Dear All,
Please find some of the Questions to remembers at the time of background verification or reference checks....
GUIDE FOR CONDUCTING TELEPHONE REFERENCE CHECK
FOR PROSPECTIVE EMPLOYEE
POSITION: DEPARTMENT:
NAME OF CANDIDATE:
NAME & TITLE OF REFERENCE: DATE OF CALL
EMPLOYER: TELEPHONE:
COMMITTEE MEMBER:
[Name] has applied for a position with [Department] and he/she gave us your name as a reference.
Is now a good time to talk as I will need about 10 – 15 minutes of your time? (If not) When can I call you back?
Thank you for agreeing to speak with me.
1. How long have you known [Applicant Name] and in what capacity?
2. What was the nature of his/her job and how long did they work at your company?
3. What did you think of his/her quality of work? Give an example that describes the candidates' abilities?
4. In your opinion, how does the candidate deal with a variety of assignments, changing priorities and constant deadlines? Give an example of a stressful situation and how the candidate dealt with it.
5. How would you assess his/her verbal and written communications skills? (on a scale of 1-5 with 5 being high)
6. How would you rate the candidate's analytical and problem solving skills? (on a scale of 1-5 with 5 being high)
7. Describe the candidate's working relationships with peers; in a team environment.
8. Describe candidate's working relationships with supervisors.
9. What experience has the candidate had in developing new processes or programs for your organization? Give candidate's specific involvement in the process.
10. Can you comment (and give a rating (on a scale of 1-5 with 5 being high) on his/her:
• Attendance and Dependability
• Initiative and follow-through
• Ability to take on responsibility
• Ability to follow instructions
• Computer Skills
11. What are the candidate's strengths?
12. What are the candidate's weaknesses?
13. Why did he/she leave the position?
14. Would you reemploy? Why?
15. Is there anything else you would like to comment on regarding (candidate's name) employment or job performance?
Team Beingfresher
http://www.beingfresher.com
http://finance.groups.yahoo.com/group/being-fresher/
Tuesday, June 16, 2009
Monday, December 15, 2008
DIFFERENCE BETWEEN GROSS SALARY & COST TO THE COMPANY (CTC)
Hey Guys,
I want to share information on DIFFERENCE BETWEEN GROSS SALARY & COST TO THE COMPANY (CTC)
Gross salary : Basic + DA + CCA + HRA + Conveyance + Medical Allowance + any other special allowance (include any other allowance's payable by monthly.
CTC : Gross salary(above mentioned) + Contribution by Employer ( PF, ESI, Gratuity ) + Telephone allowance, Car allowance, incentive , education allowance, Leave travel allowance , food allowance , Entertainment allowance any other payment toward the Employee from the Hands of Employer.
From the gross salary We have deduct only Pf 12% of Basic , ESI 1.75 on gross , Income tax (TDS) if its applicable .
-Being Fresher!
I want to share information on DIFFERENCE BETWEEN GROSS SALARY & COST TO THE COMPANY (CTC)
Gross salary : Basic + DA + CCA + HRA + Conveyance + Medical Allowance + any other special allowance (include any other allowance's payable by monthly.
CTC : Gross salary(above mentioned) + Contribution by Employer ( PF, ESI, Gratuity ) + Telephone allowance, Car allowance, incentive , education allowance, Leave travel allowance , food allowance , Entertainment allowance any other payment toward the Employee from the Hands of Employer.
From the gross salary We have deduct only Pf 12% of Basic , ESI 1.75 on gross , Income tax (TDS) if its applicable .
-Being Fresher!
CANDIDATES WITH FAKE RESUME DETAILS
Hey Guys,
I am Being Fresher!
We come across some candidates with fake company certificates & Experience letters
It has been noted that lots of candidates are coming for interviews and are working with fake credentials & testimonials.
They get companies are having fake address and fake phone numbers. As any one can buy these certificates by paying some money or use some printing materials.
The corporates have the list of companies which are already black listed and if you refer any of these companies then candidates might lose jobs and might face legal actions.
