Paid labor. Regulations on remuneration, bonuses and additional payments for employees

The Labor Code of the Russian Federation allows you to regulate the relationship between the employer and the employee in terms of remuneration payments. This law contains absolutely all possible extensions employment contract regarding the determination of the size and calculation as wages, and any kind of allowances or bonuses. However, it also limits the possibilities of the employer, thereby protecting the employees of the organization. But first things first.

To begin with, it should be said that the Labor Code contains the main nuances regarding wages. Russian Federation, article 135. First of all, it states that any employee has full right receive remuneration for his work.

And in this case, there should be no talk of discrimination on any grounds. A minimum wage has been set. This figure is determined both for the whole of Russia and in each region independently, depending on its:

• Territorial location.
• Development of infrastructure, industry and other things.
• The population of the territories.
• Other factors that somehow affect the value of the minimum wage labor activity.

TC salary

The Labor Code of the Russian Federation gives a fairly precise definition of the concept of "wage". Article 129 clearly specifies the list of payments that fit this term. It is extensive, but all should be listed:

• Compensatory payments for labor activity, which in one way or another depend on the position of the employee, the complexity of the work performed by him, the quantitative and qualitative characteristics of labor, climatic and other conditions.
• Payments that have compensatory nature. Whether it be a surcharge, an allowance, etc. Also, additional payments are suitable here for the fact that working conditions differ from normal, or are harmful to the employee’s body due to emissions, or it’s just an extremely harsh climatic zone of work.
• Any payment designed to stimulate work activity. In this case we are talking on bonuses to employees, the accrual of various kinds of bonuses or additional payments in the form of incentives for overtime hours of labor activity.

The amount of the employee's income is determined by the employment contract of the organization, which announces the system of remuneration for labor activity. Therefore, this document should contain clearly described criteria for any payments, as well as the reasons for which they are issued. Let's discuss this in more detail.

Labor contract

The employee's salary is determined by means of an employment agreement. In this case key role plays article 57 of the Labor Code of the Russian Federation. It contains requirements for the clauses that the contract must contain. So, it is necessary to describe:

• Conditions under which payment for work is made. It is also necessary to indicate the amounts of tariff rates, salaries, various kinds of additional payments, allowances and incentive payments, for example, bonuses.
• Availability compensation payments when performing work activities that are physically difficult.
• You should also describe various types of compensation if the employee is engaged in a hazardous activity or working conditions can adversely affect his health in one way or another. The characteristics of the work at the place where the employee carries out activities of a working nature should be indicated.

From this we can conclude that the amount of wages (tariff rates, salary, etc.), various kinds of surcharges and allowances, incentive payments in without fail must be described in the employment contract of each employee. Also, all this is supported by the drafting of a collective agreement / agreement / local regulatory act.

Payment Forms

In this case, article 131 of the same code of the Russian Federation plays a key role. It was established that payment for labor activity should occur exclusively in money equivalent. Moreover, the currency should be exactly the ruble, which operates in the Russian Federation.

However, a collective or labor agreement has a certain nuance. In the event that the employee himself wishes that payment for his activities be made in other forms, he has the right to receive it. This should be done in writing. In such cases, the part of the employee's income that is not paid in cash cannot be more than twenty percent of his accrued wages.

It can be seen that regarding the remuneration of labor activity, the legislation has many different points in its acts. This was created in order to provide protection to the employee, as well as suitable working conditions. In case of deviations from the norm, there are certain payments as moral / physical damage.

The Labor Code of the Russian Federation in Article 129 synonymizes the concepts of "wages" and "wages" and defines them as a combination of three elements:

However, it is worth considering that not all components are required to be paid to the employee.

Earnings per month cannot be lower than the level established by the Government, and includes allowances for the complexity of work and special conditions (work on weekends, etc.). But the incentive remains at the discretion of the employer and is accrued only if the employee has done his job well, in the opinion of the employer.

As a result, it turns out that the concept of remuneration is wider than the concept of wages, because is a list of all the elements from which the wages of a particular employee are subsequently collected.

Each employer decides how to pay wages independently, taking into account the minimum provisions of the Labor Code.

Art. Art. 23 and 132 of the Labor Code establish the impossibility of discrimination of workers with equal qualifications, output and quality of work. This means that you cannot set different pay for the same work.

Accordingly, the employer must apply uniform parameters when setting wages. A variation of these parameters is a system of remuneration. It should be based on the norms of laws and not worsen the position of the employee in comparison with them.

Forms of remuneration

Do not confuse the concept of "payment system" and "form of payment" - they are not identical, although in the literature they replace each other.

The system is a set of rules for remuneration. Form is one of those rules.

Art. 131 of the Labor Code of the Russian Federation fixes two forms in which labor can be paid:

1. Cash - produced in rubles.
2. Non-monetary - natural - is paid in any tangible or intangible form not prohibited by law. The amount of the natural part is not more than 15% of the entire salary of the person.

Pay systems

Wage system is a documented "instruction" on how to charge salary employee for a specific period worked, containing a complete list of parameters for the accrual and deduction of funds.

Employer depending on the nature economic activity with the help of wages can increase output and/or reduce costs. To do this, you need to choose a rational system of remuneration.

There are 3 main systems, divided into many types. For clarity, all of them are presented in the table below.

Tariff wage system

Tariff COT is the most common, used by both government agencies and commercial organizations. It is based on the ranking of employees' wages depending on their qualifications, length of service, acquired skills, output, conditions and nature of work. AT public institutions the Unified tariff scale is applied. In commercial - documents similar to it, approved taking into account the opinion of the trade union body.

Tariffication is regulated by law for many industries. For example, for workers in the field of education, an individual tariff SOT is established in accordance with Government Decree No. 583 dated August 05, 2008.

There are two types of tariff system: piecework and time.

Time-based form of remuneration

Time-based SOT is used at those enterprises where there is no need or possibility to ration production. The work functions of employees do not include the production of goods or services, so it is optimal to pay wages for time, and not for the amount of work. Almost all administrative and housekeeping staff "sits" on this SOT. Remuneration will be made based on the qualifications of the employee and the time actually worked in the accounting period.

