skills and passing a test for permission to work.
For each item, minimum terms in hours or shifts are determined; if necessary, specific dates can be adjusted based on prevailing circumstances.
End of internship
Upon completion of the activities provided for in the specialty training program, the internship supervisor is obliged to organize the acceptance of tests. The knowledge test can be carried out either by the boss personally or as part of a commission. It usually includes an instructor-mentor and other specialists from the production site or department.
Based on the results of the tests, a decision is made on the professional suitability of the candidate for the position.
The decision is confirmed by an order to allow the employee to independently perform duties. In addition, an appropriate certificate is issued, which is issued to the employee and confirms his qualifications. Document forms are developed in accordance with the company's paperwork standards.
Documentation
At the end of the internship at the workplace, the manager prepares a draft order, which includes the following provisions:
- Links to the regulatory framework.
- Information about employees who successfully completed the internship, indicating their positions.
- Order on admission to independent performance of functional duties.
The order is delivered against signature to all interested employees, and the trainee is given the appropriate certificates or certificates, certified by the signature of the manager and the seal of the enterprise.
Consequences for the employee
Successful completion of an internship for an employee means that from the next day after passing the tests, he begins independent work.
From this moment on, he is obliged to fully fulfill his functional duties and all legal orders of his management.
Actions of the enterprise administration that are unlawful from the employee’s point of view are appealed to the labor dispute commission with the participation of the enterprise’s trade union organization.
A trainee is a person who has been hired for a new job and has undergone a probationary period, after which a decision on official employment will be made. During the internship period, the employee must demonstrate all of his previously acquired skills and knowledge in order to obtain a vacant position. If this is the first job or a student who has just graduated from the university is hired, then he is required to familiarize him with all the issues related to the proposed position.
The main goal of the internship is to obtain the necessary knowledge related to the new job and develop the skills to apply it in practice.
The new employee must be familiarized with the activities of the company and specifically with the work that he will be required to perform if he is accepted into the main staff of the enterprise. These responsibilities are assigned to the mentor, who needs to control the entire internship process.
Most often, a newbie is assigned a mentor, who is appointed by the head of the organization. Often, the boss himself is involved in training a potential employee of his enterprise. The article will discuss all the main points regarding the internship.
Conditions under which a citizen is accepted for an internship
The employer always makes his own decision regarding the establishment of conditions for new employees. These include:
- the period of training and acquisition of new skills necessary for a certain position;
- how many hours should an on-the-job internship last in one day (usually it lasts as long as a working day for permanent employees, sometimes less);
- amount of payment for work performed during the internship.
The employee must familiarize himself with all these conditions before the training process begins. This data is usually indicated in a fixed-term employment contract. It is compiled with the head of the company, or this task can be assigned to a mentor.
Is the work of a new intern paid?
When applying for a new job, this question plagues many workers. For some reason, some employers believe that they have the right to violate Russian legislation, and stipulate in the terms and conditions that a newcomer will have an unpaid internship. It also happens that this fact is either kept silent, or even after the end of the internship the employee does not receive a penny.
In fact, the Labor Code of the Russian Federation, namely Article 59, clearly states that the employer must pay for all duties performed by a new trainee employee. After all, an internship is exactly the same work activity that the main team of the enterprise is engaged in. Therefore, the trainee has every right to receive the money he earned on his own.
How does a manager decide whether to accept a probationary period?
After the internship is completed, the mentor must submit a report on the internship to the enterprise’s human resources department or personally to the manager himself. It can be drawn up in a company-defined form or randomly. The most important thing is that it contains all the necessary data indicating whether the employee is coping with the tasks assigned to him, or whether there are still weaknesses that still need to be worked on.
This report must be maintained from the very beginning of the internship. In it, the mentor records data on each day passed at the workplace, indicating what exactly the trainee did for the entire period. The report may be accompanied by various graphs, diagrams, as well as photographs from the workplace, which the mentor needs to take every day, but is not at all necessary.
The Labor Code of the Russian Federation does not contain a detailed definition of the concept of “internship”. The only mention of this states that the employer, when hiring, independently sets a probationary period for the new employee. Its duration is usually calculated at 3 months. All nuances regarding the internship must be specified in.
Hiring an intern
The employment of an intern is carried out in an official manner: he writes for a specific position, on the basis of which an order for his employment is issued, and an employment agreement is concluded. Next, the HR department enters a record of employment as an intern into the work book.
