The beginning of labor activity for each specialist who has an education in a certain profile requires a number of skills that arise as a result of gaining experience. The period of obtaining such experience is called an internship, conducted according to the regulations of certain programs, limited in time. At the level of legislation, mandatory payment for internship time is established.

The most essential purpose of an internship is to train a potential employee. At the same time, such training is carried out directly in the course of performing production tasks. Thanks to this process, employees are retrained, their qualifications or professional skills are improved. During the internship, it is possible to obtain specialization, which is necessary for persons who have completed their studies in specialized educational institutions. Completion of the internship is characterized by the issuance of a certificate, the model of which is established by legislative acts.

Why is pre-training important?

The fact of completing education at an educational institution, as a rule, indicates that the future employee has only theoretical knowledge, which does not allow him to effectively carry out the volume of labor duties assigned to him, as well as perform production and technological operations. An internship is the time when the preliminary training of an employee is carried out by an experienced employee appointed by his manager. Thanks to the internship, the student, over a short period of time, masters the most essential techniques that allow him to put into practice his theoretical knowledge required to perform the functions of a labor nature.

The internship of a person begins with a briefing on labor protection and measures necessary for safe work. Information about the conduct of this kind of events is recorded in the appropriate log.

An internship is... Should an internship be paid?

The fact of familiarization is confirmed by the signature of the employee. Documentation is prepared by an engineer who is on the staff of the company and is engaged in safety measures on the basis of the order of the head, which is issued for a certain period of time.

What legislative acts determine the procedure for internships?

The relationship between the manager and the employee who is undergoing an internship is regulated by a number of regulations, including:

• Art. 212 TC;
• Decree adopted by the Ministry of Education under No. 1-29, 13.01.03;
• Order of Rostekhnadzor under No. 37 of 01.29.07;
• GOST 12.0.004-90 p. 7.2.4;
• Letter RD-200-RSFSR-12-0071-86-12.

Newly recruited workers who are graduates of educational institutions that are part of the vocational education system undergo an internship, which, in its essence, is the final stage of the entire learning process. In the process of such an internship, a specialist who does not have the necessary experience receives the required professional skills. During the internship, theoretical knowledge is supported by professional experience.

The need for an internship in the workplace

On the part of the employer, there is an interest in achieving the maximum level of productivity of each individual employee. Such a result can only be achieved with high professional training. That internship, which is carried out in relation to an inexperienced employee, enables the employee to master the profession from its technological and production point of view.

An internship that relates to one of the types of labor activity is limited in time periods. Its term directly depends on how difficult the profession is and what abilities the trainee has. In practice, the internship takes from 2 days to 2 weeks of work.

Mandatory training for the following professionals:

1. Operators of industrial and technological equipment.
2. Drivers who work on route vehicles, including trams and trolleybuses.
3. Employees performing work with increased danger to them and others.

After the employee completes the internship, a conclusion is prepared for him, which contains information regarding professional suitability. Based on this conclusion, the employee is admitted. Thus, the latter is endowed with the opportunity to independently carry out labor activities and official duties.

Activities at the time of hiring

Until a permanent employment contract is concluded with an employee, there is a period of time that is recognized as a probationary period.

This period of time allows you to establish the professional suitability of the employee. During the internship, the actual training of the employee is carried out, which is required for the latter to gain experience in relation to the labor duty imputed to him.

The provisions of Art. 59 of the Labor Code allow the employer to conclude a temporary agreement with the employee, which will be valid for the specified period. As practice shows, employees who have completed an internship are hired on the basis of a permanent contract. The entire period during which the employee is in training refers to that in respect of which the legislative norms on remuneration and social guarantees apply. The actions of the employer, which contain signs of illegal, can be appealed by an employee who is on an internship in a general manner through a specialized inspection.

Actions to be taken in case of transfer of an employee

In the course of the activity of an economic entity, it may be necessary to fill a vacant position with another employee. For these cases, a transfer is typical, which is carried out on the basis of the order of the head. Responsibilities related to the training of a new employee are assigned to his direct management. Such a leader carries out actions to conduct briefings, about which the employee signs with his own hand.

At the end of the internship, the skills that have been acquired by the employee are tested. Such a test allows you to determine the level of professional suitability, which allows the employee to start performing functions personally. The essence of the test can be presented in the form of a test containing a survey on theory, as well as a demonstration of the practical skills that the employee has received. A positive result, which is demonstrated by the employee, allows the employer to issue him a certificate of passing the test.

Time frame

The current legislation understands the period of internship to be such a period that is sufficient for the employee to master practical skills. The norms of the Labor Code limit such a period to 15 days. The minimum period is 2 work shifts. During this time, the trainee must perform labor functions under the guidance of his immediate supervisor, which contributes to the acquisition of the required skills. In fact, the time of work is the time of training.

The most significant differences

The beginning of any work activity, both for the employee and for the employer, is the time that is necessary for the mutual assessment of the existing conditions by each other. By establishing a probationary period, the legislator allows the employer to terminate the contract. The test period may not exceed six months. Until its expiration, the employer must either continue to work on a permanent basis, or refuse to work.

The internship has shorter terms, which are limited to 15 working days. This period, according to the legislator, is sufficient for the employee to acquire sufficient skills. In terms of its significance, an internship can be considered a short probationary period.

Procedure for applying for an internship

Documentation on the admission or training of employees refers to administrative acts. Among these are orders for its implementation, training programs, as well as provisions for internships. The result of the internship is an order, on the basis of which the employee is admitted to the subsequent independent performance of labor functions.

Making an order

An internship conducted within the enterprise must be issued by order, which is prepared by the personnel department or manager. For this document, the full name of the company, the name of the document, the date and the name of the settlement are required.

The descriptive part should contain a reference to the normative document, which defines the essential purpose and objectives of the internship, as well as the person responsible for the internship. In addition, the order determines the duration of the internship and the position that will be offered to the candidate in the future.

Position

Conducting internships in companies is carried out in accordance with the regulation adopted by the enterprise and contains:

• generalized requirements for the organization of the process;
• procedure for conducting an internship;
• duties imposed on officials and trained personnel;
• organization of offsets and admission to work independently.

As a separate paragraph of the provision, specifics are established that are characteristic of the training of some specialists. The regulation establishes the requirements regarding the internship program.

Program

The implementation of organizational work related to the internship process is carried out by the head, who is appointed in the order. Such a leader carries out all the activities that are associated with the preparation of the program. Its functions include the process of approving the prepared program.

The main points of the program include:

• goals set before the internship;
• general requirements for the trainee;
• regulatory and technical documentation to be studied;
• instructions containing the functional duties of employees;
• activities related to the study of the workplace, production and technological process;
• the process of mastering the skills that are necessary for the actual performance of labor functions;
• the procedure for checking the knowledge and skills that have been obtained, as well as the procedure for passing the test for admission.

These paragraphs establish minimum periods, which are determined by hours, shifts or specific dates that are established as a result of specific circumstances.

Completion of the internship

From the moment the activities determined by the internship program are completed, the leader carries out the procedure for accepting credit. This test allows you to test your knowledge. The audit can be carried out personally or collectively. The board may include specialists involved in production cycles, as well as an instructor who has been appointed by the head as a mentor.