Features of payroll calculation for different types of time-based SOT

Downtime time-based SOT is paid for the time worked in the period. Periods can be recognized: hours, days, months and variations of these periods.

At the premium- a bonus for the quality of work is added to the salary for time, calculated as a % of the salary at the rate. The award may be one-time or applied on a permanent basis.

With a salary- the employee has the right to count on a monthly salary in the amount as established in the employment contract. Upon reaching a certain qualification (determined subjectively by the employer), the salary may be increased.

piecework wage system

Piecework COT is used by organizations that provide services, perform work, or produce goods. Their profit directly depends on the speed of the employees, so it is profitable to pay not for a unit of time, but for a unit of output. The payout formula is as follows: how much you did, you got so much. The quantity of the product is multiplied by the price per unit (per piece rate). Such COT encourages employees to constantly improve the production and quality of work. The second indicator is no less important, because. salary calculation is made according to the results of the period strictly after the analysis of work. Those. if Petrov produces 200 parts, of which 100 are unusable, only 100 will be paid.

The basis for the calculation of wages will be documents confirming the fulfillment of personal production plan. In order to facilitate the calculation and minimize errors, it is necessary to carefully consider the system for recording employee performance.

How is labor paid for different types of piece-rate SOT

With a straight line- payment is made for the number of units of output at the same price for each.

With progressive- the piece rate is increased for each unit above the plan.

At the premium- to the salary calculated according to the direct piecework system, a bonus is added for the fulfillment of the plan, the reduction of deadlines, the absence of marriage, the economy of material consumption, etc.

With indirect the work of auxiliary personnel is paid, the amount of payment is set as a percentage of the salary of the main worker.

With a chord salary is charged for the comprehensive implementation of the plan in general, the unit of output in this case does not play a role. Distinguish:

• individually piece-rate SOT - salary for achieving own indicators;
• collective - the salary of one person depends on the successful achievement of the goals set by the whole team. This system develops team spirit in the team.

Tariff-free wage system

The tariff-free SOP is similar to the option system in startups. There is a wage fund and employees. Suppose - 100 thousand rubles and 10 people. The employer determines that:

• Payroll can be increased if the company's profit rises,
• The share of the salary of each employee is 10%.

The share can rank employees by the volume of participation in the work or be the same for all.

In the employment contract, of course, 10 thousand rubles will be prescribed - a salary per month. You can’t mention% according to the shopping mall, and it’s not very beneficial for the company.

After the announcement of the working conditions, it is possible not to establish additional incentives, the employees themselves will strive to increase the company's income. This model is applicable to small, start-up companies that will not go public, but want to interest employees without having money for bonuses.

Mixed wage system

A mixed COT combines tariff and non-tariff COT - an employee has a certain salary, but in this case it directly depends on the success of his work: on the number of sales, on the quality of developments, on hours worked, etc.

The more production, the more salary. And vice versa. The difference from the tariff is that the entire salary is reduced up to the minimum wage.

How wages are calculated for different types of mixed SOT

The system of floating salaries involves the recalculation of salaries on a monthly basis based on the results of work for the past period.

When calculating commissions, an employee can count on a percentage of the company's profit in general, or on each unit of output. This COT is very often used in insurance companies.

Remuneration in the dealer network is very close to payment under a civil law contract, but it also takes place in labor law. The employee is obliged to sell a certain mass of goods of the company, which he purchases at his own expense. The difference between the purchase price and the sale price to third parties is salary faces.

Chapter 21

Article 133. Establishment of the minimum wage

The minimum wage is established simultaneously throughout the Russian Federation by federal law and cannot be lower than the subsistence minimum for an able-bodied person.

The monthly salary of an employee who has worked during this period the norm of working hours and fulfilled labor norms (labor duties) cannot be lower than the minimum wage established by federal law.

When remuneration is based on the tariff system, the size of the tariff rate (salary) of the first category of the unified tariff scale cannot be lower than the minimum wage.

The amount of the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, as well as payments for work in conditions that deviate from normal, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.

The procedure for calculating the subsistence minimum and its value are established by federal law.

For the subsistence minimum, see the certificate

Article 134

Ensuring an increase in the level of the real content of wages includes the indexation of wages in connection with the growth of consumer prices for goods and services. In organizations financed from the relevant budgets, wage indexation is carried out in the manner prescribed by laws and other regulatory legal acts, and in other organizations - in the manner established by the collective agreement, agreements or local regulatory act of the organization.

Article 135. Establishment of wages

Wage systems, tariff rates, salaries, various types of payments are established:

- employees of organizations financed from the budget - by the relevant laws and other regulatory legal acts;

— employees of organizations with mixed financing (budget financing and income from entrepreneurial activity) - laws, other regulatory legal acts, collective agreements, agreements, local regulations of organizations;

- employees of other organizations - collective agreements, agreements, local regulations of organizations, labor contracts.

The system of remuneration and incentives for work, including an increase in pay for work at night, weekends and non-working holidays, overtime work and in other cases, is established by the employer, taking into account the opinion of the elected trade union body of this organization.

The terms of remuneration determined by an employment contract cannot be worsened in comparison with those established by this Code, laws, other regulatory legal acts, a collective agreement, agreements.

The terms of remuneration determined by the collective agreement, agreements, local regulations of the organization cannot be worsened in comparison with those established by this Code, laws and other regulatory legal acts.

Article 136. Procedure, place and terms of payment of wages

When paying wages, the employer is obliged to notify each employee in writing of the components of wages due to him for the relevant period, the amount and grounds for the deductions made, as well as the total amount of money to be paid.

The form of the pay slip is approved by the employer, taking into account the opinion of the representative body of employees.

Wages are paid to the employee, as a rule, at the place of performance of work by him or transferred to the bank account indicated by the employee on the terms determined by the collective agreement or labor contract.

Wages are paid directly to the employee, unless another method of payment is provided for by law or an employment contract.

