Writing a report on educational practice: structure, design, sample, recommendations. How to write a practice report yourself

– this is the practical part educational process in a higher or secondary specialized educational institution, occurring in organizations in real time work activity. The practice is designed to consolidate the acquired theoretical knowledge and skills necessary for the assignment of qualifications and final certification of the student as a specialist. The results of practical training are assessed in accordance with the standards adopted by the educational institution and fit into the educational process.

Student

Industrial practice for a student often becomes the starting point of his professional career. The most common mistake students make is to formally treat the internship process as just another learning task. To get the most out of practice, you need to have the right mindset and understand what it is unique opportunity“test the waters” while still under the wing of your educational institution. Having significantly saved time and effort in this way, you will not make unnecessary moves after graduating from university and will know exactly where to go next.

What opportunities does internship give a student:

consolidate theoretical knowledge;

apply knowledge and skills in practice;

navigate the real work process and see the pitfalls of the chosen specialty that are not visible in theory;

directly contact the professional community;

gain skills in job search and communication with employers;

gain experience interacting with an experienced professional mentor;

understand as early as possible that the specialty or even the field has been chosen incorrectly and does not meet your requirements for the profession;

navigate the profession and decide;

“test” the market and understand what is in demand and what still needs to be learned;

find yourself workplace, suitable for starting a career;

gain initial experience, which young specialists so lack when applying for a job after training, and make their first entry in the work book;

achieve your first successes and demonstrate your abilities in your chosen specialty to your future employer.

Students undergo practical training in their senior years at universities, when a specialty has already been chosen, and usually the topic of practical training is correlated with the knowledge and skills acquired in the semester. The internship takes place on the premises of real enterprises with which the university has a preliminary agreement. The direction of the organization's activities must correspond to the student's specialization. The student has the right to choose a practice base that suits him, and the university must provide a list possible options. If a student is already working according to his profile, then he has the right to undergo an internship at the place of his current work.

During the internship, the student must keep a diary, which is signed by the supervisor of his internship. At the end of the internship, its results are assessed along with exams and tests and are noted in the grade book. Also, the student’s work is assessed by the management of the practical base where he worked and issues a reference. The direction of production practice can be technological (directly practical work, acquisition of skills) and research or pre-graduation (conducting scientific research on practical material).

The legal side of the issue must be determined in regulatory documents university, and is also regulated by the relevant articles of the Labor Code of the Russian Federation. The working day of a student trainee from 16 to 18 years old should be no more than 36 hours per week (Article 92 of the Labor Code of the Russian Federation) and for those over 18 years of age no more than 40 hours per week (Article 91 of the Labor Code of the Russian Federation). During the internship period, students are subject to the rules internal regulations accepted in the organization, and general rules labor protection. If an intern is hired for the duration of the internship, he receives all the rights of an employee: the right to receive a salary, the right to paid leave, to disability benefits, etc. He is also assigned the duties corresponding to the employee.

To the employer

Despite the fact that student interns are quite a troublesome matter for an organization, industrial practice has undeniable advantages for the company. By becoming a base of practice and interacting with a specialized educational institution, the organization gets the opportunity to:

“educate” young specialists to suit yourself, training them in accordance with the requirements and specifics necessary for your organization;

adjust the educational programs of specialized universities, interacting with them.

The legal side of the process of registering a trainee has a number of difficulties, which, however, are quite surmountable. The main problem for personnel officers is the lack of an article clearly regulating the hiring of a trainee. The concept of an agreement between a student and an organization in the event of an internship is absent in principle. In this situation, there are two options.

1. Concluding an employment contract with a trainee. In the case of industrial practice and if there is a corresponding vacancy in the company, the student is hired on the basis of a fixed-term employment contract and enters into labor relations with the organization. The rationale for concluding an agreement can be formulated according to Article 59 of the Labor Code of the Russian Federation something like this: “An employment contract is concluded for the duration of the industrial practice.” If this is the first official employment for a student, then he needs to create work book and a certificate of pension insurance (Article 65 of the Labor Code of the Russian Federation). From the moment the contract is concluded, the trainee is vested with all the corresponding rights and responsibilities of a full-fledged employee.

2. Registration of an intern without admission to the staff. If the agreement between the educational institution and the employer initially stipulates that students undergo internships without official employment, and if there are no vacancies, then the student does not receive a specific job function, but is in practice more for informational purposes, and does not bear responsibility like an employee. However, the internal regulations in force at the enterprise and labor protection rules apply to it. To enroll students in an enterprise, an order is issued, which specifies all the necessary details (names of students, terms and purposes of internship, procedure, responsible mentor, etc.).