At time of joining companies in India,the candidates are asked for:
Original academic certificates (Highest degree certificates)
Work Experience certificate (If Experienced)
Relieving Letter of previous company (If Experienced)
Offer Letter/Appointment letter of previous company (If Experienced)
Salary slip of last three months of previous company (If Experienced)
Bank statement/Form 16/IT Returns (If Experienced)
Photo copy of passport
Residential address proof (Ration card,Passport,Driving License,Voter ID etc)
Age Proof (10th STD Marks card)
Photographs
Medical Certificates etc..
When candidates provide all the required information, The company scrutinies to check the details mentioned are 100% correct. There are many third party companies dedicated to work on pre-employment scrutinies & verifications. If there is discrepancy's in any of the details, then candidate has it all...
-Being Fresher!
I am Being Fresher!
We come across some candidates with fake company certificates & Experience letters
It has been noted that lots of candidates are coming for interviews and are working with fake credentials & testimonials.
They get companies are having fake address and fake phone numbers. As any one can buy these certificates by paying some money or use some printing materials.
The corporates have the list of companies which are already black listed and if you refer any of these companies then candidates might lose jobs and might face legal actions.
At time of joining companies in India,the candidates are asked for:
Original academic certificates (Highest degree certificates)
Work Experience certificate (If Experienced)
Relieving Letter of previous company (If Experienced)
Offer Letter/Appointment letter of previous company (If Experienced)
Salary slip of last three months of previous company (If Experienced)
Bank statement/Form 16/IT Returns (If Experienced)
Photo copy of passport
Residential address proof (Ration card,Passport,Driving License,Voter ID etc)
Age Proof (10th STD Marks card)
Photographs
Medical Certificates etc..
When candidates provide all the required information, The company scrutinies to check the details mentioned are 100% correct. There are many third party companies dedicated to work on pre-employment scrutinies & verifications. If there is discrepancy's in any of the details, then candidate has it all...
-Being Fresher!
Sunday, December 14, 2008
BODY LANGUAGE
Hey Guys,
I am Being Fresher, wanted to share some information on BODY LANGUAGE
One of the most basic and powerful body-language signals is when a person crosses his or her arms across the chest. This can indicate that a person is putting up an unconscious barrier between themselves and others. It can also indicate that the person's arms are cold which would be clarified by rubbing the arms or huddling. When the overall situation is amicable, it can mean that a person is thinking deeply about what is being discussed. But in a serious or confrontational situation, it can mean that a person is expressing opposition. This is especially so if the person is leaning away from the speaker. A harsh or blank facial expression often indicates outright hostility.
Consistent eye contact can indicate that a person is thinking positively of what the speaker is saying. It can also mean that the other person doesn't trust the speaker enough to "take his eyes off" the speaker. Lack of eye contact can indicate negativity. On the other hand, individuals with anxiety disorder are often unable to make eye contact without discomfort. Eye contact is often a secondary and misleading gesture because we are taught from an early age to make eye contact when speaking. If a person is looking at you but is making the arms-across-chest signal, the eye contact could be indicative that something is bothering the person, and that he wants to talk about it. Or if while making direct eye contact a person is fiddling with something, even while directly looking at you, it could indicate the attention is elsewhere.
Disbelief is often indicated by averted gaze, or by touching the ears or scratching the chin. When a person is not being convinced by what someone is saying, the attention invariably wanders, and the eyes will stare away for an extended period.
Boredom is indicated by the head tilting to one side, or by the eyes looking straight at the speaker but becoming slightly unfocused. A head tilt may also indicate a sore neck, and unfocused eyes may indicate ocular problems in the listener.
Interest can be indicated through posture or extended eye contact.
Deceit or the act of withholding information can sometimes be indicated by touching the face during conversation. Excessive blinking is a well-known indicator of someone who is lying.
So be at least careful with your girl friend on the above notes!
-Being Fresher!
I am Being Fresher, wanted to share some information on BODY LANGUAGE
One of the most basic and powerful body-language signals is when a person crosses his or her arms across the chest. This can indicate that a person is putting up an unconscious barrier between themselves and others. It can also indicate that the person's arms are cold which would be clarified by rubbing the arms or huddling. When the overall situation is amicable, it can mean that a person is thinking deeply about what is being discussed. But in a serious or confrontational situation, it can mean that a person is expressing opposition. This is especially so if the person is leaning away from the speaker. A harsh or blank facial expression often indicates outright hostility.
