Minimum wage. Regulations on the remuneration of employees

Amendments to the legislation introduced in 2017 confirm the direct interest of the state in ensuring that employers ensure the completeness and timeliness of remuneration of employees. Violations of wages are fraught with not only administrative, but also criminal liability. The article discusses general issues wages in 2017, as well as those related to the latest changes in labor legislation.

Provisions of wage laws in 2017

The main provisions governing the remuneration procedure are set out in Chapter 21 of the Labor Code of the Russian Federation. Articles 136, 153-158 set out the procedure for paying wages employees, the places and terms of its issuance, as well as the conditions and procedure for applying various systems remuneration, principles of remuneration of citizens working in special conditions, including at night, on weekends and holidays, in shifts, overtime and when new industries are introduced.

One of the most important regulations governing wages in 2017 is Federal Law No. 82-FZ “On the Minimum Wage”, as amended, which were signed on December 20, 2016, and the laws of the constituent entities of the Federation that establish differentiated minimum wage values in the regions, depending from local economic realities.

The main requirements, the implementation of which is controlled at the state level, remain the same:

Compliance with the established labor or collective agreement, other local regulations terms and order of payment of wages;
ensuring the real level of wages (indexation in accordance with inflation);
application of a transparent incentive system using specific quantitative and qualitative evaluation criteria;
timely and in full payment of all compensations and allowances guaranteed by law for certain categories of employees;
use of relevant methods and techniques for assessing the quality and efficiency of employees' work that meet the requirements of labor legislation in the differentiation of wages;
establishing the principles and procedures for remuneration at a particular enterprise in labor and collective agreement, local regulations;
the absence of any discrimination in the establishment of wage conditions.

The conditions and procedure for remuneration of labor, the bonus system in force at the enterprise should be fixed by the employer's local regulations, while local regulations should not worsen the position of employees compared to those that are guaranteed labor law.

The main requirements for wages include the minimum level established by law - the minimum wage. From January to July 1, 2017, the minimum wage set at the federal level is 7,500 rubles; from July 1, 2017, it will increase to 7,800 rubles.

In addition, from October 3, 2016, new provisions of Article 136 of the Labor Code of the Russian Federation are in force, according to which the employer must pay for the work of employees at least twice a month, while the advance payment for the current month must be issued from 16 to 30 (31) date, and the final settlement must be made between the 1st and 15th of the following month. In this case, there must be half a month between the date of the advance payment and the date of issuance of wages. Dates for the issuance of wages must be stipulated by a collective or labor agreement, other normative act regulating remuneration in the organization.

Not yet at the level of the law, although such a bill has already been prepared, but at the level of the recommendations of Rostrud and the Ministry of Labor, the issue has been resolved with those incentive payments that are accrued to the employee not monthly, but based on the results for some specific periods, for example, bonuses for a quarter, half a year or a year. In this case, according to the regulatory authorities, the employer has the right to take stock, analyze the efficiency of each employee and accrue a bonus to him later than the fifteen-day period established for the payment of wages at the end of the billing period. But in any case, the timing of the payment of bonuses and other incentive allowances should be stipulated by local regulations.

What documents on remuneration in 2017 should be in the organization

Unlike institutions of state or municipal subordination, in which the issues of remuneration in 2017 will remain strictly regulated, employers that do not have mixed or budgetary funding have every right to independently develop and consolidate the principles of remuneration of their employees at the local level.

Therefore, the employer has the right to refuse to apply unified system remuneration at your enterprise and form staffing by setting employee salaries based on the average market price labor force in that particular region. In this case, the parameters of the remuneration system applicable to a particular employee should be reflected, at a minimum, in the employment contract.

On medium and large enterprises there is no question of the absence of a unified system of remuneration of labor - this, first of all, is unprofitable for the employer himself, since it complicates accounting and calculations, and reduces the motivation of employees. In this case, the remuneration system at the enterprise is established both by an employment contract with an employee, and a collective agreement, and special regulations, such as the Regulation on remuneration and the Regulation on bonuses, in accordance with Art. 135 of the Labor Code of the Russian Federation.

Development separate document- Provisions on remuneration - is the most preferable option, allowing you to establish uniform rules and principles of remuneration for all employees of the organization, allowing you to adjust its size depending on the qualifications, level of education and personal effectiveness of each employee. Such a solution to the issue makes it possible to make the remuneration system transparent and as clear as possible both for those working at the enterprise and for employees of regulatory bodies who check its activities.

The most common types of payroll violations include:

Failure to comply with the terms established by law and local regulations for the payment of wages, vacation pay, compensations and amounts accrued to employees upon dismissal;
one-time monthly payment of wages;
registration of settlement sheets without using a single standard form;
improper registration and late payment of overtime and additional work.

Since guarantees to employees for timely and adequate remuneration of labor are provided at the state level, the supervisory authorities strictly monitor that these guarantees are observed by employers in full.

When conducting an audit of wages in 2017, inspectors will first of all pay attention to the dates of payment of wages and compliance with the established deadlines for its issuance, the correctness and completeness of execution and completion of settlement documents. The organization should use a standard form for filling out pay slips for all employees. The inspectors will also pay attention to the correctness of the timesheets and check whether the additional amounts due for overtime work have been issued to the employee in a timely manner.

In accordance with Article 5.27 of the Code of Administrative Offenses, since October 3, 2016, fines for delayed payment of wages have been increased.

You can find their sizes in the table:

If the audit reveals that the level of remuneration of an employee in 2017 is below the established minimum wage, the organization will be forced to pay a fine of 30,000 to 50,000 rubles.

For delayed wages, the employer must pay compensation to the employee, while the interest rate is 1/150 of the key rate Central Bank RF.

New wage system in 2017

Employee pay system public sector according to the Unified Tariff Scale, which has been practiced in our country for a long time, has shown its inefficiency in the educational industry.

Tariff category, established for the qualifications and experience of the teacher, does not reflect the effectiveness of his work, and therefore does not stimulate efficiency and quality improvement.

