Regulations on the remuneration of employees of the year. The wage order is a sample of execution. The main sections of the provision on remuneration and bonuses for employees

The regulation on remuneration is one of the local regulations of the company, which establishes the systems of remuneration used in the organization, additional payments and allowances of a compensatory and incentive nature, mechanisms for calculating and paying wages. The regulation on remuneration is developed by the employer, taking into account the economic opportunities of the organization, but in compliance with the guarantees established by labor legislation, and is adopted taking into account the opinion of the representative body of workers (). Let us consider the structure of the regulation on wages, analyze the mistakes that employers make when drawing up the regulation, and determine whether the indexation of wages is mandatory for commercial organizations.

The Labor Code does not distinguish the provision on remuneration as a separate document, that is, it is not mandatory. In practice, if in the company employees are paid only official salaries, then the provisions of the regulation on remuneration are included in the internal labor regulations. The approval of a separate document is advisable if, in addition to salaries, any additional payments are made to employees, or if the company simultaneously has different remuneration systems.

How to draw up a regulation on remuneration?

The structure and content of the regulation on remuneration are determined by the employer based on the specifics of the activity, financial capabilities and the staff of the company. The main objective of the remuneration regulation is to comply with the guarantees established by labor laws and industry agreements. The structure of the wage clause may be as follows:

• general provisions;
• wage systems;
• the procedure for calculating wages;
• the procedure for the payment of vacation pay and benefits for temporary disability;
• the procedure for remuneration for work in conditions deviating from normal (overtime work, work on weekends and at night);
• the procedure for remuneration for performing additional duties (fulfilling the duties of an absent employee, combining positions, increasing the volume of work, expanding the service area);
• the procedure for paying bonuses (if the provision on bonuses is not included in a separate local regulatory act);
• the procedure for calculating other payments established by the employer based on their financial capabilities and the specifics of the organization (material assistance, the issuance of gifts, northern allowances, regional coefficients, additional payments for the nature of work, for a rotational work method, for work in harmful conditions, etc.);
• procedure, place and terms of payment of wages;
• the procedure for making payments in case of a deadline on a non-working day;
• approval of the form of the payroll;
• indexation of wages;
• final provisions.

The employer can supplement the provision on remuneration: it can also include the procedure and cases of deductions from wages, payment of downtime, preservation of average earnings, social guarantees and compensation, etc.

Errors related to the execution of the regulation on remuneration

Let us examine the typical mistakes and violations associated with the design and content of the provision on remuneration.

Dates of payment of wages

The Labor Code defines three documents in which the dates of payment of wages must be spelled out: internal labor regulations, collective agreement, labor agreement (). But in practice, there are often cases when these dates are not spelled out anywhere, that is, the requirement of the law is not fulfilled in any document of the employer.

Very often, not specific dates are set for the payment of wages, but periods, for example: the advance is paid in the period from the 20th to the 25th day of the current month, the final payment is from the 5th to the 10th day of the next month. Also, many employers do not take into account the requirement that wages must be paid every half month (), for example, they set the dates for payment of wages on the 25th and 15th, while the period between these dates is more than 15 days.

Salaries must be paid at least twice a month; even if the employee himself asks to pay him his salary once a month, the employer cannot do this, since the employee's position worsens in comparison with the established Labor Code. It is necessary to exclude such violations from the provision on bonuses.

The procedure for the payment of wages in the regulations on wages

The indication of the order of payment of wages means that it is necessary to prescribe how the advance is paid, how it is formed, that is, what part of the wages in what amount and when is paid.

The issues of wages and salaries for employees are one of the highest priority, and if the employer does not disclose all the conditions, the employee will think of these conditions himself and if his expectations do not coincide with the actions of the company, he will file a complaint with the labor inspectorate. The mistake of companies is that they do not pay due attention to the execution of documents, as a result of which, due to such annoying shortcomings, they pay fines. So, in the regulation on wages, the procedure for the formation of the first and second parts of wages and their sizes should be clearly defined.

The Labor Code does not disclose the concept of an advance, but when determining the procedure for payment of wages, employers should take into account that the amount of an advance on account of wages for the first half of the month is determined by an agreement between the administration of an enterprise (organization) and a trade union organization when concluding a collective agreement, but it should not be lower tariff rate for hours worked (). Thus, when determining the amount of the advance, the time actually worked by the employee should be taken into account, that is, the advance payment and the final payment should be set in proportion to the time worked.

