Wage order - sample design. Regulation on the remuneration of employees Regulation on the remuneration of labor SP sample

According to the Labor Code, the provision on remuneration of employees is not a document that the employer must have, since in general, issues related to remuneration are regulated by an employment contract. However, the adoption of a single local act, which would describe in detail all issues related to the system of remuneration of workers, which is the provision on remuneration and material incentives, has a positive effect on the discipline of the team.

The labor legislation does not contain any specific or strict requirements for the content of the document. The salary statement should include the following sections:

A section with general provisions in which the employer will outline the main objectives of this document, employees who are covered by the document, requirements for employees for payroll, etc.
The procedure for paying wages, the terms of payments;
Description of the remuneration system that is applied in the company;
The minimum wage set by the company;
The salaries established for certain employees of the company, depending on the work performed or the position held;
Conditions for bonuses to employees (if this issue is not regulated by a separate local act, for example, the Regulations on bonuses);
Conditions for withholding cash payments, limits on the amount of deductions, rules, etc.;
Other features that take place in this company.

The above conditions are advisory in nature. The main thing that the employer should remember is that the regulation on remuneration should in no case worsen the position of the employees of the organization and should not contradict the law.

The procedure for approving the regulation on remuneration

If the employer has decided to develop and approve this local act, it is necessary to act in the following order.

The unified form of the regulation on remuneration has not been approved, therefore the document is developed in the organization independently. According to the requirements of the Labor Code, the draft document developed by the employer must be sent for consideration and approval by the representative body of workers (trade union). When approving this document, the opinion of employees must be taken into account. If there is no elected body, the employer approves the project independently.

After drawing up the document, the regulation on remuneration must be signed. As a rule, the document is signed by the person who compiled it - it can be a personnel service specialist, a head of a department, etc. In addition, the company may adopt a certain procedure for approving local acts. For example, before the document is signed by the head of the enterprise, the document must be approved, in particular, by the company's lawyer or the head of the human resources department.

All employees of the company must be familiar with the regulation on remuneration. This can be done like this:

employees can sign on a special familiarization sheet;
employees can sign that they are familiar with the situation in a special familiarization log;
the fact of familiarization with the regulation on remuneration can be reported on a copy of the employment contract, which will be kept by the employer.

In the event that the employee refuses to familiarize himself with the regulation on remuneration, it is better to formalize his refusal in writing. This will be a confirmation that the employer has fulfilled its obligation, and will save you from possible problems with the labor inspectorate.

Order on wages - a sample of it may be needed to establish or correct the terms of salary payments. You will learn everything about how to issue such orders and what threatens if the dates for the payment of salaries in your local documents are not fixed in our article.

Labor Code of the Russian Federation on the terms of payment of wages

According to Art. 136 of the Labor Code of the Russian Federation, employers set the terms for paying wages on their own, but with the obligatory observance of two conditions: payments are made at least 2 times a month and no later than 15 calendar days from the end of the period for which the salary is accrued.

IMPORTANT! If the “salary” day falls on a weekend, the money is issued the day before.

All the nuances of the terms of payments are prescribed in the internal documents of the employer - the internal regulations (IRTR), the employment contract or the collective agreement. It is these documents for fixing salary days that Art. 136 of the Labor Code of the Russian Federation. As for the order of the head, it will not be superfluous, but it is not mandatory.

IMPORTANT! Even if you have a document regulating salary terms, but in fact money is given out when necessary, employees have the right to demand compensation. In addition, it is possible to be held liable under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

Sample order on the terms of payment of wages

The form of this order is developed by the employer independently. It is recommended to include the following details and information:

publication date;
renomer, under which the order is recorded in the journal of local administrative documents;
place of compilation;
the name of the employer;
name of the document (order on the timing of the issuance of wages);
directly the text part of the order, which indicates the specific dates for the payment of salaries (for the first and second halves of the month), a link to the legislation is provided - Art. 136 of the Labor Code of the Russian Federation, as well as a responsible employee is appointed who will familiarize the employees with the approved deadlines;
manager's signature;
signature of the appointed responsible officer.