It was necessary to reform the system of remuneration of educators, it was necessary to completely new approach. It is this process that continues in the Russian Federation today.

Like any new undertaking that has not yet been sufficiently tested in practice, the new wage system (NSOT) contains both pluses and unexpected pitfalls. Consider the features of this system, its regulatory framework, we will analyze how it is introduced in budgetary educational institutions, consider its positive and negative nuances.

What is NSOT

NSOT stands for "new wage system". This is an initiative that replaces the principle of calculating labor remuneration for employees of the educational industry from a salary (based on the Unified Tariff Scale) to a differentiated approach.

Under the usual system, the salary of a public sector employee was calculated based on the salary (tariff), which corresponded to a certain qualification category by seniority and category of employee. The productivity of labor in each specific time period had practically no effect on the amount of wages.

The NSOT declares a different principle for the distribution of salary funds: managers receive the sole right to dispose of their distribution, assigning different amounts depending on the quantity and quality of work of each public sector employee, encouraging more successful and qualified ones.

Funds for such payments should come from saving funds, as well as by expanding budget allocations at the federal level by about a third.

If the temporary volume of work of a state employee remained at the same level, as well as the level of his official duties, then the salary based on the NSOT cannot be less than it was according to the UTS.

Legislative rationale

The Government of the Russian Federation adopted a Decree according to which public sector employees belonging to certain industries, and above all, to education, are switching from ETS to NSOT. This document highlights general issues related to the new approach to the system of labor remuneration in public sectors.

In Art. 144 of the Labor Code of the Russian Federation highlights the procedure for documenting the payment system and other working conditions at each level of distribution of budgetary funds:

Federal-level institutions must reflect this procedure in collective agreements, additional agreements to labor contracts or other local regulations provided for by federal law;
in regional state institutions - in the same documents, but taking into account the features adopted at the legislative level of the constituent entities of the Russian Federation;
at the municipal level, the subtleties of local self-government will need to be taken into account.

This law actually gives priority in establishing a wage system directly to the employer, that is, to the authorities. budget institution.

New wage system for educational institutions financed from the budget, is built on the following grounds:

1. The salary fund of the institution is formed in relation to the number of students (funds from the budget are allocated for each student served).
2. Taking into account the amount of allocated funds, an educational institution has the right to draw up its own staff list.
3. The entire pay fund consists of two shares: basic (guaranteed to be paid according to tariffs and ordinary compensations) and incentive (it is distributed according to success, achievements, workload, working conditions of employees).
4. Accounting for payments under the incentive part also includes those duties of the teacher that previously amounted to virtually unregulated employment, for example, conversations with students' parents and their documentation, checking student work, managing special rooms, etc.
5. The amount of payment received by management should not exceed the average salary of other employees.

Incentive payments for NSOT

Part of the salary, which is precisely the essence of the NSOT, should be paid in addition to the guaranteed amounts as a reward for specific achievements and incentives for further success.

Incentive payments, unlike traditional "bonuses", are paid not for the absence of complaints and the normal performance of their duties, but for achievements, special results, increased efficiency.

Internal regulations should clearly regulate:

Types of incentive payments;
criteria for their accrual;
amounts and/or calculation procedure;
periodicity of payments (weekly, monthly, based on the results of half a year or a year);
the procedure for assessing the achievement of the declared indicators (by the director with the participation of educational councils).

Approximately 30% of the entire wage fund should go to ensure these payments, that is, this is exactly the share by which subsidies from state budget within the framework of the introduction of the NSOT.

How to switch to NSOT

In order to introduce a new payment system, each budgetary institution is obliged to make changes or adopt new regulations, which, in fact, regulate changes in essential conditions labor, and therefore require the consent of the employees themselves.

If we interpret the transition to NSOT as a change in technological conditions or labor organization, then it is not necessary to obtain the consent of employees.

To do this, the employer must complete a number of statutory steps:

1. Notify employees in writing of changes within two months.
2. If the employee agrees to work in the new conditions, he must express this in writing.
3. If the conditions are not suitable for a state employee, he must be offered vacancies in writing, if any, including those from those paid below the current ones, as well as in other regional divisions.
4. In the absence of vacancies or disagreement of the employee to take one of them, he is fired under paragraph 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.
5. An additional agreement is concluded with the agreed employees with the new wage conditions prescribed in it (they should not be worse than the old ones): the amounts of salary payments, compensations, allowances, the stimulating part of the salary.

Criticism of the NSOT

Very effective in theory, in the process of using the NSOT, it discovered several extremely unpleasant “pitfalls”.

It was conceived that all the funds allocated from the budget are spent within the institution itself, and those that have been saved go into the wage fund, from which they are distributed by the management as an incentive part of the salary.

In practice, it turned out that the management, along with the obligation to distribute funds, has an almost uncontrollable opportunity to increase their own salary.

This is easy to do by reducing the volume of services provided by the institution, which naturally has a negative impact on the quality of work. You can also manipulate the base part by setting the “director's” salary significantly higher than the average for the institution, motivating that many employees work at 1.5 rates.

The NSOT has unwittingly placed the management of institutions and their staff in the position of business partners with opposing interests, which cannot but create a certain social tension.

The new system of remuneration of state employees in 2017

Russian tripartite regulatory commission social and labor relations in order to ensure uniform approaches to the regulation of wages of employees of public sector organizations, “Unified recommendations for the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2017” (hereinafter referred to as the “Recommendations”).

The principles of formation of wage systems are determined;
- lists the mandatory norms and conditions of remuneration;
- the issues of remuneration of heads of institutions, their deputies and chief accountants were considered;
- recommendations were given on the formation of payroll funds.

According to the principles of the formation of wage systems, formulated in the Recommendations, wages should depend on the qualifications of the employee, the complexity of the work, the quantity and quality of the labor expended. Its maximum size cannot be limited. Real wages must rise.

The staff list of the institution is approved by the head of the institution and includes all the positions of employees (professions of workers) of this institution.

