Regulations on remuneration for individual entrepreneurs. Salary regulations - sample

Regulations regulating the basic principles of remuneration of workers - legally binding normative document. It combines the dynamics, specifics and time parameters of payments adopted by an enterprise, organization, the principles of material accruals, methods of indexation and other important issues relating to monetary settlements between two parties to the labor process - the employee and the employer.

Why is it necessary and is it possible not to register?

The situation is classified as internal regulatory and administrative act regulating one of the main activities of the organization.

Its purpose is not simply to indicate in writing the principles and systems of accrual of monetary settlements with employees, which are a legal measure of remuneration for the work performed by them. An equally important task is to legally establish the procedure for incentives and the rules for material remuneration of people.

If we consider the issue from the point of view of legal state policy, the document sets itself the task of securing in paper form all the mechanisms adopted and applied in practice for remuneration for the work of the team.

The main function of paper is informational. It consolidates all actions aimed at employees receiving monetary remuneration for their work in all its forms and manifestations.

If the company is large and has branches, this document may consist of hundreds of pages. In this case, it is structurally divided into volumes.

The paper determines the legality of entering labor costs into tax items, whereas the absence of such a document will decrease by an order of magnitude chances in the event of controversial situations with tax authorities to prove to them that they are right in controversial issues. For example, in reducing the basic rate for income tax or premium tax.

Taking into account these and other advantages that this act provides, administrations, as a rule, are interested in its availability and do not spare resources and time spent on its creation.

The employer, relying on the points of the document, uses the procedure for settlements with the team prescribed in it in such a way that the application of the policy of unfair distribution of the wage fund between staff units becomes impossible. The principle of objective encouragement and legal justification of all forms of remuneration for each individual employee comes into play.

The existence of a provision does not make much sense only if all the principles of calculating wages are spelled out in detail in the employment agreement between the employee and the employer, with a description of all the nuances and force majeure circumstances of the labor process.

There is no legal punishment for the absence of an act or the procedure for drawing it up. What its form will be depends on the specifics of production and the wishes of the manager.

This provision should be developed taking into account the specific conditions of labor production activities, the procedure and methods of paying material accruals to employees.

The act should be classified as an internal legal normative document. It is approved by the company administration with the obligatory participation of the director and chief accountant.

The following should be involved in the development and drafting of the main points of the provisions: the following persons:

• director of the company;
• representative of the accounting or settlement department;
• employee of the legal service of the enterprise, if such a staff unit exists.

Features of combining salaries and bonuses

Regulatory framework of Russian legislation does not prohibit consolidation of wages and bonuses for employees. It is recommended to do it in a way that is acceptable and, most importantly, convenient for each specific organization.

Thus, at various enterprises one can observe multiple forms and options for drawing up regulations, which are based on the procedure for calculating material payments to employees.

It is possible to prepare this document in the form of a basic guide, regulating only issues directly related to accruals for payment for work performed, in accordance with the employment agreement.

At the same time, the main points regarding the bonus procedure are drawn up in a different provision. Accordingly, in this case, for each form of accrual there should be accompanying internal acts.

A fairly popular step in the guiding policy of enterprises is adoption of a collective agreement– it describes in detail all the material nuances of bilateral relations in the employee-employer aspect.

If the directorate makes a decision on a single document, its content should include points:

• term, form and procedure for payment of wages;
• personal responsibility of the manager for failure to comply with the approved payment schedule;
• table showing all types of surcharges;
• information about compensation accruals;
• table including allowances for force majeure and overtime;
• data on the form and amount of bonuses;
• column – other accruals and payments.

All items related to bonuses and remuneration of employees must have legal background– with a detailed description of the accrual process and links to regulatory government acts on the basis of which payments were made.

Information on wages and bonuses must be compiled in such a way that any full-time employee, having read it, can understand where the amount of money and bonuses he receives for his work come from.

By the way, according to the Labor Code of the Russian Federation, this information must be transparent and open for review by all company employees.