Wages are paid at least every half a month on the day established by the rules of the internal work schedule organization, collective agreement, labor contract.

Article 137. Limitation of deductions from wages

Deductions from the employee's wages are made only in cases provided for by this Code and other federal laws.

Deductions from the employee's salary to pay off his debt to the employer can be made:

- to reimburse the unworked advance payment issued to the employee on account of wages;

- to pay off an unspent and not returned in a timely manner advance payment issued in connection with a business trip or transfer to another job in another area, as well as in other cases;

- to return the amounts overpaid to the employee due to accounting errors, as well as the amounts overpaid to the employee, in case of recognition by the body for consideration of individual labor disputes fault of the employee in non-compliance with labor standards (part three of Article 155) or idle time (part three of Article 157);

- upon dismissal of an employee before the end of the working year, on account of which he has already received annual paid leave, for unworked vacation days. Deductions for these days are not made if the employee is dismissed on the grounds specified in paragraphs 1, 2, subparagraph "a" of paragraph 3 and paragraph 4 of Article 81, paragraphs 1, 2, 5, 6 and 7 of Article 83 of this Code.

In the cases provided for in paragraphs two, three and four of part two of this article, the employer has the right to decide on the deduction from the employee's salary no later than one month from the date of expiration of the period established for the return of the advance, repayment of debts or incorrectly calculated payments, and provided that if the employee does not dispute the grounds and amounts of deduction.

Wages overpaid to an employee (including in the event of incorrect application of laws or other regulatory legal acts) cannot be recovered from him, except in the following cases:

- if the body for the consideration of individual labor disputes recognizes the fault of the employee in failure to comply with labor standards (part three of Article 155) or simple (part three of Article 157);

- if the salary was overpaid to the employee in connection with his misconduct established by the court.

Article 138. Limitation of the amount of deductions from wages

The total amount of all deductions for each payment of wages cannot exceed 20 percent, and in cases provided for by federal laws, 50 percent of the wages due to the employee.

When deducting from wages under several executive documents, the employee must in any case be retained 50 percent of wages.

The restrictions established by this article do not apply to deductions from wages when serving corrective labor, recovery of alimony for minor children, compensation for harm caused by the employer to the health of an employee, compensation for damage to persons who have suffered damage due to the death of the breadwinner, and compensation for damage caused by a crime. . The amount of deductions from wages in these cases cannot exceed 70 percent.

Deductions from payments that are not foreclosed in accordance with federal law are not allowed.

Article 139. Calculation of the average wage

For all cases of determining the size of the average wage provided for by this Code, a single procedure for its calculation is established.

To calculate the average wage, all types of payments provided for by the remuneration system used in the relevant organization, regardless of the sources of these payments, are taken into account.

In any mode of work, the calculation of the average salary of an employee is made on the basis of the salary actually accrued to him and the time he actually worked for the 12 months preceding the moment of payment.

Average daily earnings for vacation pay and compensation for unused vacations calculated for the last three calendar months by dividing the amount of accrued wages by 3 and by 29.6 (average monthly number of calendar days).

The average daily earnings for paying for vacations granted in working days, in the cases provided for by this Code, as well as for paying compensation for unused vacations, is determined by dividing the amount of accrued wages by the number of working days according to the calendar of the six-day working week.

The collective agreement may also provide for other periods for calculating the average wage, if this does not worsen the position of the employees.

Features of the procedure for calculating the average wage established by this article are determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social labor relations.

Article 140

Upon termination of the employment contract, payment of all amounts due to the employee from the employer is made on the day the employee is dismissed. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissed employee submits a request for payment.

In the event of a dispute about the amounts due to the employee upon dismissal, the employer is obliged to pay the amount not disputed by him within the period specified in this article.

Article 141

Wages not received by the day of the death of the employee are issued to members of his family or to a person who was dependent on the deceased on the day of his death. The payment of wages is made no later than a week from the date of submission of the relevant documents to the employer.

Article 142

The employer and (or) authorized by him in in due course representatives of the employer who have delayed the payment of wages to employees and other violations of wages shall be liable in accordance with this Code and other federal laws.

In the event of a delay in the payment of wages for 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. Suspension of work is not allowed:

- during periods of introduction of martial law, a state of emergency or special measures in accordance with the legislation on a state of emergency;

- in the bodies and organizations of the Armed Forces of the Russian Federation, other military, paramilitary and other formations and organizations in charge of ensuring the defense of the country and the security of the state, emergency rescue, search and rescue, fire fighting, work to prevent or eliminate natural disasters and emergency situations , in law enforcement;

- in organizations that directly serve especially dangerous types of production, equipment;

- in organizations related to ensuring the life of the population (energy supply, heating and heat supply, water supply, gas supply, communications, ambulance and emergency medical care stations).

Article 143. Tariff system of remuneration

The tariff system of remuneration includes: tariff rates (salaries), tariff scale, tariff coefficients.

The complexity of the work performed is determined on the basis of their billing.

Tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of work and professions of workers, the unified qualification directory of positions of managers, specialists and employees. These reference books and the procedure for their application are approved in the manner established by the Government of the Russian Federation.

See the Certificate of Changes to the Unified Tariff and Qualification Directory of Works and Occupations of Workers

About approval Qualification Handbook positions of managers, specialists and other employees, see Resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37

Article 154. Payment for work at night

Each hour of work at night is paid at an increased rate compared to work under normal conditions, but not lower than the rates established by laws and other regulatory legal acts.

The specific size of the increase is established by the employer, taking into account the opinion of the representative body of employees, the collective agreement, the labor contract.

Article 155 official duties)

In case of non-fulfillment of labor standards (official duties) through the fault of the employer, payment is made for the time actually worked or the work performed, but not lower than the average employee's salary calculated for the same period of time or for the work performed.

In case of non-fulfillment of labor standards (official duties) for reasons beyond the control of the employer and employee, the employee retains at least two-thirds of the tariff rate (salary).

In case of non-fulfillment of labor standards (official duties) due to the fault of the employee, payment of the normalized part of wages is made in accordance with the amount of work performed.