Consistent eye contact can indicate that a person is thinking positively of what the speaker is saying. It can also mean that the other person doesn't trust the speaker enough to "take his eyes off" the speaker. Lack of eye contact can indicate negativity. On the other hand, individuals with anxiety disorder are often unable to make eye contact without discomfort. Eye contact is often a secondary and misleading gesture because we are taught from an early age to make eye contact when speaking. If a person is looking at you but is making the arms-across-chest signal, the eye contact could be indicative that something is bothering the person, and that he wants to talk about it. Or if while making direct eye contact a person is fiddling with something, even while directly looking at you, it could indicate the attention is elsewhere.
Disbelief is often indicated by averted gaze, or by touching the ears or scratching the chin. When a person is not being convinced by what someone is saying, the attention invariably wanders, and the eyes will stare away for an extended period.
Boredom is indicated by the head tilting to one side, or by the eyes looking straight at the speaker but becoming slightly unfocused. A head tilt may also indicate a sore neck, and unfocused eyes may indicate ocular problems in the listener.
Interest can be indicated through posture or extended eye contact.
Deceit or the act of withholding information can sometimes be indicated by touching the face during conversation. Excessive blinking is a well-known indicator of someone who is lying.
So be at least careful with your girl friend on the above notes!
-Being Fresher!
Group Discussions (GD RROUNDS)
Hey Guys,
I am BEING FRESHER,
I would like to share some data related to Group Discussion (GD)Group Discussion (GD) are mainly topic-based or case study based. They are used in preliminary rounds for hiring any candidates.
Topic based GDs can be classified into many types :-
1. Factual Topics
2. Controversial Topics
3. Abstract Topics
4. Negavitive V/S Positive
5. Willing V/S Against etc.
Factual Topics:-
Factual topics are about practical things, which is related an individual activities in his day-to-day life. These can be current topics, they may be latest news or could be unbound by time. A factual topic for discussion gives a candidate a chance to prove that he is aware of and sensitive to his environment.
E.g. The education system in India, Police & Security department.
Controversial Topics:-
Controversial topics are the ones that are argumentative in nature. They are meant to generate controversy. In GDs where these topics are given for discussion, the noise level is usually high, there may be tempers flying. The idea behind giving a topic like this is to see how much maturity the candidate is displaying by keeping his temper in check, by rationally and logically arguing his point of view without getting personal and emotional.
E.g. Men or Women are better Managers, Political party etc..
Abstract Topics:-
Abstract topics are about intangible things. These topics are not given often for discussion, but their possibility cannot be ruled out. These topics test your lateral thinking and creativity.
E.g. Moon, Stars, Movies, Water,Planet etc..
Case-based GD:-
The case study tries to simulate a real-life situation. Information about the situation will be given to you and you would be asked as a group to resolve the situation given to them. In the case study there are no correct answers & perfectly solvable solutions. The objective in the case study is to get you to think about the situation from various angles of problem solving.
E.g. Article of some company case etc..
Positive V/S Negative:-
The discussion always starts with mainly two team/groups selecting a topic selected. One of the group selects will topic favoring, its correct & justifying its necessity and the opponent team will go for against it, saying its totally incorrect.
E.g. US attach at Iraq & Afghanistan etc.
The team/individual
Willing V/S Against GD:-
The discussion always starts with mainly two team/groups selecting a topic selected. One of the group selects will go for it/Willingness with topic and the opponent team will go for against it.
E.g. Love marriage or arrange marriage
Please make a note of following Content:
Subject knowledge of the topic
The candidate should express his opinions based on facts, figures and statistics. Based on his knowledge related to the topic, a corresponding rating on the 1-7 scale should be chosen. Please note that content should include only facts and opinions. No other parameter has to be taken into account while rating a candidate on Content.
If it is a case study, kindly judge a candidate on his ability to read between the lines and his ability to draw analogies to real life situations based on the case study.