If a student is already working, and the profile of his work corresponds to the specialty for which he is studying, then he can do an internship at his place of work, providing the appropriate certificate to the university.

Thus, internship is a mutually beneficial event for both students and employers, helping them get to know each other and begin professional interaction.

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In the summer, many companies have student interns. Accordingly, the accounting and personnel departments have questions about how to correctly register such employees and what accruals to make in connection with their hiring. We will answer these questions in this article.

Introductory information

First of all, we need to define the basic concepts: what is practice and who are the trainees? Since we are talking about students, the answer to these questions must be sought in the legislation regulating the process of obtaining higher or secondary specialized education. Indeed, in the Law of the Russian Federation dated July 10, 1992 No. 3266-1 “On Education” and in the Federal Law dated August 22, 1996 No. 125-FZ “On Higher and Postgraduate Professional Education” we will find references to the fact that in order to implement state standard educational programs of any educational institution include industrial practice (clause 6.1 of article 9 of Law No. 3266-1 and clause 5 of article 5 of Law No. 125-FZ).

A more detailed study of legislation in the field of education will lead us to two more documents - Regulations on the procedure for conducting student internships educational institutions higher vocational education(approved by order of the Ministry of Education of Russia dated March 25, 2003 No. 1154) and the Regulations on the industrial (professional) practice of students, cadets of educational institutions of secondary vocational education (approved by order of the Ministry of Education of Russia dated July 21, 1999 No. 1991).

These documents regulate the process of students undergoing practical training. The most important thing that an accountant needs to know is that completing an internship involves concluding an agreement between a university or vocational school and an organization. But in reality, such agreements are not always concluded. Very often, trainees work in organizations “through acquaintances”, without any agreements between this organization and the educational institution.

It turns out that there are two categories of trainees: the first consists of those students who undergo practical training on the basis of agreements between the educational institution and the organization (let’s call them “official”). The second group includes those who undergo internship without such contracts, on the basis of some personal agreements with the management of the company (let’s call them “unofficial”).

Let's look at each of these categories in more detail.

"Official" trainees

As we have already found out, the legislation provides for the possibility of concluding an agreement between an educational institution and an organization. If such an agreement is concluded, then the organization is obliged to accept students for internship and organize its completion in accordance with the internship program. But it must be taken into account that the conclusion of the agreement itself is voluntary. That is, the organization is not obliged to conclude it, even if a representative of the university directly approached it with such a proposal.

If the company nevertheless decides to conclude an agreement, then it is necessary to ensure that it reflects all important points related to the internship, namely: during what periods the organization is obliged to accept students, how many of them can be at the same time and (or) during the year (calendar or academic). The contract must also stipulate what type of internship the students will undergo in the organization—introductory or work experience. This condition is doubly important, since it determines whether the company should enroll trainees and whether they are paid wages.

It should be noted that in most cases, contracts with universities do not provide for the enrollment of trainees on the staff of the organization. That is, to put it official language, we are talking about introductory practice, when trainees only get acquainted with the production process of the organization, the main functions of a particular position, perform simple operations, etc. In this case, no salary is accrued - the student continues to receive the scholarship.

But when it comes to so-called labor practice, a different approach is used. In this case, the student is assigned to a position whose responsibilities correspond to the internship program.
Accordingly, an employment contract is concluded between the employer and the trainee, the trainee is paid earnings, from which all taxes are withheld and contributions to extra-budgetary funds are calculated. Like ordinary workers, trainees in this case are subject to state social insurance, which means they have the right to temporary disability benefits. In addition, the trainee is entitled to annual paid leave (or compensation upon dismissal).

In addition to rights, the student also has responsibilities. Like all employees, he is obliged to follow the internal rules of the organization, observe safety precautions, and obey internal regulations organizations.

Employment contract with a trainee

Let's take a closer look at the employment contract with the intern. Since the student is hired temporarily, for the period of internship, the contract with him is concluded for a fixed-term period. The contract directly states that it is concluded for the period of internship in accordance with the program approved by the university. If this period is known in advance, then it must be explicitly stated in the contract.

Don't forget that for underage workers Labor Code establishes a number of benefits and special rules. In particular, when concluding an employment contract, a medical examination is required.

