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Workplace Based Learning Programme Agreement

Once a learner has signed an agreement, the employer must, until the SETA registration and compliance process, involve the learner in the learning program corresponding to the workplace. The agreement on the employment-based apprenticeship program and all supporting documents must be received within 30 working days of the learner`s signature date. If the submission of the initial final agreement is not submitted within 30 business days, the application is closed. Once the SETA has registered the agreement, the employer must confirm the learner`s placement. The end date of the contract depends on the number of qualification or partial qualification credits or the duration of the program. “Section 5, paragraph 7, unless the parties agree otherwise, an employment contract with a learner pursuant to section 18, paragraph 2, will not enter into force until the SETA has entered into a learner learning agreement.” The start date of the agreement is determined by the date on which SETA registers the agreement. Tagged: acceptance, administration, convention, base, CCMA, contract, dismissal, employer, work, law, learner, apprenticeship, SETA, unfair, workplace Any supplier who is a party to the agreement is accredited or the components and who have signed an appendix to the agreement. Ensure that the accreditation status of the service provider parties is maintained for the duration of the agreement. Once the agreement has been reached and the supporting documents received, the relevant SETA will confirm the receipt in writing with the date of receipt. This only confirms that the document has been received by SETA, the SETA still has to verify the document to register the learners. The definition of apprenticeship programs has been supplemented by the following: if the SETA refuses to register the agreement, the employer must terminate the conditional placement of the learner, whether the funding is secured or not.

One of the employers is identified in the agreement as the lead employer and that employer is geographically located within South Africa; If the learner is unemployed before the contract is signed, an employment contract comes into effect when the learner is included in the apprenticeship program, which is conditional. If the deadline set in an agreement is reached, the SETA must: But these learnership regulations contain this concept of conditional employment. Personally, I am not familiar with any notion of labour law that covers a conditional job that could be terminated by an administrative decision of a SETA. When the draft comment was published, Suzanne Hattingh published a full section by Comments section.