EMPLOYEE ONTHEJOB TRAINING AGREEMENT
CMITS LLP (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP), a [INDIA] Limited Liability Partnership, with its principal place of business at [4th, 5th Floor, LP Towers, Madhapur, Hyderabad, Telangana state, India], hereinafter referred to as the "Training Facilitator."
ONTHEJOB TRAINING PERIOD:
The Training Facilitator CMITS LLP (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP) agrees to provide the OJT Employee with a comprehensive on-the-job training program lasting for duration of 6 months, commencing on [Start Date] and concluding on [End Date].
ATTENDANCE AND ASSESSMENT:
a. The OJT Employee is required to maintain a minimum of 90% attendance throughout the training period, except on government holidays. The OJT Employee is entitled to one medical leave per month, and prior notice should be provided in case of absence.
b. The OJT Employee must attend weekly and monthly assessments, aiming to achieve a minimum score of 70% in each assessment. The Trainee fails to score the 70% and above in the 3 assessments will undergo One month of PIP period.
BEHAVIORAL AND ETHICAL STANDARDS:
The OJT Employee must exhibit professional behavior and adhere to ethical practices within the office premises. Any behavioral issues or unethical practices during the internal assessments or client interview process may result in disciplinary action, up to and including termination.
STIPEND AND BENEFITS:
a. The OJT Employee will receive a stipend during the 6month training period.
b. The OJT Employee will not be entitled to Employee State Insurance (ESI) or Provident Fund (PF) benefits during the training period till the client deployment.
CLIENT INTERVIEWS AND DEPLOYMENT:
a. Upon successful completion of the 6 months training period, the OJT Employee will face client interviews for deployment.
b. (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP) commits to providing three clients interview opportunities to each qualified employee for deployment.
c. The maximum CTC promised by (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP) after successful deployment is 4 LPA. If (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP)negotiates a higher package from the client, the OJT Employee will receive up to 4 LPA, and the excess amount will be claimed by (CAMPUSMARG INNOVATIVE TECHNOLOGY SERVICES LLP)for the first year, either directly from the client or as a loan, or through monthly salary contribution as per the trainee convenience .
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Client Interview Process Failure:
a. Client Interview Failure:
If an OJT employee fails to clear the client interview, they will be placed under a Performance Improvement Plan (PIP) for duration of up to 3 months.
The stipend during the PIP period will be discussed and communicated separately.
During the PIP period, the employee is expected to acquire the mandatory technologies needed to restart the deployment process.
After the PIP period, the employee must undergo an assessment test to be eligible for reentry into the OJT program at CMITS LLP.
b. Successful PIP Assessment:
Upon successfully completing the PIP period and passing the assessment, the OJT employee can reinitiate the client interview process for deployment.
c. Multiple Assessment Failures:
If a trainee fails to clear multiple assessments but still demonstrates the capability to deliver internal projects of CMITs, they may be considered for working with CMITS based on an internal assessment of internal projects.
d. Client Assessment Failure for IT Projects:
If a trainee consistently fails to clear multiple client assessments for IT projects, they may be considered and processed for support roles with other clients as part of the overall process.
It's important to ensure that the PIP and assessment processes are transparent, fair, and provide opportunities for improvement and growth for the OJT employees. Clear communication of expectations and support mechanisms will contribute to the success of the PIP.
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Training Fee:
1. Training Fee Range: The training fee is in the range of 1,20,000 to 1,50,000 per head. This range is likely dependent on the candidate's profile and fitment, suggesting that the fee could vary based on individual characteristics and qualifications.
2. Reimbursement Period: The collected training fee will be reimbursed over a period of six months. This means that the candidates will receive a refund of the training fee in installments.
3. Monthly Reimbursement Amount: The candidates will be reimbursed on a monthly basis, and the reimbursement amount is in the range of Rs. 19,000 to Rs. 19,400 per month. This implies that each candidate will receive a monthly reimbursement until the total training fee is fully reimbursed, completing the six-month period.
It's important for candidates to understand the terms and conditions associated with this reimbursement structure, and for the organization offering the training to clearly communicate these details to ensure transparency and clarity.9. Infrastructure: CMITS will provide, Trainer for 6 months, and Lab and Common laptop on desk.
It looks like you're specifying the policy regarding the creation of Provident Fund (PF) for trainees. Here's a summary of the information:
PF Benefits:
1. PF Creation Timing:
PF will be created after the completion of the 6month training period.
2. Eligibility for PF:
Trainees deployed to client locations will be eligible for PF.
Candidates working on CMITS internal projects after the 6th month will also be eligible for PF.
It's good to know that you have a plan to issue payslips and experience letters for trainees during the 6month training period. This practice contributes to transparency and professionalism in the training process. Here are a few points to consider:
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Pay slips:
1. Payslips:
Clearly outline the details included in the payslips, such as basic salary, any allowances, deductions, and the net amount.
Ensure accuracy in the payslips to avoid any confusion or disputes.
Timely distribution of payslips, preferably on a monthly basis, will help in maintaining a transparent and organized payroll process.
2. Experience Letters:
Experience letters are valuable for trainees as they document the skills and knowledge gained during the training period.
Include key details in the experience letter, such as the duration of the training, the areas covered, and any notable achievements or projects.
Make sure the experience letters adhere to professional standards and can be used by trainees in their future endeavors.
3. Communication:
Clearly communicate the process of payslip distribution and experience letter issuance to the trainees.
Address any questions or concerns trainees may have regarding their payslips or experience letters.
By providing payslips and experience letters, you not only fulfill legal and professional obligations but also contribute to a positive and transparent work environment for the trainees.
Refund Policy:
It appears that you have outlined a withdrawal policy for trainees in your training program. Here's a summary of the key points:
1. Withdrawal at Any Time:
Trainees are allowed to withdraw from the training program at any given point in time.
2. Withdrawal Process:
Trainees must submit a formal email and resignation letter to the HR department to initiate the withdrawal process.
3. Confirmation and Timeline:
HR will accept and consider the withdrawal request.
Confirmation of the withdrawal will be provided within 7 working days.
4. Documentation:
Trainees will be provided with experience letters and payslips for the period they worked.
5. Refund Policy:
Refund of the training amount will be processed after deducting the amount reimbursed during the training period.
6. Refund Timeline:
The remaining amount will be refunded within 45 to 90 days.
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It's understandable that in a startup environment, challenges may arise, including delays in stipend
1. Acknowledgment of Challenge:
Acknowledge that maintaining infrastructure, trainers, and stipends can be a challenge for a startup IT venture.
2. Stipend Release Delays:
Recognize that stipend release dates may experience delays occasionally.
3. Commitment to Resolution:
Commit to resolving any stipend delays promptly.
4. Transparent Communication:
Assure employees that if any month's stipend gets delayed due to uncertainties, it will be resolved within stipulated timelines.
5. Ensuring Employee Wellbeing:
Emphasize that solutions will be implemented to ensure employees do not face any trouble during stipend delays.
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MISCELLANEOUS:
a. This Agreement constitutes the entire understanding between the parties and supersedes any prior agreements or understandings, whether written or oral.
b. Amendments to this Agreement must be made in writing and signed by both parties.
GOVERNING LAW:
This Agreement shall be governed by and construed in accordance with the laws of India.
IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the date first above written.
Regards.
CMITS Management.