As a result of the test, a decision is made as to whether the candidate is professionally fit. The decision taken is subject to reflection in the order, which allows the candidate to proceed to the personal performance of labor functions.

The prepared order, after signing it, must be handed over for review to the candidate who is the future employee. Together with the order, the candidate is issued a certificate and certificate, sealed by the signature and seal of the head.

Consequences of an internship

The fact of successful completion of the internship for a potential employee means the beginning of the performance of labor functions personally. From this period, the employee assumes the full range of duties that are imputed to him by the legal orders of the head.

All actions of the management, which, in the opinion of the employee, are unlawful, can be appealed by the employees in the general manner, through the commission on labor disputes.

About internship and training of a newly hired employee

№04
Moscow city

"On the internship and training of a newly hired employee"

In accordance with Art. 213, 225 of the Labor Code of the Russian Federation, Art. 18, 14 of the Federal Law “On the Fundamentals of Occupational Safety in the Russian Federation”, GOST 12.0.004-90 “Organizations of Safety Training. General Provisions”, by the Decree of the Ministry of Labor and the Ministry of Education of the Russian Federation No. 1/29 dated January 13, 2003 “On the procedure for training in labor protection and testing knowledge of the labor protection requirements of employees of the organization”

I ORDER:

1. In the period from _____ to ______ s, (specialty, profession, full name of the employee), as a newly hired employee, conduct internships and training according to established programs, followed by testing of theoretical and practical knowledge and skills by the relevant commission of the organization.

2. Responsible for the training and internship of the employee to appoint (position, full name of the immediate supervisor of the employee)

3. With positive results of the check (position, full name of the head of the employee), prepare a draft order for the admission of the employee to work.

4. When conducting an internship, be guided by the regulations on conducting an internship (attachment to the order)

Director

Fulfilled
Kovalev
Tf. 22-33-44

Appendix to Order No. 04

REGULATIONS on the procedure for bringing an internship to OJSC ________

2. The internship must take place:
- all newly hired and transferred to another job (position, workplace) workers of working professions and specialists employed in jobs that are subject to additional (increased) labor safety requirements;
- graduates of higher and secondary specialized educational institutions, vocational schools, employees who graduated from educational (training and production) centers.

3. The heads of production units, in agreement with the labor protection specialist, may exempt from internship an employee who has at least three years of work experience in the specialty, transferred from one production unit to another, if the nature of his work and the type of equipment on which he worked earlier are not is changing. In this case, an entry “Without an internship” is made in the Registration Journal of labor protection briefings at the workplace and the No. of order (order) on the corresponding release is noted.

4. During the internship, the employee must perform work under the supervision (guidance) of an experienced employee (hereinafter referred to as the leader of the internship).

5. An internship for an employee of working professions can be supervised by foremen, foremen, instructors and other qualified workers who have at least three years of practical work experience in the given profession, and an internship for specialists can be supervised by highly qualified specialists with at least three years of practical work experience or heads of production departments . No more than two people can be attached to one internship leader.

6. The heads of the internship for blue-collar workers are determined by the head of the production unit, and the heads of the internship for specialists are determined by the head of the subdivision of JSC "_". The appointment of the head of the internship is formalized by the relevant order (instruction). The head of the internship and the employee must be familiarized with the order (instruction) against signature.

7. The duration of the internship is determined from 2 to 14 shifts (working days), the specific number of shifts is set by the head of the production unit, depending on the nature of the work and the qualifications of the employee, unless other terms are established by the relevant rules approved by state supervision and control bodies.

Online journal for an accountant

8. The internship is carried out according to the approved Programs of primary briefing at the workplace after the initial briefing at the workplace.

9. The internship supervisor must make an appropriate entry in the Workplace Instruction Log.

10. Responsibility for the quality of the organization and conduct of the internship is borne directly by the heads of the structural units where the trainee works.

11. In case of violation of the instructions (orders) of the probationer, the number of probation shifts may be increased. The fact of violation should be recorded in a memorandum addressed to the immediate head of the unit and to the labor protection service.

12. The quality of the internship with the employee is checked before the expiration of a month from the moment the employee is hired by oral questioning or testing and testing the practical skills of the work performed in accordance with the existing qualifications.

Brief description of order 04

The order, in a certain sense, supplements order No. 03. Their special difference is that in order No. 03, all employees (subject to training and testing) are trained and tested en masse once a year, and a specific employee is determined in the same order.

There is one feature to which special attention should be paid. So, in column 11 of the Journal of registration of briefings at the workplace, it is necessary to determine the number (from 2 to 14) of working shifts of the internship, but even the maximum number of shifts does not actually give the right to allow the employee to work independently, since he has not been trained in labor safety issues and the corresponding check. Therefore, it is recommended to determine in the order 30 days for internship, training and subsequent testing of knowledge and acquired skills, which is quite enough even for an employee with a low level of general education and an insufficient primary level of practical skills.

Back to Workplace 2018

Internship at the workplace - the Labor Code of the Russian Federation fixes its duration in its norms. An internship is an important moment when applying for a job, especially if it is associated with specific working conditions and increased professional risks. The article deals with the issues of necessity, duration and registration of an employee's internship.

Internship should not be confused with:

With apprenticeship;
with a trial period;
with student practice.

An internship order always follows an employment order, and the internship time counts towards seniority. The working time of the trainee is reflected in the time sheets and work schedules of the unit and is paid without fail in the amount established by the employment contract.

An internship is a form of fulfillment of legislative requirements for labor protection and safety. Therefore, the more difficult the working conditions, the higher the responsibility for its result, the greater the need for an internship.

Internship is required in professions related to:

With the service of people using vehicles;
with the use of complex equipment and complex production processes, when there is an increased risk for both the employee and others;
with work with dangerous objects and substances;
with serving people in additionally regulated areas: catering, education, medicine, etc.

In order for the internship of an employee to be formalized correctly, the organization must have a set of internal documents:

1. Regulations on the internship. Describes and approves the general procedure for appointing, passing and checking the results of the internship, and also determines how many days the internship lasts at the workplace.
2. Internship program. Details the necessary measures, the procedure and deadlines for their implementation and responsible persons in relation to the employee.
3. Order for an internship. Issued for a specific employee sent for an internship.
4. Order for admission to independent work. It is published based on the positive results of the internship, after testing the knowledge and skills acquired during the internship.

Regulations on internship. It should include, among other things:

General provisions (introductory part);
requirements for professional knowledge and skills of employees;
the purpose and procedure for the internship;
the procedure for admission to work after the internship;
features of internships for certain categories of employees (if necessary);
objectives and procedure for conducting control measures;
responsible persons and criteria of their responsibility;
verification and registration of the results of the internship;
equipment requirements for the internship (if necessary).

Example:

Cafe "I eat without problems" opens an additional outlet for takeaway. The management of the cafe decided to hire 4 chefs to work in shifts. The duties of the senior cook shift at the point are temporarily assigned to 2 cooks from among those who have been working for a long time. It was decided to bring products for the work of the point from the head cafe. Due to the peculiarities of working at the point of sale (trade without a hall and without waiters, takeaway, in disposable packaging), it was decided to change the internship procedure for new chefs.

For the correct execution of their decisions, the management of the cafe develops and approves the Regulations on the internship for employees of a remote point.