Creativity and originality
Creativity and originality will be based on innovative or thought provoking idea by a candidate. If a candidate is supporting another candidate’s viewpoint his score on this parameter will be less howsoever good his content is. This parameter has a huge significance in Abstract GDs and Case studies.
Voice
There are two sub parameters ie Tone and Modulation. If a person is audible in a GD he scores high on tone and pitch.
Voice modulation is based on the ability of a candidate to emphasise on key words/phrases while making his point.
Body language
Posture
A candidate should sit attentively in a GD. He should bend a bit forward. This shows his attentiveness and interest in the GD.
A nodding head means a candidate is a good listener and this is a positive body language.
Candidates who cross their legs or fold their arms should be rated negatively.
This shows lack of inclination towards communication and a casual attitude. Pointing fingers, fists etc are negative gestures and candidates should be penalized for the same.
Candidates should put their pen down once the GD has started and should refrain from writing anything when the GD is in progress. At the most they can write few important points in the GD, which will help them in summarizing the GD later.
Eye Contact
Proper eye contact with the group is an essential requisite. A candidate should talk to his team members, not to the examiner.
Talking to examiner should be rated negatively. A candidate should have a proper eye contact with all the members of the group and not only a chosen few.
Analytical ability
This includes both logical and critical reasoning. This checks how well a candidate is able to analyse somebody’s viewpoint and also how well is he able to reason his own viewpoint.
Fluency
Fluency should be checked on the following two parameters:
i. Smoothness in flow of Language
ii. Pronunciation
Initiative
This parameter takes into consideration only the student who has initiated the GD. If he initiates well and is able to put the GD into the right perspective rate him/her high but if he stutters, falters, starts with a stand, quotes wrong facts and figure he should be rated negatively.
Leadership
A leader is a person who creates an environment of mutual understanding and cooperation in a GD. A leader is one who:
• Contributes to the GD through his content and ideas.
• Tries to put the GD into proper perspective so as to have a focused discussion on the issue at hand.
• Encourages other candidates to speak
• Coordinates the effort of the GD.
A person who forces somebody else to participate in a GD should be rated negatively Also a candidate who is only coordinating the effort of different team members without any contribution towards topic, should be rated negatively.
Group behaviour
Group behaviour is the ability to work well with the team members. Aggression, shouting in a GD, staring somebody, cutting somebody in between, trying to enforce views on others, questioning etc are some of the activities which are against team work and a candidate should be rated negatively on this parameter if he demonstrates any one of them
Enthusiasm
A candidate’s tone, body language especially his facial expressions will be effective while rating him on this parameter.
Listening
A candidate who listens to his other team members’ views and does not intercept any other group members should be rated high on this parameter. An effective body language includes attentive posture combined with nodding of the head.
-Being Fresher!
I am BEING FRESHER,
I would like to share some data related to Group Discussion (GD)Group Discussion (GD) are mainly topic-based or case study based. They are used in preliminary rounds for hiring any candidates.
Topic based GDs can be classified into many types :-
1. Factual Topics
2. Controversial Topics
3. Abstract Topics
4. Negavitive V/S Positive
5. Willing V/S Against etc.
Factual Topics:-
Factual topics are about practical things, which is related an individual activities in his day-to-day life. These can be current topics, they may be latest news or could be unbound by time. A factual topic for discussion gives a candidate a chance to prove that he is aware of and sensitive to his environment.
E.g. The education system in India, Police & Security department.
Controversial Topics:-
Controversial topics are the ones that are argumentative in nature. They are meant to generate controversy. In GDs where these topics are given for discussion, the noise level is usually high, there may be tempers flying. The idea behind giving a topic like this is to see how much maturity the candidate is displaying by keeping his temper in check, by rationally and logically arguing his point of view without getting personal and emotional.
E.g. Men or Women are better Managers, Political party etc..
Abstract Topics:-
Abstract topics are about intangible things. These topics are not given often for discussion, but their possibility cannot be ruled out. These topics test your lateral thinking and creativity.
E.g. Moon, Stars, Movies, Water,Planet etc..