It is also necessary to take into account the timing of the payment of wages. If they are established in such a way that an employee who has worked the norm of working hours and fulfilled the labor norms, the advance and wages for the current month are paid only in the next month, the employer may be brought to administrative responsibility (;,).

Do not forget to take into account the rights of new employees, they should also receive a salary every fortnight.

EXAMPLE

The dates of payment of wages in the company are the 25th and 10th. If an employee is admitted to the company at the beginning of the month, then the first payment of wages (advance) will be made to him on the 25th, that is, in violation of the period of half a month. We recommend making the first payment to a new employee on the 10th in proportion to the hours worked; further, he will receive wages on general terms.

Violation of the terms of payment of wages

No circumstances allow the employer to delay the payment of wages. On the day specified in the local act, the employee must receive the amount due. For example, the Supreme Court of the Altai Republic, having established that the company did not pay wages on time, rejected the argument that the employer was not at fault due to the lack of funds in the current accounts. According to the court, which explained the procedure for application, the company's activities should be carried out in accordance with the requirements of the current legislation and other regulations governing labor relations, and therefore the economic interests of the enterprise should not violate the employee's right to receive wages within the timeframe established by law (decision of the Supreme Courts of the Altai Republic dated January 29, 2015 No. 21-4 / 2015).

The employer should also consider the timing of interbank transactions. Delay in wages associated with the transfer of funds is the fault of the employer. In all cases of late payment of wages, vacation pay, settlement upon dismissal, and other payments, the company is obliged to accrue compensation to the employee in the amount of not less than 1/300 of the refinancing rate of the Central Bank of the Russian Federation in force at that time from the amounts not paid on time for each day of delay starting from the next day after the due date of payment on the day of actual settlement inclusive ().

The form of the payroll has not been approved

When paying wages, the employer is obliged to notify each employee in writing ():

• on the components of the wages due to him for the relevant period;
• the amount of other accrued amounts, including monetary compensation for violation by the employer of the established deadline, respectively, of the payment of wages, vacation pay, payments upon dismissal and (or) other payments due to the employee;
• the amount and grounds of the deductions made;
• the total amount of money to be paid.

It is the employer's responsibility to approve the pay slip form and issue it to each employee, but you rarely see a company that fulfills this responsibility. The opinion that the payment of wages by transferring to the employee's bank account exempts the employee from issuing a pay slip is erroneous. The Labor Code does not make the need to issue a pay slip dependent on the method of payment of wages. This is confirmed by judicial practice (post. Fifteenth AAC dated 03.08.2015 No. 15AP-11205/15;).

Indexation of wages

Employers must index wages in the manner prescribed by the collective agreement, agreements, local regulations (). Indexation of wages is intended to provide workers with an increase in the real content of wages in connection with the rise in consumer prices for goods and services. Indexation as a guarantee is spelled out in the Labor Code, so the employer must provide for the procedure for its calculation.

Rostrud () indicates the need for the provision on wages to index wages: if the procedure for indexing wages is not established in the local regulations of the organization, then it is necessary to make appropriate changes (additions) to the local regulations in force in the organization. The Constitutional Court of the Russian Federation also determined that the indexation of wages should be provided to all persons working under an employment contract (). But labor legislation has not established any requirements for the size, order, and frequency of indexation of wages of employees of commercial organizations (). The employers determine the indexation procedure independently, it can be carried out in accordance with the consumer price index or, for example, taking into account the inflation rate specified in the law on the federal budget or in the law on the regional budget, the frequency is also determined by the employer.

The absence in a local normative act or in a collective agreement of a procedure for indexing wages is qualified as a violation of labor legislation, entailing administrative responsibility (;). Also, in the above definition (), the Constitutional Court of the Russian Federation indicated that the employer does not have the right to deprive employees of the guarantees provided by law and to evade the establishment of the indexation procedure in a collective or labor agreement or in a local normative act.

Let us examine what liability is provided for the most common violations of the order of salary indexation in practice.

The employer has provided for the indexing procedure in the local act, but does not carry out the indexing itself. The employer is obliged to comply with the terms of the collective agreement, local regulations and labor agreement (). If the local acts contain a condition on indexing, but in fact it is not carried out, the employer can be brought to administrative responsibility in the form of a warning or the imposition of an administrative fine in the amount of 3,000 to 5,000 rubles
( ; ).

This, of course, is not a complete list of violations, we have considered only those that apply to all companies. There are also violations related to the specifics of the organization's activities: for example, regional coefficients, percentage allowances, allowances and additional payments for the nature of work, for harmful working conditions, for a rotational method, etc. have not been established.

