On-the-job internship at a third-party organization. Law on internship. Police trainees

As you know, an internship means a period during which a person performs a certain part of the work, but does not have official employment. At this time, he can actually just practice; those who work at a particular enterprise on a permanent basis can teach him a lot.

In law, this period of time is called “internship.” But a huge number of questions related to this concept arise, with more and more new ones every day, right down to the very definition of the process. Therefore, it would be useful to clearly define the main points associated with it.

Concept according to the Labor Code of the Russian Federation

It is interesting that in the Labor Code Russian Federation there is not a single chapter or even just a definition of internship. The same applies to many countries in the post-Soviet space. But in Article 59 there is a mention of this process. It talks about imprisonment and there is a small mention of internship. Several rather important conclusions follow from this:

• It must be paid.
• It is a necessary element of the labor process.
• Even when concluding a fixed-term employment contract, internship must take place, this is what the above-mentioned 59th article is about.

By the way, as for the second conclusion, this is beneficial for both parties - the employer and the employee. The first one can look at his potential subordinate and only then decide whether to hire him for a permanent job. And the second one can simply understand what it’s like to work for this enterprise what is required of him, and learn how to perform certain operations within the process. In fact, for him this is simply an opportunity to prove himself, as well as learn the necessary skills. All this is included in the concept of “internship”.

You can learn about the nuances of passing it abroad from the following video:

How is it regulated?

Internships are mainly regulated in the aforementioned 59th and 212th articles of the Labor Code. According to the second of them, it relates to the field of labor protection. This also means that the trainee is a full-fledged employee, he only performs less work and receives a lower salary. It also states that this process should be mandatory for all new employees. That is everyone who comes to work must undergo an internship one way or another, after which the boss will decide whether to hire him permanently.

As for labor protection, a special GOST 12.0.004-90 was drawn up for this purpose. In paragraph 7.2.4. it states that every worker, including a graduate of a vocational school or any production plant, must undergo initial training at the workplace. It also states that the number of first shifts during which this person is required to undergo an internship is from two to fourteen. At this time, he must be under the supervision of persons who will be appointed by relevant order. Duration of internship in in this case depends on the nature of the work and the qualifications of the trainee himself.

Each university has at its disposal a special letter from the State Committee of the Russian Federation for higher education No. 18-34-44in/18-10. It just talks about how the internship of specialists should be carried out.

In particular, it states that this is one of the types of auxiliary professional education of specialists, and its goal is the formation and consolidation of professional knowledge and skills that a person receives during theoretical training.

However, there are no clear instructions on how it should be carried out. There are only certain excerpts from various articles of the Labor Code and other types of legislation. But you can draw quite a lot of conclusions from them and form a unified idea about this concept.

Process Highlights

In general, an internship consists of the following stages:

1. If a person passes it from an educational institution, then it all begins with the fact that he is looking for a job. Although, if he has already finished educational institution, then also conducts similar searches. It’s just that in the first case the student can make up application for internship right within the walls of his educational institution, and in the second he must come to the enterprise, negotiate with its director and write an application. The director usually assigns a certain person to the intern who will manage the entire process - give tasks, control the employee and correct his actions if necessary.
2. The application is written to the director, where the future intern indicates the position for which he is applying and the duration of the internship. Of course, the document itself begins with the words: “I, [last name, first name, patronymic], ask to accept me for an internship...”, that is, with a petition. Based on this, the next stage occurs - preparation of contract. Of course, in Russia all these formalities are observed very rarely, but in an ideal case there should be an agreement. This document indicates, in principle, almost the same thing as in the application - position, terms, details of the employer and employee, duties and responsibilities of the parties, calculation procedure, as well as standard provisions on labor protection and the like.
3. The same applies to order. It is written by the director himself, who indicates that he is accepting such and such an employee for an internship and indicates the position with the deadlines.
4. Then everything becomes much more interesting. The fact is that the standard sample internship plan does not exist, at each enterprise it will be individual and different from plans in other organizations. The plan also indicates deadlines, but for each specific stage. Again, depending on the specifics of the company itself, these stages can be very different.
5. In an organization, everything always starts with safety training. Next comes an introduction to the enterprise itself, the future workplace, as well as the features of the process, including work colleagues. All this is done by the person whom the director appoints as the internship supervisor. At first, he literally leads the trainee by the hand, shows him everything and tells him everything.
6. By the way, in the same document where the plan is written, the characteristic. It is written by the aforementioned internship supervisor. Here he indicates how qualified his subordinate turned out to be, what tasks he performed, and with what success he did it. In general, he can indicate there whatever he wants. All this will be read by the future manager at the place of work and the supervisor of the internship at the university, if there is one.
7. But even before the characterization it passes on its own internship process. During this time, the employee performs the tasks assigned to him by the manager or watches how others do it. This process can also vary depending on the specifics of the company.
8. As a result of this entire process, the intern writes review. Here he also indicates what tasks he performed (and dividing them into those that he managed to cope with and those that he did not complete). The review includes information about who supervised it and how long the entire process took. Without fail, he indicates what goals he has achieved and what he has learned. He can also indicate his proposals for work or simply wishes, and in general everything that he considers necessary. The director will also read this document.

Documents to be processed

All of the above-mentioned papers are exactly the documents that need to be completed during the internship. Let's list this list again:

• Trainee application.
• Agreement between employee and employer.
• Order from the head of the enterprise.
• Plan.
• Review.
• Characteristic.
• Certificate of completion.

In some cases, a pay slip is also added, which is issued by the accounting department of the company where the internship is taking place. As for the last document, the certificate, it should include the following information:

• First name, last name, patronymic of the intern and his supervisor.
• Deadlines for completion.
• Information about the enterprise where the entire process took place, and about the educational institution, if the person is undergoing an internship after university.
• Information about the document that serves as the basis for the internship (order).

At the end of the certificate, the manager and the trainee put their signatures, and the representative of the enterprise puts a stamp. If the internship is carried out by a university, then a representative of the educational institution also puts his stamp. By the way, in this case the plan, review and characteristics are included in one document called practice diary. Usually this is a small notebook that contains all the necessary information.

How many days does it last and how is it paid?

It should be said right away that according to the above-mentioned articles from the Labor Code of the Russian Federation, any internship must be paid. An exception is apprenticeship practice, that is, when a student comes to the enterprise who is still studying at a university and is sent to work according to his curriculum. In this case, the so-called student agreement, and not a full-fledged agreement with the intern. In principle, the information in it is the same, it only indicates that the intern is a student.

If a person comes to get a full-time job, the amount of payment for the internship is negotiated individually; there are no instructions or even mentions about this in the law.

In any case, its amount will be less than the required minimum wage at this enterprise. In this regard, it should also be remembered that the intern does not work full time, but only a part of it, so it is logical that he is not entitled to full payment. If he does work full time and performs his functions on an equal basis with others, he still should not be given a full salary.

As for the timing of the process, the same article 212 of the Labor Code of the Russian Federation talks about 2-14 shifts - this is if the person did not come from an educational institution. In another case, the deadlines can be very different depending on the university itself. In different universities, the practice time may vary - from a week to a month. It is rare that students are sent to enterprises for more than a month. And there is no particular point in this - in a month you can learn basic operations and master the process that the company is engaged in.

Who is freed from it?

In this matter, the most relevant provision is 7.2.4. from GOST 12.0.004-90, which stipulates that An employee who has worked in this industry for at least 3 years may be exempt from internship. And then, provided that he simply moves from one workshop to another, and the nature of his work and the type of equipment do not change. This can be done by representatives of the management of a workshop, site, cooperative, and so on only with the approval of the labor protection department and the trade union committee.