You can find a sample salary statement here.

For information on how to register an order, read the article. « Journal of registration of orders for personnel - sample " .

What happens if the terms of payment of salaries are not fixed anywhere?

If this fact is discovered by the inspectors, claims and prosecution will definitely follow. Moreover, this applies even to those cases when the salary is issued from month to month on the same dates, but they are not spelled out in local documents.

How to correct the situation? Of course, put the necessary documents in order, and if for some reason they are still not there, do:

If possible, retroactively reissue the incorrect document, but only if this does not cause discrepancies with your other documentation. Unfortunately, this is not always possible.
If changes are made to the collective agreement, it is necessary to assemble a commission from representatives of both parties - both employees and the employer. The commission draws up the results of the negotiations with an additional agreement, in which new terms of salary payments are entered.
The most time-consuming way is if the salary dates are fixed in the employment contract, since you will have to draw up an additional agreement for each such contract.
Changes made to the PVTR are formalized by order, which is introduced to each employee against receipt.

You can see what the order for the payment of wages that changes the terms looks like here.

Results

An order setting the terms for the payment of salaries is an optional, but desirable document. The absence of local acts, in which the dates of salary payments should be fixed, is recognized as a violation. The same applies to cases where such documents exist, but the dates indicated in them are contrary to the norms of Art. 136 of the Labor Code of the Russian Federation or do not coincide with the days of actual payments. In order not to fall under penalties, such violations must be urgently corrected.

Each company has its own payment system, which is formed taking into account the volume of labor costs and norms. These include, minimum levels of allowances, bonus payments. in 2019 it will be necessary to draw up, unless the company describes its entire system of payments in employment contracts.

What is it for?

Below you can download a sample regulation on the remuneration of employees 2019 for free:

Sample regulation on remuneration of employees 2019

This document is a local act that determines the specifics of the calculation and payment of wages to workers. It indicates the terms of payments, the form, the amount of surcharges and allowances, the sequence of recalculation and the procedure for providing.

The legislation does not oblige heads of firms to have this document. But the labor inspectorate during the inspection may require it.

As a rule, the regulation on remuneration, the sample of which is presented above, is developed jointly by accountants, company lawyers and personnel specialists.

What information should it contain?

Let us briefly describe what information a sample wage regulation should contain. It should not only indicate the main types of charges, but also their size, which must correspond to that established at the legislative level.

Mandatory sections:

general rules, they indicate the goals and objectives that the document is intended to fulfill;

the amount of remuneration for work established in accordance with;

surcharges and allowances;

the final part, which indicates the validity of the document.

In addition, it may contain:

conditions for the payment of the premium;

pay slip form;

indexing procedure

The head of the enterprise must issue an order approving the regulation on remuneration.

sample order

Shelf life

According to the Order of the Ministry of Culture No. 558 in paragraph 598, the document is stored until it is replaced with a new one. If a new act is issued, the previous document is archived, where it is stored for 75 years.

POSITION

about wages and bonuses for employees

"___________",

as well as the procedure for providing the employer

financial assistance and loans to employees

1. GENERAL PROVISIONS

1.1. This Regulation has been developed in accordance with the legislation of the Russian Federation and provides for the procedure and conditions for remuneration, material incentives and incentives for employees __________ - the name of the organization, hereinafter referred to as the "employer".

1.2. This Regulation applies to persons engaged in labor activities at the employer on the basis of employment contracts concluded with him and hired in accordance with the Employer's administrative acts (hereinafter referred to as "employees").

1.3. In this Regulation, wages are understood to mean funds paid to employees for the performance of their labor functions, including compensatory, incentive and incentive payments made to employees in connection with the performance of labor duties in accordance with the legislation of the Russian Federation, employment contracts, this Regulation and other local employer regulations.

1.4. Employee salaries include:

1.4.1. Official salary.

1.4.2. Bonuses for the proper performance of labor functions by employees, made in excess of wages in accordance with this Regulation and the employment contract.