Aida Ibragimova, Head of Human Resources, KSK Group

Remuneration for work performed is an important component of the work of any person. To increase operational efficiency and increase profits, an organization needs to notice and reward the activity of its employees. At the same time, the system of bonuses and remuneration for the work of employees should be as clear and transparent as possible.

Regulations on the remuneration of employees

The procedure for the payment of wages, and sometimes bonuses, is prescribed in a special provision, which is local in nature and applies to each individual employer. POT is accepted once, and changes are made as needed.

Payment procedure and conditions under the contract

An employment contract is the main document governing working conditions and wages. If during an employment relationship it becomes necessary to make adjustments or introduce a new bonus system, the employer must draw up an additional agreement and write out the changes in it.

Health workers

In order to preserve human resources, increase the prestige and attractiveness of work, a regulation on remuneration of health workers in 2016 was developed. According to the document, the structure according to which employees are paid looks like this: 50-60% is the salary, 30% is the bonus and 10-20% is allocated for compensation.

Budget workers

The regulation on remuneration of employees of budgetary institutions for 2018 and their bonuses have not been fundamentally changed. The legal framework allows businesses to modify the sample document. By applying material incentives to staff, the institution can, at its discretion, raise or lower the rates of additional cash payments.

The remuneration of teachers and other employees in the field of education, in addition to hourly remuneration, includes bonuses for length of service, qualification level, etc., which is also a stimulating factor. In addition, indexation is applied to it, the purpose of which is to reduce the effect of inflation, which negatively affects society.

Municipal employees

According to the POT, the remuneration for the work performed by the municipal employee includes in the payment:

• the official salary, taking into account the rate and increasing coefficients of employees;
• allowances for honorary titles, academic degrees;
• compensation and incentive payments.

Rural settlement

POT for the population living in rural areas does not differ from a similar document for urban residents. At the same time, financing of the payment of funds to civil servants of any organization is carried out at the expense of state local budgets, and private enterprises make payments from their FOP.

Regulations on wages and bonuses for employees of the organization

When changes occur in an organization, they are necessarily reflected in the POT. In 2018, this can be done by creating an additional local act or creating a new regulation on wages. If the changes are insignificant, then an appendix is ​​published to the existing document.

How does the pay rise and increase work?

Supplements and allowances in the form of bonuses are components of wages, which are provided for by the legislation of the Russian Federation for high professional skills and achievements, special working conditions, combination of professions, etc. Such payments are regulated by the POT and must be displayed in it. The only exceptions are incentives or compensations of a non-systematic nature.

What is the incentive for workers?

Material incentives for employees and bonuses implies the existence of an appropriate regulation on remuneration, which should contain information about how often and for what merits staff can receive additional payments, as well as the procedure for approving deductions and bonuses. Quite often, incentives are provided not only through the payment of additional funds, but also through the imposition of fines for delays, failure to complete tasks and other violations of the labor process.

One-time incentives for employees and permanent bonuses: differences

Systematic bonuses and rewards are prescribed in the POT. One-time incentive payments are not regulated by legislative acts or are paid in excess of the norms. The question of what types of bonuses to establish for employees of the organization is quite simple, since the Labor Code of the Russian Federation provides for a wide system of additional types of remuneration.

How to draw up an order on approval of the regulation on remuneration?

POT is approved by a separate order of the management, taking into account the opinion of the trade union. It is also a local regulatory document that the employer uses to formalize employment contracts and staffing.

- this is an optional document, so the head of the organization decides on his own whether to draw it up or not. In the choice of the sample, the structure of the position, he is also quite free. A detailed description of the rules for processing and accepting changes to the regulations in 2019 can be found below.

Mandatory personnel documents include only a few types of papers:

• routine rules.

The above documents are drawn up at each enterprise, regardless of its form of ownership and the number of staff, as required by law. All other papers, including wage regulations, it is not necessary to draw up- such a decision remains at the discretion of the manager.

However, in practice, organizations most often draw up and use a regulation, since it provides several advantages at once:

1. Detailed description of the salary policy of the enterprise.
2. Enumeration of an exhaustive view of all types of bonuses, allowances and other payments.
3. Simplification of workflow due to the fact that the listed information does not need to be duplicated in collective or individual labor contracts.
4. Simplification of the inspection procedure by tax inspectors and other officials.
5. The ability to clearly track the legality of the accrual of premiums and other payments in each specific case.