Wage systems are established and changed, including taking into account the annual wage fund, the opinion of trade unions, attestation of workers, and labor rationing systems. The revision of labor standards is allowed as the improvement or introduction of new equipment, technology and the implementation of organizational or other measures that ensure the growth of labor efficiency. The regulation on the remuneration of employees, developed by the institution, provides for specific salaries. Employees must be notified of the introduction of new labor standards no later than 2 months in advance.

For example, when forming the systems of remuneration for teachers and other workers in the field of education in 2017, the authorities of the constituent entities of the Russian Federation and local self-government, heads of educational institutions are recommended to:

Avoid the decline in wages achieved in 2016;
- salaries (official salaries), wage rates of employees in the wage structure in educational organizations should be at least 70 percent;
- when concluding labor contracts (additional agreements to labor contracts) with teachers, in the systems of remuneration of workers in the field of education, be guided by the norms of orders of the Ministry of Education and Science of the Russian Federation N 1601, dated May 11, 2016 N 536;
- in an employment contract (in an additional agreement to an employment contract) with an employee, provide for a fixed amount of salary (official salary), wage rates established for him for a calendar month or for an established labor standard (norm of hours of pedagogical work per week (per year) per rate salary); payment amounts compensatory nature if provided; the size and conditions for making incentive payments;
- when concluding employment contracts with employees, use approximate form employment contract, given in Appendix No. 3 to the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018.

The recommendations also determine that in cases where the amount of remuneration of an employee depends on the length of service, education, qualification category, state awards and (or) departmental insignia, academic degree, the right to change it arises in the following terms:

With an increase in the length of service of continuous work, pedagogical work, length of service - from the date of reaching the corresponding length of service, if the documents are in the institution, or from the date of submission of a document on the length of service, giving the right to appropriate payments;
- upon receipt of education or restoration of documents on education - from the date of submission of the relevant document;
- when establishing or assigning a qualification category - from the date of the decision attestation commission;
- when conferring an honorary title, awarding departmental insignia - from the date of assignment, awarding;
- when awarding the academic degree of Doctor of Science or Candidate of Science - from the date of the decision of the Ministry of Education and Science of Russia to issue a diploma.

If the employee has the right to change the amount of wages during the period of stay on annual or other leave, during the period of his temporary disability, as well as in other periods during which he retains the average wage, the change in the amount of his wages is carried out at the end of the specified periods.

In Russian educational organizations, 3 models of remuneration are used.

They are built on general principles, but have significant differences:

Model No. 1 "Basic salary" - based on the base salary and increasing coefficients, which are approved at the regional level. Employees filling the same position have the same base salary. When calculating the permanent part of the salary of school employees, increasing coefficients are applied to the base salary.
Model #2 "All Inclusive" - based on the official salary for 36 teacher hours per week. In this model, all teacher activities are paid in salary for 36 working hours per week. This includes teaching hours and other work determined by the teacher's job responsibilities. The cost of a teacher's hour may be approved at the school, municipality or regional level.
Model No. 3 "Student-hour" - based on the concept of "student-hour". In this model, when calculating the constant part of the teacher's salary, both the difference in the number of teaching hours he leads and the number of students with whom he works are taken into account. The value of the "student-hour", the number of student-hours of workload for the teacher, each school determines independently.

Tariff wage system in 2017

A tariff is a set amount paid for a unit of service or work. For example: tariff for communication services: 100 rubles for 300 minutes. The word "tariff" is used in the same meaning when determining the wage system at the enterprise.

The tariff system of remuneration is a scheme based on a clearly defined amount of payments for a unit of work performed by an employee.

The simplest example: 100 rubles for turning 1 part.

100 rubles is a rate, one of the key concepts of the entire tariff wage system (hereinafter referred to as TSOT).

Analyzing a simple example, you understand that there are many unknowns in it:

How complex is the detail?
What qualifications should a worker be to make such a part?
How long does it take to make a part?

Tariff coefficients will tell about the complexity of the work - the second key concept TSOT. And it is directly related to the concept of category, or, in other words, the skill level of an employee.

Ranks and coefficients

A turner who graduated from college usually has the 2nd category (this is the lowest, there are no turners of the 1st category, according to the ETKS - the Unified Tariff and Qualification Directory of Works and Professions of Workers). An experienced master can have the 6th (maximum for this profession) category.

The higher the rank, the higher the coefficient. For a turner of the 6th category, the coefficient can be 1.67. Then for the manufacture of the same part as in the example above, the turner of the 6th category will receive 167 rubles.

Until 2008, the country had a Unified tariff scale for employees of organizations in the public sector, in which the first category rate and multiplying factors were determined. Then this document was replaced by branch orders on the introduction of a new wage system.

All these documents apply only to budgetary enterprises: commercial enterprises can use TSOT, independently determining the base rate and coefficients.

Tariff and non-tariff system of remuneration

Unlike the one described above, in the tariff-free system (BSOT) there are no base rates, and there are no fixed salaries either. There is a unified wage fund (PWF) and a matrix of conditions that, in the opinion of the employer, are important for the organization to achieve the expected results.

These conditions may be:

The volume of services rendered by each employee (for example, he may be paid a percentage of the volume of services);
the amount of profit received;
the coefficient of the qualification level of the employee (KKU);
participation rate.

BSOT example:

LLC "Snezhinka" Payroll for April 2017 - 300,000. Director's credit card - 3; chief accountant - 1.5; sales manager - 1.3; cleaners - 1.
The sum of the coefficients: 3 + 1.5 + 1.3 + 1 = 6.8.
Director's salary = 300,000 / 6.8 * 3 = 132,353 rubles.
Salary of an accountant = 300,000 / 6.8 * 1.5 = 66,176 rubles
Salary of a sales manager = 300,000 / 6.8 * 1.3 = 57,353 rubles.
Salary of a cleaner = 300,000 / 6.8 * 1 = 44,118 rubles.

However, such a system is quite exotic, time-consuming and rarely used. Let's go back to something more familiar.