A job application is written using the standard form:
- Business name.
- Position and full name leader.
- Your full name, residential address.
- Request for acceptance into a position as a trainee or apprentice.
- Personal signature and date of writing the application.
The employment contract is drawn up in accordance with the text of the application: if the applicant wishes to train for any position, then the contract is called an apprenticeship contract. It differs from the internship in that the student is assigned a mentor, whose duty is to teach him the profession, accompany the practice and take the exam at the end of the term. When concluding a student agreement, an entry about this is not made in the work book.
If the applicant for a position has a special education and relevant work experience, then it is enough for him to demonstrate his skills in practice, so a standard employment contract is concluded with him with a mention of the internship period.
Regardless of the status of the trainee, it must be formalized in order to avoid complaints from the labor inspectorate.
How is an internship completed?
The internship procedure must be formalized accordingly. The minimum set of documents includes:
- Internship Regulations– a local act of the enterprise, it defines general issues of conducting the probationary period.
- Internship program– a document that describes the procedure for completing the procedure:
– test period;
– skills that the employee must demonstrate within the allotted period.
- Employment contract between employee and employer.
- Order for internship including the following points:
– basis for internship;
– list of probationers;
– mentors from among permanent employees.
The order is signed by the head of the company. Employees who begin an internship and mentors must sign the order, confirming that they are familiar with it.
At the end of the deadline, an order is issued again with the results of the tests passed with a mention of admission to permanent work or due to the fact that the results of the work do not meet the employer’s requirements.
Duration of internship
The duration of the internship has changed since March 1, 2017. Before that, its duration did not exceed 2 weeks, excluding weekends. Today, the duration of the internship is determined by the management of the enterprise.
If the employee has the appropriate education and experience in a similar position, then the retraining time does not exceed 19 days. In the absence of these criteria, a longer period may be assigned: from 1 to 6 months.
If an internship is necessary for appointment to a managerial position, the employee is assigned a probationary period of 2 weeks to 1 month.
What is the difference between an internship and a probationary period?
Despite certain similarities in concepts, it is necessary to distinguish between an internship and a probationary period.
– this is the period during which an applicant for a position undergoes tests to determine his professional suitability.
Internship is a broader concept. Its goal is to gain specific professional skills and abilities or training in new technologies. This procedure is prescribed by the company management based on the application of the applicant. During the internship, a specific plan for its completion is drawn up. This is usually practiced in large enterprises.
Is the internship paid and how much?
According to the law, any work must be paid, regardless of whether the citizen is a permanent employee or on probation. The Labor Code does not have a separate article devoted to internship issues, but there is a mention of it in Art. 59, therefore employers are guided by it as a provision that should be relied upon when hiring an intern.
The internship is paid to the employee in accordance with the law, but payment is made in a smaller amount than to the main employee. The employee’s salary must be known upon employment.
Interns need to know that they should be paid for their work. For non-payment of salaries to employees, administrative penalties may be applied to the manager - a fine in the amount of 1,000-50,000 rubles.
Differences between an intern and a main employee
The status of the main employee and the trainee, and even more so the trainee-apprentice, differ in several respects:
- Employment. When applying for a job, the trainee writes a statement indicating the need for an internship or training in a profession. If he does not mention this, then the employer himself assigns a probationary period to the newly hired employee at his own discretion.
- Wage. The remuneration for the work performed by the trainee may be lower than that of the main employee. If the employer is interested in a specialist hired for a vacancy, then he can set a salary at the same level as permanent employees (see also -).
- Order for the institution. The text of the order indicates that the employee is undergoing a probationary period for a certain period. If during this time the employer decides that the specialist meets the requirements and accepts him for permanent work, then a new order is issued to hire him for permanent work.
- Employment history. Everything is done on the basis of a local act, so the first entry contains information about admission as an intern, and the second – about permanent employment or dismissal.
- Employment contract. A standard employment agreement is concluded with the intern, as with permanent employees, but it must contain clauses on the completion of the internship, indicating its duration, the salary due for this period and a link to the article of the Labor Code, on the basis of which this clause is included in the contract.
According to the law, an internship must be considered by the employer as a full-time work activity.
In what cases can you do without an internship, and in what cases is it required?
