With bonuses to companies they seek to increase employability of young people and those over 50 – La Discusión 2024-03-25 12:43:35

In order to promote the incorporation into the labor market of young people and unemployed people over 50 years of age, SENCE makes available the “Apprentices” and “Senior Experience” programs respectively; two initiatives with national coverage, which seek the labor inclusion of these groups.

Taken together, and also separately, these programs show how Sence takes charge and responds concretely to the changing needs and dynamism of the labor market.

“These initiatives are a clear example of how Sence adapts to the needs of the current labor market, providing concrete support to those looking for a job opportunity,” said Romanina Morales Baltra, national director of SENCE.

Apprentices

In the case of young people, the “Apprentices” program seeks to promote their training for work within companies, through a bonus of up to 50% of the Minimum Monthly Income (IMM) for up to 12 months and the delivery of a bonus for training, for an amount of up to $400,000 for training carried out through an OTEC or Internal Rapporteur, for each person hired and only once.

In total, there are 750 places available throughout all regions of the country. It is aimed at companies and the contracting method is through an apprenticeship contract, aimed at young people up to 25 years old, 26 in the case of people with disabilities.

For its part, the “Greater Experience” program seeks to promote the incorporation into the labor market of unemployed people over 50 years of age, through a subsidy for job hiring, along with a training subsidy (optional).

Sence bonuses the company for an amount equivalent to 60% of a minimum monthly income during the first 6 months of the contract, and for 20% of the minimum monthly income for the next 6 months, according to the current minimum income.

The company will be compensated for an amount of up to $400,000 for training carried out through an OTEC or Internal Rapporteur, for each person hired and only once. In this case, training is optional. The company defines whether or not it wants to train those it hires.

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