Sportello del Lavoro - Università degli Studi di Trieste

The higher education and research apprenticeships

 

DEFINITION

This is a mixed purpose contract to train young people under the age of 29 years and 364 days. It combines a permanent employment contract with a temporary training contract. Ab origine, it is a permanent contract.

The contract cannot be terminated during the training period without just cause or justified reason. It can be terminated at the end of the training period (with due notice).

It applies general employment regulations with some important waivers and special rules regarding working hours, grade, remuneration and training requirements.               

The legislative decree No. 81 of 15 June 2015 envisages three types of contract:

  • Professional qualification apprenticeship
  • Professional preparation apprenticeship
  • Higher education and research apprenticeship

Relevant regulations

The higher education and research apprenticeship is regulated by article 45 of the legislative decree No. 81 of 15 June 2015 and leads to the following qualifications:

  • Bachelor’s degree
  • Master’s degree
  • Single-cycle degree
  • First and Second level Master’s degree
  • PhD

It can also be applied to

  • research programmes in higher education and research apprenticeships
  • training periods to gain access to professional associations

ADVANTAGES FOR COMPANIES

A) REDUCTIONS IN CONTRIBUTIONS

Companies with more than 9 employees*

Employer contribution rate: 10%

Employee contribution rate: 5.84%

NASPI contribution rate: 1.31%

Inter-professional fund contribution rate: 0.30%

 Companies with 9 or fewer employees*

Employer contribution rate:

 1st year: 1.5%

 2nd year: 3%

 From the 3rd year: 10%

Employee contribution rate: 5.84%

NASPI contribution rate: 1.31%

Inter-professional fund contribution rate: 0.30%

 NEW INCENTIVES IN THE 2017 STABILITY LAW (No. 232/2016, sub-sections 308/309) FOR 3RD LEVEL APPRENTICESHIPS

From 1 January to 31 December, incentives for employers who recruit young people even as apprentices. 

Full reduction in contributions up to an annual total of €3,250 for a maximum period of 36 months.

SUBJECT TO APPLICATION TO INPS (National Social Security and Pensions Service)

CALCULATION OF THE NUMBER OF EMPLOYEES

 * According to the INPS circular No. 22/2007, the calculation of the number of employees (which must consider the entire company not individual units) includes:

a) managers;

b) employees with permanent contracts;

c) employees with fixed-term contracts, calculated as in the provisions of article 27, legislative decree No. 81/2015;

d) home-based workers;

e) part-time workers in proportion of the number of hours worked (article 9, legislative decree No. 81/2015);

f) employees on leave of absence (illness, maternity, etc.) if their replacements have not be counted;

g) occasional workers counted among the staff in proportion of the hours effectively worked in each 6 month period (article 18, legislative decree No. 81/2015;

The calculation does not include:

a) existing apprentices (at the time of recruitment) under article 47, sub-section 3 of the legislative decree No. 81/2015, including unemployed and mobility workers of any age receiving unemployment benefits who have been recruited on an apprenticeship contract

b) employees recruited on re-insertion contracts under article 20, law No. 223/1991 (very few cases in current employment practice);

c) contract workers sent by employment agencies;

d) employees recruited after having been engaged on socially useful and public utility programmes under article 7, legislative decree No.81/2000.  Once recognised, the reduction in contributions is maintained even should the number of employees exceed the threshold of nine.

B) REDUCTIONS IN REMUNERATION

  • The apprentice can be given a grade up to two levels below that of employees performing duties that require the qualification to which the contract leads, as per the respective national employment contract (CCNL).
  • Remuneration of the apprentice can be set as a percentage of that of employees performing duties that require the qualification to which the contract leads.

RELATIONS WITH THE UNIVERSITY OF TRIESTE

  • Together with the academic tutor, the company can design an individual training programme for the apprentice on the basis of specific demands and skills needs.
  • The company can recruit medium-high level profiles with specialist skills that result in innovation and increased productivity.
  • The company can become part of the university system and create a close link between training provision and corporate production needs.

HOW TO ACTIVATE A HIGHER EDUCATION AND RESEARCH APPRENTICESHIP

    • First contact between the company, the apprentice, the academic tutor and the University Placement Office (PhD students must have passed the doctorate selection examination).
    • Stipulation of the agreement between the University and the company.
    • Definition of the individual training programme by the company tutor, the academic tutor and the apprentice, with the support of the University  
    • Stipulation of the higher education and research apprenticeship (which must include a summary of the individual training programme)
    • Award of the qualification or development of a research project alternating work with in-company or university training
  • At the end of the training period, continuation of the permanent contract