It follows from this that even if a person has worked at another company for many years and comes to get a job, he must undergo an internship. In this case, he can complete it for the minimum period in this case, which is two shifts. The same is confirmed in paragraph 7.2.5. It says that workers are allowed to independent work only after completing an internship, as well as testing knowledge and skills. In addition, in order to be allowed into the workplace, he needs to read the instructions and be given a log of the initial briefing on occupational safety so that he can sign there.

From March 1, 2017, the procedure for conducting internships at the workplace will change significantly.

On-the-job training and on-the-job training are similar procedures for many employers. This is precisely why internships in organizations are not taken seriously enough. In fact, both procedures are necessary to train the employee to perform their duties safely. And both are carried out before work begins. This is their similarity. But there is also significant differences. Thus, training with employees most often takes several hours. An internship involves several work shifts. The briefing is a short theoretical course on how to perform work safely, with demonstrations of practical examples. And during the internship, the employee performs assigned duties under the supervision of a mentor, learns to perform the upcoming work in practice, and studies production and technological processes.

For whom is on-the-job training a mandatory procedure?

On-the-job training remains mandatory for employees entering work in harmful and dangerous working conditions. This obligation is assigned to the employer in Article 225 of the Labor Code and clause 11.4 of GOST 12.0.004-2015, which comes into force on March 1, 2017. For example, electrical personnel, miners, metallurgists, oil refining industry workers, miners, etc.

When should you do an on-the-job internship?

From March 1, 2017, on-the-job training for managers, specialists, blue-collar workers and junior service personnel need to be carried out:

When they start working;

When transferred to another place of work within the organization with a change in position or work performed;

To prepare for the possible replacement of a permanent employee during absence (illness, vacation, business trip);

For practical development of best practices and effective organization of labor protection work.

PREVIOUSLY: The internship was carried out when transferring to another job or when changing the type of equipment or switching to managing other equipment (brand of machine, crane, etc.).

Deadlines for on-the-job training

From March 1, 2017, the duration of the internship is determined by the head of the department in which the internship employee works. It takes into account the employee’s level of education, qualifications, work experience and other important factors.

For blue-collar workers and junior service personnel who have the necessary qualifications and experience, the internship period should range from 3 to 19 work shifts;

If a blue-collar worker does not have work experience and relevant qualifications, then the internship period, including mastering the issues of labor protection and work safety, should be from 1 to 6 months.

For managers and specialists, the duration of the internship is determined by the employer. Depending on education, training and work experience - from 2 weeks to one month.

PREVIOUSLY: According to GOST 12.0.004-90, which applies to this moment, on-the-job training is carried out during the first 2-14 shifts after the initial briefing.

Its duration depends on the nature of the work and the qualifications of the employee.

The document does not differentiate between deadlines for managers, specialists or blue-collar workers.

Attention! The current GOST allows management, in agreement with the labor protection service and the enterprise's trade union, to exempt from internship an employee whose work experience in his specialty is at least 3 years, if he moves from one workshop to another, and the nature of his work and the type of equipment does not change.

This point is not in the new document!

Question from employer: Is it necessary to conduct an on-the-job internship with travel agency employees who work in the office?

Answer: No no need. Only employees who will be engaged in work with harmful or dangerous working conditions must undergo on-the-job training after initial instruction (Article 225 of the Labor Code of the Russian Federation). Office workers do not belong to this category.

Who conducts on-the-job internships?

From March 1, 2017, internships for workers can be conducted by a work supervisor, an industrial training instructor, or another experienced worker who has been trained as an occupational safety instructor and has extensive practical experience.

As for managers and specialists entering the workforce, their internship can be carried out by a superior or another manager, whom the employer will appoint by decision.

PREVIOUSLY: To conduct the internship, the employer appointed by his order an internship supervisor from among senior employees or specialists.

Question from employer: Do we need to provide on-the-job training to an employee if he moves from one department to another?

Answer: You need to conduct an internship with an employee, but only if the working conditions at the new workplace are harmful or dangerous (Article 225 of the Labor Code of the Russian Federation). If this is not the case, then you can safely transfer the employee to another structural unit without an internship.

How does an on-the-job internship work?