Article 156

Marriage through no fault of the employee is paid on a par with good products. Full marriage due to the fault of the employee is not subject to payment.

Partial marriage due to the fault of the employee is paid at reduced rates, depending on the degree of suitability of the product.

Article 157. Payment for idle time

Downtime (Article 74) due to the fault of the employer, if the employee warned the employer in writing about the beginning of downtime, is paid in the amount of at least two-thirds of the employee's average salary.

Downtime for reasons beyond the control of the employer and employee, 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 tariff rate (salary).

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

Article 158. Payment for labor in the development of new industries (products)

A collective agreement or an employment contract may provide for the retention of the employee's previous salary for the period of mastering a new production (product).

The procedure for remuneration to an employee according to the Labor Code of the Russian Federation

Remuneration according to the Labor Code of the Russian Federation produced in 3 stages. Before considering the payment procedure, it is necessary to clarify which payments are included in the remuneration of employees.

Salary under Art. 129 of the Labor Code and in judicial practice

In accordance with Art. 129 Labor Code of the Russian Federation wages carried out in the form of wages. Salary is the amount of remuneration for labor activity, incentive and compensation payments.

Judicial practice shows that parts of earnings must correspond to a number of features given in the table:

Dependence on the qualifications of the worker and the characteristics of the work, such as: complexity, conditions of performance, quality and quantity

Determination of the Armed Forces of the Russian Federation of September 16, 2015 No. 304-KG15-5008

Existence within an employment relationship

The accrual is carried out for the performance of the official function

Decree of the Federal Antimonopoly Service of the Far Eastern District dated March 12, 2014 No. Ф03-6642/2013

Automatic payouts

The dependence established by the employer on the length of service of the employee, the presence of penalties or their absence, conscientiousness in the performance of official duties

Definition of the Supreme Court of 04.07.2016 No. 310-KG16-8285

Established by the employer dependence on the labor contribution of the employee

Definition of the Supreme Court of June 28, 2016 No. 304-KG16-6749

The selection of features allows you to distinguish parts of the salary from other cash payments that the employer pays to the worker. For example, produced by Labor Code of the Russian Federation wages does not include:

• expenses for the transportation of property and subsequent arrangement in the new place of residence of the worker, due to the transition to work in a new locality (see the definition of the Supreme Court of February 26, 2016 No. 310-KG15-20212);
• payment of remuneration to employees on occasion of anniversaries (see the definition of the Supreme Court of September 1, 2015 No. 304-KG15-10018);
• payments to employees in order to compensate for the costs of their education, education of employees' children (see the definition of the Supreme Court of January 28, 2016 No. 310-KG15-18757).

The procedure for paying salaries to employees

According to Art. 136 of the Labor Code, the worker receives payment based on the results of labor activity at least twice a month. Payment is due after the work is completed. Maximum term for the transfer of funds - 15 days from the end of the period for which it is calculated.

Each time when transferring payment by a working employer, the established Art. 136 TC payment procedure:

1. Earnings are calculated.

Pay cut

The calculation of the amount of earnings includes a deduction from the income of the worker of various deductions. A number of them do not depend on the efficiency and conscientiousness of the employee. So, the employer in any case withholds the amounts:

• personal income tax (Chapter 23 of the Tax Code);
• insurance premiums for social, medical and pension insurance (Article 425 of the Tax Code of the Russian Federation, Law “On Compulsory Social Insurance ...” dated July 24, 1998 No. 125-FZ).

A number of deductions are made by a court decision and do not relate to the work activity of the employee. For example, these are the amounts:

• alimony (section 5 of the RF IC);
• deductions from the earnings of those sentenced to correctional and forced labor (Article 50, Article 53.1 of the Criminal Code of the Russian Federation).

The salary can be reduced by deductions related to the employee's labor activity, for example:

• deprivation of the mandatory bonus or reduction of its size if the conditions for such actions are provided by the employer (letter of Rostrud dated 12/18/2014 No. 3251-6-1);
• deduction of amounts previously transferred to the employee due to a counting error (Article 137 of the Labor Code);
• repayment of an unspent advance payment for a business trip that was not returned to workers (Article 137 of the Labor Code);
• compensation for material damage caused to the employer (Article 238 of the Labor Code);
• refund of amounts from the employee’s previously paid wages if the employee’s guilt is proved in downtime, failure to comply with the labor standard (Article 137 of the Labor Code), etc.

Let's summarize. Salary is a guaranteed income of an employee, automatically accrued within the framework of labor relations for the fulfillment of labor standards and varies due to the qualifications of the worker, his length of service, the complexity of the work, or other grounds established by the Labor Code or the employer. By Labor Code of the Russian Federation wages consists of additional payments and remuneration for work. The amount of salary can be reduced by deductions. In accordance with Art. 136 Labor Code wages is made from 2 times a month in 3 stages, including the calculation of earnings, notification of the employee about it and, in fact, payments.

Remuneration according to the labor code of the Russian Federation

A fairly extensive definition of all the nuances of remuneration under the Labor Code of the Russian Federation allows you to fairly accurately regulate the relationship between the employer and the employee in terms of remuneration payments. This law contains absolutely all possible extensions of the employment contract regarding the determination of the size and calculation of both wages and all kinds of bonuses or bonuses. However, it also limits certain opportunities, thus protecting the employees of the organization. But first things first.

pay labor code

To begin with, it should be said that the main nuances regarding wages are contained in the Labor Code of the Russian Federation, more specifically, Article 135. First of all, it states that any employee has every right to receive remuneration payments for his work.

And in this case, there should be no talk of discrimination on any grounds. A certain minimum is established in the form of a minimum wage. This figure is determined both for the whole of Russia and in each region independently, depending on its:

• territorial location;
• Development of infrastructure, industry and other things;
• The population of the territories;
• Other factors, one way or another affecting the value of the minimum wage.

Now we should define more specifically what is meant by this familiar concept. What is the opinion of the labor code on this matter. And what are the dependencies?