Thus, the presence of a provision on remuneration in most cases facilitates the tasks of managing the salary fund, gives an understanding of the principles of bonuses, the calculation of allowances. Often, enterprises compose it in the form of a separate internal act. You can also develop other provisions that describe other aspects:

• about salary indexing;
• about ;
• on the procedure for calculating the premium, etc.

On the other hand, all these documents can be combined into one, which is often done by heads of companies or individual entrepreneurs in small organizations. If the enterprise is large, you can draw up both a general regulation and several documents - by branches, departments, etc.

Sample and rules for drawing up a regulation on remuneration

The regulations do not contain specific requirements for the execution of the regulation on remuneration, therefore the company has the right to use any sample. Typically, a document has the following structure:

1. Introductory part (definition of accepted terms).
2. Description of the payment system.
3. Terms and forms of transferring salaries.
4. Principles and procedure for bonuses.
5. Surcharges and other payments.
6. The procedure for indexing salaries.
7. Employer's responsibility.
8. Terms of validity and procedure for changing the position.

Introductory part

As a rule, the regulation on remuneration begins with a description of its goals - to organize a transparent and understandable system of remuneration, to develop such rules that would encourage employees to perform work in good faith. Here, the circle of employees is determined - usually this is the entire state, including external part-time workers.

Among the main terms, it is necessary to describe the concept of remuneration and provide a description of its varieties:

• time-based;
• in kind - non-monetary (maximum 20% of the total salary fund).

Also indicate the concepts of salary, minimum wage, hourly wage rate.

Payment system

Further, in the regulation, it is necessary to prescribe in more detail the principles of remuneration. Most often, enterprises install a time-bonus system. Those. each employee receives remuneration depending on the hours worked (tariff rate), as well as the results achieved (). The elements of remuneration are also described here - this is actually the salary, bonus and other payments.

In most cases, the salary consists of fixed and variable parts; it also includes additional payments. The following describes the procedure for payment in case of non-fulfillment of the plan, failure to achieve other indicators for various reasons (both through the fault of the employee, and through the fault of the employer and in connection with factors beyond the control of both parties).

Terms and forms of salary transfer

As a rule, salary is transferred 2 times:

1. Prepaid expense.
2. Remaining part.

When drawing up a regulation on remuneration, it is necessary to clearly define the size of these payments and the dates of accrual. If the date falls on a working or holiday day, the amount is transferred on the last working day before them.

Bonus procedure

The reasons, the procedure for calculating and the amount of premiums, as well as other incentive premiums, are indicated here. Typically, bonuses are calculated as a percentage of the salary set at the wage rate. Among them, there are different types:

• period;
• quarterly;
• annual;
• for special achievements, etc.

It is unacceptable to directly prescribe penalties in the regulation on remuneration in relation to an employee who has violated labor discipline or who does not perform his duties well enough. However, in fact, the organization has the right to deprive the employee of the bonus in whole or in part.

Surcharges, allowances

This paragraph prescribes an exhaustive list of all additional payments that are transferred to employees for various reasons.

• surcharge for night hours;
• overtime pay;
• additional payment for work on weekends / holidays;
• vacation pay;
• sick leave;
• pregnancy benefit;
• birth allowance;
• care allowance;
• vacation compensation.

It is most convenient to arrange this section of the regulation in the form of a table, in which you need to indicate the basis for calculating the payment and its size.

Also, the company may periodically provide material assistance to some employees. The reasons for its accrual are associated with changed life circumstances - a wedding, the birth of a child, the death of a loved one, a fire in an apartment, etc.

The procedure for indexing wages

Indexation of wages is an obligation, not a right of the employer.

However, CEOs of companies often interpret this article arbitrarily - it is believed that mandatory indexation is carried out only in budgetary institutions, while commercial organizations can act at their discretion. However, judicial practice and clarifications of the Constitutional Court of the Russian Federation show that such an approach does not comply with the law.

Therefore, every company must raise wages annually at least by the CPI. At the same time, in the regulation on wages, it is important to indicate a clear procedure for increasing wages, as well as those data that will be the basis for indexation. Usually this is an inflation indicator that is officially determined by Rosstat.

Employer's responsibility

Responsibility is established in accordance with the legislation of the Russian Federation. In addition, the company may assume additional obligations due to delays, partial non-payment of salaries, etc. In the same section, the procedure for the employee's actions in case of a long delay (more than 15 days) is prescribed: suspension of work with prior written notification to the employer.