"Unofficial" trainees

With such trainees, everything is much simpler - after all, the company does not have any official obligations to the university. Accordingly, all issues related to the conclusion/non-conclusion of an employment contract, payment/non-payment of earnings, etc., are resolved by oral agreement between the management of the organization and the student, based on his existing internship program.

In most cases, with “unofficial” trainees we are talking about introductory practice, therefore an employment contract is not concluded with the trainee, and the employee production process does not participate. He only gets acquainted with it and performs certain simple functions. Therefore, no payments are made to the trainee in this case.

Practice report

The main document about the internship is the report. The obligation to draw it up is provided for in paragraph 15 of the already familiar Regulations on the procedure for conducting practice. In the report, the organization’s specialists who supervise the students undergoing internships should make notes about successes, attendance, work performed, acquired skills and knowledge.

The form and content of the report are approved by the educational institution. Accordingly, for “official” trainees, the obligation to fill out and form the report is one of the terms of the agreement between the organization and the university. And for the “unofficial” ones, this issue is resolved through agreements. As a rule, the report is certified by the signatures of those specialists who directly carried out the practice, and the seal or stamp of the organization.

It should be noted that for “unofficial” trainees, the report is perhaps the most important document confirming the fact of completing the internship. Therefore, it is necessary to approach its preparation as carefully as possible - indicate all the details of the organization where the internship took place, make clear references to the internship program, noting exactly how the student fulfilled all its points provided there. Well, of course, you need to remember that the report is an official document giving the student the right to continue studying. So you shouldn’t consider it “just a piece of paper” and treat its preparation carelessly.

One of our employees is a student, he has to do an internship for 14 days and he asks to do this internship in our organization. Please tell me how we should formalize this practice? The institute offers to sign an agreement on internship free of charge.

Answer

Answer to the question:

Student practice is component vocational education programs.

Internship can be educational, industrial and pre-graduation. Often students are sent to organizations where they gain the necessary skills and experience. The duration of the internship is determined by the educational organization. This follows from paragraphs 1, 5, 7, 12 and 16 of the Regulations, approved by order of the Ministry of Education and Science of Russia dated November 27, 2015 No. 1383

Students combining training with work activity have the right to undergo educational, production, including pre-graduation internships, at the place of work in cases where professional activity, carried out by them, meets the requirements for the content of practice.

On the organization's letterhead

P RIKAZ No. 34-k
about internship

Moscow 11/18/2014

In accordance with the agreement with the educational institution _________________ dated __________ No. ___________________________, a referral for internship dated _________________ No. ______________

I ORDER:

1. Allow HR specialist Ivanova I.I. passing the production

It is necessary to indicate the type of internship in accordance with the direction of the educational organization: introductory, pre-graduate, etc.

In the event that an employee is trained in the same profile as he performs labor activity, then it is enough to issue an order allowing the employee to undergo internship at the workplace.
on-the-job practices without interrupting your main job.
2. To assign Ivanova I.I., for the period of practice as a mentor to the chief specialist, she gave the personnel to T.I. Kostin.

3. Install Kostina T.I. additional payment in the amount of 15% of her salary for performing additional duties as a mentor (increasing the amount of work)

Grounds: Additional agreement dated ____________ No. ________to the employment contract of T.I. Kostina. from _________________ No. __________

4. Head of HR Department E.E. Gromova to familiarize herself with this order
Ivanov I.I. and Kostin T.I. for painting.
If an employee is receiving education for another position, then for the period of practice it is possible to issue him temporary transfer to the appropriate position, also appoint a mentor (practice manager from the organization)

About temporary transfer :

During the practice period, the student keeps a practice diary, which reflects the fact of completing the practice program. The mentor (practice manager from the organization) confirms with his signature that the tasks have been completed.

A student can be accepted for educational or practical training in two ways:

in the direction of an educational organization for practical training ();
at the initiative of an organization that independently recruits students for internships (without contracts with educational institutions).

An organization may enter into an agreement with educational organization higher or secondary vocational education about students undergoing practical training, including pre-graduation. Under such an agreement, organizations are obliged to accept trainees from educational institutions that have state accreditation. In this case, the presence of vacant positions does not matter. This procedure follows from the Regulations approved.

If there are vacant positions in the organization, employment contracts can be concluded with students. Then they are covered labor legislation. Students are subject to state social insurance. Such conclusions follow from the Regulations approved and the Regulations approved.