TC salary

The Labor Code of the Russian Federation gives a fairly precise definition of the concept of "wage". Article 129 clearly indicates the list of payments that fit this term. It is extensive, but all should be listed:

• Compensatory payments for labor activity, which in one way or another depend on the position of the employee, the complexity of the work performed by him, the quantitative and qualitative characteristics of labor, climatic and other conditions;
• Compensatory payments. Whether it be a surcharge, an allowance, etc. Additional payments are also suitable here for the fact that working conditions in one way or another differ from normal ones. Either they are harmful to the employee's body due to emissions, or it's just an extremely harsh climatic zone of work;
• Any payment designed to stimulate work activity. In this case, we are talking about bonuses to employees, the accrual of allowances of various kinds. Or additional payments, in the form of incentives for overtime hours of work.

The amount of the employee's income is determined by the employment contract of the organization, which announces the system of remuneration for labor activity. Therefore, this document should contain clearly described criteria for any payments, as well as the reasons for which they are issued. Let's discuss this in more detail.

Labor contract

The employee's salary is determined by means of an employment agreement. In this case, Article 57 of the Labor Code of the Russian Federation plays a key role. It contains exhaustive requirements for the clauses that this contract should contain. So, it is necessary to describe:

• Conditions under which payment is made. That is the system. Moreover, it is necessary to indicate the amounts of tariff rates, salaries, various kinds of additional payments, allowances and incentive payments, for example, bonuses;
• Availability of compensation payments in the performance of labor activity, which is difficult from a physical point of view;
• You should also describe various types of compensation if an employee is engaged in a hazardous activity, or if working conditions can adversely affect his health in one way or another. It is necessary to indicate the characteristics of labor at the place where the employee carries out activities of a working nature.

From this we can conclude that the amount of salary (tariff rates, salary, etc.), various kinds of additional payments and allowances, incentive payments must necessarily be described in the employment contract of each employee who carries out work activities in this organization. Also, all this is supported by the drafting of a collective agreement / agreement / local-normative act.

Payment Forms

In this case, Article 131 of the same code of the Russian Federation plays a key role. It is established that payment for labor activity should occur exclusively in monetary terms. Moreover, the currency should be exactly the ruble, which operates in the Russian Federation.

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However, a collective or labor agreement has a certain nuance. In the event that the employee himself wishes that payment for his activities be made in any other form, then he has the right to receive it. This must be done in writing. There is also a certain nuance. In such cases, the part of the employee's income that is not paid in cash cannot be more than twenty percent of his accrued wages.

It can be seen that regarding the remuneration of labor activity, the legislation has many different points in its acts. This was created primarily in order to provide protection to the employee, as well as provide suitable conditions for work. In case of deviations from the norm, there are certain payments as moral / physical damage.

Article 136 of the Labor Code of the Russian Federation. Procedure, place and terms of payment of wages

New edition Art. 136 Labor Code of the Russian Federation

When paying wages, the employer must notify each employee in writing of:

1) on the components of wages due to him for the relevant period;

2) on the amounts of other amounts accrued to the employee, including monetary compensation for violation by the employer of the established deadline, respectively, payment of wages, vacation pay, payments upon dismissal and (or) other payments due to the employee;

3) on the amount and grounds for the deductions made;

4) on the total amount of money to be paid.

The form of the payslip is approved by the employer, taking into account the opinion of the representative body of employees in the manner prescribed by Article 372 of this Code for the adoption of local regulations.

Wages are paid to the employee, as a rule, at the place of work or transferred to credit organization specified in the employee's application, on the terms determined by the collective agreement or labor contract. The employee has the right to change the credit organization to which the wages are to be transferred by notifying the employer in writing of the change in the details for the transfer of wages no later than five working days before the day of payment of wages.

The place and terms of payment of wages in non-monetary form are determined by a collective agreement or an employment contract.

Wages are paid directly to the employee, unless another method of payment is provided for by federal law or an employment contract.

Wages are paid at least every half a month. The specific date for the payment of wages is established by the internal labor regulations, the collective agreement or the employment contract no later than 15 calendar days from the end of the period for which it is accrued.

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

Holidays are paid no later than three days before the start of the holiday.

The law provides different types wages. Consider what features you need to consider when choosing one or another option. The article contains a convenient table with wage systems, descriptions and examples.

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Wage system: types

Wage refers to the remuneration that is paid to the employee based on the results of labor activity. It is the responsibility of the employer to pay wages in full on time. Evasion or failure to comply with this condition will result in administrative fines and penalties. The norms in this area of ​​labor relations are regulated by Chapter 21 of the Labor Code of the Russian Federation.

There are a lot of professions. Each has its own procedure for assigning remuneration, its own forms of remuneration. There are two main forms of remuneration: monetary and non-monetary.

Also have different kinds wage systems. So, for example, office workers, accountants, secretaries, administrative workers receive wages in relation to directly worked working hours. Employees employed in production earn in proportion to the work done. There are many options, the employer organizes remuneration at the enterprise, taking into account the optimal one.

A useful cheat sheet from the experts of System Kadra: payment terms: salary, advance payment, bonuses, benefits, compensation

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How are wage systems divided?

• simple time-based;
• time-bonus;
• direct piecework;
• piecework premium;
• piecework-progressive;
• indirect piecework;
• commission;
• floating salary system
• chord.

Wage systems briefly and clearly in the table

All types of remuneration are presented in a table compiled by the experts of the Kadra System. Use examples of calculations in your work.

Wage systems	Description
simple time-based	The salary is calculated based on the established fixed salaries, tariffs and the actual hours worked by the employee.
Time-bonus	A bonus is added to the salary. It is approved in a fixed amount or as a percentage. The bonus is paid if the employee has completed the production task. The amount of such a bonus must be provided for in one of the documents: in the collective agreement, in Regulations on bonuses or in another local act.
Direct piecework	Salary is calculated in accordance with the output. The employer must approve the appropriate rates for each operation performed. When calculating wages, an order for piece work is used. It indicates the rate of production and the actual work performed.