2. SYSTEM OF PAYMENT OF EMPLOYEES

2.1. The system of remuneration in this Regulation is understood as a method of calculating the amount of remuneration payable to employees in accordance with their labor costs and / or labor results.

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

2.2.1. The time-based system of remuneration provides that the amount of wages of employees depends on the time they actually worked, the accounting of which is kept by employees in accordance with documents for recording working hours (timesheets). For executive employees, the Labor Regulations and the employment contract may establish an irregular working day or work in a flexible working hours.

2.2.2. The hourly wage rate is established after the decision of the attestation commission on the assignment of one or another type of qualification to the employee, advanced training depending on professional knowledge, skills, quantity and quality of labor, compliance with the deadlines for the completion of work.

2.2.3. The wage system (time-based, time-bonus, piece-work, piece-bonus) is established by an individual labor contract.

2.2.4. The minimum wage in the organization is ___________ rubles. The minimum wage does not include additional payments and allowances, as well as bonuses and other incentive payments. The minimum wage is provided to the employee, subject to the established norm of time he has worked, in the performance of his official duties.

2.2.5. If an employee fails to perform official duties through the fault of the employer, payment is made for the time actually worked, but not lower than the average salary of the employee calculated for the same period of time. In case of failure to perform official duties for reasons beyond the control of the employer and employee, the employee retains at least two-thirds of the salary. In case of non-fulfillment of official duties due to the fault of the employee, payment of the normalized part of wages is made in accordance with the volume of work performed.

2.3. The bonus system of remuneration involves the payment to employees, in addition to wages, of material incentives for the proper performance of labor functions, provided that employees comply with the conditions for bonuses in the form of regular and / or one-time (one-time) bonuses in accordance with the employment contract:

2.3.1. Bonuses accrued based on the results of the economic activities of the organization for the month and amounting to ___% of official salaries or hourly tariff rates, according to the staffing table.

The amount of the premium depends on:

2.3.1.1. Implementation of the plan in terms of the number of work performed or services rendered.

2.3.1.2. The quality of work performed and (or) services rendered.

2.3.1.3. If the plan is not fulfilled in terms of the quantity and (or) quality of the work performed or services rendered, the bonus is not charged.

2.4. Additional payments and allowances.

2.4.1. Additional payment for work or services rendered on public holidays for employees who work 8-hour 5-day working hours is made in accordance with Art. 153 of the Labor Code of the Russian Federation on the basis of orders and instructions on the organization of work.

2.4.2. When shift work is applied, the summarized accounting of working hours during the month, while shifts can be of different duration. The shortcomings and overwork arising from this shift schedule are regulated within the framework of a monthly period of working time and can, at the request of the employee, be compensated by a corresponding reduction in other shifts, additional days of rest.

2.4.3. For each hour of work at night, from 10 pm to 6 am, if night work is not provided for by the shift schedule, wages are paid at an increased rate in accordance with labor legislation, which is ___% of the hourly wage rate (official salary).

2.4.4. The remuneration of labor of employees engaged in heavy work, work with harmful, dangerous working conditions is made at an increased rate, which is:

- ___% of the hourly wage rate (official salary) for workers engaged in heavy work;

- ___% of the hourly wage rate (official salary) for workers employed in jobs with harmful working conditions;

- ___% of the hourly wage rate (official salary) for workers employed in jobs with hazardous working conditions.

2.4.5. When combining professions (positions), performing the duties of a temporarily absent employee, additional payments are made to official salaries in the amount established by the order of the employer by agreement with the employee combining or performing the duties of a temporarily absent employee.

2.4.6. Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount (specific amounts of payments are established for each category of employees).

2.4.7. Surcharges and allowances for professional skills and for individual work results are established for employees on an individual basis on the basis of orders (instructions) of the head of the organization.

2.5. In order to improve labor and technological discipline, a bonus deduction mechanism is applied, the size of the variable part of wages is reduced by the amount of the bonus deduction in accordance with the general list of production violations, the presence of which serves as a basis for reducing or completely depriving the variable part of wages. The base value of the variable part, depending on the work of the structural unit, is paid to the employee for the performance of the duties assigned to him. In case of comments, violations, non-fulfillment of the task, the employee is presented for partial receipt of the variable part or completely loses the right to receive it.

