Interns cannot represent more than 20% of a company’s workforce

While the document has already been accepted and approved by the CCOO executive, UGT plans to do so shortly, after which the Department of Labor and unions will close a deal that CEOE employers will likely not be a part of.

This latest proposal for the text of the statute – an arrangement that began negotiation last April – sets everything up. a set of rights for people in practical training programs.

aspect reimbursement of expenses “for a minimum sufficient amount” All those resulting from practices such as “travel, accommodation or care expenses”.

The company adds the offer, shall not be liable to pay these costs if other scholarships or grants are available. covering them or if it is a paid hands-on training, “when the amount of the fee in question is sufficient”.

Likewise, the right “boundaries and breaks, including holidays and vacations” are observed It has been stated that training activities cannot be carried out at night or in shifts, “except in exceptional cases where the learning included in the training plan cannot be realized in other periods”.

It was also stated that you have friends. Workers will have the right to benefit from all the services they have in the workplace.under the same conditions as others, such as restaurants, recreational areas, parking lots or others.

The draft specifies the following to ensure adequate training: Each instructor can have up to five people at a time. In companies with less than thirty employees there will be three in practical training.

In this context, it has also been determined that “the number of people receiving practical training cannot exceed 20% of the total workforce of the company in any case”.

However, they add that any company can hold hands-on training with two people, regardless of the workforce.

This proposal leaves Social Security-related rights, ie how the scholarship holders’ contributions will be, to a certain normative development.

CCOO, with standard Non-business applications will only be possible when they are part of the curriculum content. Obtaining official titles is an important issue for the union, as extracurricular internships represent the most precarious, least protected, and most fraudulent figure.

The training contracts set out in Article 11 of the Workers’ Regulations should be used for the remaining applications, whether it is an alternative training contract or a contract for the acquisition of professional practice agreed at the end of last year at the job reform. .

A transition period for existing agreements until December 31, 2023, and three years for universities to adapt their current extracurricular practices into law has been determined.