Case-based GD:-
The case study tries to simulate a real-life situation. Information about the situation will be given to you and you would be asked as a group to resolve the situation given to them. In the case study there are no correct answers & perfectly solvable solutions. The objective in the case study is to get you to think about the situation from various angles of problem solving.
E.g. Article of some company case etc..
Positive V/S Negative:-
The discussion always starts with mainly two team/groups selecting a topic selected. One of the group selects will topic favoring, its correct & justifying its necessity and the opponent team will go for against it, saying its totally incorrect.
E.g. US attach at Iraq & Afghanistan etc.
The team/individual
Willing V/S Against GD:-
The discussion always starts with mainly two team/groups selecting a topic selected. One of the group selects will go for it/Willingness with topic and the opponent team will go for against it.
E.g. Love marriage or arrange marriage
Please make a note of following Content:
Subject knowledge of the topic
The candidate should express his opinions based on facts, figures and statistics. Based on his knowledge related to the topic, a corresponding rating on the 1-7 scale should be chosen. Please note that content should include only facts and opinions. No other parameter has to be taken into account while rating a candidate on Content.
If it is a case study, kindly judge a candidate on his ability to read between the lines and his ability to draw analogies to real life situations based on the case study.
Creativity and originality
Creativity and originality will be based on innovative or thought provoking idea by a candidate. If a candidate is supporting another candidate’s viewpoint his score on this parameter will be less howsoever good his content is. This parameter has a huge significance in Abstract GDs and Case studies.
Voice
There are two sub parameters ie Tone and Modulation. If a person is audible in a GD he scores high on tone and pitch.
Voice modulation is based on the ability of a candidate to emphasise on key words/phrases while making his point.
Body language
Posture
A candidate should sit attentively in a GD. He should bend a bit forward. This shows his attentiveness and interest in the GD.
A nodding head means a candidate is a good listener and this is a positive body language.
Candidates who cross their legs or fold their arms should be rated negatively.
This shows lack of inclination towards communication and a casual attitude. Pointing fingers, fists etc are negative gestures and candidates should be penalized for the same.
Candidates should put their pen down once the GD has started and should refrain from writing anything when the GD is in progress. At the most they can write few important points in the GD, which will help them in summarizing the GD later.
Eye Contact
Proper eye contact with the group is an essential requisite. A candidate should talk to his team members, not to the examiner.
Talking to examiner should be rated negatively. A candidate should have a proper eye contact with all the members of the group and not only a chosen few.
Analytical ability
This includes both logical and critical reasoning. This checks how well a candidate is able to analyse somebody’s viewpoint and also how well is he able to reason his own viewpoint.
Fluency
Fluency should be checked on the following two parameters:
i. Smoothness in flow of Language
ii. Pronunciation
Initiative
This parameter takes into consideration only the student who has initiated the GD. If he initiates well and is able to put the GD into the right perspective rate him/her high but if he stutters, falters, starts with a stand, quotes wrong facts and figure he should be rated negatively.
Leadership
A leader is a person who creates an environment of mutual understanding and cooperation in a GD. A leader is one who:
• Contributes to the GD through his content and ideas.
• Tries to put the GD into proper perspective so as to have a focused discussion on the issue at hand.
• Encourages other candidates to speak
• Coordinates the effort of the GD.
A person who forces somebody else to participate in a GD should be rated negatively Also a candidate who is only coordinating the effort of different team members without any contribution towards topic, should be rated negatively.
Group behaviour
Group behaviour is the ability to work well with the team members. Aggression, shouting in a GD, staring somebody, cutting somebody in between, trying to enforce views on others, questioning etc are some of the activities which are against team work and a candidate should be rated negatively on this parameter if he demonstrates any one of them
Enthusiasm
A candidate’s tone, body language especially his facial expressions will be effective while rating him on this parameter.
Listening
A candidate who listens to his other team members’ views and does not intercept any other group members should be rated high on this parameter. An effective body language includes attentive posture combined with nodding of the head.
-Being Fresher!
Apprentices Act in India (Apprenticeship)
Hey Guys,
I am Being Fresher!
I happen to come across Apprentices Act in India, Please find some part of the extract as mentioned below, Hope its helpful to you all out there.