The employer is legally obligated to use internships when employing a new employee. It is necessary for several reasons:
- check his professional skills in the specialty for which he is applying;
- training in safe working methods, conducting all types of briefings in the workplace;
- monitoring the assimilation of instructions - this is especially necessary in enterprises with hazardous working conditions;
- OT knowledge test.
All enterprises where internship is required are under the jurisdiction of Rostechnadzor. These include all production companies associated with severe, dangerous and harmful factors.
Requirements for conducting an internship are also mandatory for workers in other fields, if this is established in separate regulations. If there are no conditions at the enterprise that threaten the life or health of employees, then a probationary period is appointed by the employer at his discretion. In this case, one goal is pursued - to check the suitability of the applicant’s professional skills to perform job duties.
The legislative framework
Certain legal norms that are related to internships are contained in articles of law.
Thus, it turns out that the main point of completing an internship is that it is carried out for citizens entering work for the first time. Main goals: mastering the necessary professional skills or confirming existing ones.
Instructions
An internship is not training, but work, the purpose of which is to acquire the necessary safe skills in a certain profession. It can be carried out in various cases and differs in duration and content.
During the day security labor A special place could be devoted to practical exercises on the use of personal protective equipment from the effects of harmful factors that occur in the production process, or that may occur in the event of an emergency. These are respirators, fire extinguishers, protective and other items, the specifics of which directly depend on the profile of the enterprise.
note
World Day for Safety and Health at Work is a holiday celebrated annually on April 28th. It is also an international day of remembrance for workers killed or injured at work. The history of World Safety at Work Day begins in 1989...
Helpful advice
For these purposes, on Occupational Safety and Health Day the following is considered: - progress in the implementation of territorial and production programs for improving working conditions and labor protection, agreements on labor protection; - compliance with legislation in the field of labor protection; - checking the progress of competitions, months and other regional and municipal activities on labor protection; - the state of work to ensure public control over labor protection...
Many companies offer internship programs. They are designed to help young professionals at the beginning of their career path. Future employees acquire practical experience and skills necessary for the future in the profession of interest to them. And at the same time they will check whether this specialty is suitable for them. So how to do it correctly?
Instructions
The internship must be documented. Before a fixed-term employment or student contract is concluded at the educational institution, a corresponding entry is also made in the work book. If an employer enters into a fixed-term employment contract with an intern, a record of employment is made in the intern’s work book.
Ideally, the internship should be paid, but not all organizations can afford this. In this regard, many believe that internship programs are a method for cheap young professionals or. However, in accordance with the law, if an intern is hired, then his salary is established in the staffing table. The trainee's remuneration is determined in accordance with his job function.
note
If an intern is not registered, this is a violation of the current labor legislation of our country.
If it is not an employment contract, but a student contract, then the intern is paid a stipend. The amount of the scholarship depends on the specialty, profession, level of qualifications, but cannot be less than the minimum wage.
Helpful advice
The performance of certain work that is related to internship and training will be the basis for such an employment contract to be concluded. An employee works and studies at the same time. The staffing schedule also indicates the profession and the fact that it is performed by an intern.
The procedure for obtaining an internship for young professionals is a rather complicated but necessary process that requires certain costs. However, guided by the current laws of the Russian Federation in this area, every employer can avoid significant mistakes, which sometimes cause great difficulties and lead to rather dire consequences.
In the current conditions, it is very difficult for a young specialist who has just graduated from an educational institution to immediately get a job. That is why various kinds of training are organized, with the help of which he will be able to master practical skills, based on his theoretical knowledge.
Instructions
During the internship, the graduate gains work skills and experience in his specialty, and the employer has the opportunity to select qualified and easily trained personnel. An internship is, first of all, a work activity carried out on the basis of an agreement concluded between the employer and the employment center, which must include the following provisions:
- the rights and obligations of the employer, namely: provide the intern with a workplace, develop an internship program, appoint a mentor, pay wages specified in the employment contract, send information about the internship to the employment center.
- the rights and responsibilities of the employment center, namely: to send university graduates to the organization for subsequent internships, to compensate for part of the funds allocated by the employer for payment.
For internships, jobs are specially created or allocated at the employer’s production site. In this regard, a special order is issued.
The initiator of an internship can be either an employer or a graduate of an educational institution duly registered with the employment center.
The internship is carried out on the basis of a program developed by the employer. However, it must take into account labor legislation, labor protection requirements and internal labor regulations, and various local provisions existing in a given organization.