What is TSOT made of?

The tariff system of remuneration includes several important concepts already discussed above: rates, coefficients, qualification guides. It is also important to mention the grid - a document in which the digits and coefficients are indicated.

So, for example, the sectoral grid of housing and communal services workers looks like: there are 9 qualification levels(digits), for each 3 options are given tariff coefficients. Which of the proposed ones to choose is decided at the level of the organization, indicated in the collective agreement. The salary of the highest paid employee can be 8.4 times higher than the lowest paid.

In addition, the tariff system for remuneration of workers includes district coefficients as well as possible surcharges and surcharges.

Changes in the wage system since 2017

The State Duma approved an updated version of the recommendations on the establishment of an updated wage system for employees of budgetary institutions, including teaching staff. This decision was determined by the tripartite commission for the regulation of social and labor relations. At the same time, the rules that were in force before that have lost their force and will not be used in 2017. Today we will talk about changes in the system of remuneration of teachers and how the approach to this issue will change.

In 2017 with new indicators and without wage cuts

Starting from 2017, the remuneration of teachers will be calculated taking into account the new indicator. From now on, when forming the income of teachers and lecturers in without fail takes into account the average monthly earnings of employees of private companies and individual entrepreneurs. Starting this year, this criterion must be taken into account when developing cost plans aimed at increasing the wages of teachers and employees of other budgetary areas. In July 2015 the government Russian Federation a resolution was issued, according to which Rosstat was obliged to prepare the above data before 04/15/2016.

When the tripartite group discussed the new regulation, a clause was introduced into the document on the inadmissibility of lowering the wages of employees of kindergartens, schools and public universities. In accordance with this norm, in 2017 the level of remuneration of teachers will not be lower than in 2016. Accordingly, teachers from kindergartens will receive a salary not lower than the average for Russia (last year - just over 28,000 rubles).

Another important news for teachers was the inclusion of the minimum wage indicator. Last year this indicator was at the level of 6200 rubles. The new recommendations determine that an employee of an educational institution cannot receive a salary below the established indicator, provided that he fully complied with the established norm and worked a sufficient number of hours. However, no one is immune from situations in which the teacher will work less time than he should. If an employee had to face such a nuisance, the calculation of wages will be based on the actual hours worked, starting from the minimum wage.

What to consider when following the accepted recommendations

In order to ensure the full implementation of the recommendations in the institution, the employer, as well as representatives of the authorities, need to pay attention to some aspects.

In particular, these include:

1. Establishing the size of the salary of wages should be carried out in accordance with qualification group worker.
2. If an employee of a budgetary institution works in a position that is not related to professional categories, the rate of his salary is calculated based on the difficulty of the duties assigned to him.
3. It is imperative to take into account the need to use incentive payments and all kinds of compensation. This issue should be reflected in regional and municipal regulations.
4. Only the head has the right to approve the staffing table kindergarten, school, university, other budgetary organization.
5. After the introduction of new recommendations in an educational institution, the teacher's income should not be less than it was before. This rule applies to all employees, without exception, whose work rate has remained at the same level or has increased.
6. The rate of remuneration should be determined based on the performance of the employee's own professional duties over a period of time (week, month, year).

As for the labor norm of teachers, now its change in one direction or another will directly affect the final earnings. Therefore, the recommendations provide for the reflection of the actual workload of the teacher in the labor agreement.

This rule applies to employees such as:

School teachers;
university teachers;
coaches of children's sports sections;
persons active in the field additional education.

Taking into account these innovations, any changes in the working time of the teacher should also be reflected in the labor agreement.

In this case, you should remember the conditions under which this may become possible:

By agreement of the parties to the contract;
in exceptional cases - unilaterally by the head of the educational institution. This rule can be used if the number of working hours has decreased according to curriculum, the educational organization did not enroll a sufficient number of students, etc.

Another important innovation is the additional attention to teachers with secondary specialized education. The recommendations provide for the impossibility of infringement labor rights employees who do not have higher education. Accordingly, reduction coefficients can no longer be used for a specialty that requires an employee with a diploma of higher education. Thus, the absence required document will no longer allow the employer to save on employee wages educational institution. In this regard, he is equal in rights with teachers who have higher education.

Today, these recommendations have been approved by a considerable number of educators. Really, new document significantly expanded their opportunities in terms of remuneration and increased their protection from illegal actions of the manager educational organization. It is expected that these recommendations will be valid in the next few years and gradually refined so that the income of teachers has grown to a decent level.

Forms and systems of remuneration in 2017

Two different forms are practiced:

1. Time.
2. Piecework.

The choice of the form of calculation depends on the final economic result.

The essential difference lies in the economic approach:

The time-based form is more often used when performing non-quantitative work, and when its effectiveness is not related to volume.
Piecework, on the contrary, gives more emphasis on the volume of labor produced in a time period, which, as a rule, is expressed in certain quantitative indicators.

The salary in the first case has a fixed rate in the form of a salary and can be supplemented by payments based on the overall profitability of the enterprise. With a piecework form, the amount depends directly on the number of products or services produced for the appointed time.

Time-based form of remuneration

Time-based is used to calculate wages, regardless of the volume produced. Payroll is based on the rate or tariff. Tariff rate- this is the optimal balance between the time spent by a hired person and his qualifications.

Time is subdivided:

1. Simple - is charged for some worked period of time.
2. Contractual - the payment is made in full compliance with the documented conditions.
3. Commission - the basis for the payment - the commission agreement.

Piecework payroll

The piece-rate system of payment is characterized by a conceptually different approach to the calculation of wages in comparison with the time-based one. Here, the main indicator is the volume of production that was created in a specified period of time. Piecework wages can be calculated for one employee and for a group of people. Wages per group are calculated by dividing the total output produced in the process joint work on the number of employees who produced it. Piecework wage system examples of professions - builders, seamstresses, order pickers, turners, etc. This can include any professions whose work is measured quantitatively.

Basic wage systems

Payment systems are based on the forms described above and are divided into specific methods with clarifications on additional payments made.

