According to the law, no employer can do without a provision on remuneration and bonus payments . This is a document that spells out all the little things related to the promotion of employees of a particular enterprise, as well as the issuance of a legal salary. And it is advisable to be familiar with everyone.
Chapter number 1
There is a universal pattern. Not every company has this act exactly similar to it. But he, as a rule, is taken as a basis and is modified. Like any normative legal act, the regulation on remuneration of an institution is divided into chapters. And the first one contains general information.
It says that this document was developed in accordance with the tax and labor laws of the country and the collective agreement.
Clause 1.3 spells out the purpose of the regulation on remuneration and bonus payments. It noted that this document is intended to motivate the employees of the enterprise to work and to interest them in the material plan, so that the consequence of their work is the timely completion of planned tasks and the gradual improvement of the process results. It also describes in detail the importance of employees showing initiative, improving technological processes, minimizing the cost of producing goods or services, etc.
Salary is an essential element of the incentive system
That is exactly what is said in this document. This is already mentioned in paragraph 1.4 of the same chapter. And it is extremely important to get acquainted with it for every person applying for a hired enterprise. Since it is in this paragraph that it describes the principles by which the wages of workers are formed.
So, first of all, the complexity and responsibility of the activity that a person carries out at the enterprise is taken into account. And also - the importance of his profession, position and responsibility.
The paragraph also states that equal pay is charged to employees equally. And discrimination in terms of determining salaries is strictly prohibited.
And in order to comply with all this, they usually establish clear criteria and rules, according to which the size of the salary is established individually at each enterprise. And each person can familiarize themselves with them and understand what reward he can count on.
Payroll systems
There are only four of them. The first is time-bonus. It implies the remuneration of a person’s labor for the time that he worked on the fact. And more + awards. For example, a person works as a seller in an electronics store, and he receives 150 rubles per hour. But also to this is added 1% of the amount by which he sold the equipment. And so his salary is formed - according to a simple and understandable formula.
The second system is simple piecework. A person receives money for the quantity of products / goods that he produced per 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 per day, then it must comply with this indicator.
The third system is commission. In this case, the remuneration of employees is set in% of the revenue that the entire enterprise receives according to the results of the employees' activities. A good example with a round sum: a broker made a deal for $ 1,000,000. He is entitled to 5% of the profit, that is, $ 50,000.
And the last system is commission-progressive. The salary of a person in this case is a percentage of revenue, as in the previous example, but only the% growth is taken into account with an increase in profit.
What is included in the salary?
Depending on the type of payment system (they were listed above), legal remuneration of labor can consist of several parts. This is a salary (or, as is customary to say, a rate), bonus payments, and also allowances. They are laid for the secrecy of work, hard or complex activity and for mentoring.
More employees are rewarded for the results of their work at the end of the year. There are also allowances that people are required by law. Usually they are issued as dangerous, harmful or difficult working conditions. This also includes the so-called “overtime”. Nobody should recycle more than their norm (40 hours a week). Everyone has every right to refuse, if the boss so requires. But if you had to work additionally, then premiums for this are mandatory.
Payment Procedure
Employees are paid at least once every 15 days. In the event of a delay exceeding 2 weeks, a person has every right to stop going to work until he receives his legal remuneration. But before that, of course, it is necessary to notify the chief in writing of his intentions - the labor code obliges.
The days on which money is accrued are determined by each company individually. 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 are no delays.
Worth knowing
If a person believes that he deserves a prize, then he has the right to draw up a memo addressed to the head with the appropriate content. However, you must take it no later than the first day of each month.
It is also important to take into account that in the event of a forced downtime at work, the consequence of which is non-compliance with labor standards, employees are paid their salary , but not in full, but 2/3 of the rate. By the way, today payment is made on a bank card, the registration of which is also held by the employer.
Mentoring Compensation
The next five chapters of the regulation on wages and bonus payments for employees describe in detail how salaries are accrued to people according to one or another system. But, since this topic was briefly described, and besides, its specificity is established individually by the authorities of a particular enterprise, it is worth moving on to other aspects. Namely - to mentoring allowances. This is described in the 7th chapter of the regulation on wages and bonus payments.
Rewards of this type have their own goals. The first is the replenishment of the work team by young employees. The second is the successful and quick development of professional skills and knowledge by them. The third is to encourage experienced workers to mentor young employees.
If we talk about amounts, then usually bonuses of this nature make up 5-10% of the salary for the period during which a person trained an inexperienced person hired by the leadership. If, for example, a specialist’s salary is 35,000 rubles, then in a month he will receive an additional 1750-3500 “bonus” rubles.
Conditions allowances
Considering examples of remuneration, it is impossible not to note attention and the amount due to a 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 awarded to all employees who carry out their work in conditions that are far from normal. And also to those who combine various qualifications or professions. This also includes bonuses for work at night, on weekends and holidays.
But also, in addition to the “bonus” amounts, there are still fines and penalties that are imposed for simple production, defective goods and failure to comply with labor standards through the fault of the employee. But if any of this happened for reasons beyond his control, this does not affect the size of his salary.
Types of Prizes
This topic should also be noted attention. A sample bonus provision for each company is compiled differently, but they differ only in the specifics of the company and in numbers. Otherwise, everything is the same.
There are different types of bonuses. They differ in the form of payments - there are cash (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 process of activity, or after the successful completion of some task.
Also, bonuses differ in the assessment of performance indicators. There are individual and collective rewards. And there are also bonuses that differ in the method of accrual (relative and absolute) and in frequency (systematic and one-time).
The last category of remuneration that you have is those premiums that rely on established indicators. That is, as a rule, for the length of service, to the holiday date, anniversary or at the end of the working year.
Penalties
Each sample bonus provision contains a chapter or paragraph detailing information about why a person may be fined. For some organizations, this item fundamentally takes place (that is, employees "get paid for money" regularly), for others - formally. But still it is necessary to touch his attention.
So, here is the basis for a fine, deprivation of a bonus or even dismissal:
- Absenteeism.
- Failure to fulfill their duties.
- Appearance at work while intoxicated - under the influence of alcohol, toxins or drugs.
- Regular lateness.
- Non-observance of official secrets.
- Disclosure of classified information and sensitive data.
- Violation of labor protection requirements (this also includes sanitary standards and fire safety).
- Theft of valuables and property belonging to the enterprise.
As you can see, there are many points. Of course, as statistics show, most often fines are due to delays. So, in order to avoid trouble, you should be more responsible for your work.
Set minimum
Well, the above was described in great detail about what the provision on bonus payments implies. LLC, IE, state of emergency, as well as many other enterprises take a generally accepted sample and on its basis draw up their act. Changes affect only some aspects - amounts, interest, the specifics of the company.
Finally, I would like to touch on such a topic as the minimum wage in Russia. It differs by region. But the minimum wage today is 7500 rubles. While the minimum cost of living is equal to the amount close to 10 000 rubles. It turns out that a person receiving a minimum of 7500 rubles will have to get a part-time job. Or one and a half bets to “hold out” to a living wage. However, this is a slightly different topic.
The largest minimum wages in Russia are set in the following territorial entities: Moscow (17,561 rubles), Sakhalin Oblast (16,838), Magadan (17,100), Kamchatka Krai (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 it is still unknown what the indicator will be in the current, 2017th.