Terms of validity and procedure for amending the regulation on remuneration

The regulation on remuneration can be approved once and act indefinitely until it is replaced by another regulation or the liquidation / reorganization of the company. Therefore, there is no need to revise the position annually.

A sample of the regulation on remuneration in 2016 is one of the most important documents regulating remuneration. How do I make changes to a document?

How to amend the regulation on remuneration in 2016

If there are any changes in the company, for example, the renaming of the organization, they need to be reflected in the Regulation on remuneration. How to do this in 2016?
Perhaps the organization has adopted a local act (for example, a regulation) that regulates the procedure for adopting and changing local regulations. In this case, when adjusting the norms of the regulation on payment, it is necessary to take into account the procedure established by it.

In the absence of such a document, changes to the Regulations on Remuneration, as a rule, are drawn up as an attachment. This option is convenient if minor changes are required (for example, renaming an organization, etc.). If the adjustments are significant, then it is advisable to adopt a new act, recognizing the previous one in connection with this invalid.

Rules for amending the Regulation on remuneration in 2016

Regardless of the method chosen - the approval of the annex to the current document or the adoption of a new regulation - several important legislative requirements must be taken into account.

Rule 1. The salary of an employee is established by an employment contract in accordance with the employer's current remuneration systems (part 1 of article 135 of the Labor Code of the Russian Federation). Therefore, if the Regulations on Remuneration are amended to change the size of workers' wages, the terms of remuneration, then it is necessary to bring labor contracts in line with the new regulation. This must be done in the manner prescribed by law.

Rule 2. Remuneration systems, including the size of tariff rates, salaries, surcharges and allowances, as well as bonus systems are established by collective agreements, agreements, local regulations in accordance with labor legislation (part 2 of article 135 of the Labor Code of the Russian Federation). The conditions of remuneration for labor, determined by local acts, cannot worsen the position of employees in comparison with labor legislation (part 6 of article 135 of the Labor Code of the Russian Federation). Otherwise, they are not applicable.

Rule 3. Local acts establishing wage systems are adopted by the employer taking into account the opinion of the trade union (part 4 of article 135 of the Labor Code of the Russian Federation). Otherwise, they cannot be used. Then you need to focus on the norms of labor legislation, collective agreement, agreements (part 4 of article 8 of the Labor Code of the Russian Federation).

Rule 4. The employer is obliged to acquaint employees against signature with the adopted local acts directly related to their labor activity (part 2 of article 22 of the Labor Code of the Russian Federation).

Rule 5. A local act comes into force from the day it is adopted by the employer or from the day specified in this act. It applies to relationships that have arisen after its introduction. For relationships arising prior to that event, it applies to rights and obligations arising after its acceptance. A local act or its individual provisions cease to be effective in connection with (Article 12 of the Labor Code of the Russian Federation):

• expiration of the validity period;
• cancellation (invalidation) of this local act or its individual provisions by another local act;
• the entry into force of a law or other normative legal act containing labor law norms, a collective agreement, an agreement (if these acts establish a higher level of guarantees for employees in comparison with the established local normative act).

Regulation on remuneration 2016. Sample

Limited Liability Company "Alpha"

APPROVED

General manager

LLC "Alpha"

A.V. Lviv

Regulation on remuneration

Moscow 13.11.2015

1. General Provisions

1.1. This Regulation has been developed in accordance with the current legislation of the Russian Federation and provides for the procedure and conditions for remuneration, the procedure for spending funds on labor remuneration, a system of material incentives and incentives for Employees of Alpha LLC (hereinafter referred to as the Organization). The Regulation is aimed at increasing the motivation for work of the personnel of the Organization, ensuring the material interest of the Employees in improving the qualitative and quantitative results of labor: fulfilling planned targets, reducing the cost of producing a unit of products (works, services), improving technological processes, creative and responsible attitude to work.

1.2. This Regulation applies to persons hired in accordance with the administrative acts of the head of the Organization (hereinafter referred to as the Employer) and who carry out labor activities on the basis of labor contracts concluded with them (hereinafter referred to as the Employees).

This Regulation applies equally to Employees working on a part-time basis (external or internal).

1.3. In this Regulation, labor remuneration means money paid to Employees for the performance of their labor function, including compensation, incentive and incentive payments made to Employees in accordance with the labor legislation of the Russian Federation, this Regulation, labor contracts, and other local regulations of the Employer.

At the written request of the Employee, remuneration can be made in other forms that do not contradict the legislation of the Russian Federation. At the same time, the share of wages paid in non-cash form should not exceed 20 percent of the total wages.

