Professions for which an internship is needed. Conducting an internship for employment

The Federal Law of Russia “On Education” No. 273 of December 29, 2012 defines an internship as a form of retraining and advanced training (gaining experience). Employees undergo paid internships when they are employed, transferred to another unit, transferred to another position, or promoted. Its terms, depending on the intended purpose and the existing production need, last from two days to several months, and the time of passage is counted in the length of service. When concluding a fixed-term contract, the terms are reduced to 2 weeks. In this article, we will consider how an internship is arranged at the workplace, what legislative acts regulate and what is the procedure for accepting an intern.

According to part 2 of Art. 212 of the Labor Code of the Russian Federation, an internship is mandatory for newcomers to work. The employee must acquire the necessary professional knowledge and skills specified in the job description within the prescribed period, thereby consolidating theoretical training in practice. The responsibility for its implementation rests entirely with the employer. By his order, persons are appointed, under whose leadership the internship will take place. The employer must also ensure the passage of instructions on labor protection, control of the acquired knowledge at the end of the internship.

Legislative framework regulating internships in organizations

The legislation of the Russian Federation defines the system of internships, retraining, advanced training. All issues related to the organization, conduct of the internship are regulated and explained by the current regulatory legal acts:

Normative act	legal information
Labor Code of the Russian Federation, Art. 212, 225.	About the internship.
Code of Administrative Offenses of the Russian Federation, art. 5.27 and Art. 5.27.1	Penalties for employers.
Order of Rostekhnadzor No. 37 dated 29.01. 2007	For organizations of the Federal Service for Ecological, Technological and Nuclear Supervision.
GOST 12.0.004–90, clause 7.2.4.	For workers.
Decree of the Ministry of Labor and the Ministry of Education of the Russian Federation N 1/29 of 13.01. 2003	Worker training.
Decree of the State Committee of the Russian Federation No. 12 of December 27, 1995 "On approval of the regulation on the procedure and conditions for professional retraining."	For specialists.

Employer-trainee relationship. Documentation

When a person is actually admitted to work, the employer must conclude a labor agreement with him in writing ( Labor Code of the Russian Federation, art. 67 and 67.1). If the trainee works more than 5 days, a proper entry must be made in his work book ( Labor Code of the Russian Federation, art. 66). From the first day of the internship, the intern is recognized as an employee, with the only difference being that he performs a smaller amount of work than other employees, and, accordingly, receives a lower salary. Since from this moment labor relations begin between him and the employer, they are properly recorded. The contracts between the employer and the trainee may be as follows:

urgent labor;

civil law (in a row);

student.

Mandatory internship is for workers of working specialties (including young specialists from vocational schools and training and production plants). It is carried out after the initial briefing for the next 2-14 shifts. Workers are trained in safe working methods, including actions during emergencies, they are introduced to technological operations. This applies especially to those who enter a job for the first time, associated with risks, special working conditions, and those who have a break in their work experience for more than a year. Among the professions where an internship is required, include work in the field of education, medicine, catering, transport, etc.

Accounting internship example

Upon graduation, a young specialist is taken on an internship in their specialty with employment as an accountant. The employer thus provides an opportunity for a university graduate to adapt to the workplace, as well as gain practical experience in the field of accounting. The test period is not set Labor Code of the Russian Federation, Art. 70). An order is issued to complete an internship and assign a young specialist to an appointed mentor. It is assumed that at first the trainee will work with primary documentation, and then he will be engaged in reflecting business transactions on accounting accounts in 1C. The training will go hand in hand with work.

Paying an employee's internship

Payment is made at the conclusion of any, even one student agreement, when training time is not included in the work experience. The work of an intern here is rewarded, according to the labor code, in an amount not lower than the established minimum wage in the country at the time of placement. The amount of payment for work depends to a greater extent on the qualifications acquired. When concluding an employment contract, the trainee has the right to rest, vacations, paid sick leave and for work on weekends or holidays, social insurance. Since the intern was hired according to the staffing table, the salary will be paid based on the current salary scale.

The contract is concluded for the performance of one type of work, which is paid for a certain amount, which is also indicated in the contract ( Civil Code of the Russian Federation, art. 37). The employee is deprived of many of the rights that the employment contract provides, including payment for vacations and sick leave. Payment under the contract is made when the result is achieved. If within three days the employer has not concluded any of the contracts, the employee will not have a reason to pay for his work, so he needs to declare his rights in a timely manner. Prior to the conclusion of the contract, he has the right to refuse to perform work.