Within the framework of the current Labor legislation, it is mandatory to include in the provision the following main points:

Tabular part of the position

All surcharges must be included in applications in the form of tables. And although this requirement is not considered mandatory (the text form is also applicable), this method of submission more preferable.

The table containing calculations for additional payments includes those funds that exist at the enterprise in addition to wages. For each type, the current interest rates are entered in the appropriate column - overtime, night, holidays.

IN "Notes" column(it is usually located at the end) write down explanatory comments, for example, hours worked at night.

Compensation transfers are processed in the same way. For each category of payments, additions are included indicating the amount in numbers and words and the mathematical algorithm or formula based on which this result was obtained.

For example, hazardous work conditions assigned to an employee at the time of his dismissal will depend on a number of factors, which are converted into the calculation algorithm.

A table including allowances is necessary only in situations where such a procedure for material financing takes place in this organization. For example, this is a bonus for years worked in one place. This paragraph requires a full explanation of the time frame during which this accrual is due and carried out.

Other tables are compiled in approximately the same way, the number of which is determined by the needs of production activities and the specifics of settlements with employees.

Need for annual review

The document discussed in this article can be accepted once and have no time restrictions on its validity. Labor Law on this matter no specific periods are provided. However, in some cases the need for revision still arises.

For example, an organization introduces new technologies and expands the scope of its activities. In such situations, it will certainly be necessary to attract new personnel; accordingly, professions will appear for which it will be necessary to review or re-adopt the procedure for calculating cash payments.

In the effectiveness of the document, as a rule, both sides of the process are interested– staff and administration of the enterprise. For this reason, it is extremely important to maintain them in working order - timely revision and adoption of amendments.

In addition, planned adjustments to the general systematization of internal document flow, since it is its main part, will simplify control of the activities of both individual structures and the organization as a whole.

Monitor the current status of the act - direct responsibility of the director of the enterprise. To accomplish this task, a review of the provisions on material payments to employees is most often carried out.

Nuances of piecework wages

The regulations on remuneration of workers must take into account following points regarding the specifics of financing this type of work:

All points that are specified in the act and relate to this form of payment must be agreed upon at the general trade union meeting of the team. This is enshrined in Article 135 of the Civil Code of the Russian Federation.

Situations often arise when the tariff size changes. In this case, a corresponding amendment is made to the current provision and again submitted for general collective discussion.

Shelf life

Each internal document has its own shelf life, approved by current legislative acts.

To improve the quality of understanding of all aspects of the organizational activities of the enterprise, the shelf life of the employee remuneration regulations has been increased up to 75 years old.

For proper preservation, in addition to the paper version, you must have electronic copy. It is important to understand that from a legal point of view, the calculation of the starting date of the specified period falls on January of the year, which follows the reporting period in which the paperwork according to the provision was transferred to the archives department.

If the regulated storage periods are violated due to the fault of the company administration, penalties will be applied to it. penalties, the size of which is quite impressive.

What should be in the Salary Regulations? The answer to the question is in this video.

The regulation plays a crucial role in formalizing and regulating the relationship between employee and employer regarding remuneration. The regulation can improve the employee’s rights to remuneration, provide additional guarantees and payments. It is impossible to worsen or limit labor rights compared to.

Like any other regulatory legal act, the provision must be fully consistent with the current legislation of the Russian Federation, and in the event of changes in legislation, it must be reviewed and amended in a timely manner.

Regulations on remuneration and its sections

General provisions

The “General Provisions” section establishes the subject composition, that is, those persons to whom it applies. A large company may adopt separate payment provisions for employees of branches and the central office, for managers and blue-collar employees. For example, the regulation on the remuneration of truck drivers, the regulation on the remuneration of dental clinic workers.

Examples:

2.3. This Regulation applies to employees who are in an employment relationship with the Company on the basis of concluded employment contracts both at their main place of work and those working part-time.”

