No employer by law can do withoutwithout a provision on wages and bonuses to employees. This is a document in which all the details concerning the promotion of employees of an enterprise are prescribed, as well as the issuance of a legitimate salary for them. And it is desirable to be familiar with everyone.
Chapter number 1
There is a universal sample. Not every enterprise this act is exactly the same. But it, as a rule, is taken as a basis and mutated. Like any normative legal act, the regulation on the institution's pay is divided into chapters. And in the first general information is written.
It says that this document was developed in accordance with the country's tax and labor legislation and the collective agreement.
In paragraph 1.3, the purpose of the provision on remuneration of labor and bonuses to employees is prescribed. It noted that this document is designed to motivate the employees of the enterprise to work and to interest them in the material plan, so that the result of their work is timely fulfillment of planned tasks and gradual improvement of the results of the process. It also describes in detail the importance of the workers' manifestation of the initiative, the improvement of technological processes, minimizing the costs of producing goods or services, and so on.
Salary is the most important element of the incentive system
This is exactly what is said in this document. This is already mentioned in paragraph 1.4 of the same chapter. And with him it is extremely important to get acquainted with every person who arranges for an enterprise for hire. Since it is in this paragraph that the principles on which the wages of employees are formed are described.
So, first of all, the complexity and responsibility of the activities carried out by people in the enterprise are taken into account. And also - the importance of his profession, position and responsibility.
Also in the paragraph it is indicated that for equal work the employees are charged the same payment. And discrimination in terms of determining the salary is strictly prohibited.
And that all this is observed, usually setclear criteria and rules, according to which the size of s / n is determined individually at each enterprise. And each person can familiarize himself with them and understand what kind of reward he can expect.
Wages of employees
There are only four of them. The first is time-premium. It implies the reward of a person's labor for the time that he worked in fact. And more + bonuses. For example, a person works as a salesman in an electronics store, and at an hour he gets 150 rubles. But even this adds 1% of the amount, to which he sold the equipment. So his salary is formed - according to a simple and understandable formula.
The second system is a simple piece-rate system. The person receives money for that quantity of production / the goods which it has made for unit of time. The main thing is that it is not lower than the norm established by the head of the enterprise. If the insurance agent is supposed to conclude at least two transactions a day, then it must comply with this indicator.
The third system is a commission. In this case, the compensation of employees is set in% of the revenue that the whole enterprise receives as a result of employees' activities. A clear example with a round sum: a broker made a deal for $ 1,000,000. He is entitled to 5% of the profits, that is, $ 50,000.
And the last system is commission-progressive. The salary of a person in this case is the percentage of revenue, as in the previous example, but only the growth of% is taken into account with the growth of profit.
What is included in the salary?
Depending on the type of payment system (higher they arewere listed), the legal remuneration of labor can be composed of several parts. This is a salary (or, as it is customary to say, a rate), bonus payments, and extra charges. They are for secrecy of work, intense or complex activities and for mentoring.
More employees are rewarded for the results of their work in theend of the year. There are also allowances, which are put to people by law. Usually they are issued for dangerous, harmful or difficult working conditions. This includes the so-called "overtime". More than its norm (40 hours a week) no one should recycle. Everyone has the full right to refuse, if the chief demands it. But if you had to work extra, then the surcharges for this are mandatory.
The wages of employees are at leastevery 15 days. In case of a delay of more than 2 weeks, a person has the full right to stop going to work before receiving his legal remuneration. But before this, of course, it is necessary to notify the chief about his intentions in writing - the labor code obliges.
The days in which money is accrued determineseach enterprise on an individual basis. In most cases, of course, the beginning of the month (1st day) and the middle (15th) are practiced. But the employer has the right to put at least the 7th and 22nd. The main thing is that there should be no delays.
If a person believes that he deserves a bonus,he has the right to compose a memo in the name of the head with the relevant content. However, it must be submitted no later than the first day of each month.
It is also important to take into account that in the case of forcedidle time at work, the consequence of which is the failure to comply with labor standards, employees are paid their salaries, but not in full, but 2/3 of the rate. By the way, today the payment is made to a bank card, which is also registered by the employer.