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Forms and systems of remuneration: procedure for application

The organization of remuneration at the enterprise is carried out taking into account the approved system of remuneration. It is permissible to apply several systems at the same time, for example, for some workers to establish piecework, for others - time. The Labor Code does not contain a ban on the establishment of several types of wage systems.

If employees perform work of the same skill level in the same volume, then they should receive equivalent pay for labor (part 2 of article 3, paragraph 6 of part 2 of article 22 of the Labor Code of the Russian Federation). An employer may be held administratively liable if he has established that employees performing the same work different system wages. When different wages are established at the enterprise for employees who occupy similar positions, in job descriptions or in employment contracts it is necessary to prescribe different labor duties. At the same time, the staff list provides for different categories of positions, for example, senior salesperson, salesperson or legal adviser, senior or lead legal adviser, and so on.

Dmitry Kuznetsov, an expert of System Kadra, an expert of the State Duma of the Russian Federation and the Ministry of Labor of Russia, will tell you how to choose effective system rewards and fix in documents

How to choose forms of remuneration and wage systems in the organization

Wage systems types and characteristics. First of all, it is necessary to determine which method of accounting for labor costs is considered optimal for a particular position. Different forms and systems of remuneration at the enterprise will allow you to properly pay for labor.

With time system the employee is set a tariff rate or salary, the employer keeps records of hours worked. When calculating wages, the employee's labor costs play a secondary role.

Using the piecework system, the employer takes into account the amount of work performed, the complexity and intensity of labor. It is believed that formally a piecework system is beneficial to both the employer and the employee. It is in the interests of the employer to expand the volume of production. In the interests of the employee - to earn more, to do more work.

Piecework payment and labor rationing cannot always be established, since often the work of an employee cannot be rationed, as well as to keep a reasonable record of the work performed. For example, a secretary prepares correspondence during the day, answers phone calls, and carries out instructions given by the head. Such operations cannot be normalized, taken into account, providing long-term planning.

With this option, it is rational to apply a time-based wage system. The system is also used when a quantitative result can be determined, but it is not considered the main indicator of the work performed, for example, when the quality of work is more important than quantity, and an increase in output or services performed will lead to a significant decrease in quality.

Regulation on piecework wages

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Often, the work performed is irregular in load, heterogeneous in composition, and determining a quantitative result is impossible or impractical. In practice, the time-based system of remuneration at the enterprise is applied in relation to the administrative, managerial, duty and technical staff involved in the maintenance, repair of machines, mechanisms, and so on.

The piecework system of remuneration of workers is applied when the work of workers can be quantified. In this case, labor is paid at established rates, taking into account the quantity of products produced, services rendered, work performed, and so on. The use of such a system will not affect the quality if it can be unambiguously and as quickly as possible assessed, and the organization has a need to produce a large number of products.

The principles of remuneration depend on the chosen system. You can simultaneously apply not only several systems to different employees, but also use different variations. For example, to establish a time-based bonus system, when for the achievement certain indicators employees are paid bonuses. Or establish an indirect piecework system, in which the wages of employees of one category depend on the wages of specialists in another category.

Types of remuneration and wage systems: documentation

The types and forms of remuneration chosen by the head of the organization must be recorded:

Basic state guarantees for the remuneration of employees

Each employee has the right to receive remuneration for work without discrimination (part 3 of article 37 of the Constitution of the Russian Federation). The salary must not be lower than the minimum wage (minimum wage) established by federal law. Such provisions are specified in laws, the main of which is the Labor Code of the Russian Federation, as well as in by-laws, which are issued in accordance with the laws.

The main state guarantees for the remuneration of workers include:

• the value of the minimum wage in the Russian Federation;
• measures that ensure an increase in the level of the real content of wages;
• limiting the lists of grounds and amounts of deductions from wages by order of the employer, the amount of taxation of income from wages;
• limitation on wages in kind;
• ensuring the receipt of wages by employees in the event of termination of the employer's activities or its insolvency in accordance with the Federal Law;
• ensuring state supervision and control over the full and timely payment of wages, the implementation of state guarantees for wages;
• the responsibility of the employer for violation of the basic requirements established by the current labor law or other regulatory legal acts that contain the norms labor law, collective agreements, agreements;
• appropriate timing and order of payment of wages.

The organization of remuneration at the enterprise is carried out taking into account the system of remuneration. It is permissible to apply several systems at the same time, for example, for some workers to establish piecework, for others - time. The Labor Code does not contain a ban on the establishment of several types of wage systems

GENERAL PROVISIONS

1. This Regulation has been developed in accordance with the Labor Code of the Russian Federation.
2. Remuneration is understood as a system of relations related to ensuring the establishment and implementation by the employer of payments to employees for their work in accordance with laws, other regulatory legal acts, this Regulation and employment contracts.
3. The Company has established a tariff system of remuneration, which includes a tariff rate (salary). Tariff rate (salary) - a fixed amount of remuneration of an employee for the performance of labor duties of a certain complexity (qualification) per unit of time.
4. The size of the monthly tariff rate (salary) is determined by the Company's staffing table.
5. The monthly tariff rate (salary) does not include additional payments, allowances and grants, other compensation and social payments.
6. The size of the monthly tariff rate (salary) changes in case of changes in the Company's staffing table.
7. Managers, specialists who are paid salaries are paid in accordance with the staffing table approved by the head of the enterprise, and the amount of time worked.
8. Tariff rates (salaries) are set on the basis of a 40-hour working week; for part-time workers - based on a 16-hour working week and a 3.2-hour working day.