2.6. For the purposes of these Regulations, all positions of the Company's employees are differentiated in accordance with the Regulations on the distribution by categories and levels of positions of LLC "Company" into the following categories and levels:

The regulations indicate the documents - the legal basis for the adoption of the regulations on remuneration in a particular company. In municipal and budgetary institutions, such documents are decrees of the government, legislative bodies of constituent entities and municipalities. Approved standard samples of wage provisions developed specifically for employees of budgetary institutions are often used. For example, regulations on the labor of healthcare workers, regulations on remuneration of municipal employees.

The basis for developing regulations on remuneration for employees of educational institutions are also the legislative acts of the subject and industry recommendations.

Example:

1.1. These Regulations have been developed on the basis of:

1.1.1. Labor Code of the Russian Federation;

1.1.2. Decree of the Government of the Moscow Region No. 483/23 dated July 3, 2007. “On remuneration of employees of municipal healthcare institutions of the Moscow region” (as amended as of December 30, 2014)

1.1.3. Decree of the Government of the Moscow Region No. 385/17 of May 26, 2014. “On amendments to the Decree of the Government of the Moscow Region No. 483/23 of 07/03/2007”

The regulations on remuneration are approved not only by the head of the company, but also by other executive bodies, in the manner prescribed by the charter. Local regulations establishing remuneration systems are adopted by the employer taking into account the opinion of the representative body of employees ( Art. 135 Labor Code of the Russian Federation).

As a rule, an order is issued approving the wage regulations, which indicates the validity period of the document, responsible persons, and the procedure for application and revision.

The “General Provisions” section also defines the terms used in the normative act, excluding their inaccurate or double interpretation.

Remuneration system

The section “Remuneration System” sets out the main methods of remunerating employees within a particular company. This could be a time-based bonus wage system, piecework wages, etc. Usually, closed lists are avoided in the regulations on wages and bonuses for employees; it is advisable to make reference standards to the employment contract of a particular employee. An employee’s employment contract may contain individual, additional or other conditions for remuneration. According to Article 132 of the Labor Code of the Russian Federation, any kind of discrimination is prohibited in establishing and changing wage conditions.

Components of an employee's salary

The regulations on remuneration explain the methods of remuneration used for the employee. The legal significance of this section is that in it the employer establishes the components of wages - the constant and variable part of the remuneration.

According to Article 129 of the Labor Code of the Russian Federation, wages (employee remuneration) are remuneration for work depending on the employee’s qualifications, complexity, quantity, quality and conditions of work performed, as well as compensation payments (additional payments and allowances, including for work in conditions deviating from normal, work in special climatic conditions and in areas exposed to radioactive contamination, other compensation payments) and incentive payments (additional payments and incentive allowances, bonuses and other incentive payments). In the corporate regulations it is necessary to clarify and specify the types of remunerations and payments specified in the article.

An example from the regulations on remuneration of employees of educational institutions:

Hourly wages for teaching staff of an educational institution are applied in the following cases:

- when paying for hours performed to replace teachers and other teaching staff absent due to illness or other reasons, lasting no more than two months;

- when paying for hours of teaching work performed by teachers when working with children at home undergoing long-term treatment, in excess of the tariff established by them;

- when paying for hours of teaching work in the amount of 300 hours in another educational institution (in one or more) in addition to the teaching load performed part-time on the basis of tariffs.

1.16. In St. Petersburg, starting from January 1, 2017, the minimum wage is set at 16,000 rubles. In this case, the tariff rate (salary) of a 1st category employee should not be less than 13,500 rubles

Permanent part- this is the salary established by the employment contract, staffing table. This is what we are talking about in Article 136 of the Labor Code of the Russian Federation(current edition - ).

Tariff rate- a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, without taking into account compensation, incentives and social payments.

Salary (official salary)- a fixed amount of remuneration for an employee for the performance of labor (official) duties of a certain complexity per calendar month, excluding compensation, incentives and social payments.