It includes:

1. The obligation of new chefs to undergo an internship in two stages:
in the main cafe, under the guidance of an instructor;
at the point, under the supervision of the senior shift.
2. The objectives of the internship of employees in a cafe:
the chef must be convinced of the professional level of new employees;
they are introduced to the technical and technological maps of dishes adopted in the cafe;
they are explained the features of work on the equipment used in the cafe;
they must master the company's cooking technologies, the skills to work with equipment, familiarize themselves with the rules of labor protection and safety, including special standards for catering enterprises.
3. Goals of the internship at the point.

The shift supervisor must ensure that new employees:

Cope with the mode and pace of work;
observe the technology of cooking and the rules for working with equipment;
strive for high quality work, polite and friendly attitude towards customers.

The shift supervisor should train employees:

Proper packaging of ready-to-go meals;

Communicating with customers on receiving and issuing orders;

Rules for the receipt, storage, inventory of food stocks, the procedure and rules for placing an order in the main cafe for the delivery of necessary products and packaging.

4. Admission to independent work is allowed after the recommendation of the senior shift at the point and verification by the chef of the results of the internship.

5. Responsible for the admission of new employees to independent work is the chef. On the last day of the internship, in agreement with the shift supervisor, the chef arrives at the point and checks the fulfillment of all the tasks listed in these Regulations.

The duration of the internship at the workplace according to the Labor Code of the Russian Federation

6. The results of the internship are documented by an internal audit report, which is drawn up by a responsible person (chef). Positive results are the basis for an order for admission to independent work.

7. The duration of the internship is:

5 working shifts - in the head cafe;

5 working shifts - at a remote point.

8. Payment for shifts of interns is made in the amount of:

50% of the rate per shift for an internship in a cafe;

70% of the rate per shift - at the point.

9. Clauses on the duration of the internship at the workplace, as well as the procedure for its payment, are included in the employment contract.

Now let's move on to considering the question of how long an internship in the workplace lasts.

The duration of an internship at the workplace depends on the specifics of the enterprise and the specific employee.

Standardly it is from 2 to 14 working days (shifts) in accordance with clause 7.2.4 of GOST 12.0.004-90 “Occupational safety standards system. Organization of labor safety training”, but maybe more. Here is the same dependence as in determining the mandatory internship: the more complex, qualified and responsible the independent work is, the longer the internship period (a good example is the internship of doctors, at least 1 year).

For jobs with special working conditions, the duration of the internship (and examination after its completion) may be regulated by external legislation and industry regulations. For example, the duration and procedure for internships for drivers of passenger vehicles are regulated by Regulation RD-200-RSFSR-12-0071-86-12 of the Ministry of Autotransport of the RSFSR.

In other cases, the duration of the internship is determined by the employer.

The term of an internship at the workplace of the Labor Code of the Russian Federation is established only for fixed-term contracts - no more than 2 weeks (Article 59 of the Labor Code of the Russian Federation).

Example (continued):

The management of the cafe has found a new chef and is now hiring him with an internship appointment.

The program can be drawn up as a separate document, it can be an annex to the order. Should contain the details and dates of the events listed in the Internship Regulations, in relation to a particular employee.

Passing an internship, including for the purpose of ensuring labor protection and safety, does not cancel the mandatory introductory safety briefing on the first working day.

Internship - an opportunity (or a necessity):

For an employee - to obtain the necessary knowledge and skills for independent work;

For the employer, it is to make sure that the employee is able to work at his place in compliance with the requirements of all external and internal standards.

The obligatory nature and duration of the internship are determined by the specifics of a particular job.

Industrial Safety 2018
Registration 2018
Employee 2018
Employer 2018
Working hours 2018

Back | | Up

©2009-2018 Financial Management Center. All rights reserved. Publication of materials
allowed with the obligatory indication of a link to the site.

The internship is carried out after the employee has passed the initial briefing and lasts from 2 to 14 shifts.

Internship at the workplace: necessary documents, rules for conducting

The specific duration of the internship is determined based on the qualifications of the employee and the nature of the work.

The main requirements and the procedure for conducting an internship in an organization are determined in a local regulatory act, namely in the Regulations on the internship.

For example, it indicates the internship program, with which employees the internships are held (by description or closed list). You can also make a list of professions and positions that are required to undergo an internship, as an application or a separate document.

The internship may take place according to the program of primary instruction or according to programs developed for each profession, on the basis of regulatory documents, job descriptions and other instructions.

In order to send someone for an internship in an organization, an order is issued in an arbitrary form. It indicates who should take the internship, the duration of the internship, the person responsible for the internship (trainee leader). In one order, you can specify several persons who must undergo an internship at once.

Work during the internship is carried out only under the guidance of an experienced employee (internship leader) and is recorded in the journal.

After completing the internship, the employee must pass an exam. Only those who have completed an internship and successfully passed the test of theoretical knowledge and practical skills can be admitted to independent work. Admission to independent work is issued by order.

If an employee fails to pass the exam, the employer has the right to suspend him from work without pay until he successfully passes the knowledge test.

In total, in order to conduct an internship at the workplace, the organization draws up the following documents:

- Regulations on the internship.

— Internship programs by profession.

- Application for an internship.

- Order for admission to independent work.

- Order of suspension from work.

The management of the unit, in agreement with the OHS engineer and the trade union committee (if any), may exempt employees with at least 3 years of experience in the specialty from undergoing an internship, as well as when transferring from one unit to another, if the nature of work and equipment does not change.

2. Organization from

2.1. Introductory briefing, content, procedure.

Induction training on labor protection is carried out upon admission to permanent or temporary work by the labor protection service of the enterprise. This briefing is required for all newcomers to the enterprise, as well as business travelers, students who have arrived for practice, graduate students, interns.

The purpose of this briefing is to familiarize with the general rules and requirements of labor protection at the enterprise.

An introductory briefing is conducted by an occupational safety engineer or a specialist of the organization who is entrusted with these duties.

Introductory briefing is carried out according to the program (instruction) approved by the head of the organization, containing the following questions:

- general information about the organization and characteristic features of production;

- rules of conduct for employees on the territory of the organization;

- the main provisions of contracts: labor and collective;

- internal labor regulations of the organization, responsibility for violation of these rules;

- organization of work on the management of labor protection;

— control and supervision of compliance with labor protection requirements in the organization;

- the main dangerous and harmful production factors characteristic of this production;

- PPE, the procedure and norms for issuing them and the timing of wearing them;

– procedure for investigation and registration of accidents and occupational diseases;

- the action of employees in case of an accident at work, the provision of first aid to victims;

- fire safety, personnel actions in case of fire and other issues.

Materials: http://studfiles.net/preview/5944388/page:15/

1. Director.

2. Labor protection specialist.

3. Employees performing work on the terms of an employment contract concluded for a period of up to two months.

4. Workers performing part-time work.

5. Employees not associated with the operation, maintenance, testing, adjustment and repair of equipment, the use of electrified or other tools, storage and use of raw materials and materials.

6. Employees not associated with work in hazardous and harmful working conditions.

5. In what period, an employee who has not passed the test of knowledge of labor protection requirements during training, is required to undergo a re-test?

1. Not later than three months.

2. H e later than one month.

3. At the discretion of the manager.

6. Who conducts the investigation of accidents with students or students of educational institutions undergoing work practice in an organization under the guidance and control of a representative of an educational institution?