If there are no vacant positions, the organization may. Then wages and other working conditions for students are established by these contracts.

If an organization independently recruits students for internships, then it can general procedure, as with all other citizens, or (fixed-term or indefinite).

If the organization does not have an agreement with the educational institution and the student is not assigned a labor function, but is only introduced to the production and allowed to perform practical tasks of reduced complexity, then there is no need to conclude an employment contract (Article , Labor Code of the Russian Federation). The courts also point to this, see, for example,.

Attention: if at the end of the internship the organization conducts a final certification and issues documents on education or qualifications, it must have a license for educational activities. For violation of this requirement, the organization and its leader may be held accountable.

The organization must obtain a license to operate educational activities, if it conducts final certifications and issues documents on education and (or) qualifications. This requirement is established by the Law of December 29, 2012 No. 273-FZ and the Regulations approved.

For violation of this rule, the organization and its leader may be held accountable. An organization can be fined from 40,000 to 50,000 rubles, its leader - from 4,000 to 5,000 rubles. Such liability is established in Article 14.1 of the Code of the Russian Federation on Administrative Offences.

In addition, if an organization has received income from conducting educational activities without a license in the amount of more than , its head may be brought to one of the following types criminal liability:

fine (up to 300,000 rubles or in the amount of salary (other income) for two years);
compulsory work(up to 480 hours);
arrest (up to six months).

If an organization receives income in excess of , its head will be held liable for one of the following types of liability:

fine (from 100,000 to 500,000 rubles or in the amount of salary (other income) for a period of one to three years);
imprisonment (for up to five years), possibly with a fine (up to 80,000 rubles or in the amount of salary (other income) for a period of up to 6 months);
(up to five years) - will be applied from January 1, 2014 ().

This criminal liability is provided for in the Criminal Code of the Russian Federation.

According to the Labor Code of the Russian Federation, persons participating in the employer’s production activities, in addition to employees performing their duties under an employment contract, include students undergoing practical training. They need to undergo both induction and on-the-job training. Read about paid internships for students to avoid making mistakes. A student can be accepted for an internship in two ways: by referral from an educational organization to undergo practical training (clause 24, part 1, article 34 of the Law of December 29, 2012 No. 273-FZ); at the initiative of an organization that independently recruits students for internships (without contracts with educational institutions).

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Labor Code of the Russian Federation; - when undergoing internship in a specialty profile and pre-graduation practice for students aged 16 to 18 years - no more than 35 hours per week, and for those aged 18 years and older - no more than 40 hours per week (Article 91 of the Labor Code of the Russian Federation). The employment contract must contain a payment clause wages and its size.

Clause 20 of the Regulations determines that students’ remuneration during the internship period when they perform productive work is carried out in the manner prescribed by current legislation for organizations in the relevant industry, as well as in accordance with agreements concluded by higher education institutions with organizations of various organizational and legal forms. From the moment the employment contract is concluded, the student trainee will be subject to labor legislation and is subject to state social insurance on an equal basis with all employees (clause

How to arrange an internship for a student intern without payment?

An organization must obtain a license to conduct educational activities if it conducts final certifications and issues documents on education and (or) qualifications. This requirement is established by Article 2 of the Law of December 29, 2012.

Info

Federal Law and paragraphs 1–3 of the Regulations approved by Decree of the Government of the Russian Federation of October 28, 2013 No. 966. For violation of this rule, the organization and its leader may be held accountable.

An organization can be fined from 40,000 to 50,000 rubles, its leader – from 4,000 to 5,000 rubles.

How to hire an intern

A contract or contract may be concluded with the student paid provision services. The employer is obliged to pay the student for work performed in the interests of the organization, services provided to her in accordance with the concluded agreement (Art.
Art. 702, 711, 779, 781

Attention

Civil Code of the Russian Federation). You have an agreement with the University, accordingly, in the absence of a vacant workplace, the student can simply be allowed to undergo internship by issuing an order with the following content: full name of the organization ORDER No. on the organization of introductory practice for students In accordance with the agreement from " " on the organization of internship for students , concluded by Alpha LLC with the State Educational Institution of Higher Professional Education of the Moscow Higher Technical University named after Bauman, I ORDER: 1. To allow 4th year students of the State Educational Institution of Higher Professional Education of the Moscow Higher Technical University named after Bauman to undergo introductory practice in the period from to 4th year: 1.