Wage systems:

1. Time-based: simple time-based and time-bonus.
2. Piecework: piece-bonus, simple, chord, indirect piece-work, piece-progressive, collective and individual.

The most widely used wage systems are discussed in more detail below.

Time-bonus system of remuneration

Workers with a time-based form are introduced, as a measure of additional incentives for wages, a bonus allowance for the work performed. The bonus is a fixed percentage taken from the salary of a particular employee. Qualification affects the interest rate, and it can vary from the lowest to the highest. Rewards are made according to general indicators profitability of the organization and at the discretion of the head.

Chord system of remuneration

Earnings are considered lump sum, which is accrued on the basis of the completed cycle of work that was agreed upon when issuing the piece job. The time required for production does not play a key role in the accrual of funds. A team of employees or one employee receives remuneration upon completion of the assigned task. At the same time, it is not forbidden to stipulate in the task allowances for premature completion and reduction of payment when delaying the deadlines.

Piecework progressive wage system

Piecework-progressive forms are practiced in the production of work, in which both the size of the work performed and the time of production are equally important. Usually this is the work of punchers, packers, etc. Piecework-progressive means setting prices for the production of a quantity of work in a certain time period, and everything produced in excess of the set costs more, which allows stimulating productivity and increasing the material interest of workers.

Advantages and disadvantages of systems

On the modern enterprises RF apply any of the presented types of remuneration. The essence of each type is different and has pros and cons. The advantage of piecework payment is a direct ratio of the amount to the amount of financial reward received. The disadvantage of these calculations can be considered the dependence of the possibility of production on external conditions and indicators. The advantages of time wages can be called relative stability, and the disadvantages of the system are the lack of motivation to perform work in excess of the prescribed norm.

In order to create a unified wage base for employees of all Russian organizations, the state has set its minimum size.

Factors affecting the minimum wage

The minimum wage is set on the basis of various factors, most of which have economic prerequisites, such as:

State policy in the field of pricing;
The unemployment rate in the country;
The level of inflationary processes;
The needs of the population.

What is the MOT used for?

The minimum wage, in essence, applies to:

Controlling the actions of employers in relation to settlements with personnel;
Calculations of social benefits for employees - maternity allowance, sick leave;
Calculation of taxes in accordance with tax, civil and administrative legislation;
Determining the amount of fines in case of violation of legal requirements;
Calculation of fixed insurance premiums for individual entrepreneurs and persons in private practice.

Federal and regional minimum wage: which one to apply?

The minimum wage is set at the federal level. However, the authorities of the constituent entities of the Federation have the right to adjust it upwards depending on the economic characteristics of the region on the basis of a regional agreement on the minimum wage.

Employers have the opportunity to issue a waiver of the application of regional values within one month from the date of publication of the agreement. If this is not done, then companies and entrepreneurs should automatically apply the regional minimum wage values. The value of the regional minimum wage cannot be set below the federal value.

Minimum wage in 2017

Since January 1, however, not for the first time, there has been no increase in the minimum wage in 2017. For the current day, the value established on 07/01/2016 is valid, according to which the minimum wage is 7,500 rubles.

Due to the fact that minimum payment labor has not changed, the value of all social benefits remains unchanged.

Nevertheless, the increase is supposed to be carried out in July, namely on 07/01/2017 in the amount of 300 rubles. Accordingly, the minimum wage in 2017 (from 07/01/17) will be equal to 7800 rubles. A slight increase is due to a small level of inflation, which is predicted by experts. Note that fixed IP contributions in 2017 will be calculated based on a value of 7500. The new minimum wage-2017 will begin to be used to calculate IP insurance premiums only from 2018.

If the salary is below the minimum wage: what to do

Despite the fact that the minimum wage is set in order to control the management of Russian organizations, in practice there are situations everywhere when the salary level does not reach the established value. What should be done if the salary is less than the minimum wage?

First of all, we note that in some cases the minimum wage may be less than the minimum wage. This is possible when the employee works part-time, which is fixed in the employment contract or an additional agreement to it.

But if the employee works full time and successfully performs the duties assigned to him, while receiving an amount below the minimum wage, the employer may be punished.

Every manager should be aware that the law does not oblige to set a salary above the minimum level. Since wages often consist of several components (salary, compensation and incentive payments), the total wage should not fall below the minimum amount.

If at the same time the amount is still less, the employer is obliged to pay the employee the difference.

Minimum Wage 2017: Employer's Responsibility

If during the test labor inspectorate it will be revealed that the minimum wage in 2017 is not observed by the company or businessman, the employer, as entity, and the individual, will be liable in accordance with labor law.

For organizations, fines in the amount of 30,000-50,000 rubles are provided. In addition, sanctions may also apply to the perpetrators. officials(1000-5000 rubles).

Individual entrepreneurs will face a less severe punishment of 1,000-5,000 rubles.

If repeated violations are committed, the amount of fines will increase.

Thus, the minimum wage for 2017 is determined federal authorities in the amount of 7,500 rubles, and each employer is obliged to take it into account when calculating wages with staff.

The Russian tripartite commission for the regulation of social and labor relations, in order to ensure uniform approaches to the regulation of wages of employees of organizations in the public sector, developed "Unified recommendations for the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2017" (hereinafter - Recommendations).

— the principles of formation of wage systems were determined;

- lists the mandatory norms and conditions of remuneration;

- the issues of remuneration of heads of institutions, their deputies and chief accountants were considered;

The staff list of the institution is approved by the head of the institution and includes all the positions of employees (professions of workers) of this institution.