1. Conducted by a commission formed and headed by this employer, with the mandatory participation of representatives of the educational institution.

2

7. At what expense do employees undergo educational preliminary and periodic medical examinations?

1. At the expense of the employer.

2. At your own expense.

3. Preliminary - at your own expense, periodic - at the expense of the employer.

Practical work No. 15

When does the employment contract come into force?

1. From the date of its signing.

2. From the day the employee is actually admitted to work.

3. From the date determined by the employment contract.

4. In all the above cases.

What is the duration of unpaid leave for working disabled people?

1. Up to 14 calendar days.

2. Up to 35 calendar days.

3. Up to 60 calendar days.

Who is exempt from an internship in the workplace?

1. An employee with at least 3 years of work experience in the specialty.

2. An employee moving from one department to another, if the nature of his work and the type of equipment on which he worked did not change before.

3. An employee with at least 3 years of work experience in his specialty or an employee moving from one department to another, if the nature of his work and the type of equipment on which he worked earlier does not change.

4. An employee who changes qualifications, the category required to perform this work.

4. What is the time frame for special training in labor protection and testing of knowledge of labor protection requirements upon employment of blue-collar workers?

1. During the first month.

2. During the quarter.

3. During the trial period.

5. Who conducts the investigation of accidents with students or students of educational institutions undergoing productive practice in an organization under the guidance and control of the employer?

1. Conducted by a commission formed and headed by the head of the educational institution, with the obligatory participation of representatives of the organization.

2. Conducted by a commission formed and headed by this employer, with the obligatory participation of representatives of the educational institution.

3. Conducted by a commission formed by the employer, headed by a representative of the educational institution.

What is the timeframe for investigating occupational diseases?

1. Within 10 days from the date of receipt of the notice of the final diagnosis of an occupational disease.

2. Within a month from the date of receipt of the occupational disease.

3. Within 10 days from the date of receipt of the order to establish a commission to investigate an occupational disease.

What is the frequency of medical examinations?

How to hire an intern?

Once a year.

2. At the discretion of the employer.

3. Depending on the degree of harmfulness and danger, the employer determines the frequency, but at least once every two years.

4. Once every two years.

CORRECT ANSWERS TO TEST #15+

Practical work No. 16

⇐ Previous123456789Next ⇒

The word "internship" is quite often used in their speech by university graduates, and personnel officers, and "advanced" personnel managers. Only young specialists who have completed their studies tend to get into a serious company for an internship, hoping to stay in it in the future. Employees of the personnel department are tormented by the question for which employees the internship is mandatory, and for which it is not. HR managers, in turn, think about how to increase the effectiveness of internships.

So what is an internship in the workplace? Is an internship really mandatory? How is it regulated by law and how to formalize it. All this will tell the proposed article. The article will be of interest both to those who organize an internship, and to those who seek to get into it.

What is an internship

The Labor Code does not provide the concept of an internship. At the same time, this concept is used in the normative document. For the first time, it is present in an article establishing the grounds for concluding a fixed-term employment contract with an employee. Article 59 of the Labor Code of the Russian Federation says that a fixed-term employment contract can be concluded with an employee performing work that is related to vocational training in the form of an internship.

The second time, this concept is repeatedly found in the norms devoted to labor protection. From them, in particular, it follows that workers involved in work related to harmful and dangerous production factors must undergo an internship at the workplace. Such an internship is part of a set of measures related to labor safety in the workplace.

This mandatory internship is carried out mainly for workers of working specialties. The purpose of such an internship is, first of all, training in safe ways and methods of work. The period of internship at the workplace is established by the order of the head of the enterprise. At the same time, it is determined depending on the nature and conditions of work, the professional experience of the employee and focusing on the provisions of regulatory documents in the field of labor protection.

The information contained in the legislation can be supplemented with information from practice. Here, most often, an internship is understood as the work of a young specialist who has just graduated from an educational institution and does not have work experience in his specialty. These workers are often hired for positions with low pay. The experience gained from such work acts as a kind of addition to the salary of a young specialist.

Summing up the intermediate result, we can conclude that an internship is the development of professional skills directly at the workplace, subject to the prescribed procedure. An internship can be related to both general issues of performing a labor function, and focused on issues of safe working practices. An internship at the workplace can be both voluntary and mandatory, provided for by labor legislation.

Compulsory on-the-job training

The most effective method that allows you to teach how to work safely is to show everything in practice. In a working environment, directly at the workplace. As a rule, under the guidance of an experienced mentor. For independent work, a novice who has just come to the workplace is not allowed.

In cases where an internship at the workplace is a mandatory requirement of the law, at the enterprise, in the organization, there is a procedure for passing internships at the workplace. Such an internal normative act is approved by the head and agreed by the trade union committee. This document outlines the main issues related to the internship:

• timing of internships
• appointment of a mentor
• bonuses for mentors
• the procedure for assessing the knowledge gained as a result of the internship, and admission to independent work.

Internship as a way of training and selection of personnel

But most often, an internship is understood as the development of professional skills in general. When a young employee masters a specialty, performing certain work tasks. Under the guidance of a mentor. In a working company.

This teaching method is very effective. It allows you to immediately plunge into the atmosphere of work. Learn to interact with colleagues in a team. Learn to take responsibility. At the same time, during the internship period, there is an opportunity to take a closer look at the person. Assess whether he is able to join the company, share its values, be a responsible and purposeful employee.

Internships are used by many companies, both large and small. In some cases. In others, such work is not paid. But an internship has value if the intern is assigned a real skilled job. If the trainee's job is to perform some simple tasks for which there is no need to have a special education, then such work will most likely not be useful to the trainee.

Expert opinion

Maria Bogdanova

The provisions of the law regulate that any work must be paid depending on the position held, the qualifications of the employee, on how difficult the work process is. Such legislative standards should be interpreted as the obligation of the employer to pay for the activities of a person undergoing an internship. Another thing is that in some cases the employer has the right to set a lower salary during the probationary period. However, the total amount cannot be lower than the minimum wage set by federal officials. In practice, it often happens that interns are used as free labor.

The value of an internship for young professionals

It is no big secret that our higher education system has a strong theoretical focus. Specialists who receive diplomas about education have a bias towards theory and do not have enough idea of ​​what exactly they will do in practice. To correct this gap, various ways of on-the-job training are called upon, and most notably internships.

For many aspiring professionals, an internship is the only way to gain the necessary skills. The purpose of the internship, for such young personnel, is at least to gain knowledge and experience, as a maximum - to recommend themselves well and continue to work in the already familiar team. This is how great career achievements begin. But if the trainee did not get a place, then the acquired skills will be useful in a new job. And the name of the company where you were lucky enough to have an internship will decorate your resume.

How should an intern approach their job? What to do in order to take her maximum knowledge and skills, and perhaps even stay? Let's talk about this further.

The main thing that is not taught in educational institutions is the art, the craft of work. Knowledge is given. But they don't explain how to put it into practice. However, this does not only apply to complex skills. Often, elementary things are not available to beginners - such as planning their time, understanding that someone else depends on your work, and so on.