Workplace internship: position

Previously, the employer prepares an order-direction of an arbitrary form, which lists the employees who are sent on probation, indicates the grounds for their direction, the timing of the passage. Responsible managers are appointed for the internship, as well as the subsequent control of the acquired knowledge and skills. The final results are displayed in the briefing log. The list of basic documents for registration of an internship also includes:

general position;
program (plan) of holding;
order for access to independent work.

Regulations - the main document with a combined theses that determine the intended purpose, the procedure for conducting, the terms of the internship, the rights and obligations of the intern and his supervisors. This document separately fixes the features of internships, the conditions for admission to independent labor activity of employees of organizations not controlled by Rostekhnadzor and electrical personnel. An individual plan is drawn up by the trainee himself every week with the participation of the supervisor. This includes immediate tasks related to upcoming activities. They also include: the study of documents, safety precautions, followed by passing exams, participation in events. An order on access to independent work of a trainee is issued only upon successful passing of exams in the main profession.

An example of an internship for "1 C Accounting 3.0"

Young professionals with specialized higher or secondary specialized education, as well as persons who have completed accounting courses or who have a break in work, need an internship. To deepen their knowledge, to restore lost skills, they are most often offered according to specially designed programs. An agreement is drawn up with the interns, a corresponding mark is made in the work book, and the knowledge and skills gained are equated to the experience of working as an accountant. Internship program “Accounting 1C. Payroll and HR 3.0 may include:

The order of all planned accruals and deductions.
Filling out the data on the withholding of alimony.
Cash loans to employees.
Changing the existing conditions for issuing an advance.
Payments in connection with maternity leave.
Payment of benefits for temporary disability.
Fixing the facts of replacement of workers.
Accounting for the use of working time on weekends and holidays.
Salary.
Retirement accounts.

Answers to current questions about the internship

Question #1: Who is exempt from the internship?

Answer: Employees of working specialties with more than 3 years of experience when moving to another unit (workshop) to work in the same specialty without changing its nature and type of equipment ( clause 7.2.4. from GOST 12.0.004–90).

Question #2: Can a worker with an experience of more than 3 years, getting a job in another enterprise, not undergo an internship?

Answer: No, when a worker is employed in a new place, he must undergo an internship with a test of knowledge and skills. But the period of its passage is reduced to 2 shifts.

Question #3: When and how many times should an accountant, secretary, lawyer and other employees of the company check their knowledge of labor protection?

Answer: Upon employment, the first month, as part of their job responsibilities, everyone should be trained and tested knowledge of labor protection. After that, at least once every three years. ( Decree No. 1/29 p. 3.4 of 01/13/2003, the Ministry of Labor and the Ministry of Education of Russia).

Question #4: What are the current fines for employers who do not conduct internships?

Answer: In case of non-compliance with labor legislation in accordance with Art. 5.27.1 of Part 3 of the Code of Administrative Offenses, from 01.01.2015, a fine from 15 thousand to 25 thousand rubles is imposed on the head of an organization and an individual entrepreneur (individual entrepreneur), and for an organization, penalties increase to 110,000–130 thousand rubles.

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

An internship at the workplace, that is, the direct performance of labor duties by an intern, is carried out strictly under the supervision of a 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.

Training of workers on labor protection consists of theoretical and practical training followed by testing of acquired knowledge and skills. To gain practical skills at a particular workplace of an employee, you need internship under the guidance of a more experienced worker.

Who should take an Occupational Health and Safety Internship? The employer is obliged to conduct an internship at the workplace for employees entering work with harmful or dangerous working conditions (Article 225 of the Labor Code of the Russian Federation, clause 7.2.5 GOST 12.0.004–90, clause 2.2.2 of the resolution of the Ministry of Labor of Russia, the Ministry of Education of Russia dated January 13, 2003 No. 1/29). For other employees not associated with harmful conditions, the employer himself determines the need for an internship.

note The internship is carried out only after training in labor protection

An internship is required if:

work is subject to increased labor safety requirements;
work is carried out at facilities that are subject to industrial safety requirements.

Example. The company entered into a contract for the installation of engineering systems to the building. To do this, it is necessary to dig trenches with a depth of 2 m. Such work is classified as work of increased danger (Appendix 1 to POT RO 14000-005-98). Therefore, the employer can only allow those employees who have completed an internship in this type of activity to perform it.

