www.Droit-Afrique.com • 2° for mining companies, processing and manufacturing industries: between 1 % and 4 %. • 3° for other companies: between 1 % and 5 %. This percentage shall be established with regards to the monthly average number of workers employed in the company in the twelve months prior to the reference year. Art.D.7-4.- Company shall have to submit to the labour inspectorate, before 31 January each year, a statement spelling out as of 31 December the previous year: • 1° the monthly average number of workers used as a base for the percentage. • 2° the actual number of apprentices. • 3° in case there are not enough apprentices as meant in this decree, the conditions and time limits in which this number will be completed. To this end, a form prepared by the National Labour Market Board shall be made available to employers. Employers shall have to fill out two copies of this form for submission to the competent labour inspector. Art.D.7-5.- Persons less than 14 and older than 21 at the start of the apprenticeship shall not be taken on as apprentices. However, persons who are at least 13 may enter into an apprenticeship contract if they show proof that they have completed the first cycle of basic education. Only persons who are majors or emancipated may take on apprentices. Art.D.7-6.- The employer shall have to teach the apprentice methodically, progressively and comprehensively, the art, trade or special profession referred to in the agreement. He/she shall have to use the apprentice only for work and services related to this purpose. Employers shall have to enrol apprentices in a training centre for apprentices that provides the education consistent with the training provided for in the contract, in as much as such a centre exists in the area where the apprentices work site is found. In such a case, employers shall have to ensure that the apprentices receives the education and takes part in the activities organised in the centre where he/she would have enrolled him/her. The time the apprentice devotes to the teachings at the centre shall be included in the working hours. Implementing Decree of the Labour Code Mali Art.D.7-7.- The apprenticeship contract must, under pain of nullity, be evidenced in a written legal document prepared in 4 copies. Each of these 4 copies must bear the signature of the employer, apprentice or his/her legal representative, if he/she is a minor. One of the copies must be given to the apprentice, another copy must be sent, upon its signature, to the competent labour inspectorate where the apprenticeship site is found. It shall be registered in a special register known as “register for apprenticeship contracts.” A medical certificate, attesting to the fact that the apprentice is physically able to meet the obligations related to the nature and location of the employment stated in the contract, shall be attached to the contract. In case the apprenticeship contract is not evidenced in writing or was not registered as required above, it shall be considered a long-term employment contract under ordinary law. An apprenticeship contract must contain the following information: • 1° full names, age, residence and profession of the employer; • 2° full names, age, residence and profession of the apprentice; • 3° full names, age, residence and profession of the father and mother of the apprentice or his/her legal guardian; • 4° date and duration of the contract, which cannot be longer than three years; • 5° conditions for remuneration and, eventually feeding and accommodation; • 6° the profession that will be taught to the apprentice; • 7°eventually the professional courses that the employer promises to ensure that the apprentice takes. Art.D.7-8.- The apprentice shall be entitled to an apprenticeship allowance. This monthly allowance shall be equal to a percentage of the minimum guaranteed inter-professional wage (S.M.I.G.). This percentage shall be: • 25 % at least of the S.M.I.G. in the first year; • 50 % of the S.M.I.G. during the second year; • the S.M.I.G. in the third year. Art.D.7-9.- The employer shall have to inform the parents or legal representatives in case the underage apprentice is sick or absent or for another incident that could warrant their intervention. 2/29