The remuneration of employees of the Organization 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 that deviate from normal (when performing work of various qualifications, combining professions, working outside normal working hours, at night, 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. Payment of wages in the Company is made in cash in rubles.
• Deductions from the employee's wages are made only in cases provided for by the Labor Code of the Russian Federation and other federal laws.
• The total amount of all deductions for each payment of wages cannot exceed 20%, and in cases provided for by federal laws, 50% of the wages due to the employee (Article 138 of the Labor Code of the Russian Federation).
• In some cases (collection of alimony for minor children, compensation for harm caused by the employer to the health of an employee, compensation for harm to persons who have suffered damage due to the death of the breadwinner, and compensation for damage caused by a crime) established by the legislation of the Russian Federation, the amount of deductions from wages cannot exceed 70%. Deductions from payments that are not foreclosed in accordance with federal law are not allowed (Article 138 of the Labor Code of the Russian Federation).
• Upon termination of the employment contract, payment of all amounts due to the employee from the employer is made on the day the employee is dismissed. 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 dismissed employee submits a request for payment. In the event of a dispute about the amounts due to the employee upon dismissal, the employer undertakes to pay the amount not disputed by him within the period specified above (Article 140 of the Labor Code of the Russian Federation).
• Wages not received by the day of the death of the employee are issued to members of his family or to a person who was dependent on the deceased on the day of his death. The payment of wages is made no later than a week from the date of submission of the relevant documents to the employer.
• Downtime due to the fault of the employer, if the employee warned the employer in writing about the beginning of the downtime, is paid in the amount of at least two-thirds of the employee's average salary.
• Downtime for reasons beyond the control of the employer and employee, 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 tariff rate (salary).

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

PAYMENT SYSTEM

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

Direct piecework pay

For employees production units(workshops for the development of products, for the loading of metal) a direct piecework wage system has been established, since the results of their work can be quantitatively measured and they are expressed in kind.

For the production of each unit of production, specific prices are set. Their size is determined by the order CEO for half a year. The salary is calculated in the following order: the amount of products of one type or another produced by the employee is multiplied by the prices (set for one unit of production). Then the total amounts for each type of product are summed up. The result obtained is the salary, if the reduction coefficient for marriage, provided for in clause 2.2.2, is not applied to this amount. of this Regulation.

If in the products manufactured by an employee, a defect is recorded in the amount exceeding 2% of the total volume of products produced by this employee, a reduction factor of 0.8 is applied to the amount of salary accrued based on the quantity of products produced. For every additional 2% of scrap, the reduction factor is reduced by 0.2.

Chord system of remuneration

For brigades and groups working on specific projects and tasks, a piecework remuneration system is established. Employees are paid based on the collective result of the entire brigade (group). 40% of the income received by the brigade goes to the salaries of its employees.

The amount received is distributed among the employees by the foreman (team leader). He can distribute the amount to everyone equally, or differentially, depending on the contribution of a particular employee to the common cause and his compliance with labor discipline.

Absenteeism for no reason gives the foreman (team leader) the right to reduce the salary of the offending employee by 15%, for appearing at work in a state of intoxication - by 10%. The salary of the foreman or team leader himself exceeds average salary his subordinates by 25%. The difference in salaries of employees who are members of the same team (group) cannot be more than 20%.

Time-bonus system of remuneration

For other employees of the company, a time-bonus system of remuneration is established.

• fixed part - salary;
• the variable part is the bonus accrued based on the timing and quality of the work, the achievement of certain results.

All employees of the company may also be paid an additional one-time bonus for significant achievements in their work.

• SALARY (OFFICIAL SALARY)

The procedure for setting the salary of an employee

The salary (official salary) in this Regulation is understood as a fixed amount of remuneration of the Employee for the fulfillment of labor norms or labor duties of a certain complexity per month.

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

The amount of salary (official salary) (excluding additional payments, allowances, bonuses and other incentive payments) of an employee who has fully worked out the norm of working hours cannot be lower than the minimum wage established by federal law. Changing the salary of an employee

An employee's salary increases when he is transferred to another position, which implies greater responsibility, workload and, accordingly, higher pay (included in the grade, for which higher wages are provided).

The salary can be increased even if the employee consistently shows good results for one and a half to two years, does not violate labor discipline, fulfills and exceeds the plan, demonstrates loyalty to the company and interest in improving labor efficiency.

The decision to raise the employee is made by the head of the employee, draws up a presentation on him and transfers to the personnel service. She considers the submission and, in agreement with the company's management, makes a decision based on the financial capabilities of the organization. The employee's salary can be reduced if, for health reasons or at his own request, he is transferred to a position with less responsibility and load, as well as with less pay.

The organization has the right to reduce the salary of an employee if the certification showed that he demonstrates low labor results, does not fulfill the plan, does not cope with his duties, does not have necessary knowledge in full and with the necessary competencies, does not correspond to the position held.

The decision to reduce the salary can be made in this case only based on the results of personnel assessment and only by a special labor commission, which includes representatives of the personnel service, the head of the company or deputy, the immediate supervisor of the employee, specialists from the legal and financial services. That the labor commission has adopted the decision to reduce the official salary based on the results of certification, the employee is informed at least two months in advance.

SUPPLEMENTS

Types and amount of surcharges

Employees of the Organization are entitled to the following additional payments:

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

Overtime pay

In this Regulation, overtime is understood as 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 time - 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 overtime- in the amount of 150 percent of the hourly rate;

for subsequent hours of overtime work - in the amount of 200 percent of the hourly rate.

These additional payments are not made to Employees who have an irregular working day.

Extra pay for work on weekends and holidays

For work on weekends and holidays Employees with time wages are subject to additional payments:

• in the amount of 100 percent of the hourly rate - if work on a weekend or 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 performed in excess of the monthly norm of working time.

Extra pay for night work

For the purposes of this Regulation, night work means work from 10 p.m. to 6 a.m.

For work in the night shift Employees with time wages are subject to additional payments in the amount of 40 percent of the hourly rate. Additional payments for performing the duties of a temporarily absent Employee

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

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

Additional payments for combining professions (positions)

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 combining professions (positions).

The procedure for calculating and paying surcharges

• The accrual and payment of additional payments listed in clauses 4.2-4.6 of these Regulations are made monthly in accordance with the timesheets.
• The calculation of the hourly rate is made by dividing the amount of wages accrued in the billing period by the number of working days in this period according to the five-day working week calendar and by 8 hours (the length of the working day).
• The total amount of payments established to the Employee, the maximum size is not limited.
• At the request of the employee, he may be given another day of rest, and then the work is paid in a single amount.

