Mindel Scott

Lei Do Aprendiz Legal Planalto

However, in order to overcome the debate that the law triggers for entrepreneurs, the legislator has also guaranteed companies certain benefits, such as a reduction in the collection of the Service Period Guarantee Fund (FGTS). For example, interns receive only 2%, compared to 8% of normal employees – in addition to other tax benefits. We are waiting for your contact to connect young and teen learners with your company. – The employment contract of the intern is special and must be adapted in writing and for a certain time, including in CTPS, and the same are collected – taxes from an employee; The quota is nothing more than the number of trainees that each company must have, according to the number of employees and their professional training. As a general rule, the training rate is counted in the ratio of 5% (minimum) to 15% (maximum) of the total number of employees registered in the enterprise whose jobs require vocational training. Failure to comply with the quota can result in fines and other penalties for the company. Among companies, the discussion divided opinions. Indeed, the law introduced the obligation to reach the apprenticeship quota, which was seen for some as an incentive for the quality of training of new employees and for others as another legal obligation that increased the costs of the company. – establish the conditions for cooperation with those involved in vocational training, including the work plan and training objectives, and – place young apprentices on the labour market with the aim of intensifying the promotion of young trainees; Despite some similarities, the proposals for each of the Fomatos are different: young and adolescent trainees carry out a professionalizing activity and follow the rules of the CLT (Consolidation of Labour Laws), while trainees want to complete their academic training and do not necessarily fill vacant positions with a job. In short, apprenticeship has a specificity of work, such as salary and holidays, while the characteristic pedagogical phase ensures auxiliary scholarships and paid breaks.

While the maximum duration of an apprenticeship contract gives entitlement to paid leave, it therefore coincides with their school holidays and the amount cannot be paid. – The employer may choose the trainee if he is enrolled in a regular school, if he has not completed his compulsory schooling and provided that he is enrolled in an apprenticeship course of the “S” system. If this is not the case, registration for the apprenticeship course is the responsibility of the company; After that, legislation for the protection of workers under the age of 18 was consolidated and modernized, while the country`s industrial and commercial activity developed. The CLT itself provided in 1943 for the possibility of employing young people as apprentices, but only with the exception of the need to enrol these young people in vocational training courses. The Ministry of Labour and Employment has defined as action strategies to boost the supply and demand of apprenticeships: How do you know if a company needs to hire young people and young apprentices? The Apprenticeship Act contains a number of requirements for the recruitment of a trainee, which must be carried out validly. Nevertheless, over the years, numerous court decisions have ratified and guaranteed a series of rights for both apprentices and contractors. To find out about all the rights and obligations of the company and the intern, consult the Young Talents booklet produced by the federal government. Click here to access it! However, there have been changes.

The biggest novelty was the decree regulating the law on the working day of this category, which is limited to© 6 hours per day. It is not possible© to extend the working day of the apprentice miner, which can only reach© 8 hours a day, and provided that he teaches©at the high school, has closed the increase for those who are in primary school. – implement measures to raise awareness of the business environment, improve the entrepreneur`s knowledge of the legislation on underage apprentices and its benefits, and encourage companies to accept the recruitment of young apprentices. As a partner in the First Employment Programme, the Federal Government certifies companies that are not subject to the Act and that agree to hire interns. The rights of the apprentice miner are almost all the same as for a person with a signed permit, and they have even more protection from the legislation. as apprentices. The employment contract can last up to 2 years, during which the young person must be trained not only in the company, but in its training center to be combined with theoretical and practical training. The objective of this work is to collect, after analysis of the relevant legislation, information on capital on the question of the minimum learning rate that the employer must respect in order to comply with legal requirements and to guide synthetically the completion of the legal procedures necessary for the recruitment of the trainee. The relevant legislation is mentioned in the content of this brochure for good reason. It should be noted that it is necessary to comply with all relevant legislation in this brochure, since the purpose is only to inform the legal provisions in a synthetic and fundamental way. – The working day of 8 (eight) hours per day is allowed, provided that the trainee has completed primary school and the remaining 2 (two) hours of 6 (six) hours are devoted to theoretical learning; Its purpose is exclusively for these purposes and its purpose is to ensure that the relationship between companies and trainees is as secure as possible, both from the point of view of labor law and from a tax point of view, since there are legal provisions that guarantee tax incentives for the recruitment of these professionals.

– The contract must explicitly specify the course, the object of the apprenticeship, the daily working day, the weekly working day, the monthly remuneration, the beginning and end of the contract, as well as the name, address and registration number of the company in the National Register of Legal Entities – CNPJ of the company using the learning services. Children and Youth ActThe Children and Youth Act is the set of rules that provide for the comprehensive protection of children and young people. It is the legal and regulatory framework for the human rights of children and children adolescentes.www.planalto.gov.br Indeed, the Statute for Children and Youth, the famous European Court of Auditors, prescribes protection rules for children and young people, especially young learners. Law 10.097/2000 stipulates that large and medium-sized enterprises must employ young people between the ages of 14 and©24 as apprentices. The employment contract can last up to© two years and during this time the young person© is trained at the training institute and in the company, combining theoretical and vocational training. – The trainee has the remuneration calculated by the hour (Sal. Min. / 220 = trainee`s time), unless there is a category floor (floor / 220 = learning time); However, despite the various benefits of the program, the share of companies is still lacking.

This is recorded in official government figures showing that in 2018, the period before the Covid-19 pandemic, for example, the hiring of apprentices fluctuated from 30% to 40% of the potential for vacancies in all states. Following the adoption of the Act, the minor apprentice was considered to be a person over 14 years of age and under 24 years of age in accordance with article 428 of the Labour Code. With the advice of the Ministry of Labour and Employment through its regulations and normative instructions, vocational apprenticeship will enable young trainees to integrate into the labour market and enable their first professional experiences. Nevertheless, many companies do not reach the apprenticeship quota, which makes it difficult to qualify workers in this way, even with a well-structured apprenticeship program, as is the case in Brazil. The Apprenticeship Law, also known as the Minor Apprentice, Legal Apprentice or Young Apprentice, is a Brazilian law passed in 2000 and regulated in 2005. It states that any large or medium-sized company must have 5% to 15% of the trainees under its funcionários.www.planalto.gov.br. To hire interns, the organization must contact a qualified and recognized organization to initiate the process.