A fixed-term employment contract is concluded between the trainee and the employer, according to which he receives a salary, performs his main job function and is subject to internal labor regulations.
The trainee is assigned a mentor who supervises. At the end of it, he prepares a review of its completion, in which he indicates the positive and negative aspects of the work, the personal qualities of the trainee, as well as prospects and recommendations for his employment.
The employer has the right to hire an intern. This is regulated by labor laws. Concluding an agreement with a trainee employee is mandatory. But there are a number of design features, since depending on the agreement, a fixed-term contract, a student contract or an employment contract can be drawn up together with a student contract.
You will need
- - trainee documents;
- - contract form;
- - order form in T-1 form;
- - job application form;
- - company documents;
- - Labor Code of the Russian Federation;
- - seal of the organization.
Instructions
Any employee, including a specialist trainee, must apply for a position. This is a mandatory document when registering an employment relationship with an employer. The application is signed by the employee (indicating the date of preparation). The content of the document depends on what kind of agreement is taking place: executed by an intern or a student. A deadline is also specified that corresponds to the start and end dates of the internship. The director accepts the application and endorses it in accordance with the rules of office work.
After the trainee's application has been approved (), enter into an agreement. If a decision is made to draw up a fixed-term contract, then indicate the duration of its validity. When the agreement involves the conclusion of a student agreement, study Chapter 32 of the Labor Code of the Russian Federation. Be careful not to violate student rights.
The law allows you to draw up an employment contract together with a student contract. In this case, it means continuing to work in the same position, that is, in the future you will accept employee on a universal basis.
Set the intern's (student's) payment in accordance with the salary specified in the staffing table, if the position is included in the document. You have the right to introduce a staff position, then the salary is set in agreement with the employee. Please note that you have the right to perform duties on a reduced work week. Write this down in the contract.
Draw up an order if you hired a trainee employee under a fixed-term contract or an employment contract together with an apprenticeship. Make a referral for the student’s training if a student agreement has been concluded.
When concluding a student agreement, no entry is made in the work book. When drawing up a fixed-term contract, the entry looks, for example, as follows: “Accepted for the position of trainee assistant manager.” When dismissing a trainee employee, an entry is made on the basis of an order, which is drawn up upon the expiration of the contract.
Sources:
- All about hiring
Upon completion of their education, students are sent to internship in company. Some educational institutions provide for an independent search and selection of a company where the trainee can gain practical skills. When registering students for positions, follow Chapter 32 of the Labor Code of the Russian Federation. The specifics of concluding an employment relationship depend on the type of contract that is drawn up with the student.
You will need
- - Labor Code of the Russian Federation;
- - trainee documents;
- - referral to work;
- - order forms (form T-1);
- - personal card form;
- - work book form.
From March 1, 2017, the procedure for conducting internships at the workplace will change significantly.
On-the-job training and on-the-job training are similar procedures for many employers. This is precisely why internships in organizations are not taken seriously enough. In fact, both procedures are necessary to train the employee to perform their duties safely. And both are carried out before work begins. This is their similarity. But there are also significant differences. Thus, training with employees most often takes several hours. An internship involves several work shifts. The briefing is a short theoretical course on how to perform work safely, with demonstrations of practical examples. And during the internship, the employee performs assigned duties under the supervision of a mentor, learns to perform the upcoming work in practice, and studies production and technological processes.
For whom is on-the-job training a mandatory procedure?
On-the-job training remains mandatory for employees entering work in harmful and dangerous working conditions. This obligation is assigned to the employer in Article 225 of the Labor Code and clause 11.4 of GOST 12.0.004-2015, which comes into force on March 1, 2017. For example, electrical personnel, miners, metallurgists, oil refining industry workers, miners, etc.
When should you do an on-the-job internship?
From March 1, 2017, on-the-job training for managers, specialists, blue-collar workers and junior service personnel must be carried out:
When they start working;
When transferred to another place of work within the organization with a change in position or work performed;
To prepare for the possible replacement of a permanent employee during absence (illness, vacation, business trip);
For practical development of best practices and effective organization of labor protection work.
PREVIOUSLY: The internship was carried out when transferring to another job or when changing the type of equipment or switching to managing other equipment (brand of machine, crane, etc.).