- to prevent the decrease in the level of wages achieved in 2016;

- salaries (official salaries), wage rates of employees in the wage structure in educational organizations should be at least 70 percent;

- when concluding labor contracts (additional agreements to labor contracts) with teachers, in the systems of remuneration of employees in the field of education, be guided by the norms of orders of the Ministry of Education and Science of the Russian Federation of December 22, 2014 N 1601, of May 11, 2016 N 536;

- in an employment contract (in an additional agreement to an employment contract) with an employee, provide for a fixed amount of salary (official salary), wage rates established for him for a calendar month or for an established labor standard (norm of hours of pedagogical work per week (per year) per rate salary); the amount of compensation payments, if any; the size and conditions for making incentive payments;

- when concluding employment contracts with employees, use the approximate form of an employment contract given in Appendix No. 3 to the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018.

- with an increase in the length of service of continuous work, pedagogical work, length of service - from the date of reaching the corresponding length of service, if the documents are in the institution, or from the date of submission of a document on the length of service giving the right to appropriate payments;

- when receiving education or restoring documents on education - from the date of submission of the relevant document;

- when establishing or assigning a qualification category - from the date of the decision by the attestation commission;

- when conferring an honorary title, awarding departmental insignia - from the date of assignment, awarding;

- when awarding the degree of Doctor of Science or Candidate of Science - from the date of the decision of the Ministry of Education and Science of Russia to issue a diploma.

For reference

In Russian educational organizations, 3 models of remuneration are used. They are built on common principles, but have significant differences.

Model #1"Basic salary" - is based on the base salary and increasing coefficients, which are approved at the regional level. Employees filling the same position have the same base salary. When calculating the permanent part of the salary of school employees, increasing coefficients are applied to the base salary.

Model #2 All Inclusive - based on the teacher's salary for 36 working hours per week. In this model, all teacher activities are paid in salary for 36 working hours per week. This includes teaching hours and other work determined by the teacher's job responsibilities. The cost of a teacher's hour may be approved at the school, municipality or regional level.

Model #3"Student-hour" - based on the concept of "student-hour". In this model, when calculating the constant part of the teacher's salary, both the difference in the number of teaching hours he leads and the number of students with whom he works are taken into account. The value of the "student-hour", the number of student-hours of workload for the teacher, each school determines independently.

Detailed information about the models can be found, for example, on the website of the Uchitelskaya Gazeta (http://www.ug.ru/).

On the formation of wage systems for state employees in 2017: 37 comments

What kind of salary increase are you talking about? I'm not talking about the average teacher's salary of 36 thousand. The salary of the musical directors of the kindergarten was 8400 rubles, and after the salary increase it became 9600 rubles. Added 1200 rubles - increased by 15% + 3% per category. And now they have removed 30% for the highest category - this is 2520 rubles. And in the end, if the music director used to receive 11,000 rubles for a salary, now, after the promotion - 9,888 rubles ... How is it possible not to love music and not to put our profession in anything ?!

I work as a teacher in a correctional group (children with cerebral palsy), if earlier, before the new wage system, my rate was 8715 (by the way, this includes method. literature 105 rubles), now the rate is 8444 (this also includes method. literature 105 rubles .). How does it happen? What kind of new payment system is this, who developed it did not calculate that the salary of one category of educators would increase, while that of another would decrease. In our kindergarten, everyone's salaries, albeit slightly increased, and only correctional salaries remained in the red. It turns out that at the expense of one they raised the other? Maybe we should revise the calculations, so that everyone would be in the black?

I have been working as a music director for 23 years. For more than 3 decades, the rate was supposed to be -4 gr. If they led 6 gr, they received 1.5 rates, respectively. . If you do not go into the details of calculating interest and salaries. What is the incentive to drag one and a half loads for meager pay ???

Hello. I work as a teacher of English language 24 years. My workload is 26 hours and 2 hours of extracurricular activities per week. The salary until May 2017 was equal to 25,600. On May 1, we were transferred to the NSOT and my salary fell to 17,000. Requirements for teachers are being raised, new standards are being introduced, and salaries are being reduced. Question: Is the introduction of NSOT a survival experiment?

Salaries in schools have not been indexed for several years. Salaries - from 7250 (teacher-psychologist) to 7600 (teacher). In accordance with the presidential decrees and " road map» average salary for the school in the amount of 32000r, of course, no (but according to the reports of officials, there is). And prices and tariffs have already increased many times, the requirements for education, too. Are we stepping on the same rake again - “a poor teacher”?

Thanks for your blog and your work!
Unfortunately, one should not expect, probably in the near future, a competent assessment of the work of a teacher in our country.

Good afternoon, the following question arose: my salary in the 2016-2017 academic year = rate (18 hours) + extracurricular (2 hours) + museum.
1) Did I understand correctly that with all the changes in schedules and other things, it should not differ much from last year, and if so, what can I base myself on when arguing with the administration?
2) Does the director have the right to “take away” the museum from me and transfer it to another teacher in the new academic year? (the contract for the museum was short-term, for half a year and expires in August)

Hello! I work as a teacher English, in this year, our school, with 600 students, has 2 teachers left! My workload is 43 hours, including homeworkers and "evening school", I would like to roughly calculate my salary? Is there any formula?

Is it legal to reduce the salary of a kindergarten teacher compared to the previous academic year, due to the fact that the required number of children in the group did not come up)) you need 25, but scored 20. And the salary decreased from 39,000 to 34,000?

I work as a math teacher, workload 18 hours (rate), and part-time assistant principal. In the 2016-2017 academic year, incentive payments were for both one position and the second, but this academic year, the director of the educational institution said that incentive payments, according to new system wages will be paid only for the main position, as a deputy director I will not receive them. Is it legal?

Good afternoon. I work as a chemistry teacher in a school. Under the old wage system, I was paid 5 percent for my work in the lab. Under the new system, the surcharge was removed. But there is a surcharge for those associated with harmful conditions work. Question: work in a chemical laboratory is associated with harmful conditions or not.

Hello! In Chita, teacher salaries have changed since September 2017. Local Department arr. reduced many payments. In the 2016-2017 academic year, payment for checking notebooks of grades 5-6. teacher of the Russian language was 547.50, in the current - 324.44, 8-11 cells. - 304.17 vs. 243.33. There have been no incentive payments for 3 years now, because there is not enough money for these payments. A new line has appeared "For intensity", the amount of this payment is determined not by school leaders, but by officials. It looks like we are being lied to!