GOST 12.0.004-2015, which comes into force on March 1, 2017, prescribes clear rules for conducting internships for the employer. It states that the internship supervisor must: -- Draw up internship programs and reflect in them specific tasks and deadlines, taking into account the employee’s education, training and work experience of the intern;

Familiarize the probationer with all employees of the department and working conditions.

During the internship new employee must learn the internal labor regulations, the main functions of the department and all the labor protection requirements when performing work;

During the internship, familiarize the intern with the package of documents required for work.

It must necessarily include the employee’s job description, regulations on the unit, internal standards and regulations, local regulations on labor protection and production safety;

Throughout the entire internship period, the supervisor must carefully monitor the work of the trainee, monitor and, if necessary, adjust his actions. After the internship period is over, the manager must free form submit a review of the internship. The results of the internship are summed up by a specially created commission of the employer.

For blue-collar workers there is a qualification commission, and for managers and specialists there is a certification commission. She spends qualifying exam. The employer chooses the form himself. The task of the commission members is to assess the level of theoretical and practical training of the trainee, the level of his knowledge of labor protection requirements and draw up the appropriate protocol.

Attention! GOST 12.0.004-2015 does not have clear instructions on the composition and size of the commission. We recommend that you involve at least three people whose work experience and experience will allow them to complete the task assigned to them. If the members of the commission decide that the employee has successfully completed the internship, the head of the department or organization issues an order to allow the intern to work independently. If the results of the internship are negative, the employee should not be allowed to work independently. He must undergo a second internship within one month, after which he must once again pass a test of knowledge of labor protection requirements.

IMPORTANT!!! If an employee repeatedly fails to complete an internship at the workplace and receives an unsatisfactory assessment from the commission, the training organizer has the right to consider the issue of his suitability for the profession or position held.

What liability will the employer bear if he does not conduct an on-the-job internship?

On-the-job internship is one of the types of employee training safe methods and methods of performing labor protection work. If an employer allows an employee to work without conducting an internship required by law, the State Labor Inspectorate inspector may impose a fine during the inspection (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation): for officials - from 15,000 to 25,000 rubles, legal entities- from 110,000 to 130,000 rubles for each untrained employee.

Last modified: February 2019

Everyone feels differently when they mention an internship. Some consider this stage a logical beginning labor activity in a new place, others are interested in whether this period is paid or not, because they fear that the employer is unscrupulous and is trying to save on the employee’s salary. The reason for such discrepancies is ignorance of what an internship is and by what rules it is organized.

What is an internship?

An internship involves selecting the most worthy employees from among accepted candidates, or it is required if you intend to get a promotion and succeed in your career. If you have an internship, you should find out what this means at a specific enterprise before signing the contract.

Depending on the goals pursued, internships may include:

• in order to train a newly hired employee in the specifics of work;
• to improve the level of professionalism of already hired company employees, to retrain and improve their qualifications.

Unpaid internships for students at educational institutions deserve special consideration. The student trainee gains experience and puts the acquired knowledge into practice. In the future, the acquired skills will be of undoubted benefit in employment.

It is often held abroad and provides excellent chances to prove oneself and get valuable experience.

Working with an internship not only gives workplace, but also allows you to learn a lot of new things, which can help during the period of adaptation and inclusion in the work process.

Besides general classification for a work or training internship, it is also divided according to other parameters:

1. Mandatory or voluntary internship. If a university student is doing an internship in order to gain skills corresponding to the specialization of the academic course, the procedure is mandatory. If we are talking about interns for optional practice, they talk about voluntary internship.
2. Based on the principle of payment, there are free and paid internships. when an employee is accepted for a probationary period and sent for additional training. Internship at universities does not provide payment, but it provides invaluable experience in a certain specialization, which will help you get additional points. Standing out from other candidates.
3. Based on the principle of specialization, internships are divided into areas, requiring study (teaching practice, archaeological internship, financial, etc.).
4. According to the regularity There are quarterly and semi-annual internships.
5. According to the venue there are foreign internships or within your own country. Foreign internships include options for sending distinguished students through student exchange programs.