2.6. Accepted claims from customers are reimbursed at the expense of the variable part of the remuneration of the offending unit.

2.7. The size of the variable part of the remuneration of individual employees can be increased or decreased by the decision of the organization's management both in percentage terms and in total terms.

2.8. If facts of untimely and (or) poor-quality performance of work and provision of services are discovered, managers, specialists and workers who are responsible for the violations are deprived of the variable part of the remuneration for the months when these facts were revealed, regardless of whether employees are involved in the prescribed manner to disciplinary action. or other types of liability.

2.9. The variable part of remuneration is included in the cost of work performed or services rendered. The specific size of the variable part is set depending on the availability of funds that the organization can use for these purposes.

3. PROCEDURE FOR CALCULATION OF THE VARIABLE PART OF PAYMENT

3.1. The basis for calculating the variable part of the remuneration is the staffing approved by the head.

3.2. The amount of wages is equal to:

The amount of remuneration = constant, the main part of the remuneration + variable part of the remuneration.

3.3. The variable part (PVOT) is accrued based on the results of the work of the organization as a whole, the structural unit for the month or within the framework of the formed payroll fund of the unit and is approved by the head of the organization.

3.4. The bonus deduction mechanism for employees is applied only if a memo from the head of the unit is presented with clearly defined claims against the employee on the basis of the relevant order (instruction) of the head of the organization.

3.5. The variable part, which depends on the results of the work of the organization and the structural unit, is charged on the permanent part, calculated according to tariff rates, official salaries, according to the staffing table, for the time actually worked, taking into account additional payments and allowances:

3.5.1. For combining professions (positions) and expanding the service area.

3.5.2. For work at night and holidays, if they do not fall on work shifts.

3.5.3. For additional duties assigned to employees during the absence, illness, vacation, business trip of another employee.

3.6. For specialists, employees and workers of subdivisions, the indicators for calculating the variable part are set by the heads of the relevant subdivisions.

4. PROCEDURE OF PAYMENTS

4.1. The terms of payment of wages to employees are ___ and ____ of the month.

4.2. Before payment, each employee is issued a payslip indicating the components of the 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.

4.3. Timesheets, memos addressed to the head of the organization on bonuses or bonus deductions for employees no later than the 1st day of each month are handed over to the personnel manager.

4.4. Timesheets are filled out and signed by the heads of structural units. Approves timesheets by the HR manager.

4.5. In case of forced downtime of the organization's employees (due to circumstances beyond the control of the employer and employee) and failure to comply with labor standards (job duties) in connection with this, the employee retains at least two-thirds of the tariff rate (salary).

4.6. Employees who have worked part-time for a month in connection with conscription into the Armed Forces of the Russian Federation, transfer to another job, admission to an educational institution, retirement and for other valid reasons, the bonus is paid for the time actually worked in this reporting period. Those dismissed for other reasons (truancy, alcohol intoxication and other types of gross violations of labor discipline) are not paid the variable part of wages for a given month.

4.7. Heads of departments and accountants are responsible for the correct calculation and payment of wages to employees of the organization.

4.8. The salary is paid to employees by transferring to a bank account with which the employer has an agreement.

4.9. The employer provides employees with a salary bank card of the established form at his own expense.

4.10. Salary is paid at least every half a month.

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

4.12. Upon termination of the employment contract of employees, the final settlement of the wages due to him is made on the last day of work, specified in the order on the dismissal of employees.

4.13. Payment for leave to employees is made no later than three days before its start, if the employees filed an application for leave in a timely manner.

4.14. Payment of benefits for temporary disability is made on the next day of issuance of wages following the date of submission of a properly executed certificate of temporary disability to the employer's accounting department.

5. OTHER CASES OF PAYMENT OF CASH TO EMPLOYEES

5.1. In the event of an emergency, employees may be paid material assistance.

5.1.1. Material assistance is paid from the employer's own funds on the basis of an order (instruction) of the employer's management on the personal application of the Employees.