Hello. And school librarians are out of any incentive pay. School principals say it's not allowed. Permalink

Tell me, if the school works according to the NSOT, then the additional payment for the complexity of the subject is removed? And question two. What is the incentive for qualification category Does the school also decide whether to pay or are there regional recommendations?

Hello. I work in Primorsky Krai, Ussuriysk at MBOU DShI UGO (Music School of Arts). Our school management says that the order does not apply to us. Is it so?

DEPARTMENT OF EDUCATION AND SCIENCE
OF PRIMORSKY REGION
ORDER
12/07/2018 Vladivostok No. 23a

"On Approval of the Approximate Regulations on the Remuneration of Pedagogical Workers of Municipal Educational Organizations of the Primorsky Territory"

In order to improve the system of remuneration of employees of municipal educational organizations of the Primorsky Territory, on the basis of the Law of the Primorsky Territory dated April 25, 2013 No. 188-KZ “On remuneration of employees public institutions Primorsky Territory”, taking into account the Uniform recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2018 (approved by the decision of the Russian tripartite commission for the regulation of social and labor relations of December 22, 2017, protocol No. 11)

I ORDER:
1. Approve the Approximate regulation on the remuneration of teachers of municipal educational organizations of the Primorsky Territory (Appendix 1).
2. Recommend to the heads of municipal education authorities:
- to carry out the transition of municipal educational organizations to a unified wage system from January 1, 2019 in accordance with the Model Regulations;
- send information on the results of the implementation of a unified wage system for each municipal educational organization to the Department of Education and Science of the Primorsky Territory during 2019 on a monthly basis until the 5th day of the month following the reporting one, by approved form(Appendix 2).

3. Department of Economics and budget planning education of the Department of Education and Science of the Primorsky Territory (Chugunova I.A.) send to municipalities Primorsky Krai information on the preliminary distribution of funds for 2019.

4. I reserve control over the execution of this order.

And about. director of the department N.G. Kochurova

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Establishment of state guarantees in the field of labor, creation favorable conditions for work, protection of the rights and interests of employees and employers are the main goals of labor legislation (Article 1 of the Labor Code of the Russian Federation). These issues are relevant for the vast majority of organizations and for many individual entrepreneurs. Recall that one of the fundamental documents regulating labor relations is the Labor Code of the Russian Federation (Article 5 of the Labor Code of the Russian Federation). We will talk about some of the main changes to the Labor Code in 2017 in our material.

Eases for microenterprises

From 01/01/2017, the Labor Code was supplemented with a new Chapter 48.1 (Federal Law of 07/03/2016 No. 348-FZ). It establishes some features for employers who are.

Thus, a micro-enterprise has the right to refuse, in whole or in part, from the adoption of local labor regulations. These are, for example, the rules of internal work schedule, regulations on remuneration or bonuses, shift schedules, etc. However, this does not mean that such issues in the micro-enterprise will remain unresolved. Those conditions that should have been provided for by local regulations, if the micro-enterprise refuses to develop such acts, must be included directly in labor contracts with employees. For this, the standard form of an employment contract approved by Government Decree No. 858 of August 27, 2016 should be used as the basis.

A new mandatory document when concluding an employment contract

On January 1, 2017, an amendment to Art. 65 of the Labor Code of the Russian Federation, concerning the list of documents to be presented when applying for a job. Recall that persons subjected to administrative punishment for consumption drugs or psychotropic substances without a doctor's prescription or new potentially dangerous psychoactive substances, until the end of the term of such punishment are not allowed to certain types of work (clause 1, article 10 of the Federal Law of July 13, 2015 No. 230-FZ). These types of work include, for example:

work directly related to ensuring transport security (clause 9, part 1, article 10 of the Federal Law of February 9, 2007 No. 16-FZ);
work directly related to the movement of trains and shunting work(Clause 3, Article 25 of the Federal Law of January 10, 2003 No. 17-FZ);
work as a private security guard (clause 13, article 11.1 of the Law of March 11, 1992 No. 2487-1).

Now, upon admission to such types of work, it is necessary to present a certificate (Appendix No. 4 to Administrative regulations, approved Order of the Ministry of Internal Affairs of October 24, 2016 No. 665) on whether or not a person is subject to administrative punishment for such acts.

Amendments to the Labor Code: June 2017

The latest amendments to the Labor Code at the time of preparation of the consultation were in June 2017. Vladimir Putin signed amendments to the Labor Code on 06/18/2017. These new amendments to the 2017 Labor Code come into force after 10 calendar days after the day of official publication (Article 6 of the Federal Law of June 14, 1994 No. 5-FZ). On the official website legal information http://www.pravo.gov.ru last changes in the Labor Code of the Russian Federation 2017 were published on 06/18/2017. This means that the amendments to the Labor Code 2017 come into force not on June 19 (the next day), but after 10 days, i.e. 06/29/2017. Indeed, in order for the amendments to the Labor Code to come into force on June 19, 2017, they would have to be published on June 8, 2017.

Amendments to the Labor Code 2017 on wages

Amendments to Art. 152 of the Labor Code of the Russian Federation specify the payment procedure overtime. Recall that according to general rule overtime work is paid for the first two hours at least one and a half times, for subsequent hours - at least twice the amount or is compensated by providing an equivalent rest time. The latest amendments to the Labor Code of the Russian Federation establish that overtime work on weekends and non-working holidays, paid at an increased rate or compensated by rest in accordance with Art. 153 of the Labor Code of the Russian Federation, when determining the time of "normal" overtime work, it is not taken into account.

Additionally, the features of remuneration on a weekend or non-working holiday are clarified. Article 153 of the Labor Code of the Russian Federation establishes that all employees are paid an increased amount of hours actually worked on a weekend or non-working holiday (from 00.00 to 24.00), even if such days account for only part of the working day (shift).