• SUPPLEMENTS

Types of allowances

The employees of the Organization are provided with the following types of salary increments:

• for long service in the Organization;
• for the intensity, intensity of labor;
• for use at work foreign language;
• for classiness.
• Long service allowance

For a long period of service, the Employee is given a bonus to the salary (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.

Bonus for intensity, labor intensity

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

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

Allowance for the use of a foreign language in work

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

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

Drivers allowance

Drivers of the Organization are given a premium for classiness in the amount of up to 10 percent of their official salary.

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

BONUS

Types of bonuses

Employees of the Organization who positions, current and one-time (one-time) bonuses are established.

1. Current Premium
   1. Current bonuses are paid based on the results of work for a month or another reporting period in accordance with the Regulations on bonuses.
   2. The size of the current bonus is set by the manager by simply calculating the quantitative indicators of activity. Qualitative indicators are evaluated exclusively by the immediate supervisor of the employee
2. One-time (one-time) premium
   1. The amount of one-time (one-time) bonuses is not limited by the maximum amount and depends on the financial performance of the company.
   2. A one-time (one-time) bonus is paid exclusively by decision of the organization's management and is the right of the company (Articles 22, 191 of the Labor Code of the Russian Federation).
   3. The amount of a one-time (one-time) bonus can be changed upward or downward by the decision of the Administration in accordance with the labor contribution coefficients (see Appendix No. 1).
   4. One-time (one-time) bonuses are paid:
3. in connection with professional holidays, based on the results of work for the year - at the expense of the profit of the Organization;
4. in other cases provided for by the Regulations on bonuses - from the payroll fund.
   1. The amount of one-time (one-time) bonuses is established by order (instruction) of the head of the Organization.
5. List of disciplinary sanctions due to which bonuses are not awarded

Bonuses are not accrued to Employees who have disciplinary sanctions for:

1. absenteeism (absence from the workplace without a good reason for more than 4 hours in a row during the working day);
2. appearance at work in a state of alcoholic, toxic or other drug intoxication;
3. being late to the beginning of the working day without warning the immediate supervisor;
4. failure to comply with the instructions of the head;
5. failure to perform or improper performance of the duties assigned to the Employee. The Employer has the right to prematurely withdraw from the Employee disciplinary action on their own initiative, at the request of the Employee or at the request of his immediate supervisor.

The specified order is made out by the order of the head of the Organization.

Rewarding the leaders of the organization

Awards to the CEO, Executive Director, Advisor to the CEO, Business Development Consultant.

1. The amount of the premium is determined based on the results of the financial and economic activities of the company and depends on three indicators of the company - quantitative, qualitative and financial.
2. The amount of the bonus and the frequency of its payment is approved by the order of the General Director.
3. The bonus is paid only to those managers who are working in the company at the time of their payment.

MATERIAL AID

1. In this Regulation, material assistance means assistance (in cash or material form) provided to the Employees of the Organization in connection with the onset of emergency circumstances.
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 due to fire, flood and other emergencies;
• injury or other harm to the health of the Employee.

The employer may recognize other circumstances as extraordinary.

1. Material assistance is paid out of the net profit of the Organization on the basis of an order (instruction) of the head of the Organization on the personal application of the Employee.
2. The provision of material assistance is carried out upon submission by the Employee of documents confirming the onset of emergency circumstances.

CALCULATION AND PAYMENT OF WAGES

1. Wages are accrued to Employees in the amount and in the manner prescribed by this Regulation.
2. The basis for payroll are: staffing, employment contract, time sheet and orders approved by the head of the Organization.
3. Timesheets are filled out and signed by the heads of structural units. The HR manager approves the timesheet.
4. Employees who have worked part-time, wages are accrued for the time actually worked.
5. The determination of wages for the main and combined positions (types of work), as well as for the position held in combination, is carried out separately for each of the positions (type of work).
6. Wages are paid to Employees at the cash desk of the Organization or transferred to the bank account specified by the Employee on the terms stipulated by the employment contract.
7. Before the payment of wages, each Employee is given a payslip indicating constituent parts 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. Payment of wages for the current month is made twice a month: on the 20th day of the billing month (for the first half of the month - an advance in the amount of 50% of the salary) and on the 5th day of the month following the billing month (final payment for the month).
9. If the day of payment coincides with a weekend or non-working holiday, payment of wages is made on the eve of this day.
10. If the Employee fails to perform official duties through the fault of the Employer, payment is made for the time actually worked or work performed, but not lower than the average salary of the Employee.

In case of failure to perform 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 failure to perform official duties due to the fault of the Employee, payment of salary (official salary) is made in accordance with the amount of work performed.

Downtime due to the fault of the Employer, if the Employee warned the Employer in writing about the beginning of the downtime, is paid in the amount of at least two thirds of the average salary of the Employee.

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.

1. 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.
2. Amounts of wages, compensations, other payments not received within the established period are subject to deposit.
3. Certificates of the amount of wages, accruals and deductions from it are issued only personally to the Employee.
4. Payment for leave to Employees is made no later than three days before its start.
5. 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 request for payment.

In the event of a dispute about the amounts due to the Employee upon dismissal, the Employee shall be paid an amount not disputed by the Employer within the period specified above.

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

WAGE INDEXATION

1. The salary of the Employee is indexed in connection with the growth of consumer prices for goods and services.
2. The salary, taking into account indexation, is paid to the Employee starting from the first month of each quarter.
3. At the end of the year, the labor commission decides on the indexation of salaries. It takes into account the financial performance of the company, the inflation index, as well as the growth in consumer prices in the country, determined on the basis of Rosstat data.
4. The commission determines how much wages rise and sets the indexation rate as a percentage. It cannot be less than the official inflation index, but it can exceed it.

EMPLOYER'S RESPONSIBILITY

1. For the delay in payment of wages, the Employer is liable in accordance with the legislation of the Russian Federation.
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 forced absenteeism, while the Employee retains the position and salary (official salary).
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