Basic salary (basic official salary), basic wage rate- minimum salary (official salary), wage rate of an employee of a state or municipal institution carrying out professional activities in the profession of a worker or position of an employee, included in the corresponding professional qualification group, excluding compensation, incentives and social payments.

Variable part- these are various bonuses, allowances, bonuses, coefficients, compensation, incentives, incentive payments. In this part of the wage regulations, an important component is the establishment of conditions and terms for payment of variable parts of the wage plan.

As conditions, we can identify indicators specific to a particular company: fulfillment of the personal sales plan, length of service, results of the quarter and year, “closing” of contracts, absence of claims from customers, absence of disciplinary sanctions against the employee, work intensity.

The deadlines can include both specific dates and periods during which management makes the appropriate management decision.

Examples:

4.10. Specialists who have graduated from state institutions of higher or secondary vocational education and are hired for the first time in the year of graduation in their acquired specialty (hereinafter referred to as young specialists) are given an additional payment of 3,000 rubles.

5.4. For using a foreign language at work, the Employee is given a bonus in the amount of 15 percent of the salary (official salary). The specified allowance is established for Employees whose job responsibilities include contacts with foreign partners or work with foreign literature.

The most common formulation of the condition for payment of the variable part in commercial companies is that the employer has a financial opportunity (profit, savings on the wage fund, etc.) in a certain amount, as well as the procedure for assigning the variable part to payment (payment terms, availability or absence of employee disciplinary action, etc.). This formulation fully complies with the requirements of the law.

Examples:

4.3. The company, based on the decisions of the General Director, has the right to establish other types of bonuses, additional payments and allowances.

5.1. 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 Organization’s profit;

- in other cases provided for by the Regulations on bonuses - from the wage fund.

5.2. The amount of one-time (one-time) bonuses is established by order (instruction) of the head of the Organization, depending on the performance results of each Employee. The size of one-time (one-time) bonuses is not limited to the maximum amount.

Do not forget about the in-kind form of remuneration, if it exists within a given company. establishes that, in accordance with a collective agreement or employment contract, upon the written application of an employee, remuneration may be made in other forms that do not contradict the legislation of the Russian Federation and international treaties of the Russian Federation.

The share of wages paid in non-monetary form cannot exceed 20 percent of the accrued monthly wage.

Payment of wages in bonds, coupons, in the form of promissory notes, receipts, as well as in the form of alcoholic beverages, narcotic, poisonous, harmful and other toxic substances, weapons, ammunition and other items in respect of which prohibitions or restrictions on their free circulation are established , not allowed.

Other sections of the regulations on payment and bonuses for employees

The wage regulations may contain other sections.

Procedure for accrual and payment of remuneration

This section may establish special types of payments - annual quarterly bonuses, payments during work, work, amounts and conditions for the payment of financial assistance to employees in difficult life situations.

An example from the regulations on remuneration of workers in healthcare institutions:

7.2. For duty at home, including at night, doctors and paramedical personnel are paid additionally at the rate of 50 percent of the official salary for the actual time on duty.

The provisions of this section streamline the document flow on the basis of which various payments are made (, orders, the procedure for considering employee applications).

Example:

5.11. With the exception of a petition to the General Director of the Company or a person authorized by him, an employee does not have the right to demand, insist or force the employer to exercise his right to provide him with social benefits and guarantees, compensation, additional payments and allowances not provided for by current legislation.

It is advisable to fix the form in the regulations on remuneration ( Art. 136 Labor Code of the Russian Federation), place and procedure for payments (cash register, employee’s bank card).

Sources of funds for paying wages

The section regulates the formation of the wage fund, the payment fund for the fixed and variable parts of wages.

Wage indexation

It is highly desirable to include a section on indexing in the regulation. If state bodies, local government bodies, state and municipal institutions carry out wage indexation in the manner established by the relevant regulatory legal acts, then other employers - in the manner established by the collective agreement or local regulatory acts ( Art. 134 Labor Code of the Russian Federation). Labor legislation does not provide for a uniform method of wage indexation for all employees. The mechanism for indexing workers' wages is determined taking into account the order of its establishment: for budget financing - centrally, for other employers - through collective agreement and local means.