The concept of internship covers the scope of mastering new skills in work regulated by the regulations job description. Unable to receive good specialist upon graduation from a vocational educational institution, if the student has not completed a sufficient amount of practice. You can get permission to work in hazardous production at a plant only after completing an internship.

When transferred to a new position, the trainee receives those skills that will be useful to him in his work later, and the duration of the period largely depends on the position, the degree of complexity of the work, and other reasons at the discretion of the employer.

Distinctive features

When hiring, it is necessary to distinguish between the purpose of an internship and a probationary period, since both concepts are applicable when hiring a new employee. The main thing that distinguishes an internship from a probationary period is the organization of training and adaptation to the working conditions established at a particular enterprise provided for by the procedure.

Students need to understand the difference between an internship and a practicum, since the latter is organized without fail during the training of a specific specialization. Unpaid practice involves consolidating acquired knowledge and acquiring primary application skills, including such varieties as student scientific practice.

Why do you need an internship?

It is impossible to become a highly qualified specialist without applying knowledge in practice. By mastering new technologies, techniques, and working with equipment, the student intern gains valuable experience. Training takes place under the supervision of a mentor appointed from among experienced specialists who is responsible for ensuring the safety of trainees.

A professional hired into the staff of an organization does not so much study as get acquainted with the principles of organizing the work process and decides how much the working conditions suit him.

The employer has the right to introduce this period according to own initiative to ensure the safe involvement of the accepted employee in the process, or to decide who is exempt from the internship altogether. Its procedure, as a rule, is clearly regulated and recorded in internal documents of the enterprise.

But in some cases, the accepted specialist is required to undergo training:

• drivers hired by a transport organization for passenger transportation;
• specialists employed in production facilities with technological equipment;
• workers involved in work in hazardous conditions.

At the end of the period allotted for the internship, these employees are required to pass an examination test, after which the issue of admission to work duties is decided. Each profession has its own nuances, so the place where citizens are trained can be an office or a production facility.

Advantages and disadvantages

When an enterprise decides to train a specific employee, the organization’s resources are spent on providing the person with the opportunity to master new technologies and gain valuable experience and knowledge.

However, on this positive characteristics the process does not end:

• Adaptation to new working conditions, getting to know the team.
• Assessing one’s own choice and how well the job matches the trainee’s capabilities and expectations.
• Familiarization with how the production process is organized, with the scheme of interaction between various services of the enterprise.
• Getting used to new requirements, schedules and work patterns so that entering the work process is calm and gradual.
• There is an organized immersion in work, according to the responsibilities specified in the contract concluded with the employee.
• Graduates or students check in practice how new profession corresponds to their desires, inclinations and abilities, and also helps to identify shortcomings in education that need to be eliminated.

There are not many negative aspects, and all of them are associated with shortcomings of the management team of the enterprise, in which obvious violations of rules and laws are revealed:

1. Disadvantages in organizing the process of getting a new specialist up to speed, lack of resources for high-quality employee training.
2. Violations of labor laws requiring payment of interns' work, dismissal of workers without payment of the required amount, or refusal of employment at the end of the internship. Such actions are regarded as administrative offenses and threaten officials and organizations with fines.

If the first drawback is difficult to correct, since the quality organization of the learning process depends entirely on the professionalism and interest of management, then the consequences of the second drawback can be easily avoided by stipulating the conditions of employment in advance, including during the internship period.

The employer does not have the right to dismiss an intern without compensation, so the discussion this issue- normal practice in any employment. If a company does not pay an intern, there is a serious reason to think about whether it is worth working at a company that allows itself not to pay the intern’s work.

How new employees are trained

When the main points of employment are approved, it is time to discuss and fix the terms of the internship. They are described in the Labor Code in the provisions of Art. 9 and art. 212.