Apprentices Act
The main purpose of the Act is to provide practical training to technically qualified persons in various trades. The objective is promotion of new skilled manpower. The scheme is also extended to engineers and diploma holders.
The Act applies to areas and industries as notified by Central government. [section 1(4)].
Obligation of Employer - Every employer is under obligation to take apprentices in prescribed ratio of the skilled workers in his employment in different trades. [section 11]. In every trade, there will be reserved places for scheduled castes and schedules tribes. [section 3A]. Ratio of trade apprentices to workers shall be determined by Central Government. Employer can engage more number of apprentices than prescribed minimum. [section 8(1)]. - - The employer has to make arrangements for practical training of apprentice [section 9(1)]. Employer will pay stipends to apprentices at prescribed rates. If the employees are less than 250, 50% of cost is shared by Government. If employer is employing more than 250 workers, he has to bear full cost of training.
Who can be apprentice - Apprentice should be of minimum age of 14 years and he should satisfy the standard of education and physical fitness as prescribed. [section 3].
Duration of training - Duration of training period and ratio of apprentices to skilled workers for different trades has been prescribed in Apprenticeship Rules, 1991. Duration of Apprenticeship may be from 6 months to 4 years depending on the trade, as prescribed in Rules. Period of training is determined by National Council for training in Vocational Trades (established by Government of India).
Contract with apprentice – Apprentice appointed has to execute an contract of apprenticeship with employer. The contract has to be registered with Apprenticeship Adviser. If apprentice is minor, agreement should be signed by his guardian. [section 4(1)]. - - Apprentice is entitled to casual leave of 12 days, medical leave of 15 days and extraordinary leave of 10 days in a year.
Legal Position of Apprentices - An apprentice is not a workman during apprentice training. [section 18]. Provisions of labour law like Bonus, PF, ESI Act, gratuity, Industrial Disputes Act etc. are not applicable to him. However, provisions of Factories Act regarding health, safety and welfare will apply to him. Apprentice is also entitled to get compensation from employer for employment injury. [section 16].
An employer is under no obligation to employ the apprentice after completion of apprenticeship. [section 22(1)]. However, in UP State Road Transport Corpn v. UP Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 , it was held that other things being equal, a trained apprentice should be given preference over direct recruits. It was also held that he need not be sponsored by the employment exchange. Age bar may also be relaxed, to the extent of training period. The concerned institute should maintain a list of persons already trained and in between trained apprentices, preference should be given to those who are senior. – same view with State of UP 2000 LLR 869 (SC).
Stipend payable - The minimum rate of stipend payable per month is as follows - (a) Engineering graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course students for degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400 p.m. for post-institutional training (d) Sandwich course students for degree examination - Rs 1,140 p.m. (e) Vocational certificate holder - Rs 1,090 p.m. [w.e.f. May 2001]
In case of 4 year training, the stipend is as follows – first year – Rs 820 pm. Second year – Rs 940 pm. Third year – Rs 1,090 pm. Fourth year – Rs 1,230 pm. [From May 2001].
-Beingfresher !
I am Being Fresher!
I happen to come across Apprentices Act in India, Please find some part of the extract as mentioned below, Hope its helpful to you all out there.
Apprentices Act
The main purpose of the Act is to provide practical training to technically qualified persons in various trades. The objective is promotion of new skilled manpower. The scheme is also extended to engineers and diploma holders.
The Act applies to areas and industries as notified by Central government. [section 1(4)].
Obligation of Employer - Every employer is under obligation to take apprentices in prescribed ratio of the skilled workers in his employment in different trades. [section 11]. In every trade, there will be reserved places for scheduled castes and schedules tribes. [section 3A]. Ratio of trade apprentices to workers shall be determined by Central Government. Employer can engage more number of apprentices than prescribed minimum. [section 8(1)]. - - The employer has to make arrangements for practical training of apprentice [section 9(1)]. Employer will pay stipends to apprentices at prescribed rates. If the employees are less than 250, 50% of cost is shared by Government. If employer is employing more than 250 workers, he has to bear full cost of training.
Who can be apprentice - Apprentice should be of minimum age of 14 years and he should satisfy the standard of education and physical fitness as prescribed. [section 3].