1.4. Remuneration of the Organization's Employees includes:

• wages, consisting of a salary (official salary), as well as additional payments and allowances for special working conditions (hard work, work with harmful and (or) dangerous and other special working conditions), as well as for working conditions deviating from normal (if performing work of various qualifications, combining professions, working outside the normal duration of working hours, at night, on weekends and non-working holidays, etc.);
• incentive and incentive payments for the proper performance of labor duties, made in accordance with this Regulation and the Regulation on bonuses.

2. System of remuneration

2.1. The remuneration system in this Regulation means the method of calculating the amount of remuneration payable to Employees for the performance of their labor duties.

2.2. The Organization establishes a time-bonus system of remuneration, unless otherwise provided by the labor contract with the Employee.

2.3. The time-bonus system of remuneration provides that the amount of the employee's salary depends on the actual hours worked, which are recorded in accordance with the documents for recording working hours (timesheets). At the same time, along with wages, the Employees are paid material incentives for the performance of labor functions, provided they comply with the conditions of bonuses provided for by this Regulation and the Regulation on bonuses.

2.4. The monthly salary of the Employees of the Organization consists of constant and variable parts. A permanent part of the remuneration is a guaranteed monetary remuneration for the fulfillment by the Employee of the labor duties assigned to him.

A permanent part of the salary is the salary (official salary) according to the current staffing table. A variable part of wages is bonuses, as well as allowances and surcharges for working conditions that deviate from normal.

3. Salary (official salary)

3.1. The salary (official salary) in this Regulation means a fixed amount of remuneration of the Employee for the fulfillment of labor standards or labor duties of a certain complexity for a month.

3.2. The salary (official salary) of the Employee is established in the employment contract.

3.3. The size of the salary (official salary) (excluding additional payments, allowances, bonuses and other incentive payments) of an Employee who has fully worked the standard of working hours cannot be lower than the minimum wage established by federal law.

3.4. The size of the salary (official salary) may be increased by the decision of the Employer. An increase in salary (official salary) is formalized by an order (decree) of the head of the Organization and an additional agreement to the employment contract with the relevant Employee.

4. Surcharges

4.1. The following additional payments are established for the employees of the Organization:

• overtime work;
• for work on weekends and holidays;
• for work on the night shift;
• for fulfilling the duties of a temporarily absent Employee;
• for combining professions (positions).

4.2. In these Regulations, overtime means work performed by the Employee on the initiative of the Employer outside the established working hours, daily work (shift), with the summarized accounting of working hours - in excess of the normal number of working hours for the accounting period. For overtime work, Employees are paid additional payments:

• for the first two hours of overtime work - at the rate of 150 percent of the hourly rate;
• for subsequent hours of overtime work - in the amount of 200 percent of the hourly rate.

The indicated additional payments are not made to the Employees for whom irregular working hours are established.

4.3. For work on weekends and holidays Employees with time-wages are paid additional payments:

• in the amount of 100 percent of the hourly rate - if work on a weekend or a holiday was carried out within the monthly norm of working time;
• in the amount of 200 percent of the hourly rate - if work on a weekend or holiday was carried out in excess of the monthly norm of working time.

4.4. In these Regulations, work at night means work from 10 pm to 6 am.

For work on the night shift Employees with time wages are paid additional payments in the amount of 40 percent of the hourly rate.

4.5. For the performance of the duties of a temporarily absent Employee, an additional payment is established in the amount of 50 percent of the salary (official salary) for the main job.

The specified additional payment is paid during the entire period of performance of the duties of the temporarily absent Employee.

4.6. For combining professions (positions), an additional payment is established in the amount of 50 percent of the salary (official salary) for the main job.

The specified additional payment is paid during the entire period of combination of professions (positions).

4.7. The accrual and payment of additional payments listed in clauses 4.2-4.6 of these Regulations is made monthly in accordance with the timesheets.

4.8. The calculation of the size of the hourly rate is made by dividing the amount of wages accrued in the calculation period by the number of working days in this period according to the calendar of a five-day working week and by 8 hours (the length of the working day).

4.9. The total amount of additional payments established for the Employee is not limited by the maximum amount.

4.10. At the request of the Employee, instead of the above additional payments, he may be provided with additional days of rest.

5. Allowances

5.1. The following types of wage supplements are established for the employees of the Organization:

• for a long experience of work in the Organization;
• for the intensity, intensity of labor;
• for using a foreign language in work;
• for the coolness.