5.1.2. Financial assistance can be paid in the event of the death of a close relative: husband, wife, son, daughter, father, mother, brother, sister.

5.1.3. The provision of material assistance is carried out upon presentation by employees of documents confirming the onset of emergency circumstances.

5.2. At the request of the employees, provided to the immediate supervisor, the employer may issue a cash loan to the employees for the purchase of housing.

5.2.1. Loan conditions:

Employees must have at least ___ years of uninterrupted work experience with the employer;

Employees should not own other residential premises, except for the acquired one, which is confirmed by the provided extract from the Unified State Register of Rights to Real Estate and Transactions with it;

Employees must provide a copy of the contract of sale of residential premises.

5.2.2. Loan repayment terms:

The loan is issued for a period not exceeding ___ years;

The maximum loan amount is determined based on the average earnings of employees over the past three months, multiplied by 6;

The interest rate on the loan is determined under the loan agreement concluded with the employees;

The loan is repaid by employees depositing cash to the employer's cash desk or by transferring non-cash funds to the employer's account;

After full repayment of the debt on the loan, employees are required to work for the employer for at least ___ years, unless exempted from this obligation by the employer's management;

Employees can apply for resignation only if there is no debt on the loan.

Other issues related to the issuance and repayment of a loan are regulated by a loan agreement concluded between employees and the employer.

6. FINAL PROVISIONS

6.1. The bonuses provided for by this Regulation are taken into account as part of the average wage for calculating pensions, vacations, temporary disability benefits, etc.

6.2. To pay for work at night, on weekends and non-working holidays, overtime work, when performing work of various qualifications, when combining professions and performing the duties of a temporarily absent employee, the relevant norms of the labor legislation of the Russian Federation are applied.

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

6.4. This Regulation applies to labor relations that arose prior to its entry into force in terms of improving the situation of employees.

6.5. The text of this Regulation shall be brought to the attention of employees.

Supervisor: _______________/_______________

Agreed: Head of production service: _______________/_______________

Economist: _______________/_______________

Head of Administrative and Economic Service: _______________/_______________

A sample regulation on remuneration in 2016 is one of the most important documents regulating remuneration. How to make changes to a document?

How to make changes to the salary regulation in 2016

If any changes occur in the company, for example, renaming the organization, they must be reflected in the Regulation on remuneration. How to do it in 2016?
Perhaps the organization has adopted a local act (for example, a regulation) that regulates the procedure for adopting and changing local regulations. In this case, when adjusting the norms of the provision on payment, it is necessary to take into account the procedure established by it.

In the absence of such a document, changes to the Regulations on remuneration, as a rule, are drawn up as an application. This option is useful if minor changes are required (for example, renaming the organization, etc.). If the adjustments are significant, then it is advisable to adopt a new act, recognizing the previous one as invalid in this regard.

Rules for amending the Regulation on remuneration in 2016

Regardless of the method chosen - approving an annex to a valid document or adopting a new provision - several important legislative provisions must be taken into account.

Rule 1 The employee's salary is established by the employment contract in accordance with the employer's remuneration systems (part 1, article 135 of the Labor Code of the Russian Federation). Therefore, if the Regulations on remuneration are amended to change the amount of wages of employees, the terms of remuneration, then it is necessary to bring labor contracts in line with the new provision. This must be done in the manner prescribed by law.

Rule 2 Remuneration systems, including the size of tariff rates, salaries, additional payments and allowances, as well as bonus systems, are established by collective agreements, agreements, local regulations in accordance with labor legislation (part 2 of article 135 of the Labor Code of the Russian Federation). The conditions of remuneration determined by local acts cannot worsen the position of employees in comparison with labor legislation (part 6 of article 135 of the Labor Code of the Russian Federation). Otherwise, they are not applicable.

Rule 3 Local acts establishing wage systems are adopted by the employer, taking into account the opinion of the trade union (part 4 of article 135 of the Labor Code of the Russian Federation). Otherwise, they cannot be used. Then you need to focus on the norms of labor legislation, the collective agreement, agreements (part 4 of article 8 of the Labor Code of the Russian Federation).