An example from a salary regulation:

3.3. Wage indexation is carried out annually for all employees within the limits of the Budget of Income and Expenses of LLC "Company" approved by the Board of Directors for the corresponding financial year. For newly hired employees, wage indexation is carried out in the generally established manner, regardless of the number of full (partial) months worked by them in the year for which indexation is carried out for the first time.

3.4. The amount of indexation of an employee's wages is determined as the result of multiplying the employee's cash income subject to compensation and the indexation percentage, divided by 100%.

3.5. Salary indexation percentages are determined by order of the General Director. The order is issued no later than the 15th day of the month following the end of the year for which indexation is carried out.

3.6. Wages, calculated taking into account indexation, are paid to employees starting from the first January of the corresponding financial year.

New in wage legislation in 2019

Deadlines for payment of wages and bonuses

As amended by Federal Law dated July 3, 2016 N 272-FZ Article 136 of the Labor Code of the Russian Federation It is established that wages are paid at least every half month. The specific date for payment of wages is established by a collective agreement or employment contract no later than 15 calendar days from the end of the period for which it was accrued.

The Labor Code of the Russian Federation does not determine how much wages should be paid to an employee for half a month.

As follows from the letter of the Ministry of Labor of Russia dated 02/03/2016 N 14-1/10/B-660 and the letter of Rostrud dated 09/08/2006 N 1557-6, when determining the amount of wage payment for half a month (including advance payment), it is necessary to take into account, in in particular, the time actually worked by the employee (the work actually performed by him).

In order to develop a regulation on wages in 2019, it is necessary to take into account the Letter of the Ministry of Labor of Russia dated August 23, 2016 No. 14-1/B-800, according to which the following application is proposed Article 136 of the Labor Code of the Russian Federation- the payment date is established by the company’s internal regulations no later than 15 calendar days from the end of the period in which it was accrued.

The employer has every right to independently regulate the timing of payment of various bonuses. For example, establish that the calculation of the so-called “thirteenth” salary, that is, a bonus based on the results of the year, is made annually in March of the next year, payment - in April of the next year.

Additionally, on September 21, 2016, an explanation was published by the Russian Ministry of Labor on the new terms for payment of bonuses, according to which the requirements for limiting the terms of payment of wages to fifteen calendar days apply only to payments to the employee of accrued wages, which are made at least every half month.

The variable part of wages and various incentive payments are one of the components of wages and are paid for periods other than those established by the Labor Code of the Russian Federation (month, quarter, year, etc.).

The Ministry of Labor in its clarification assures that if local regulations specify the period in which bonuses are accrued and issued, then such terms will fully comply with current legislation, which will avoid fines. However, stable judicial practice after the entry into force of the new version Article 136 of the Labor Code has not yet formed.

Unified recommendations for establishing the labor of employees of state and municipal institutions for 2019

The decision of the Russian Tripartite Commission for the Regulation of Social and Labor Relations dated December 23, 2016 (Minutes No. 11, published on December 29, 2016) approved unified recommendations for the establishment at the federal, regional and local levels of remuneration systems for employees of state and municipal institutions at 2019 They were developed by the Russian Tripartite Commission for the Regulation of Social and Labor Relations in accordance with Article 135 of the Labor Code of the Russian Federation in order to ensure uniform approaches to regulating wages of employees of public sector organizations.

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The regulation on remuneration is an act that is recommended for drawing up at every enterprise (regardless of the chosen form of ownership and types of activities carried out) where the labor of hired workers is involved.

After determining all the standards, it is signed by the head of the company and attached to the documents forming the accounting policy.

What kind of document is this

The regulation was approved by the Labor Code in force on the territory of the Russian Federation. The main purpose of this document is recording on paper all existing remuneration mechanisms at a particular enterprise.