The trainee must master two directions. How to work in general. And how to work in your specialty. If he masters only one of them, then a full-fledged specialist will not work out of him. So, what is needed to become a good employee, and what you need to learn from the first days of the internship. A few simple tips:

• learn to manage your time, plan things, prioritize,
• remember that the trainee is part of the mechanism, the work of others depends on his actions,
• if the task is not clear, it is necessary to clarify it immediately,
• from the first days you need to study, work independently.

How to organize an internship

If the company is interested in the influx of "fresh blood", in young specialists, then it is important not to miss the potentially valuable personnel who come to the organization for training. The trainee himself must open up, show all his abilities and knowledge in a comfortable environment for himself. To acquire experience and knowledge in the process of performing the work entrusted to him. And the company's specialists, personnel managers, the head of the department in which the trainee works, should take a closer look at the potential employee, evaluate his business qualities and decide on his further employment.

In order for the internship to be successful, and for all parties to the process to win it, the following rules must be followed when organizing it:

• the order of the internship should be documented,
• each trainee must be assigned a mentor for whom mentoring will be a paid activity,
• a comfortable environment should be created for the trainee: a workplace is organized, explanatory materials should not arise, everyday issues should not arise,
• assignments should be alternated with training briefings,
• during the internship, the complexity of the assigned work should increase.

How to get an internship in the workplace

If the host party, the employer, has any obligations to the trainee, in most cases it is remuneration or subsequent employment, then such obligations must be fixed in the contract. Since such relations fall under the concept of labor, the document by which they will be drawn up will be an employment contract.

An employment contract is drawn up according to standard rules. But since the internship, unlike permanent work, is temporary, the term of the employment contract must be indicated in it. The grounds provided for in Art. 59 of the Labor Code of the Russian Federation allow concluding a fixed-term contract in cases where the contract is concluded with a person studying at an educational institution, full-time, and when the work is related to an internship.

Directly with the order for employment, an order is issued to appoint a young specialist responsible for the training and internship.

Expert opinion

Maria Bogdanova

More than 6 years experience. Specialization: contract law, labor law, social security law, intellectual property law, civil procedure, protection of the rights of minors, legal psychology

The total period of probation and training is set by the employer. The Labor Code today does not regulate the duration of an internship. In each case, the duration of the period is set individually and is prescribed at the conclusion of the employment contract.
Article 70 of the Labor Code of the Russian Federation establishes the maximum allowable time for passing the probationary period. For senior management, it cannot last longer than six months. According to the law, for all other positions, the maximum internship period is 3 months. An exception is the situation when the employment contract was drawn up for a period of 2-6 months, in which case the probationary period cannot last more than two weeks. It is important to note that, according to the law, during the internship period, the actual absence of an employee from the workplace is not taken into account, even if the absence is associated with temporary disability.

Workplace internships are a common practice in employment not only in our country, but also abroad. Such events are necessary for the admission of young professionals without work experience, as well as for hiring employees in large companies with well-established internal mechanisms for the implementation of labor activity. Passing an internship directly with a potential employer allows both him and the applicant himself to decide and make the right mutually beneficial decision on cooperation.

The concept of internship, categories of persons undergoing it

The preliminary stage before admission to the staff directly at the workplace is carried out in order to familiarize the potential employee with these working conditions, its specifics, as well as the general principles of labor protection, as well as safety precautions.

Conducting internships at the workplace is often relevant not only for newly arrived employees and students who have just received higher or secondary education. Professionals already working in the company, who are moving to a new position, to the area where they have not yet worked and do not have the specific, required skills, are also subjected to similar tests.

By law, an internship is mandatory for persons applying for vacancies in industries with harmful or dangerous working conditions. Preliminary familiarization with work processes in such a situation begins only after the initial briefing.

Also, often the term "internship" is identified with a probationary period. In the first case, in addition to the employee's immediate job duties, it also implies the passage of training.

It should be noted that preliminary acquaintance is far from mandatory for every specialist applying for a job. First of all, it is required at enterprises with hazardous activities; ordinary office workers do not actually need such tests. However, for them, such opportunities may be provided for by the internal regulations of the employing company.

Arranging an internship: position

How is an on-the-job training done? First of all, it should be noted that this issue is poorly regulated by the current labor legislation. The only official recommendation is to sign a fixed-term contract with interns, everything else is at the discretion of the employer.

The best solution for the latter is to draw up a separate regulation governing internships at an enterprise (firm). There is no unified form of such a document, each employer has the right to draw it up at his own discretion, however, most personnel officers adhere to a similar position. Ideally, the position should include the following items:

• the purpose of the preliminary practice;
• the place where the trainee will work;
• the procedure for paying for the activities of the trainee and his mentor;
• the order of the internship;
• documents regulating the activities of the trainee.

The position is drawn up in advance, a list of professions that imply an internship can be attached to it.

Registration of an internship: contract and order

The applicant for a vacant position is required to familiarize himself with such a position. If the parties have reached a preliminary agreement, the future trainee writes an application for admission to an internship (and not to apply for a job), a fixed-term employment contract is concluded with him and an order for enrollment is issued. The last document must contain information about the appointed curator, the timing of the internship, as well as the position held by the trainee.

What should an order look like?

How exactly is an internship in the workplace? A sample order is given in the article below, it is quite possible to take it as a basis for any personnel officer. The document must contain the following information:

• date and order number;
• links to official documents (numbers of articles and their titles);
• information about the trainee and the curator (who, where and for how long is determined);
• indication of responsible persons (director and others).

Planning

How is an on-the-job training program built? Again, there is no clear regulation for this, all questions are mostly based on the internal documentation of each legal entity. In factories and large enterprises, the internship plan is often developed in advance and is suitable for many employees at the same time, however, in some cases, the internship program is compiled on an individual basis by the joint efforts of the two parties - the trainee and his supervisor.

Kinds

The internship at the workplace, that is, the direct performance of labor duties by the trainee, is carried out strictly under the supervision of the curator and is recorded in a special journal. Upon completion of the introductory course, examinations may be scheduled. There are two main types of internship:

• Special. Most often, it is necessary for technical or "complex" specialties. In the process of familiarization, the rules for performing immediate duties, the rules for using equipment and all necessary equipment are covered.
• General (or internship at the workplace on labor protection). This is the most important type of production practice, which consists in highlighting the basic rules and norms of labor protection, safety technologies. Based on the results of its conduct, an exam is always assigned, the purpose of which is to test the assimilation of the acquired knowledge.

Payment and duration issues

What is the average length of an internship in the workplace? According to the standards given in the Labor Code, the terms for its passage vary from 3 to 10 working days and cannot exceed two weeks. It should be noted that in some cases, prior to the internship, training may also be required, the duration of which is not taken into account in practice.

The trainee also has the right to be paid for his work, the amount of remuneration in this case is determined by the norms of the Labor Code. According to the official position, it cannot be lower than the minimum wage (minimum wage). It is logical to assume that the accrued financial resources will be an order of magnitude less than those of specialists working in the main state. The payment is made as a one-time payment at the end of the internship.

The duration of the trainee's working time should not exceed the norms established by labor legislation.

Briefing after the internship at the workplace is not mandatory, it is usually carried out before the start of the introductory practice. After listening to it, the trainee must leave a note about this in a special journal. If the final tests were successfully passed, the manager has the right to sign an order for admission to the work of trainees on their own.

If the results obtained were unsatisfactory, the employee may be suspended from performing duties until the exam is retaken. No wages are paid during this period of time.