If the list of professions exempted from instructing at the workplace is approved at the enterprise, then they are also exempted from internships. An employee with work experience in the specialty can be exempted from the internship at least three years, which moves from one structural unit to another. At the same time, the nature of its work and the type of equipment should not change.

Who is doing the internship? The internship is conducted by an experienced worker who is appointed order or command employer. In some cases, there is a limit on the number of interns for one internship leader. For example, when working at height, there should be no more than two. A requirement for the qualifications and experience of the internship leader may also be introduced.

Example. The driver for the duration of the internship is assigned to the mentor for the entire period of training. Mentors are selected from among the most experienced and disciplined workers with experience on buses at least five years taxi and truck at least three years. Mentors should not have traffic violations and accidents in the last three years. In addition, they must undergo pre-training in a training center and have an apprenticeship certificate bus drivers.

Who usually takes an occupational safety internship? Among the working specialties, internships are carried out:

welders;
electricians;
boiler operators;
drivers engaged in passenger transportation;
high-rise installers, etc.

Also undergoing internships repair, operational, operational-repair personnel and operational managers.

The rest of the employees need an internship if they cannot be immediately allowed to work independently due to the characteristics of a particular enterprise or technological process.

What documents to prepare before the internship in labor protection? The minimum required list of documents for an internship is as follows:

Regulations on the internship will help to draw up RD-200-RSFSR-12-0071-86-12 “Guiding document.
Regulations on the improvement of professional skills and internships for drivers; regulations on internships;
internship program;
internship order;
order for admission to independent work.

The Regulations on the internship describe in detail the rights and obligations of the employee and the head of the internship, the terms, procedure and features of the internship.

The internship program defines:

the order and time of internship in a particular profession;
typical actions that an employee should learn;
the amount of theoretical knowledge that he should receive;
the procedure for conducting control checks during the internship, etc.

The beginning and end of the internship are formalized order or order of the employer. The order to start the internship indicates the basis for the internship and its duration, lists the employees who must undergo the internship, and their mentors - the leaders of the internship.

What is included in the Occupational Safety and Health Internship Program? During the internship, the employee must:

learn the rules of normative and technical documents on labor protection,
learn how to apply them in the workplace;
study schemes, operating instructions and labor protection instructions, knowledge of which is mandatory for work in this position (profession);
work out a clear orientation in your workplace;
acquire the necessary practical skills in performing production operations;
to study the methods and conditions for trouble-free, safe and economical operation of the serviced equipment.

The internship lasts from 2 to 14 shifts. The duration in each case depends on the level of professional training of the employee and the nature of the work performed. Sometimes specific internship requirements are spelled out in industry regulations on labor protection.

Example. For a bus driver who has not previously worked as a driver and has just received a bus driver's license, the internship will be 224 hours: 61 hours - pre-route internship; 163 hours - route training. An experienced driver who is being transferred from one brand of bus to another will do without a pre-route internship. He only needs a route internship - 32 hours. If an accident occurs due to the fault of the driver, then he will be sent for an eight-hour internship, followed by passing test exams.

How are the results of an internship in labor protection assessed? Internship ends exam. If the employee was unable to pass the knowledge test, he is assigned additional time to prepare and pass the exam for a period of no more than 30 days. At the same time, the employee are not allowed to work. The decision is issued by order. The entry “failed” is entered into the knowledge test protocol, but the certificate is not issued. Only after a successful knowledge test, issued by protocol and certificate, the employee may be allowed to work independently. A record of the completion of the internship is made in workplace briefing log.

What happens if you don't do an internship? If you do not conduct an internship, you face a fine (part 3 of article 5.27.1 of the Code of Administrative Offenses of the Russian Federation):

for an official and an individual entrepreneur - from 15,000 to 25,000 rubles;
organizations - from 110,000 to 130,000 rubles.

It is important to follow the procedure and deadlines for the internship, to correctly draw up all the documents. Otherwise, the GIT may consider that the internship was not conducted (carried out with violations) and fine the employer.

When investigating accidents at work, an internship for the victim, along with training in labor protection, will be one of the fundamental factors for establishing the guilt of the employer.

What are the grounds for probation?

