Documents trainee 13 results

"The initial aim of traineeships (or internships) is to ease the transition of young people from school to work by providing them with hands-on work experience. Although traineeships are intended to be educational experiences, employers have started to use trainees as a form of cheap or unpaid labour. Instead of including trainees within the scope of labour laws, they are regarded as non-employees, and traineeships are regulated by traineeship agreements. However, it is not clear whether the rights of trainees working in the framework of a traineeship agreement are sufficiently protected to exclude them from the scope of labour law and prevent their precariousness in the labour market. The aim of this article is to address this question. Taking European Union (EU) law (especially the Quality Framework for Traineeships) as a starting point and then considering the laws of Estonia, Finland, and France, it is argued that at EU level, as well as in Estonia and Finland, trainees working in the framework of a traineeship agreement are not sufficiently protected to prevent their precariousness in the labour market. Trainees working in the framework of a traineeship agreement are exposed to precariousness due to the special features of the agreement as well as their limited labour rights. However, the example of France shows that with more protective regulation of traineeships, the precariousness of trainees can be prevented even without including them within the scope of labour law. It is proposed that at EU level and/or in the other Member States (MS) under examination, more protective regulation of traineeships should be adopted in order to prevent the precariousness of trainees or, alternatively, their inclusion in the scope of labour law should be considered. "

"Foreign students and trainees are welcomed by the EU for study purposes. Member States must ensure that during their studies third-country national (TCN) students can legally work for at least ten hours a week, whereas trainees may not. This article deals with these often overlooked TCN students and trainees as migrant workers. It presents an extensive analysis of EU labour migration Directives on the level of protection of TCN students and trainees in comparison to illegally staying TCNs, with a case-study based on Dutch employer sanctions case law. The aim of the article is to map this reclassification of students and trainees as workers. One conclusion is that legally staying migrants may be more vulnerable and receive less protection under EU law than irregular migrant workers."

"A l'appui de l'analyse de 48 récits de vie d'entrepreneurs militants CFDT et CGT ayant été les leaders de conflits contre des projets de restructurations lourdes, cet article s'interroge sur les conditions d'acquisition, de développement et de capitalisation des compétences pour l'action syndicale dans de tels contextes. L'article propose une cartographie des compétences que les leaders syndicaux de tels conflits affirment devoir être mobilisées dans l'action collective contre des restructurations lourdes. Il aborde ensuite les conditions d'acquisition de ces compétences, selon les différentes expériences formatrices vécues, entre formations et formation dans l'action. Il met en exergue quatre configurations : des « catapultés qui se révèlent », des « professionnels du militantisme », des « sous-équipés isolés », et des « expérimentés tétanisés ». Enfin, il met en exergue la place particulière qu'occupe la dimension de gestion des émotions dans ces situations."

"Praktikum ist nicht gleich Praktikum. So manches Praktikum entpuppt sich bei näherer Betrachtung als verstecktes Arbeitsverhältnis. Scheinpraktika sollen Personalkosten senken und den Unternehmern Wettbewerbsvorteile sichern. Den Betroffenen vermitteln Scheinpraktika häufig den Eindruck, sie seien keine vollwertigen Arbeitnehmer und hätten auch nicht die gleichen Rechte wie Arbeitnehmer, insbesondere Ansprüche auf Zahlung eines angemessenen Arbeitslohns. Der Beitrag zeigt auf, welche Arten von Praktika es gibt und welche Folgen die Ausgestaltung des Praktikums auf den zustehenden Arbeitslohn haben kann und wie dieser anschließend durchzusetzen ist. Stellt sich nach Abschluss des Praktikums heraus, dass der Praktikant für seine Dienste weit untertariflich oder sogar sittenwidrig bezahlt worden ist, wird es teuer für den AG. Er schuldet dem Praktikanten rückwirkend Zahlung einer angemessenen Vergütung. Ein Praktikum ohne Hochschulbezug, das aber tatsächlich der betrieblichen Ausbildung des Praktikanten dient, führt zu einem Vergütungsanspruch des Praktikanten nach den §§ 26, 17 BBiG. Unterschreitet die vereinbarte Vergütung die tarifliche oder branchenübliche Mindestvergütung um mehr als 20 % ist die vereinbarte Vergütung nichtig und der Praktikant hat Anspruch auf die entsprechende Mindestvergütung. Ein Praktikum ohne Hochschulbezug, das nicht der betrieblichen Ausbildung dient, sondern bei dem die Arbeitsleistung den Schwerpunkt bildet, führt zu einem Entgeltanspruch des Praktikanten nach § 612 Abs. 2 BGB, wenn die vereinbarte Vergütung nach § 138 Abs. 1 oder 2 BGB sittenwidrig ist. Dies ist der Fall, wenn die Vergütung die einschlägige tarifliche oder branchenübliche Mindestvergütung um mehr als 30 % unterschreitet."

"Because of the high rates of youth unemployment, governments and international organisations are searching ways to help the youth to enter into the labour market. Among other means, traineeships are promoted for this purpose. However, the legal status of trainees is not clear. The twofold nature of a traineeship (including working as well as learning) makes it difficult to determine whether a trainee should be regarded as an employee or should be left outside the scope of labour laws. This article attempts to answer this question. As a result, it is concluded that it is difficult to distinguish trainees from employees on the basis of traditional characteristics of an employment relationship. It is suggested that the legislature and courts should work out other criteria for distinguishing between trainees and employees (possibly according to the example of the US) or consider the explicit exemption of trainees from the regulation of labour laws and to provide separate regulation of traineeships."

" This working paper builds on previous research undertaken by the ETUI on the impact of the economic and financial crisis on labour law reforms in EU Member States. It maps the landscape and evolutions in the regulation of atypical employment contracts, analysing how some of these evolutions can be related to the context of the economic and financial crisis.



The paper uses a country-by-country analysis, pinpointing the main trends and tendencies regarding atypical employment and how the crisis has been used to push through reforms in this area. "