Rule 4 The employer is obliged to acquaint employees against signature with the adopted local acts directly related to their labor activity (part 2 of article 22 of the Labor Code of the Russian Federation).

Rule 5 The local act comes into force from the date of its adoption by the employer or from the day specified in this act. It applies to relations that have arisen after its introduction. For relationships that arose before this event, it applies to the rights and obligations that arose after its adoption. The local act or its individual provisions cease to be valid in connection with (Article 12 of the Labor Code of the Russian Federation):

expiration date;
cancellation (recognition as invalid) of this local act or its individual provisions by another local act;
the entry into force of a law or other regulatory legal act containing labor law norms, a collective agreement, an agreement (if these acts establish a higher level of guarantees for employees compared to the established local regulatory act).

Regulation on remuneration 2016. Sample

Alpha Limited Liability Company

APPROVE

CEO

Alpha LLC

A.V. Lviv

Regulations on wages

Moscow 13.11.2015

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 for remuneration, a system of material incentives and incentives for Employees of Alfa LLC (hereinafter referred to as the Organization). The Regulation aims to increase the motivation to work of the Organization's personnel, ensure the material interest of Employees in improving the qualitative and quantitative results of labor: the fulfillment of planned targets, reducing the cost of producing a unit of output (work, 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 activities on the basis of employment contracts concluded with them (hereinafter referred to as Employees).

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

1.3. In this Regulation, remuneration means money paid to Employees for the performance of their labor function, including compensatory, incentive and incentive payments made to Employees in accordance with the labor legislation of the Russian Federation, this Regulation, labor contracts, 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:

wages, consisting of a salary (official salary), as well as additional payments and allowances for special working conditions (hard work, work with harmful and (or) dangerous and other special working conditions), as well as for working conditions that deviate from normal (if performance of work of various qualifications, combination of professions, work 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 wages, Employees are paid material incentives for performing labor functions, provided that they comply with the conditions for bonuses provided for by this Regulation and the Regulation 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 a guaranteed monetary reward for the fulfillment 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 (official salary)

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

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

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

3.4. The size of the 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 night shift work
for the performance of the duties of a temporarily absent Employee;
for combining professions (positions).

4.2. In this Regulation, overtime is understood as work performed by the Employee on the initiative of the Employer outside the established working hours, daily work (shift), with the total 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 long service in the Organization;
for the intensity, intensity of labor;
for the use of a foreign language in the work;
for classiness.

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 whose job duties include 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 their 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 holding full-time positions are given current and one-time (one-time) bonuses.

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 the workplace without a good reason for more than 4 hours in a row during the working day);
appearance at work in a state of alcoholic, 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 remove a disciplinary sanction from the Employee on its 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, based on 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 cash or material form) provided to the Employees of the Organization in connection with the onset 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 the heads of structural units. 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 the bank account specified by the Employee on the terms stipulated by the employment contract.

8.7. Before the payment of wages, each Employee is issued a pay slip 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: on the 20th day of the billing month (for the first half of the month - an advance in the amount of 50% of the salary) and on the 5th day of the month following the billing month (final payment for the month).

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 warned the Employer in writing 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 by the Labor Code of the Russian Federation and other 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.

9.1. The salary of the Employee is indexed in connection with the growth of consumer prices for goods and services.

9.2. At the end of each quarter, the Employer increases the salaries of employees in accordance with the consumer price growth index, determined on the basis of Rosstat data.

9.3. The salary, taking into account indexation, is paid to the Employee starting from the first month of each quarter.

10. Responsibility of the Employer

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

10.2. In the event of a delay in the payment of wages for a period of more than 15 days, the Employee has the right, by notifying the Employer in writing, to suspend work for the entire period until the payment of the delayed amount. The specified suspension of work is considered forced absenteeism, while the Employee retains the position and salary (official salary).

11. Final provisions

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

11.2. This Regulation applies to labor relations that have arisen before its entry into force.

Chief Accountant A.S. Glebova

13.11.2015

Head of Human Resources E.E. Gromov