When employing a new specialist who has just graduated from an educational institution, a contract is concluded with the administration of the organization fixed-term contract about an internship, during which a former student can demonstrate in practice the acquired knowledge and skills, as well as master the principles of work at a specific enterprise. The results are documented in a report.

Even part-time work spent by an intern at an enterprise is subject to payment in proportion to the working time spent or the amount of work.

Duration

When planning to enter a full-time work schedule, you need to consider how long the adaptation period lasts. Its duration is set taking into account the specifics of the work, the tasks performed, and the person’s abilities. The parameters that determine the duration of an employee’s internship include not only the employee’s personal capabilities, but also the degree of responsibility, complexity, and danger of the work.

According to the standards set out in clause 7.2.4 of GOST 12.0.004-90, a new employee is trained at the enterprise for an average of 2-14 days, or the employer sets an equivalent number of shifts. However, each situation should be approached individually - the more complex the work ahead, the longer the time required to organize safe, full-fledged work. For example, when doctors undergo training, an internship is assigned for a period of one year.

If the specifics of work require special working conditions, the period for which adaptation lasts is regulated by separate legislative and industry standards, and at the end you will have to successfully pass an exam. Examples of such practice include hiring a driver planning to carry out passenger transportation. The rules and duration are regulated by the norms of the Ministry of Automobile Transport of the RSFSR (see Regulation RD-200-RSFSR-12-0071-86-12).

If the hired employee is registered, the internship according to the Labor Code of the Russian Federation (Article 59) is carried out at the enterprise for no more than 2 weeks. Other cases are regulated by the management of the enterprise where the person is employed.

What documents are drawn up

When deciding to intern an employee, you need to understand that the procedure must be clearly documented. The enterprise must adopt the following internal regulations:

1. Regulations on the internship, including a description of the general procedure for conducting and evaluating the results obtained. This document also indicates the duration of the procedure.
2. A program describing in detail the events, the rules for their implementation, and the period for execution. The program identifies a specific mentor responsible for the organization.
3. An internal order fixing the direction of the employee.
4. After passing the test and positive assessment of the results, a separate order is issued allowing the employee to engage in independent work within a specific enterprise.

In addition, an agreement is signed with the intern, based on which the working conditions and remuneration are determined.

The employer has the right to choose through a civil contract, or employment contract(term or indefinite).

Salary and bonus

If the employer does not disclose how the intern's time will be paid for, or communicates about a free internship, whether such actions are legal should be clarified depending on the nature and goals of the upcoming activities.

Parties labor relations must clearly remember that the internship time is paid. The conditions for calculating earnings are specified in the contract concluded with the employer. Unpaid internship Labor Code prohibited.

Payment under the Labor Code is determined in the terms of the contract, as agreed by the parties, but not less than the minimum rate provided for in a specific industry of labor.

Often the management of the enterprise combines this time with probationary period, and when calculating wages, they are based on the standards applied for wages for the probationary period.

The only exception concerns the remuneration of students undergoing internships - free internships as part of the course of study.

The merits and excellent results shown during this period do not in any way affect the possibility of a bonus for the trainee. The detailed procedure for paying bonuses is established in the provisions of Art. 129 Labor Code of the Russian Federation. The intention to reward an intern is formalized by a separate bonus order, a sample of which can be approved within the enterprise itself.

Sick leave and vacations

During the adaptation period, an employee may become ill, or circumstances of forced leave may arise. This affects the fact of passing the test only in the matter of determining the time limits for the beginning and end of the procedure, since the completion date is postponed.

When calculating payment, they are based on the average earnings received at the previous job. To calculate them, the employee submits employment certificates for the last 2 years.

The employee’s right to vacation is considered similarly - the rights of the trainee cannot be infringed if rest days are required by law.

Dismissal of an intern

Unfortunately, the trainee does not always show results indicating readiness for independent full-time work. In this case, the administration of the enterprise may dismiss the employee.