When drawing up this local act, the manager (or an authorized person) must indicate both the rules used for calculating wages and all possible systems of material incentives.

This Regulation primarily has an informational function. It is tasked with uniting and consolidating the rules for remuneration of employees applied in a state or commercial organization.

Its structure is not regulated by any legal act of the Russian Federation, therefore, when drawing it up, a business entity can use a free form.

At large enterprises with a large number of employees, this local act may consist of several volumes and be placed in more than one folder. For smaller companies (mostly private), the Regulations, which will consist of several pages of printed text, will be sufficient.

Who should develop it, is it mandatory or not?

Despite the fact that this Regulation is established by the Labor Code of the Russian Federation, it is not a mandatory act. Article No. 135 of the Labor Code of the Russian Federation states that all systems of settlements with employees that deviate from the traditional tariff rate or salary are prescribed in the following documents:

• in the labor regulations (this is an internal document);
• in any other document that contains labor law norms, etc.

The legislation in force in the Russian Federation under the concept of “remuneration systems deviating from normal” means any bonus systems for full-time employees, bonuses and additional payments that stimulate an increase in labor productivity, etc.

Due to the fact that any incentive systems at an enterprise are valid for a certain period of time, the document that regulates the procedure for calculating them must be revised with the same frequency.

Regulations on remuneration should be developed directly by the head of the company with the assistance of a member of the legal department. The participation of the director in this process allows us to determine the most important points of control over the work of full-time employees, as well as their material motivation.

As a result of such fruitful cooperation, a document will be created through which labor relations between management and hired personnel will be regulated. Thanks to it, it will be possible to avoid various disputes that often arise when calculating and paying remunerations.

Purpose of compilation

The regulation regulates the procedure for calculating remuneration, calculated in monetary terms, which is due to an employee for his work. Many people are accustomed to thinking that there is only salary and bonus, but this opinion is wrong. Due to the fact that wages are formed from different components that differ greatly from each other, it is recommended to draw up such a document in a timely manner.

The employer needs this act in order to use it as a regulator of wage amounts. It is worth noting that this Regulation will not allow managers to use the “carrot and stick” method in the workforce, since it clearly states both all the incentive measures used and the conditions of punishment. If the norms of this document are violated, the manager may face the fact that the injured employee will sue him and will most likely win the case. At the same time, the document can protect the management of any state and commercial company from unreasonable financial claims from staff.

You can get more detailed information about this act from the following video:

Main sections

When developing the Regulations, the manager (or authorized person) needs to know what mandatory sections must be present in this document:

• General provisions. This paragraph should indicate all the goals and objectives that are set for full-time employees and the company’s management. The status of the document is determined and the scope of its further application is indicated.
• Wage amount. This section should indicate the procedure for calculating wages to employees for the time actually worked. If they are paid a salary for the amount of work performed, then this must be described. The procedure for calculating part of the guaranteed salary is also determined.
• Amount of incentive payments. Here you should describe all types of compensation and incentive payments that are used by the organization’s management when making payments to full-time employees.
• Final clause. This paragraph should indicate the validity period of this document. It is imperative to indicate the rules for notifying employees that the company plans to change the rules for calculating and issuing salaries and various incentive payments.

Each section should carry a semantic load. It is necessary to indicate the legal acts on the basis of which it was drawn up.

2. Shapes:Regulations on remuneration

Regulations on remuneration

Moscow 03/06/2009

1. General Provisions

1.1. These Regulations have been developed in accordance with the current legislation of the Russian Federation and provide for the procedure and conditions for remuneration, the procedure for spending funds on remuneration, a system of material incentives and incentives for Employees CJSC "Alfa"(hereinafter referred to as the Organization). The regulation is aimed at increasing the motivation for work of the Organization’s personnel, ensuring material interest

Workers in improving the qualitative and quantitative results of labor: fulfilling planned targets, reducing the cost of producing a unit of product (work, services), improving technological processes, creative and responsible attitude to work.

