Surely every person is familiar with such a concept as bonuses. This is such a form of payment for labor in excess of the established salary, which implies additional compensation for particularly distinguished employees. Some people like a more lyrical definition - they believe that the prize is primarily a means of promotion. However, the essence does not change. Everyone knows about the existence of such an allowance, but not everyone knows the examples of the bonus provision. And their content is just worth knowing to all working people.
general information
To begin with, it should be noted that each company may have its own sample of the provision on bonus payments to employees (LLC is this or another type of activity - it does not matter). Which is logical, since each company, firm, corporation, institution and any other structure is distinguished by its specificity and features. However, there is a certain standard drawn up according to all the rules - it is, as a rule, taken as a basis.
And absolutely all of the bonus clauses have something in common. And this is the first chapter in the document. It contains general provisions. As a rule, the first chapter includes 5-6 points.
It says that the presented document is a normative act, which was developed in accordance with Russian legislation, and it applies to all employees of the enterprise. The position also indicates its immediate purpose. It is assured: the bonus act aims to increase the efficiency of the work carried out by employees, which, in turn, is aimed at improving the results of the enterprise.
It is specified that the issuance of this remuneration is a right and not an obligation of management. Anyone who carries out their work efficiently or to a large extent can count on it.
And finally, the document says that the prize is given if the treasury of the enterprise has free cash that can be used to stimulate workers. Remuneration is issued on the day of the payment of salary - in the month that follows the reporting one.
About conditions
The document also contains information that makes it possible to understand under what conditions workers can rely on remuneration. And here are the main ones:
- Conscientious and successful performance by an employee of his duties prescribed in the contract.
- Compliance with bonus indicators.
- Implementation of an individual plan.
- The positive impact of employee success on enterprise results.
And now something can be clarified. On the example of the activity of an LLC engaged in providing customers with a product or service. In this case, the bonus indicator is the employee’s fulfillment of an individual monthly sales plan. Which, in turn, is approved by order of the General Director of the LLC every calendar month. But before it takes effect, the plan is communicated to the employees of the enterprise under signature. The provision also indicates what bonus is given to an employee who is applying for it in all respects. This is usually 35% of the salary.
Hardship
In addition to the above, each sample of the provision on bonus payments to LLC employees contains information on the conditions under which a person may be deprived of remuneration. Here are the main ones:
- An employee is not awarded a bonus if he does not fulfill his duties prescribed in his contract or does not fully cope with them.
- Also, he may not count on remuneration in case of violation of the requirements established by the administration in relation to the paperwork and the results of work.
- If a person fails to complete the assignment within the established time period or passes it later, the bonus is also not relied upon.
- For failure to comply with instructions and direct management orders, remuneration is also not provided.
There are still a number of violations for which they can not only deprive the bonus, but also write a fine. These include absenteeism, regular delays and absence from the workplace for several hours without warning and indicating a good reason. A more serious violation is the appearance of a person in the workplace in a state of alcoholic, narcotic and toxic intoxication.
The punishment also follows the disclosure of secrets protected by law (official, commercial and state), which became known to the employee of the enterprise during the performance of duties, and the personal data of other employees.
For the theft of property relies not only a fine, but also a court, as this is an administrative offense. If, due to the fault of the employee, an accident occurred (catastrophe, accident, etc.) due to his neglect of labor protection requirements, then the court is also threatened. The punishment depends on the severity of the incident - either a fine or imprisonment (which also happens, but rarely).
Types of Rewards
Information about them also contains samples of the provisions on bonuses. So, the most common type of allowances is the so-called current remuneration. Which is issued to the employee based on the results of his work for the month. But in the event that he has achieved high production indicators. Check whether it was possible to achieve the desired, you can simply - all the information is available in the regulatory enactment of the enterprise.
For example, the provision on bonuses to sales managers (the sample should be freely available at the workplace) reads: the fee is due if the employee contributed to a clear increase in the volume of goods or services offered, reduction in receivables, and did not allow spoilage of products.
The employees of the rental bureau are entitled to a surcharge for the delivery of premises / cars / other property to customers, the amount of which is higher than the monthly rate established by the management.
If a person works in the field of financial directorates, then they can be given a bonus for the quality assurance of financial and cash discipline, as well as early determination of the monthly results of the enterprise and the timely delivery of reports, declarations.
However, as already mentioned, the samples of the provisions on bonuses differ depending on the activity of the labor structure. But these three examples, on the whole, make it possible to understand what the employer takes into account when he defines people who deserve a bonus.
Right to allowance
It should also be noted by attention, telling about the provision on payment and bonuses. A sample with detailed content describes in detail in what cases the employees of a given structure have the right to receive remuneration.
So, if a person is listed in the commercial department, then a premium may be transferred to him when his unit makes a profit. Naturally, if he fulfills the task of income.
Employees of the service unit are awarded prizes in two cases. The first - after making profit by the whole enterprise. The second - after the revenue of the commercial department. Workers in the workshops can expect rewards after the entire enterprise has made a profit.
About lump sum
About this type of allowance, the provision on bonuses in a budget institution speaks separately. The sample states that a one-time reward may be awarded in several cases. And in which ones:
- According to the results of the successful productive work of the institution for the year.
- For significant overfulfillment of the approved plan.
- For the quick implementation of management instructions and especially important / urgent tasks, as well as impressive results.
- For a competent initiative, which means the development and subsequent implementation of measures that are aimed at saving the funds / resources of the institution and the parallel improvement of safety measures for working conditions and effectiveness.
