How To Become A Pharmacy Tech Trainee?

Fees –

License Type	Initial Application	Renewal Application
Technician (Trainee)	$50.00	N/A
Technician (PTCB or ExCPT)	$82.00	$72.00
Other Documents
Duplicate – license, permit, or certificate	$10.00

How long will you be a trainee?

Most recent update on October 24, 2016 The length of a traineeship can range anywhere from six weeks to a maximum of six months, and its content can be adapted to meet the requirements of both the organization and the person. This is due to the fact that every program should cater to the requirements of the student.

Trainees will learn what is expected of them in the workplace by gaining experience in areas such as keeping track of time and working with others, and they will also create connections with local businesses. They will also be able to widen the experience they have on their resumes thanks to the work placement component of the traineeship, which will aid them when they apply for future opportunities.

The flexibility offered by the traineeship option is one of its distinguishing characteristics. Employers and mentors will adapt the training to the needs of the trainee, allowing them to make the most of the time they spend on their program. If the host firm is seeking for apprentices or new employees, trainees may also have the opportunity to interview for these positions at the end of their traineeship, from the informed position of having already worked for the company in question.

• Trainees do not get monetary compensation for their work during traineeships; however, they may be reimbursed for costs such as travel and food.
• Applicants must be between the ages of 16 and 24 and have qualifications lower than Level 3 to be considered for a traineeship.
• Visit the website www.gov.uk/find-traineeship if you are looking for a program to participate in.

Traineeships are structured to ensure that all trainees receive considerable training and experience, while also allowing employers and training providers the freedom to adapt the training to the specific requirements of each individual trainee. If a young person is able to effectively proceed sooner than expected, this will still qualify as successfully completing the traineeship.

Do trainees get holidays?

Only training contracts, not employment contracts, are subject to our oversight and regulation. Apprentices are required to receive salaries and working conditions that are in accordance with either an applicable award, an approved business agreement, or the national minimum wage and the National Employment Standards.

Do you get paid for training hours?

If an employee wants to take time off work for education or training that isn’t strictly necessary for them to accomplish their job, the law states that the employer is not compelled to compensate that person. However, if you, the employer, request that an employee complete training that is necessary for their profession, then this training should be paid for – even if the training takes place outside of the typical work hours of the employee.

1. To illustrate, all workers in the care industry are required to either already possess the Care Certificate or be actively pursuing it.
2. Therefore, employees ought to be compensated for any time that is spent carrying this out on their behalf.
3. This method may be used to fulfill any and all necessary or statutory training needs.

Be conscious of the possibility that you will be establishing a new standard if you choose to compensate an employee for time off to attend training that is not essential to the performance of their work. This indicates that you might be vulnerable to discrimination allegations if, for instance, you compensate one employee for time off while not compensating another (for training that would equally enhance their work), since this would put you in a position to face charges of unfair treatment.

In addition, treating employees in various ways might lower employee engagement, which can have a negative impact on the overall culture of your company. When making a decision on whether or not to compensate workers for time off work spent attending training, it is critical to act in a manner that is both fair and consistent.

If an employee requests time off work for training that is beneficial for their job but not required, and you choose not to pay them, even though you would be within your rights to do so, consider the impact. If you don’t pay them, even though you’d be within your rights to do so, the employee may look elsewhere for employment.

Who can ask	Who can’t ask
Individuals who are classed as an employee	Agency workers
Employees who have been with you for at least 26 weeks	People in the armed forces
Employees who can demonstrate that training will benefit their job	People who are of compulsory school age
Employees who work for a business that employees at least 250 people.	Young employees who already have the right to take paid time off for study or training
	Employees aged between 16 and 18 and are already expected to partake in training or education
	Employee shareholders.

You are free to choose whether or not to overturn the aforementioned guidelines at any time you see fit. Therefore, if you have less than 250 people on your payroll and one of them requests for time off for training, you are permitted to grant that individual’s request if it falls within the parameters of your business.

1. In a similar vein, if you have the time and inclination, you can let an employee take time off to participate in training that will not immediately assist them in their work.
2. Having said that, it is vital that you remain consistent with the decisions that you make if you do decide to do this.
3. It’s possible that you may be accused of discrimination if, for instance, you let one employee take time off for training that’s unrelated to work but you don’t let another employee do the same thing.

Coming to a decision After you have been given a request for time off to attend a training session, you have a period of 28 calendar days to either agree to the terms of the request or call a meeting to debate it. It is acceptable for employees to bring a coworker to the meeting with them.

They have the option of requesting a postponement of the meeting in the event that their friend is unable to show up at the agreed upon time. If you choose to hold a meeting to discuss the employee’s request, you are required to communicate your decision to the employee in writing within 14 days of the conclusion of the meeting – unless the employee agrees to extend this timeframe in writing.

If you choose not to hold a meeting, you are free to ignore the employee’s request. Rejecting a request There are ten statutory grounds that would allow you to deny a request for time off from work for training made by an eligible employee (according to the requirements set forth in the table above).

These grounds are as follows: The employee’s performance in the company would not increase as a result of the training that has been suggested. The performance of the company would not increase as a result of the suggested training. Your company wouldn’t be able to handle the strain of the increased expenditures if they were incurred.

Your company would not be able to fulfill the requirements of its customers if you took that time off. You are unable to divide the employee’s task among their coworkers. You are unable to hire additional workers to keep up with the needs of the firm. If the performance of your company were to suffer, the quality of your company’s products or services would suffer, and the training would be in opposition with any planned structural adjustments.

You are unable to provide the worker with an adequate amount of work throughout the time(s) in which they expect to work. The procedure for filing appeals An employee has the right to file an appeal against your decision if they feel that their request for time off to attend a training was unfairly denied.

It is required that the appeal be submitted within 14 days of the decision, that it be written, that it be dated, and that it lay forth the grounds for appeal. If you do receive an appeal, you have 14 calendar days from the day it was sent to you to arrange a meeting to consider the appeal.

1. Following the conclusion of the appeal conference, you will have a further 14 days to communicate in writing with the employee about your decision regarding whether or not you will sustain the initial judgement.
2. If, after the judgment has been reached at the appeal hearing, the employee is still dissatisfied, and you: Either they did not adhere to the protocol in the correct manner, or they made a choice to deny their request based on inaccurate data.

They have one last option left, which is to file a complaint with the appropriate employment tribunal. They can pursue this option within three months of the date on which they were notified of the appeal judgment. Want a helping hand? We understand that the field of employment law might seem like a maze to some people.

• There is a lot to wrap your brain around, from arriving at fair conclusions to making accusations of discrimination and understanding the appeals procedure.
• It is only logical that you would want to do it perfect the very first time and every time after considering the possibly expensive implications of getting it wrong.

Our Human Resources and Employment Law specialists are available to assist you with this matter here at Citation. We will work around the clock, every day of the year, to ensure that you and your company are always in compliance with the law. Get in contact with us at 0345 844 1111 or [email protected] to discuss the ways in which we might help your company profit from working together.