Duration of training - Duration of training period and ratio of apprentices to skilled workers for different trades has been prescribed in Apprenticeship Rules, 1991. Duration of Apprenticeship may be from 6 months to 4 years depending on the trade, as prescribed in Rules. Period of training is determined by National Council for training in Vocational Trades (established by Government of India).
Contract with apprentice – Apprentice appointed has to execute an contract of apprenticeship with employer. The contract has to be registered with Apprenticeship Adviser. If apprentice is minor, agreement should be signed by his guardian. [section 4(1)]. - - Apprentice is entitled to casual leave of 12 days, medical leave of 15 days and extraordinary leave of 10 days in a year.
Legal Position of Apprentices - An apprentice is not a workman during apprentice training. [section 18]. Provisions of labour law like Bonus, PF, ESI Act, gratuity, Industrial Disputes Act etc. are not applicable to him. However, provisions of Factories Act regarding health, safety and welfare will apply to him. Apprentice is also entitled to get compensation from employer for employment injury. [section 16].
An employer is under no obligation to employ the apprentice after completion of apprenticeship. [section 22(1)]. However, in UP State Road Transport Corpn v. UP Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 , it was held that other things being equal, a trained apprentice should be given preference over direct recruits. It was also held that he need not be sponsored by the employment exchange. Age bar may also be relaxed, to the extent of training period. The concerned institute should maintain a list of persons already trained and in between trained apprentices, preference should be given to those who are senior. – same view with State of UP 2000 LLR 869 (SC).
Stipend payable - The minimum rate of stipend payable per month is as follows - (a) Engineering graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course students for degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400 p.m. for post-institutional training (d) Sandwich course students for degree examination - Rs 1,140 p.m. (e) Vocational certificate holder - Rs 1,090 p.m. [w.e.f. May 2001]
In case of 4 year training, the stipend is as follows – first year – Rs 820 pm. Second year – Rs 940 pm. Third year – Rs 1,090 pm. Fourth year – Rs 1,230 pm. [From May 2001].
-Beingfresher !
INTERNSHIP / SUMMER INTERNSHIP
Hey Guys,
I am BEING FRESHER!
I wanted to share some information on INTERNSHIP/SUMMER INTERNSHIP
An intern is one who works in a temporary position who will be on-the-job training
rather than merely employment.Interns are usually college students, but they
can also be students or post graduate adults seeking skills for a new career.
Student internships provide opportunities for students to gain experience in their
field, determine if they have an interest in a particular career, create a network of
contacts. The prospect of interns returning to the company after completing
their education and requiring little or no training.
An internship may be either paid, unpaid or partially paid (in the form of a stipend).
Paid internships are most common in the medical, architecture science, engineering, law, business (especially accounting and finance), technology and advertising fields. Internships in non-profit organization such as charities and think tanks are often unpaid, volunteer positions. Internship positions are available from businesses, government departments, non-profit groups and organizations.
Internships may be part-time or full-time; typically they are part-time during the university year and full-time in the summer (Summer Internship), and they typically last 6-12 weeks, but can be shorter or longer.
All the best Guys.
-Being Fresher !
I am BEING FRESHER!
I wanted to share some information on INTERNSHIP/SUMMER INTERNSHIP
An intern is one who works in a temporary position who will be on-the-job training
rather than merely employment.Interns are usually college students, but they
can also be students or post graduate adults seeking skills for a new career.
Student internships provide opportunities for students to gain experience in their
field, determine if they have an interest in a particular career, create a network of
contacts. The prospect of interns returning to the company after completing
their education and requiring little or no training.
An internship may be either paid, unpaid or partially paid (in the form of a stipend).
Paid internships are most common in the medical, architecture science, engineering, law, business (especially accounting and finance), technology and advertising fields. Internships in non-profit organization such as charities and think tanks are often unpaid, volunteer positions. Internship positions are available from businesses, government departments, non-profit groups and organizations.
Internships may be part-time or full-time; typically they are part-time during the university year and full-time in the summer (Summer Internship), and they typically last 6-12 weeks, but can be shorter or longer.
All the best Guys.
-Being Fresher !
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