|Taking on an apprentice|
JITO administers joinery, laminate fabrication and architectural aluminium joinery apprenticeships, as well as glass and glazing apprenticeships. We arrange training and assessment for about 1,000 apprentices every year. Investing in training for the National Certificates helps workplaces achieve high standards through better skilled people.
Apprentices gain skills through a combination of practical experience and theoretical knowledge and we have developed a system of training which incorporates both on and off job training. Apprentices attend block courses at polytechnics where they receive formal training. They then gain experience in the factory through on-job instruction from experienced tradesmen.
When you are ready to take on an apprentice contact us and we will send you a Training Agreement to fill out. Fill it out and send it back to us and we will then send out one of our Area Training Advisors (ATAs) to go through the process with you.
Our ATAs are available to support you throughout the apprentices training. They will visit your company regularly and work with you and your trainees to:
They can also provide expert advice on ways you can add value and improve productivity through training including developing strategies to address skills gaps and training needs.
- indentify training issues and solve problems
help prepare for block courses and ensure skills learned off job are sucessfully applied in the workforce
identify any numeracy and literacy needs and provide strategies to assist apprentices if needed
Click here for answers to some of the common questions we get asked about apprenticeships.
For information about employment issues, contact the Employment Relations infoline of the Department of Labour phone 0800 800 863 or look at their website www.ers.dol.govt.nz. They can offer advice about what an employment contract should contain, and about what to do if there are problems.
Below are some very brief excerpts from the employment relationship ‘problems’ pamphlet. Note that it states that it ‘is a guide only and may not be accurate for all situations’. If you need clarification about any employment issues, contact the infoline.
The importance of clear communication
New employees must always have a written agreement.
Problem-solving procedure in an employment agreement
The written employment agreement between an employer and an employee must include a problem-solving procedure. The Employment Relations Service has a sample procedure which may be used.
How to deal with probation periods
If an employee is to be hired on a probationary or trial period, this must be clearly recorded in the employment agreement. The agreement should indicate, for example, what the employer expects the apprentice to be able to do at the end of the probabtion period.
Preventing problems when investigating misconduct
The employee should be advised in writing that allegations have been made, what they are, and that if they are found to be true what disciplinary action (including dismissal, if relevant) could result. This ensures the employee is aware at the outset of the seriousness of the situation.
Persistent lateness and absenteeism
It is important that employers raise promptly any concerns over lateness or absenteeism. Warnings should be clearly documented, so that everyone knows what has been said and what is expected.
How can employment relationship problems be prevented?
Problems are least likely to arise when everyone in an employment relationship acts in ‘good faith’. That means dealing with each other honestly, openly and with mutual respect.