In the next five chapters, the payment provisionslabor and bonuses to workers in detail tells how the accrual of wages to people on a particular system occurs. But, since this topic has been briefly described, and besides its specificity is established individually by the superiors of this or that enterprise, it is worth moving on to other aspects. Namely - to the allowances for mentoring. This is described in the 7th chapter of the regulation on wages and bonuses to employees.
Rewards of this type have their own goals. The first is the replenishment of the work collective by young employees. The second is the successful and rapid development of professional skills and knowledge. The third is to encourage experienced workers to mentor young employees.
If we talk about the amounts, then usually the premium of suchcharacter make up 5-10% of the salary for the period during which a person trained an inexperienced person hired by management. If, for example, the salary of a specialist is 35,000 rubles, then for a month he will receive an additional 1,750-3500 "bonus" rubles.
Allowances for conditions
Considering the examples of remuneration of labor, one can not fail to note the amount of money that is due to the person in connection with the conditions in which he has to work. This is described in the 9th chapter of the provision.
It says that monthly allowances are accruedAll employees who carry out their work under conditions that are far from normal. And also for those who combine different qualifications or professions. This includes work-related allowances at night, on weekends and on holidays.
But also, in addition to the "bonus" sums, there are stillfines and penalties, which are imposed for simple production, the marriage of the goods and the failure to comply with the norms of labor through the fault of the employee. But if something of this happened for reasons beyond his control, this does not affect the amount of his salary.
Types of premiums
This topic should also be noted with attention. A sample of the award provision for each enterprise is drawn up in different ways, but they differ only in the specificity of the firm's activity and in figures. In the rest everything is the same.
Types of premiums are different. They differ in form of payments - there are monetary (traditional) and commodity (in the form of a material gift). For the intended purpose, they are issued either when the employee achieves high results in the course of the activity, or after the successful completion of a task.
Also, bonuses differ in the evaluation of indicatorswork activity. There are individual awards and collective. And there are bonuses that differ in the way of accrual (relative and absolute) and in frequency (systematic and single).
The last category of rewards that have,- these are those allowances that rely on the established indicators. That is, as a rule, for long service, for a festive date, an anniversary or at the end of a work year.
Each sample of the bonus provision containsa chapter or an item detailing the information about why the employee can be fined. Some organizations have this point thoroughly (that is, workers "get on the money" regularly), others - formally. But still it is necessary to touch his attention.
So, this is the basis for imposing a fine, forfeiting a bonus or even dismissal:
- Failure to perform their duties.
- Appearance at work in a state of intoxication - under the influence of alcohol, toxins or drugs.
- Regular delays.
- Non-observance of official secrets.
- Disclosure of classified information and sensitive data.
- Violation of requirements for labor protection (this includes sanitary norms and fire safety).
- Theft of valuables and property owned by the enterprise.
As you can see, there are a lot of items. Of course, as statistics show, most fines are received because of delays. So, in order to avoid trouble, it is necessary to treat more responsibly to your work.
Well, the above was very much told aboutthat implies a provision on bonuses to employees. LLC, IP, PE, as well as many other enterprises take a standard sample and on its basis make up their own act. Changes affect only some aspects - the amount, interest, specificity of the firm.
Finally, I would like to touch upon such a topic asthe minimum wage in Russia. It differs by region. But the minimum wage for today is 7500 rubles. While the minimum subsistence minimum is equal to the amount close to 10,000 rubles. It turns out that a person who receives a minimum of 7500 rubles, will have to be arranged for part-time work. Or for one and a half bets to "hold out" to the subsistence level. However, this is a slightly different topic.
The largest minimum wage in Russiais established in the following territorial entities: Moscow (17,561 rubles), Sakhalin (16,838), Magadan (17,100), Kamchatka (17,500) and Yakutia (15,390). The minimum minimum wage is observed in most regions of the country. It was installed on July 1, 2016, and so far it is not known what the indicator will be in the current year, 2017.</ p>