2. 3. 2.

Registration for student internship without payment

If the work corresponds to the characteristics of the specialty acquired by the student, and there are vacancies in production, the trainee is accepted into the staff and, as a rule, a fixed-term employment contract is concluded. 5 If the trainee has not worked anywhere, he should get a work book and issue an insurance certificate of state pension insurance. 6 If there are no vacancies in the organization, register the student for work without enrolling on the staff. In this case, no employment contract is concluded between the trainee and the organization.

7 The organization signs a decree or order for the enrollment of students for practical training, which indicates the time of completion of the practical training, the terms, and appoints the head of the practical training. In this case, the student is not assigned a certain labor function, he performs simple tasks to familiarize himself with production.

Admitting a student to practice

So we have sleepless nights and mountains of notes behind us, the results of the next session have been summed up, the time has come for the long-awaited vacation, but not for all students. Some of them are sent for practical training.
How to formalize a relationship with an intern? Is it necessary to conclude an employment contract? Is the student entitled to any payments? At a certain stage of their studies, students are sent to undergo industrial or pre-graduate internships at enterprises with which their educational institutions have concluded relevant agreements. We’ll talk about how to build relationships with student interns in the article. Legal regulation labor relations with studentsThe purpose of educational or industrial practice is to consolidate theoretical knowledge and acquire practical skills by students.

How to register a student intern for the summer

Issues related to organizing internships for students of higher educational institutions are regulated by the Regulations on the procedure for conducting internships for students of educational institutions of higher professional education, approved by Order No. 1383 of the Ministry of Education and Science of Russia dated November 27, 2015. In accordance with these Regulations, if there are vacant positions, students can be enrolled in them, if the work meets the requirements of the internship program.

Students accepted into positions in organizations are subject to the Labor Code of the Russian Federation, and they are subject to state social insurance on an equal basis with all employees. Thus, concluding an employment contract with students undergoing practical training in an organization is possible, but not necessary.

A student came to practice

Assign the head of the technical training department, S.S. Sidorov, to the students for the internship period from Alfa LLC. 3. Establish to the Head of VET Sidorov S.S. for supervising students' internships, an additional payment in the amount of rubles. The agreement with the university may stipulate that the remuneration for the work of the internship supervisor is made at the expense of the university.

In this case, in this paragraph you need to indicate: with payment at the expense of the State Educational Institution of Higher Professional Education MVTU named after Bauman Reason: Additional. agreement to the employment contract 4. Oblige Sidorov S.S. conduct an introductory briefing with students before the start of the internship, monitor the internship of the students specified in the order, fill out documents on the internship on behalf of Alpha LLC 5. The head of the personnel department should ensure that the persons named in it are familiar with the order. 6.

How to register an intern for an internship without payment

The trainee’s salary, like any employee’s, is subject to:

Personal income tax (part 1 of article 210 of the Tax Code of the Russian Federation);
insurance premiums (clause 1, article 7 Federal Law on insurance contributions to the Pension Fund of Russia, the Federal Social Insurance Fund of Russia, the Federal Compulsory Compulsory Medical Insurance Fund and the Federal Compulsory Compulsory Medical Insurance Fund dated July 24, 2009 No. 212-FZ);
contributions for injuries (clause 3 of the Rules for the accrual, accounting and expenditure of funds for the implementation of mandatory social insurance from industrial accidents and occupational diseases, approved by Decree of the Government of the Russian Federation dated March 2, 2000 No. 184).

Practice away from home If a student leaves for practice from the location of the university, he is entitled to a daily allowance in the amount of 50% of the daily allowance established by current legislation for reimbursement additional expenses related to business trips of employees of enterprises, institutions and organizations for each day, including travel to the place of practice and back.

How to register an intern for internship without payment, Ukraine

But the conclusion of such an agreement is not the responsibility of the receiving party.

Conclude a civil contract for specific work and services that the trainee will perform during the internship.
If the internship, in its essence, does not involve performing work (introduction, for example), then in this case an order to allow the trainee to undergo internship under the guidance of a mentor is sufficient.

And in the absence of such an agreement with the educational organization, the issue of refusal to accept an internship or admission of a trainee remains solely at the discretion of the host organization itself.. Based on Art.

It is no secret that even well-structured theoretical training is not capable of replacing the skills and knowledge acquired as a result of real activities, acquired through trial and error. In order to improve the qualifications of graduates and their value in the labor market, internships are organized at the enterprise for students. The obligation to conduct it is regulated by law, and the rules and methods of implementation are prescribed by the educational institution based on the characteristics of the educational programs being implemented.