In most cases, the employer decides on the timing of the internship and its necessity independently. However, in some circumstances, he does not have the right to appoint a probationary period for a future employee. This happens if certain categories of residents apply for the position:

persons who have passed the competition for filling a vacant position;
women raising children under one and a half years old, or pregnant;
a minor teenager under 18 applies for employment;
a citizen who has received higher or secondary vocational education in institutions that have confirmed state accreditation. In addition, the employer will not be able to refuse an applicant who first gets a job after receiving a diploma of education. There is one exception - if more than a year has passed since the completion of training, a probationary period may be assigned;
specialists who were transferred to a new position from another branch of the company do not undergo an internship, in accordance with the current agreement between the management;
employees whose employment contract is valid for no longer than 2 months.

As for other cases, the decision on the need and duration of the probationary period is taken directly by the employer. We suggest downloading the internship law from the link below in order to familiarize yourself with the main provisions of the document.

How is the internship paid?

Important for potential employees is the question of how payment is made during the trial period. According to the current legislation, every person who takes up a new position has the right to a fair and timely payment for his work. This also applies to cases where a probationary period is first assigned.

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.

How long can an internship take?

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 No. 70 of the draft law establishes the maximum allowable time for passing the probationary period. For senior management, it cannot last longer than six months. This includes professionals in the following positions:

managers;
chief accountants;
managers of structural subdivisions or branches;
deputy leaders.

For other categories of citizens, the duration of the internship cannot exceed 3 months, with the exception of situations in which the employment contract lasts only a few months. In such cases, the trial period lasts no longer than 2 weeks. A long-term (3 years) internship is also provided for persons who are going to become notaries.

It is mandatory to pass a probationary period for those who plan to get a job as a driver. To drive a freight transport, you need to confirm your qualifications within 1 month; for drivers of passenger buses, you need to work 50 hours (32 of them on the route they will be driving).

During the probationary period, absence from the workplace is not taken into account, even if it is associated with temporary incapacity.

How to register an employee on probation

After management decides whether or not a probationary period is needed for a new employee, the internship must be registered. To do this in accordance with the provisions of the current legislation, the following steps must be observed:

the head of the organization signs the regulation on the creation of an internship. It indicates information about the terms, about the powers vested in employees during the probationary period, about how their activities are paid, and so on;
the applicant is interviewed;
if the parties come to an agreement, an employment contract is drawn up;
the new employee is on probation;
after the end of the specified period, the head makes a decision on the suitability of the candidate for the position held. Further, the employee is either fired in accordance with the internship regulation, or is employed legally.

Even during the probationary period, a person must be issued in accordance with all the rules. To do this, the personnel department is provided with an application for admission to the service, a work book, a diploma of education, a photocopy of the passport. The employer has the right to draw up a fixed-term contract, or an indefinite one, but indicating the duration of the internship period.

The provisions of the Labor Code allow employers to hire new employees on a probationary basis. This gives them the opportunity to verify the qualifications of the employee before he is placed under the main contract. The law determines that the duration of an internship, depending on the circumstances, cannot last longer than six months. In this case, the employer is obliged to pay for it.

The best learning is getting hands-on experience. In the conditions of work, such a period, when theoretical knowledge and skills are “run in” in practice, is called “internship”.

Is it mandatory for every employee?
How to formalize this process for the employer?
Is it possible to dismiss an employee for unsatisfactory results of the internship?
To pay or not to pay wages for this period?

Many participants in labor relations confuse the concept of an internship with a probationary period, primary instruction. Nuances are many, they need to be clarified.

What is the internship for?

The main meaning of the internship is that the employee is trained directly in the course of his production activities. Such a period, when both study and activity take place at the same time, helps the employee to practically master labor skills in new conditions for him. Most often, the need for an internship is obvious in the following situations.

First employment. Yesterday's student received theoretical training in the specialty, but he certainly lacks practical skills due to lack of experience. Under the guidance of an experienced mentor in real working conditions, practical training will be quick and effective.
Harmful and dangerous conditions. If a person starts working with such working conditions, then he needs a period of supervision by experienced curators who will help him navigate and avoid possible cases of industrial injuries and harm to health.
Workplace change. If a person has not changed his employer, but only a position, for example, he moved to another department, received other duties, or even went for a promotion, he will need time to understand the new working conditions. An internship will provide this opportunity.

NOTE! An internship is necessary in any situation when a person starts a new job, regardless of his experience and theoretical background.