In order to part with an unsuccessful candidate on legal grounds, the company must approve the internal document “Content of the internship”. It indicates all aspects of the activities being carried out, and also describes the mechanism for conducting the examination test, based on the results of which a decision is made on the employee’s compliance with the requirements of the enterprise. Before the period allotted according to the documents expires, the employer has the right to dismiss the employee based on the results of the exams.

Police trainees

Internships at the Ministry of Internal Affairs are widespread when applying for jobs in law enforcement agencies. The position of an intern is introduced by the internal regulations of the department with a term of 2 months. The maximum period is set at 6 months.

For those who undergo an internship with a special police rank, the period cannot be less than 3 months. Each of the new employees hired is required to undergo organized training, during which the person’s personal data is assessed. The referral for testing is formalized by a fixed-term contract, in accordance with the basic norms of the Labor Code of the Russian Federation and Law No. 300-FZ, adopted in 2016.

The internship period is a time to demonstrate your abilities, knowledge, and skills, which is why it is often confused with a probationary period. However, such a comparison is inappropriate, since an internship is often combined with a probationary period, but pursues completely different goals. If the test is a test of a new employee, then during the internship, when applying for a job, they acquire new knowledge and skills that will be required when performing duties that require taking into account the specifics. If an internship is assigned, it means that the employee will have to learn some of the difficulties and nuances of the job, which the employer will readily share, giving the candidate a chance to succeed in a new place.

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The Labor Code does not contain a precise definition of “on-the-job internship”, however this concept is mentioned several times in section X “Occupational Safety and Health”.

Why do you need an on-the-job internship?

Before allowing an employee to perform difficult work requiring certain skills, a certain set of activities should be carried out with him, aimed at training, obtaining skills for further independent work. An internship is required in the following cases:

• when an employee is initially hired for a position requiring certain skills;
• in case of transfer of an employee to another position within the division, if working conditions are different new position are harmful or require certain skills;
• when an employee is promoted or transferred to another department.

Before being allowed to work independently at a site, an employee must undergo safety training, which is the theoretical part of the employee’s training. After instruction, the employee undergoes an on-the-job internship. It is carried out under the guidance of experienced workers who are appointed by order of the organization.

Order on internship at the workplace. Sample

There is no unified form for an internship order. The document is drawn up by the manager in free form and usually contains the following information:

• details of the employee undergoing the internship (full name, position);
• details of the internship supervisor (full name, position);
• duration of internship at the workplace;
• composition of the commission to evaluate the results of the internship;
• if an employee needs to be replaced at the workplace during an internship, the details of the employee performing his duties;
• links to regulations enterprises according to which the employee is undergoing an internship.

As an appendix to the order, there may be a list of functions that the employee must master during the internship. It is advisable to indicate in the order the period during which the internship supervisor must provide feedback on how the employee coped with the responsibilities. The order must be signed by the supervisor, and the employee-intern and members of the commission are familiarized with the signature.

On-the-job internship period

The duration of the internship at the workplace is not determined according to the Labor Code of the Russian Federation - it is prescribed in the order and must be at least two shifts. The period of on-the-job training varies for different professions. For example, persons who want to hold the position of a notary undergo an internship for one year with a practicing notary who has experience notarial activities at least three years. In this case, the duration of the internship at the workplace is established not by the Labor Code of the Russian Federation, but by order of the Ministry of Justice of Russia dated June 29, 2015 No. 151. In addition, the order of the Ministry of Justice determined that only a citizen of the Russian Federation who has received a higher education can be a notary trainee legal education. The number of trainee positions is determined by the notary office, and it also approves the internship supervisors who have the necessary experience.

Vehicle drivers are not allowed to work on vehicle any model without prior internship. In addition, driver training should be carried out on cars of the same type and make, on those routes on which the drivers will subsequently work independently. Truck drivers who get a job for the first time undergo an internship for up to 1 month. First-time bus drivers complete 50 hours of training: 18 hours of pre-route training and 32 hours of on-route training. Thus, the terms and conditions of internships may vary for different professions.

A sample order for an internship at the workplace is presented below.