Subtleties of organization practical training university students are prescribed in the Regulations on Practice adopted by Order of the Ministry of Education No. 1154 of 2003. The document protects the legitimate interests of students and the right to receive a high-quality theoretical and practical basis. It highlights the following points that the design of production practice must meet:

During its completion, students are required to receive a stipend. It does not matter whether they receive a salary at the place of temporary employment.
The practice is organized on the basis of agreements concluded by universities, colleges and technical schools with companies of a certain type of activity and industry focus.
If the internship involves leaving the region where the educational institution is located, the university is obliged to reimburse its student the full cost of round-trip tickets and pay travel allowances for days of absence in the amount of 50% of the norm established by law for employees of enterprises.

The “rules of the game” for colleges and technical schools organizing internships are established by Order of the Ministry of Education No. 1991 of 1999. They are similar to the principles in force for universities.

How does educational practice differ from industrial practice?

Practice organized to strengthen and deepen theoretical knowledge, available in three formats:

Educational – aims to strengthen theoretical basis received by students, to instill the skills of independent and research work, introduce to modern equipment. Such programs are developed for junior students. The main activities for their implementation are excursions to production, observation of the company’s work, consultations with its specialists, and practical activities in the workplace.
Training and production – most often carried out in the 3rd-4th year. Its purpose is to introduce the student to the content future profession. To do this, he goes to the enterprise, where he plays the role of assistant to the main specialist (for example, assistant accountant, assistant marketing specialist, etc.).
Production – intended for senior students. They become fully involved in work at a specific site within the chosen specialty, learn management and control in accordance with a plan and schedule drawn up in advance. The knowledge and skills acquired during practice can later be used when writing a thesis.

As a rule, any type of practice is preceded by a meeting-conference with the supervisor, at which the purpose of the upcoming event, its meaning and schedule are brought to the attention of students. At the end of the cycle, students prepare and submit reports to teachers describing the acquired knowledge and experience.

What is the difference between industrial practice and pre-graduation?

Conclusions drawn during practical training can be used to write a final work for a master's or bachelor's degree. However, it is not always final for the educational cycle and therefore is not always called pre-diploma.

One of the main tasks of the pre-diploma cycle is to conduct analytics and research, draw conclusions on the basis of which a diploma will subsequently be written. The cycle is meant to be logical conclusion training, the impetus for the student into a successful professional life.

The tasks of the cycle are:

consolidate the knowledge and experience gained during industrial practice;
collect empirical information that will form the basis for writing a thesis.

Registration of internship for students: example

The legislation provides for two options for registration of internship: in the form of a contract between the student and a temporary employer or (suz) and a company ready to hire young personnel. You can use any of these formats.

According to current legislation, the organization of practice provided for by the educational program is carried out on the basis of agreements between a university or secondary educational institution and companies of the corresponding profile.

Organizations that take students under their wing are required to enter into agreements with them labor contracts only subject to availability of vacant positions. The law allows for the possibility of registering a student as a member of an organization’s staff only if the position offered to him corresponds to the internship program.

The company has no right to enter into a contract with a student labor agreement for an indefinite period. It must be urgent and justify the need for employment. For example, the document states: “The agreement was concluded for three months for the purpose of pre-graduation internship.”

A large number of nuances when registering students traditionally raises questions and ambiguities among “urgent” employers. Let us examine the subtleties of formalizing emerging legal relations using examples.

Situation 1

Student Ivanov A.B. asks to join the Romashka company for free internship. He needs to gain knowledge and experience to write thesis. Is it necessary to conclude a fixed-term employment contract with him?

According to Art. 37 of the Russian Constitution, any work must be paid no less than the minimum level established by law. This means that you cannot enter into an employment agreement that involves working for free.

The law does not oblige Romashka to sign an agreement with an intern. He can undergo training at the company without this document.

Situation 2

There are no open vacancies at Gamma. The company takes on internships for university and technical school students. Should she complete pre-diploma internship? employment contracts? What should be included in the admission order?

Since the organization does not have open positions, it is not obliged to enter into employment contracts with students. They can work on the basis of an order. In the latter, it is unacceptable to use the wording “Hire without admission to the staff.” The best option– indicate that the person is being accepted for industrial (pre-graduation) internship.

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