What does the law say about an internship?

The provisions on the internship of employees are enshrined in the Labor Code of the Russian Federation and related documents. The regulations set out the regulations for the internship, as well as the categories of employees for whom this process is mandatory, up to the responsibility of the employer. The order of internship is defined in the following legislative acts:

Art. 212 of the Labor Code of the Russian Federation;
Decree No. 1-29 of the Ministry of Education of January 13, 2003;
Order No. 37 of Rostekhnadzor dated January 29, 2007;
GOST 12.0.004-90 p. 7.2.4;
Letter RD-200-RSFSR-12-0071-86-12.

Benefits of an internship for both sides

Practical activities under the guidance of a more experienced specialist are of great benefit to both sides of the labor process. Thanks to the internship employee:

acquires or improves practical labor skills in their specialty;
can evaluate himself in the context of new working conditions;
clarifies the range of its immediate duties and requirements for them;
joins the team, begins to build relationships with colleagues, superiors or subordinates;
gently adapts to new working conditions, schedule, workplace, routine and discipline requirements.

Benefits of an internship for the employer:

compliance with the law regarding the requirements for the creation of safe working conditions;
increasing the efficiency of an employee by reinforcing theoretical training with practical skills;
increasing the level of training and qualifications of employees, and hence their productivity;
reducing the risks of harm to health at work;
direct acquaintance with the style of work of the employee, development of a management strategy.

ATTENTION! The only negative aspect of an internship can be its improper organization, when the rights of an employee are violated or the process is carried out with violations, which means it is inefficient.

For whom an internship is inevitable

The law speaks of compulsory internships for certain categories of people who are just starting to work. These include:

Young professionals;
employees who come to work in harmful and / or dangerous conditions;
operators of technological and/or industrial installations;
drivers of public transport (route taxis, trolleybuses, trams, buses).

IMPORTANT! For other categories of employees, the internship should be carried out in accordance with Part 2 of Art. 212 of the Labor Code of the Russian Federation, which speaks of the need for the employer to provide training in safe labor practices and the organization of labor protection briefings and internships at the workplace. Many employers believe that in other cases, an internship is optional, although this is not the case. The law allows only to reduce the time for training.

How long is the internship

The law does not give precise regulations for the duration of the internship. This period is established by the internal rules of the enterprise for specific positions and categories of employees. The minimum time that a new entrant should work under the supervision of a mentor is 2 working shifts. The upper limit of the internship is 15 working days.

Documentary organization of the internship

For a legally competent registration of an internship, the employer must take care of the timely execution of the following documents:

regulations on the internship, developed and approved by the enterprise;
internship programs for various specialties and qualifications;
an order for an internship;
an order stating that the internship has been completed and the employee can be allowed to independently perform work duties.

Program features

The internship program is individual for each category of employees, positions, specialties, qualifications. It is developed by the head of the internship (mentor appointed by order) and approved by the authorities. The content of the program must include the following items:

the purpose of the internship;
requirements for an intern;
the title of the documentation to be studied;
the duties that the trainee will perform, his job description;
a set of training activities: getting to know the workplace, the territory of the organization, studying work processes (according to competencies), etc.;
ensuring the mastery of practical skills (taking into account labor protection);
internship test.

A certain time (in hours or shifts) should be planned for each stage, which can be adjusted if necessary.

The order of the internship

Conclusion of an employment contract: fixed-term with a student trainee, regular with an internship clause for a transferred or newly hired employee.
Conducting an initial briefing on safety and labor protection (with fixing its passage in the appropriate journal).
Appointment of a mentor-facilitator: an experienced employee who observes and provides training in practical skills.
Directly internship - work under the supervision and guidance of a mentor.
Test following the results of the internship: performance testing can be in the form of an exam, test, survey, performance assessment, or otherwise provided for by the internal Regulations on the internship and its program for a particular position.
Admission to permanent independent work on a general basis, issuance of a certificate of internship.

Pitfalls of an internship

The most difficult moment for interns who do not fully know their rights is that an unscrupulous employer can try to take advantage of their free labor by not paying for the internship period and dismissing them at the end of it.

The Labor Code of the Russian Federation clearly states that the internship period must be fully paid, moreover, mentoring activities are also subject to additional payment.

You can appeal this situation to the commission on labor disputes, the trade union organization, or contact state authorities, for example, the labor inspectorate.

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