5.2. For a long period of service, the Employee is set a salary supplement (official salary) in the amount of 10 percent of the salary (official salary).

In these Regulations, long-term work experience is considered to be work in the Organization for more than 10 years.

5.3. For the intensity, intensity of labor, the Employee is set a bonus in the amount of up to 20 percent of the salary (official salary).

Specific amounts of allowances are established by order (decree) of the head of the Organization.

5.4. For the use of a foreign language in work, the Employee is set a supplement in the amount of 15 percent of the salary (official salary).

The specified allowance is established for Employees whose labor duties include contacts with foreign partners or work with foreign literature.

5.5. The drivers of the Organization are provided with a class bonus in the amount of up to 10 percent of the official salary.

The specific amount of the allowance is established by the order (decree) of the head of the Organization.

6. Bonuses

6.1. Employees of the Organization holding regular positions are assigned current and one-time (one-time) bonuses.

6.2. Current bonuses are paid based on the results of work for a month or another reporting period in accordance with the Regulations on Bonuses.

6.3. The calculation of current bonuses is carried out on the basis of the salary (official salary) accrued to the Employee for the reporting period, allowances and additional payments to it in accordance with these Regulations.

6.4. Bonuses are not awarded to Employees who have disciplinary sanctions for:

• absenteeism (absence from the workplace without a valid reason for more than 4 hours in a row during the working day);
• appearance at work in a state of alcoholic, toxic or other drug intoxication;
• being late for the beginning of the working day without warning the immediate supervisor;
• failure to comply with the orders of the head;
• non-fulfillment or improper fulfillment of the duties assigned to the Employee.

The Employer has the right to prematurely remove the disciplinary sanction from the Employee on his own initiative, at the request of the Employee or at the request of his immediate supervisor.

The specified order is formalized by the order of the head of the Organization.

6.5. One-time (one-time) bonuses are paid:

• in connection with professional holidays, based on the results of work for the year - at the expense of the profits of the Organization;
• in other cases provided for by the Regulations on Bonuses - from the wages fund.

6.6. The amount of one-time (one-time) bonuses is established by order (decree) of the head of the Organization, depending on the results of the work of each Employee.

6.7. The size of one-time (one-time) premiums is not limited by the maximum amount.

7. Material assistance

7.1. In this Regulation, material assistance is understood as assistance (in monetary or material form) provided to the Employees of the Organization in connection with the onset of emergency circumstances.

7.2. The following circumstances are considered extraordinary:

• death of husband, wife, son, daughter, father, mother, brother, sister;
• causing significant damage to the employee's home as a result of fire, floods and other emergencies;
• injury or other harm to the health of the Employee.

The employer may declare other circumstances to be extraordinary.

7.3. Material assistance is paid out of the net profit of the Organization on the basis of the order (instruction) of the head of the Organization at the personal request of the Employee.

7.4. The provision of material assistance is made upon the submission by the Employee of documents confirming the occurrence of emergency circumstances.

8. Calculation and payment of wages

8.1. Wages are paid to the Employees in the amount and in the manner prescribed by this Regulation.

8.2. The basis for calculating wages are: staffing, employment contract, timesheet and orders approved by the head of the Organization.

8.3. Time sheets are filled in and signed by the heads of structural divisions. The HR manager approves the timesheet.

8.4. Employees who have worked part-time are paid wages for the hours actually worked.

8.5. Determination of the size of wages for the main and combined positions (types of work), as well as for the position occupied by part-time jobs, is carried out separately for each of the positions (type of work).

8.6. Wages are paid to the Employees at the cash desk of the Organization or transferred to the bank account specified by the Employee under the conditions stipulated by the employment contract.

8.7. Before the payment of wages, each Employee is issued a payroll with an indication of the components of the wages due to him for the relevant period, indicating the amount and reasons for the deductions made, as well as the total amount of money to be paid.

8.8. Payment of wages for the current month is made twice a month: on the 20th of the settlement month (for the first half of the month - an advance payment of 50% of the salary) and on the 5th day of the month following the settlement (final settlement for the month).

8.9. If the day of payment coincides with a day off or a non-working holiday, the payment of wages is made on the eve of this day.

8.10. If the Employee fails to fulfill his job duties through the fault of the Employer, payment is made for the time actually worked or the work performed, but not less than the average salary of the Employee.

In case of non-fulfillment of official duties for reasons beyond the control of the parties to the employment contract, the Employee retains at least two-thirds of the salary (official salary).

In case of non-fulfillment of official duties through the fault of the Employee, the payment of the salary (official salary) is made in accordance with the volume of work performed.