Regulations on the remuneration of employees 2017

The Regulation on the Remuneration of Employees 2017 establishes the procedure for payments to employees. Since 2017, the regulation may not be approved by micro-enterprises. For others, it is mandatory.

How to approve the payroll

The regulation on wages does not have to be adopted every year. It is enough to approve the document once. If necessary, you can make changes to it. In any case, whether you accept the document or make changes to it, it is necessary to take into account the opinion of the trade union, if any (Article 135 of the Labor Code of the Russian Federation). Each employee will have to be familiarized with the regulation on remuneration or with its changes under the signature. A new employee is introduced to the position even before you have signed an employment contract with him. This follows from the letter of Rostrud dated October 31, 2007 No. 4414-6.

Which companies can operate without a position

From January 1, 2017, amendments to the Labor Code (Federal Law No. 348-FZ of July 3, 2016) come into force. Starting from the new year, microenterprises have the right to completely or partially abandon labor local regulations. So micro-enterprises may not accept a provision on the payment of workers. Although this document allows you to defend labor costs in case of disputes with tax authorities.

Sample regulation on remuneration of employees 2017

There is no unified form of regulation on wages. Therefore, each employer can develop its own form of document. See an example example:

Regulations on wages

1. General Provisions

1.1. This Regulation has been developed in accordance with the current legislation of the Russian Federation and provides for the procedure and conditions for remuneration, the procedure for spending funds on remuneration, the system financial incentives and incentives for Alpha Employees (hereinafter referred to as the Organization). The Regulation aims to increase the motivation for the work of the Organization's personnel, to ensure the material interest of Employees in improving the qualitative and quantitative results of labor: planned assignments, reducing the cost of producing a unit of output (works, services), improving technological processes, creative and responsible attitude to work.

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

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

1.3. In this Regulation, wages mean cash paid to Employees for the performance of their labor functions, including compensatory, incentive and incentive payments made to Employees in accordance with the labor legislation of the Russian Federation, these Regulations, employment contracts, and other local regulations of the Employer.

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

1.4. The remuneration of employees of the Organization includes:

Salary, 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 conditions labor), as well as for working conditions that deviate from normal (when performing work of various qualifications, combining professions, working outside the 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.

2. Wage system

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

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

2.3. The time-bonus system of remuneration provides that the amount of the Employee's salary depends on the actual hours worked, the accounting of which is kept in accordance with the timesheets. At the same time, along with salary Employees are paid financial incentives for the performance labor functions subject to their compliance with the bonus conditions provided for by these Regulations and the Regulations on bonuses.

2.4. The monthly remuneration of the Employees of the Organization consists of fixed and variable parts.

The permanent part of the remuneration is guaranteed monetary reward for the performance by the Employee of the labor duties assigned to him. The permanent part of the salary is the salary (official salary) according to the current staffing table.

The variable part of the remuneration is bonuses, as well as allowances and additional payments for working conditions that deviate from normal.

3. Salary

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

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

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

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

4. Surcharges

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

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

4.2. In this Regulation, overtime means work performed by the Employee on the initiative of the Employer outside the established working hours, daily work(shifts), 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 entitled to additional payments:
- for the first two hours of overtime work - 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.

4.3. 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.

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

For night shift work Employees with hourly wages are subject to additional payments in the amount of 40 percent of the hourly rate.

4.5. For the performance of the duties of a temporarily absent Employee, an additional payment 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.

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

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

4.7. 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.

4.8. 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).

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

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

5. Surcharges

5.1. The employees of the Organization are provided with the following types of salary increments:
- for a long work experience in the Organization;
- for the intensity, intensity of labor;
- for use in work foreign language;
- for class.

5.2. 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.

5.3. 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.

5.4. 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 in whose labor obligations includes contacts with foreign partners or work with foreign literature.

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

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

6. Bonus

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

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

6.3. Current bonuses are calculated based on the salary accrued to the Employee for the reporting period (official salary), bonuses and additional payments to it in accordance with these Regulations.

6.4. Bonuses are not accrued to Employees who have disciplinary sanctions for:
absenteeism (absence from work without good reason more than 4 consecutive hours during the working day);
- Appearing at work in a state of alcohol, toxic or other drug intoxication;
- being late to the beginning of the working day without warning the immediate supervisor;
- failure to comply with the instructions of the head;
- 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 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.

6.5. One-time (one-time) bonuses are paid:
- in connection with professional holidays, according to the results of work for the year - at the expense of the profit of the Organization;
- in other cases provided for by the Regulations on Bonuses - from the payroll fund.

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

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

7. Financial assistance

7.1. In this Regulation, material assistance means assistance (in monetary or non-monetary form) provided to the Employees of the Organization in connection with the occurrence of emergency circumstances.

7.2. The following circumstances are considered extraordinary:
- death of husband, wife, son, daughter, father, mother, brother, sister;
- causing significant damage to the Employee's home 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.

7.3. 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.

7.4. The provision of material assistance is carried out upon submission by the Employee of documents confirming the onset of emergency circumstances.

8. Calculation and payment of wages

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

8.2. The basis for payroll are: staff list, employment contract, time sheet and orders approved by the head of the Organization.

8.3. Timesheets are filled out and signed by supervisors structural divisions. The HR manager approves the timesheet.

8.4. Employees who have worked part-time, wages are accrued for the time actually worked.

8.5. 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).

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

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

8.8. Payment of wages for the current month is made twice a month: no later than the 15th day of the month (for the first half of the month - an advance payment of 50% of wages) and no later than the 1st day of the next month (final payment for the month).

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

8.10. 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.

8.11. Downtime due to the fault of the Employer, if the Employee is writing warned the Employer about the beginning of 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.

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

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

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

8.15. Payment for leave to Employees is made no later than three days before its start.

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

8.17. In the event of the death of the 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.

9. Responsibility of the Employer

9.1. For the delay in payment of wages, the Employer is liable in accordance with the legislation of the Russian Federation.

9.2. 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.

10. Final provisions

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

10.2. This Regulation applies to labor relations that arose prior to its entry into force.