Documents upon completion of the internship

The internship at the workplace ends with a review of it. The document is prepared by the trainees themselves in a conditionally free form and must contain the following information:

• what goals were achieved as a result of labor activity;
• tasks that have been successfully completed;
• tasks that were not completed, as well as the reasons that prevented this;
• a short list of acquired skills and abilities;
• suggestions aimed at improving the workflow, as well as conducting practice for other trainees.

Documents at the end of the familiarization course are compiled by the curator. His task is to prepare a characterization for the applicant, describe how satisfactorily he coped with the tasks set during the work, and also leave his opinion about the trainee as a professional worker and person. In conclusion, the characteristics provide feedback on whether the employer should accept the applicant in the main state or not.

The employer must also issue an order based on the results of the internship and passing the exams to enroll in the state or to refuse the applicant this.

Help for students

Workplace internships are often held for university and technical school students. In this case, a special agreement is concluded between the educational institution and the company, and a special certificate is issued to the student based on the results of the work experience. It must contain the following information:

• FULL NAME. trainee;
• the timing of internships and on-the-job training;
• basic information about the educational institution sending the trainee, as well as the company hosting him;
• documents regulating the internship;
• signatures and seals of the parties.

At the beginning of the labor activity, each person with a specialized education needs time to master skills and accept work, and gain some experience. The specified period was called an internship, which is carried out in accordance with a specific program and within 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 the employee directly in the process of his production activities. This process is one of the ways to retrain an employee, improve his professional skills or receive specialization upon graduation. Upon completion of the internship, the graduate is awarded a certificate of the form established by law.

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 master the basic methods of work and learn the practical implementation of the duties assigned to him in a short time.

A person undergoing an internship is instructed on labor protection and compliance with established rules and safety measures. This is recorded in the journal, where the employee is required to sign. This document is maintained by a full-time safety engineer or other 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:

• 212 article of the Labor Code;
• Decree No. 1-29 of the Ministry of Education of 13.01.2003;
• Order and 37 of Rostekhnadzor dated January 29, 2007;
• GOST 12.0.004-90 p. 7.2.4;
• Letter RD-200-RSFSR-12-0071-86-12.

For newly hired workers from among the graduates of educational institutions of the vocational education system, the internship is, in fact, a continuation of the educational process. In the course of it, a young specialist is engaged in professional activities and the development of the necessary skills. Thus, there is a consolidation of knowledge that was obtained in the learning process.

By necessity

The employer is interested in the maximum productivity of each of his employees. This can only be achieved if their level of training is sufficiently high. The internship, carried out at the initial stage under the supervision of an experienced mentor, allows you to achieve the necessary production and technological operations in the shortest possible time.

This type of labor 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 training is carried out for the following categories of specialists:

1. Operators of industrial and technological equipment.
2. Drivers of route vehicles, including trams and trolleybuses.
3. Employees involved in work that poses an increased danger to themselves and others.

Based on the results of the internship, a conclusion is made on professional suitability and admission is made to the independent performance of official duties and labor activity.

When applying for a job

The conclusion of a permanent employment contract with an employee is usually preceded by, during which his professional suitability is determined. The internship conducted when an applicant is hired is aimed solely at educating him and obtaining the necessary practical experience for performing 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 have successfully completed an internship subsequently conclude a permanent contract.

During the training period, they are subject to all the norms of labor legislation in terms of wages and other social guarantees.

Illegal actions of the management of the enterprise can be appealed to the competent authorities in a specialized inspection.

When transferring to another position

In the process of economic activity of the enterprise, it often becomes necessary to fill vacant positions with other employees. The transfer is carried out by order of the employer, while the responsibility for training a new employee is assigned directly to his boss. The manager conducts an initial briefing against signature in the journal and instructs an experienced employee to control the actions of a new subordinate.

At the end of the internship, a test of professional skills is carried out, which should determine its 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 a different situation. Successful completion of this test ends with the issuance of the appropriate certificate.

Timing

In accordance with current regulations, the training period should be sufficient for the employee to master practical skills.

Legislatively, the period is limited by a lower limit of 2 work shifts and an upper limit of 15 days.

At 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 used to and get used to the new environment.

Difference from probation

At the beginning of his working career at the enterprise, the employee looks closely and evaluates the conditions, the relationship with the employer. The probationary period is intended to legislate the possibility of the parties to terminate the employment contract if it does not suit them. This period can last from three months to six months, with the result of it can 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 who gets a job receives the necessary skills. After receiving permission, they begin to independently perform their duties. 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 in the process of its implementation, the following documents are drawn up:

• execution order;
• training program;
• internship position.

Based on the results, the management of the enterprise issues an order for the admission of the employee to the independent performance of functional duties. At the same time, the employee is issued a certificate sample, which for certain specialties is approved by the relevant Government Decree. The development of the above documents is entrusted to the personnel departments and the direct supervisor of the internship.

Order

Documentation of the internship for an employee is carried out in accordance with the procedure for conducting office work established at the enterprise. On behalf of the head, an employee of the personnel department or a personnel manager prepares a draft order.

This document must contain the following information:

• full name of the company;
• document's name;
• date and name of the locality.

In the descriptive part, references to regulatory documents are indicated, the main goals and objectives of the internship are determined, responsible persons are appointed: a leader, a mentor-instructor. The term for the training 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 provisions must include the following:

1. general requirements for the organization of the process;
2. the order of the internship;
3. duties of officials and trained personnel;
4. organization of offsets and implementation of admission to independent work.

A separate item highlights the specifics of preparing certain categories of specialists for independent work.

The regulation defines 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 assigned directly to the head appointed by order. His responsibilities include preparing a program for its implementation, which is approved by a higher manager.

1. Purpose of the internship.
2. General requirements for an intern.
3. List of normative and technical documentation to be studied.
4. Production, job descriptions and functional responsibilities.
5. Measures to study the workplace, production and technological processes within its competence.
6. Mastering the basic skills of practical work, taking into account safety requirements.
7. Checking the acquired knowledge and skills and passing the test for admission to work.

For each item, minimum terms are determined in hours or shifts, if necessary, specific dates can be adjusted based on the circumstances.

End of internship

Upon completion of the activities provided for by the program of specialty training, the head of the internship is obliged to organize the acceptance of tests. Knowledge testing can be carried out both by the head personally and 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 fixed by an order on the admission of the employee to the independent performance of duties. In addition, an appropriate certificate is issued that is issued to the employee and confirms his qualifications. Forms of documents are developed in accordance with the standards of office work adopted by the company.

Documentation

At the end of the internship at the workplace, the head prepares a draft order, which includes the following provisions:

1. References to the normative-legal base.
2. Information about the employees who have successfully completed the internship, indicating the positions.
3. Order on admission to the independent performance of functional duties.

The order is brought against signature to all interested employees, and the trainee receives the appropriate certificates or certificates, certified by the signature of the head and the seal of the enterprise.

Consequences for the worker

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 the legal orders of his leadership.

The actions of the administration of the enterprise that are illegal from the point of view of the employee are appealed to the commission on labor disputes with the participation of the trade union organization of the enterprise.