Another prize is prescribed on the occasion of the anniversary of birth - at 50 and 55, as well as every subsequent 5 years. But even this has its own nuances that each sample of the provision on bonus payments to employees of budgetary institutions contains.
So, with a work experience of less than five years, such a “gift” is usually not awarded. If the employee’s experience varies from 5 to 10, then the remuneration will be 25% of his salary. From 10 to 15 years - 50% of the salary. And if the experience exceeds 15 years, then the premium will be 75% of the salary.
Even at the enterprises it is customary to “accompany” employees with a retirement bonus and thus thank them for their many years of work. In this case, the amount of remuneration is determined by management.
Payments at the end of the year
This type of allowance should be noted with special attention, since it is usually relied upon by all. In addition, there is a separate provision on bonuses at the end of the year (a sample should also be at each enterprise).
Its goal is to increase the material interest of workers in the quality performance of their duties. This remuneration is written out to all people working in a particular institution under the Labor Code of the Russian Federation and who were part of the team at the time of December 31 of the outgoing year (and if they were in it over the previous 12 months). Those who did not work from 01.01 to 31.12 are also charged a bonus. Or if a baby has happened or a long business trip. To everyone else - a bonus proportional to the time worked.
How is it generally calculated? For the first year of work - 50% of the salary. For the second - 70%. And for the third and all subsequent ones - 100% (full 13th salary). A bonus is awarded, usually in February. Together with the salary for January.
About other allowances
The order on the bonus provision, the model of which is provided above, also contains information about other payments. Take, for example, countervailing allowances, which are laid down in accordance with the 3rd paragraph of Article 255 of the Tax Code. They are issued to people working in conditions that differ from normal. And this is not just about working in an unusual climate, a polluted atmosphere and in a dangerous environment. Compensation is also provided for overtime work. This implies several shifts, working at night, combining professions, going out to your place on holidays or weekends.
And bonuses, by the way, which do not refer to compensation, but to encouragement, can be expressed not only in monetary terms. Another leader can publicly express his gratitude (though this is usually accompanied by the presentation of the “envelope”), give out a valuable gift, a letter of honor or assign him the title of “best” by profession. Promotion is also a kind of bonus.
Premiums for Parents
One cannot fail to mention the provision on bonus payments to the CEO. The pattern is naturally different. At least because the conditions prescribed in the collective agreement do not apply to the head.
So, the size of the salary and incentives for the Director General is established by the Board of Directors. The prize is awarded for special achievements - as a rule, for successful results associated with the achievement of key performance indicators.
The amount of remuneration, of course, is greater than that of other employees. If the premium is issued based on the results of the quarter, then it can reach one and a half monthly salaries. Remuneration is issued at the end of the year, after taking into account all the results? Then it can be at most 12 official salaries.
However, this is not all the information that contains the provision on the bonus director. The sample also allows you to make sure that lump-sum payments for superior persons are also issued. For example, for urgent or critical work. But, again, the decision on whether to give it out or not is made at a general meeting, based on which an appropriate protocol is drawn up.
Can a CEO write a reward to himself? Of course not. This is a violation, as described in the second part of the 135th and 191st article of the Labor Code of the Russian Federation. For such behavior is usually threatened with dismissal, full compensation for the damage caused, and the problems that the tax inspectorate will provide.
How to make a document?
This is also worth talking about. Since each entrepreneur and the head of a certain institution should know how to “describe” bonuses for employees in a document. Samples of orders (bonus provision) are freely available, so any of them can be taken as a basis. But they are usually guided by this scheme:
- First, the conditions specified in the labor agreement are prescribed.
- Then the rules on bonuses are introduced in the regulation on remuneration.
- Then the finished document is approved.
First, general provisions are indicated, including the name of the act (it must be indicated that it is local and developed in accordance with the Labor Code of the Russian Federation), the name of the enterprise, and the list of employees. It is important to note the purpose of the introduction of the document, as well as the fact that the issuance of the award is a right, not an obligation of the head. Then the bonus indicators are indicated. That is, the grounds upon which employees can rely on remuneration. Plus, the size and procedure for calculating remuneration.
In conclusion, the period during which this regulatory act will be valid is indicated. And the order, following which the head can make amendments to the provision on bonuses. The sample is then checked for errors and approved if they are not found.
Conclusion
Of course, this normative act comes into force when an order is issued to approve the provision on bonuses. A sample of this document is built according to certain rules. It begins with the word “I order”, after which the list of innovations is listed. In this case, it looks like this: "... approve and enact the provision on bonus payments to LLC employees * name of the enterprise * from 01.01.17." It is further noted that a pre-existing document from this day ceases to be valid.
It is also usually attributed to a clause indicating that the head of the personnel department is obliged to familiarize with the new act of all employees of the institution and bring it under the signature of each one.
Then put the signature of the CEO, the seal of the enterprise. Then the order on approval of the bonus provision (the sample, by the way, is provided a little higher) is made public. Employees get to know him and sign, expressing their agreement with the document.
By the way, the bonus act itself says (in the very last chapter) that it comes into force from the day the approval order is issued. And it is valid until the management draws up a new document.
Finally, it is worth saying that changes and additions can be made to the act on the reasonable initiative of employees, and not just the head. But only if you really want to add any point, you need to carefully think it over, paint the grounds and explain why it should be in position. And only after that go with your proposal to the leadership. By the way, such an initiative (if it is deemed appropriate and useful) can also be rewarded.