8.11. Downtime due to the fault of the Employer, if the Employee warned the Employer in writing about the beginning of the downtime, shall be paid in the amount of at least two-thirds of the Employee's average salary.

Downtime for reasons beyond the control of the parties to the employment contract, if the Employee warned the Employer in writing about the start of downtime, is paid in the amount of at least two-thirds of the salary (official salary).

Downtime due to the fault of the Employee is not paid.

8.12. Deductions from the employee's salary are made only in cases provided for by the Labor Code of the Russian Federation and other federal laws, as well as at the request of the Employee.

8.13. Amounts of wages, compensations, and other payments not received within the prescribed period are subject to deposit.

8.14. Certificates on the amount of wages, accruals and deductions from it are issued only to the Employee personally.

8.15. The payment for the vacation to the Employees is made no later than three days before its start.

8.16. Upon termination of the employment contract, the final settlement of the wages due to the Employee is made on the last day of work. If the Employee did not work on the day of dismissal, then the corresponding amounts are paid no later than the next day after the Employee submits a payment request.

In the event of a dispute over the amount of amounts due to the Employee upon dismissal, the amount not contested by the Employer is paid to the Employee within the above period.

8.17. In the event of the death of the Employee, the wages not received by him are issued to members of his family or to a person who was dependent on the deceased, no later than one week from the date of submission to the Organization of documents certifying the death of the Employee.

9.1. The employee's salary is indexed due to the rise in consumer prices for goods and services.

9.2. At the end of each quarter, the Employer increases the salaries of employees in accordance with the consumer price growth index, determined on the basis of Rosstat data.

9.3. The salary, taking into account indexation, is paid to the Employee starting from the first month of each quarter.

10. Responsibility of the Employer

10.1. The Employer is responsible for the delay in the payment of wages in accordance with the legislation of the Russian Federation.

10.2. In the event of a delay in the payment of wages for a period of more than 15 days, the Employee has the right, by notifying the Employer in writing, to suspend work for the entire period until the payment of the delayed amount. The specified suspension of work is considered a forced absenteeism, while the Employee retains the position and salary (official salary).

11. Final provisions

11.1. This Regulation comes into force from the moment of its approval and is valid indefinitely.

11.2. This Regulation applies to employment relationships that arose prior to its entry into force.

Chief Accountant A.S. Glebova

13.11.2015

HR manager E.E. Gromova

13.11.2015

Based on materials: zarplata-online.ru

Regulation of the procedure for calculating and issuing wages in a company can be carried out not only on the basis of current legislation, but also in local acts of a company or an entrepreneur that concretize its norms. One of these documents is the regulation on the remuneration of employees. This act is not compulsorily developed, but it is desirable that it still exist.

They reflect the system of remuneration used in the business entity, which makes up the salary - additional payments, bonuses, allowances.

With the help of this act, the salary of each employee is determined. For example, it is possible not to describe what bonuses are due to an employee of the enterprise, but to make a reference to the norms of the Regulation on Labor Protection.

This act adapts the current legal norms to the existing working conditions in the company, with the help of them the peculiarities of payment for the activities of each enterprise are taken into account. This allows you to exclude or help to resolve many disputes with employees of the company.

Attention! During inspections by regulatory authorities, the inspector often requests this document in order to understand what kind of remuneration system should be, and compares the provisions of this document with the existing reality.

Who should make up the position

Local acts on the calculation and payment of wages are necessary for business entities if they have labor contracts with employees.

The regulation on the remuneration of employees is not compulsorily developed at the enterprise. This is primarily due to the fact that the issues addressed in it can be reflected in other regulations at the enterprise -, etc.

According to the Labor Code of the Russian Federation, the very fact of concretizing the current legislative norms to the specific operating conditions of the enterprise should be mandatory, since the standards often establish several options for action in certain conditions. This is especially important when regulating issues of remuneration for periods that differ from normal working conditions.

Therefore, in which act the rules for calculating wages will be reflected is decided by the management of the enterprise independently.

Attention! Combining regulations in one document is typical for small businesses. In practice, for example, the Regulation on OT is often combined with the rules governing the accrual of all types of premiums. Then this document is called the Regulation on wages and bonuses for employees.

The larger the business entity, the more it has its own standards. In this case, it is imperative to ensure that they are consistent, do not contradict each other. Many issues on the regulation of wages can be addressed at once in several provisions of the enterprise. If there is a discrepancy among them, this will lead to their invalidation.