Hello everyone! I bring to your attention exhaustive material on the topic:. This material was shared with me by my dear friend, colleague - Shumik Vladimir Yakovlevich. I recommend absolutely all subscribers and visitors to read the published article and free additional materials To her. Labor internship expanded further than you can imagine. A big heartfelt tribute to Vladimir Yakovlevich!

I invite readers of the site to make comments on this article, especially critical ones. This is necessary in order to collect all the best on this topic and invite the Ministry of Labor to develop an independent document on this topic. Sincerely, Vladimir Yakovlevich.

Labor internship

One of the forms of employee training in practical safe work practices is the employee's internship at his workplace. In the current Procedure for training in labor protection and testing knowledge of labor protection requirements for employees of organizations, approved by the Decree of the Ministry of Labor of Russia and the Ministry of Education of Russia dated January 13, 2003 No. 1/29 (hereinafter referred to as the Procedure), only one paragraph 2.2 says about the internship .2., namely: The employer (or a person authorized by him) provides training for persons hired with harmful and (or) dangerous working conditions, safe methods and techniques for performing work with an internship at the workplace ...

And that's it. The term "internship" itself is not disclosed. There is no description of how it is done. Neither are samples of the internship list, internship programs, orders (instructions) on the appointment of an internship. In a word, nothing.

In the meantime, thousands and thousands of OSH engineers in the country go to OSH sites on the Internet, write and call the editorial offices of OSH magazines, ask each other questions to figure out how to conduct internships in their organizations. Probably, a more illiterate document, like this Order, or rather the Disorder, among the documents on labor protection, cannot be found.

Probably, during the reign of IV Stalin, the developers of such normative legal acts would have been put up against the wall for sabotage throughout the state. And they would do the right thing. And now, of course, in a rightful state, such developers would be disqualified for the rest of their lives and would not be allowed to “cannon shot” until the development of regulatory legal acts.

And now let's look at the Draft new edition of the Procedure, developed by the Ministry of Labor and Social Protection of the Russian Federation of September 18, 2012, as amended on November 14, 2012, in terms of the internship. This Project has not dotted the I. Let's make sure of this.

1. Consider the title of the section, which refers to the internship "Training in safe methods and techniques for performing work." Why engage in terminological leapfrog? If this section is about an internship, then the title of this section should be “Internship” or “Occupational Safety and Health Internship”.

2. Consider clause 44 of this section “For all persons entering work, as well as employees transferred to another job, the employer (authorized person), after conducting an introductory briefing, conducts an initial briefing at the workplace with training in safe methods and techniques for performing work ( with the exception of workers exempted from primary briefing).

Briefings are discussed in a separate section of this Project "Instruction on labor protection". Therefore, this paragraph in this section should not be at all. Besides:
- from this paragraph it follows that the introductory briefing is also carried out with employees transferred to another job in the organization, which is not true;
- the phrase "... conducts initial briefing at the workplace with training in safe methods and techniques for performing work ..." is composed illiterately. Instruction on labor protection is training in safe methods and techniques for performing work, or one of the forms of this training. Reading this paragraph, one gets the impression that instruction in labor protection is one thing, and training in safe methods and techniques for performing work is something else. In addition, why such detail: "training in safe methods and techniques for performing work." Why is there no definition of what is a "safe work method" and "safe work method" and how do they differ from each other? In addition, in the future, no regulatory legal act mentions either “safe methods of performing work” or “safe methods of performing work”, they are not listed in any regulatory legal act and they are not required to be drawn up.

3. Consider the first part of clause 45 “For persons entering work with harmful and (or) dangerous working conditions, to whom additional (increased) labor safety requirements are imposed, an internship is carried out directly at the workplace under the guidance of an employee who has undergone safety training labor, on which the order of the employer (authorized by him) is entrusted with the obligation to conduct an internship.

Given that there are no jobs in which there are no dangerous and (or) harmful working conditions at all, then this clarification in this proposal is inappropriate.

Why, when introducing a new concept of “internship”, is its interpretation not given? Is it really necessary to look for the interpretation of the concept of "internship" in encyclopedias and explanatory dictionaries? And what term should be introduced into circulation "internship" or "internship in labor protection"?

Considering that a worker can also be the head of the internship, and since not all workers are trained in labor protection, the requirement that the employee (the head of the internship) must undergo training in labor protection is not eligible.

Instead of the word “employee”, you must specify “internship leader”. And since the employee has a new status of “internship leader”, he has new rights, duties and, of course, responsibility, which should be formulated in a local regulatory act - the job description of the internship leader. It's the same with the trainee. An Intern Work Instruction should be developed for him, which should stipulate his duties, rights and, of course, his responsibility during the internship.

4. Consider the second part of clause 45 “The duration of the internship is established by the employer (an authorized person) based on the nature of the work performed, but not less than two and not more than fourteen shifts”

It must be remembered that the duration of the internship is established not only by the employer (an authorized person), but also by regulatory legal acts.

Instead of the phrase "... the nature of the work performed ..." it is proposed to use the phrase "... the complexity (danger) of the work performed ..."

Why limit the duration of the internship? It is better for the head of the organization and his specialists to know how many shifts to organize an internship for their employees. Here the principle “the more the better” should work.

5. Consider the first part of clause 46 "The head of the internship is appointed by the employer (an authorized person) from among the foremen, foremen, instructors and skilled workers with practical experience in this profession."

From the phrase "... practical work experience ..." exclude the word practical, since there is no non-practical (theoretical) work experience. Work experience is work experience.

How to determine the practical experience in this profession?

Why is there no internship for specialists? And who will be the internship leader for them?
6. Let's consider the second part of clause 46 "More than two employees at the same time cannot be attached to one internship supervisor for an internship."

What workers? One or different professions? After all, the head of the internship cannot conduct an internship at the same time for two workers, specialists of different professions, specialties.

7. Consider paragraph 47. “The internship is documented by an entry in the logbook of instruction at the workplace in accordance with paragraph
41 of the Order: information on the internship at the workplace (with the allocation of separate columns “Number of shifts (from ... to ...), “Passed the internship (signature of the worker)”, “Checked the knowledge, passed the exam, made work permit (signature of the person who conducted the internship) , date)";

A line from the workplace briefing registration log "information about the internship at the workplace (with the selection of separate columns" Number of shifts (from ... to ....), "passed the internship (employee's signature)", "Checked knowledge, passed the exam, admission to work produced (signature of the person who conducted the internship, date) ”it is proposed to exclude it as drawn up illiterately, since:

- the journal has the specific name "Journal of registration of briefings on labor protection" and there is not a word about the internship;
- conducting an internship is a separate independent training event on labor protection, and therefore everything related to the internship should be reflected in a separate independent document, for example, in the internship sheet for labor protection;
- the head of the internship checks the employee not only and not so much knowledge as practical skills. In this case, it is proposed to state the proposal in the following form: “Knowledge and practical skills checked ...”;
- since not only workers, but also specialists undergo internships, it is proposed to replace the sentence “Traineeship passed (signature of the worker)” with “Traineeship passed (signature of the trainee)”;
- the head of the internship (especially a worker) cannot conduct (take) exams from another worker, especially on his own. Exams are accepted on a commission basis. The commission should include only officials. To conduct exams, exam tickets (tests), protocols of the commission for conducting the exam are compiled, the rules of work of the commission are determined (the procedure for making decisions on passing the exam by an employee (by voting, by simple or qualified majority of votes, etc.), criteria for passing and not passing the internship are determined, assessing the knowledge of the examiner (unsatisfactory, satisfactory, good, excellent, etc. or passed/failed.) But not a word about this in the Order.
- since the leader of the internship may be a worker, albeit with a higher qualification than the worker who is undergoing an internship, then the leader of the internship (as proposed in the Procedure) cannot allow another worker to work independently. The right to allow a worker to work independently has only the head of the structural unit in which the employee is hired after he has been trained in labor protection, namely: instructing in labor protection; fire safety training; passing the fire-technical minimum; electrical safety briefing and assignment of an electrical safety group, safety briefing (for workers operating equipment supervised by Rostekhnadzor); briefing on road safety (for workers operating motor vehicles), internships on labor protection, duplication, training on labor protection and testing knowledge on labor protection, briefing on environmental protection, by issuing an appropriate order for its structural unit;
- the phrase “permission to work produced” is stylistically illiterate. Instead, it is proposed to use the following phrase "allowed for independent work";
- after the word "shifts" it is proposed to add the word "working days", since not in all organizations the working time of employees is calculated in shifts.

8. Consider paragraph 48 "Training in safe methods and techniques for performing work with an internship at the workplace ends with an exam, which is conducted by the person providing the appropriate training, in the form of testing theoretical knowledge of labor protection requirements and practical skills for safe performance of work."

"Training in safe methods and techniques for performing work with an internship at the workplace ...". What it is? Butter oil. Some kind of bullshit. After all, an internship is one of the types of training in safe methods and techniques for performing work. Do the developers of this Project do not understand this?

"Training ... with an internship ... ends with an exam ...". Not training with an internship, but training activities on labor protection that were conducted with the employee (introductory briefing on labor protection, primary briefing on labor protection there at the workplace, introductory fire safety briefing, primary briefing on labor protection at the workplace, primary fire safety briefing at the workplace place, fire-technical minimum, electrical safety briefing and assignment of the appropriate electrical safety group, primary safety briefing at the workplace, primary briefing at the workplace on road safety, labor protection training, labor protection internship, duplication, primary safety briefing environmental protection) ends with an exam. But that's a completely different story. And this should be discussed in a separate section of the Project called "Exam on labor protection".

And what is the end of the internship itself? So it's not clear. What counts as an internship? The developers of the Project probably don't know themselves?

"... in the form of testing theoretical knowledge of labor protection requirements and practical skills for safe work performance." From this, it clearly follows that instead of the term "internship" in the Project, it is necessary to use the term "internship in labor protection", since the term "internship" can also be understood as vocational training (retraining) of young specialists, workers, students (for example, passing internships by students, young doctors in other educational institutions, healthcare institutions of their state, other countries);

9. Consider the first part of paragraph 49 "If the exam results are positive, the employer (the person authorized by him) issues an order to allow the employee to work independently."

What is meant by a “positive exam result”? And what is meant by a "negative test result"? And what should be published in case of a negative result of the exam? What should be done with the employee if the exam result is negative?

10. Consider the second part of paragraph 49 "In case of unsatisfactory results of the exam, the employee must retake the exam within the time limits established by the employer (authorized person)".

This sentence is constructed stylistically illiterately. If the first part of this paragraph refers to “unsatisfactory results”, then the second part of this paragraph no longer refers to “negative results”, but to “unsatisfactory results”. Where is the logic. What should be understood, in this case, by "unsatisfactory examination results"?

"... the employee must retake the exam ...". The employee owes nothing to anyone in this situation. The employer, in this situation, has the right (but not the obligation) to offer the trainee to retake the exam. And what about the employee in this case, it is impossible to terminate the employment contract based on the results of the initial test, because the level of professional training of the employee can also be determined by the results of the initial examination. But what, in this situation, the employee, realizing the seriousness of the employer's attitude to the organization of the exam, cannot terminate the employment contract on his own initiative? What happens if an employee fails the exam again? Is the developer of the Project silent about this or simply does not know himself?

This paragraph is proposed to be formulated as follows: “In case of unsatisfactory results of the exam (internship):

a) the employer has the right (but not the obligation) to offer the employee to retake the exam within the time limits set by him (the person authorized by him);
b) the employee has the right to terminate the employment contract on his own initiative;
c) an employment contract may be terminated with an employee by agreement of the parties;
d) an employment contract may be terminated with an employee at the initiative of the employer, due to unsatisfactory results of the trainee's test.

In case of repeated failure to pass the exam (internship):
a) the employee has the right to terminate the employment contract on his own initiative;
b) an employment contract may be terminated with an employee by agreement of the parties;
c) an employment contract may be terminated with an employee at the initiative of the employer, due to the unsatisfactory results of the trainee's test.

1. The Ministry of Labor of the Russian Federation should develop an independent regulatory legal act - the Rules for conducting internships on labor protection in organizations, in which it is methodical to describe the procedure for conducting internships in labor protection and mention all local regulations (orders, orders, lists, job description of the head of the internship, job (working) instruction of the trainee, magazines, internship list, standard internship programs, etc.), which must be published, drawn up, completed, maintained in connection with the internships on labor protection in organizations and provide samples of writing, compiling, filling out, maintaining these acts;

2. define in these Rules all terms referred to in these Rules, including “occupational safety internship”, “internship leader”, “trainee”, “internship list”, “safe method of doing work”, “safe method of doing work";

3. To the ministries that are part of the Government of the Russian Federation:

3.1. on the basis of the above Rules, develop the Rules for conducting internships in labor protection for employees who must undergo internships in labor protection at enterprises, organizations and institutions of their Ministry, as well as cross-cutting professions and positions, reflecting their specifics in conducting internships in labor protection;

3.2. on the basis of the Rules for conducting internships in labor protection at enterprises, organizations and institutions in their Ministry, oblige enterprises, organizations, institutions that are part of their Ministry to develop Regulations (Standards of enterprises) on conducting internships in labor protection at a particular enterprise, organization and institution his ministry;

3.3. develop all standard local acts (orders, instructions, lists, lists, job description of the head of the internship, job (work) instruction of the intern, internship sheet, standard internship programs, etc.) for all professions, positions that are available in their Ministry and whose employees are required to undergo an internship in labor protection, which is necessary when conducting internships in labor protection. Give examples of writing, compiling, filling out, maintaining these acts;

3.4. determine the list of professions and positions that should undergo internships in labor protection in their Ministry;

3.5. post the above acts on the website of your Ministry in the public domain or using the code.

DOWNLOAD DOCUMENTS

1. Regulations on conducting internships in labor protection
2. Job description of the head of the internship
3. Trainee work instruction
4. The list of positions of specialists who must undergo an internship in labor protection
5. The list of professions of workers who must undergo an internship in labor protection
6. Duration of internship in labor protection for workers
7. Duration of internship in labor protection for specialists
8. Occupational Health and Safety Internship Program for Automotive Mechanic
9. Leaf internship on labor protection
10. Job application for a car mechanic
11. Order for an internship for a car mechanic
12. Apprenticeship Order for Automotive Repair Technician
13. Automotive Mechanic Apprenticeship Exemption Order
14. Order to terminate the employment contract with a car repairman

DOWNLOAD THE SET OF DOCUMENTS

That's all.

To be continued...

Return