Deadlines for on-the-job internships
From March 1, 2017, the duration of the internship is determined by the head of the department in which the internship employee works. It takes into account the employee’s level of education, qualifications, work experience and other important factors.
For blue-collar workers and junior service personnel who have the necessary qualifications and experience, the internship period should range from 3 to 19 work shifts;
If a blue-collar worker does not have work experience and relevant qualifications, then the internship period, including mastering the issues of labor protection and work safety, should be from 1 to 6 months.
For managers and specialists, the duration of the internship is determined by the employer. Depending on education, training and work experience - from 2 weeks to one month.
PREVIOUSLY: According to GOST 12.0.004-90, which is currently in force, on-the-job training is carried out during the first 2-14 shifts after the initial briefing.
Its duration depends on the nature of the work and the qualifications of the employee.
The document does not differentiate between deadlines for managers, specialists or blue-collar workers.
Attention! The current GOST allows management, in agreement with the labor protection service and the enterprise's trade union, to exempt from internship an employee whose work experience in his specialty is at least 3 years, if he moves from one workshop to another, and the nature of his work and the type of equipment does not change.
This point is not in the new document!
Question from employer: Is it necessary to conduct an on-the-job internship with travel agency employees who work in the office?
Answer: No no need. Only employees who will be engaged in work with harmful or dangerous working conditions must undergo on-the-job training after initial instruction (Article 225 of the Labor Code of the Russian Federation). Office workers do not fall into this category.
Who conducts on-the-job internships?
From March 1, 2017, internships for workers can be conducted by a work supervisor, an industrial training instructor, or another experienced worker who has been trained as an occupational safety instructor and has extensive practical experience.
As for managers and specialists entering the workforce, their internship can be carried out by a superior or another manager, whom the employer will appoint by decision.
PREVIOUSLY: To conduct the internship, the employer appointed by his order an internship supervisor from among senior employees or specialists.
Question from employer: Do we need to provide on-the-job training to an employee if he moves from one department to another?
Answer: You need to conduct an internship with an employee, but only if the working conditions at the new workplace are harmful or dangerous (Article 225 of the Labor Code of the Russian Federation). If this is not the case, then you can safely transfer the employee to another structural unit without an internship.
How does an on-the-job internship work?
GOST 12.0.004-2015, which comes into force on March 1, 2017, prescribes clear rules for conducting internships for the employer. It states that the internship supervisor must: -- Draw up internship programs and reflect in them specific tasks and deadlines, taking into account the employee’s education, training and work experience of the intern;
Familiarize the probationer with all employees of the department and working conditions.
During the internship, the new employee must learn the internal labor regulations, the main functions of the department and all the labor safety requirements when performing work;
During the internship, familiarize the intern with the package of documents required for work.
It must necessarily include the employee’s job description, regulations on the unit, internal standards and regulations, local regulations on labor protection and production safety;
Throughout the entire internship period, the supervisor must carefully monitor the work of the trainee, monitor and, if necessary, adjust his actions. After the internship is over, the manager must provide feedback on the internship in any form. The results of the internship are summed up by a specially created commission of the employer.
For blue-collar workers there is a qualification commission, and for managers and specialists there is a certification commission. She conducts a qualifying exam. The employer chooses the form himself. The task of the commission members is to assess the level of theoretical and practical training of the trainee, the level of his knowledge of labor protection requirements and draw up the appropriate protocol.
Attention! GOST 12.0.004-2015 does not have clear instructions on the composition and size of the commission. We recommend that you involve at least three people whose work experience and experience will allow them to complete the task assigned to them. If the members of the commission decide that the employee has successfully completed the internship, the head of the department or organization issues an order to allow the intern to work independently. If the results of the internship are negative, the employee should not be allowed to work independently. He must undergo a second internship within one month, after which he must once again pass a test of knowledge of labor protection requirements.
IMPORTANT!!! If an employee repeatedly fails to complete an internship at the workplace and receives an unsatisfactory assessment from the commission, the training organizer has the right to consider the issue of his suitability for the profession or position held.
What liability will the employer bear if he does not provide an on-the-job internship?
On-the-job training is one of the types of training an employee in safe methods and techniques for performing labor protection work. If an employer allows an employee to work without conducting an internship required by law, the GIT inspector may impose a fine during the inspection (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation): for officials - from 15,000 to 25,000 rubles, legal entities - from 110,000 to 130,000 rubles for each untrained employee.
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