1.2. This Regulation applies to persons hired in accordance with 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 the Employees).

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

1.3. In these Regulations, remuneration means money paid to Employees for the performance of their labor functions, including compensation, incentives 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.

Upon written application of the Employee, remuneration may be made in other

forms that do not contradict the legislation of the Russian Federation. In this case, the share of wages paid in non-monetary form should not exceed 20 percent of the total wages.

1.4. Remuneration of the Organization's Employees includes:

– wages, consisting of 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 deviating from normal ( when performing work of various qualifications, combining professions, working outside normal working hours, at night, on weekends and non-working holidays, etc.);

– incentive and incentive payments for proper performance of labor

duties performed in accordance with these Regulations and the Regulations on bonuses.

2. Remuneration system

2.1. In these Regulations, the remuneration system means the method of calculating sizes

remuneration payable to Employees for the performance of their labor duties.

2.2. The Organization establishes time-bonus wage system if
the employment contract with the Employee does not provide otherwise.

2.3. The time-based bonus system of remuneration provides that the amount of the Employee’s salary depends on the actual time worked, which is recorded in accordance with working time records (timesheets). At the same time, along with wages, Employees are paid material incentives for performing labor functions provided they comply with the bonus conditions provided for by these Regulations and the Regulations on Bonuses.

2.4. The monthly salary of the Organization's Employees consists of permanent and

variable parts.

The constant part of the salary is a guaranteed monetary reward

for the performance by the Employee of his labor duties. Constant

part of the salary is the salary (official salary) in accordance with the current staffing table. The variable part of remuneration is bonuses, as well as allowances and additional payments for working conditions that deviate from normal ones.

3. Salary (official salary)

3.1. In these Regulations, salary (official salary) means a fixed amount of remuneration for the Employee for fulfilling labor standards or labor duties of a certain complexity per month.

3.2. The amount of the employee’s salary (official salary) 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 worked the full working time cannot be lower than the minimum wage established by federal law.

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

4. Extras

4.1. The following additional payments are established for the Organization's employees:

– for overtime work;

– for work on weekends and holidays;

– for work on the night shift;

– for performing the duties of a temporarily absent Employee;

– for combining professions (positions).

4.2. In these Regulations, overtime is understood as work performed by the Employee at the initiative of the Employer outside the established working hours, daily work (shift), and in the case of cumulative accounting of working time - in excess of the normal number of working hours for the accounting period.

For overtime work, Employees are provided with additional payments:

– for the first two hours of overtime work – in the amount 150 percent of the hourly rate;

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

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

4.3. For work on weekends and holidays, employees paid on a time basis are provided with additional payments:

- at the rate of 100 percent of the hourly rate - if work on a weekend or holiday was carried out within the monthly working hours;

- at the rate of 200 percent of the hourly rate - if work on a weekend or holiday was carried out in excess of the monthly working hours.

4.4. In these Regulations, night work means work from 10 pm to 6 am.

For work on the night shift, workers paid on a time basis are provided with additional payments of

size 40 percent of the hourly rate.

4.5. For performing the duties of a temporarily absent Employee, an additional payment is established in the amount of .

The specified additional payment is paid during the entire period of performance of 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. Accrual and payment of additional payments listed in paragraphs 4.2–4.6 of these Regulations are made monthly in accordance with working time sheets.

4.8. The hourly rate is calculated by dividing the amount of wages accrued in the billing period by the number of working days in this period according to the calendar of a five-day working week 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 additional payments, he may be provided with additional days of rest.

5. Allowances

5.1. The following types of salary supplements are established for the Organization's employees:

– for long work experience in the Organization;

– for the intensity and intensity of work;

– for using a foreign language in work;

- for class.

5.2. For long work experience, the Employee is given a salary increase

(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 lasting more than 10 years.

5.3. For the intensity and intensity of work, the Employee is given a bonus of

up to 20 percent of salary (official salary).

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

5.4. For using a foreign language at work, the Employee is given a bonus in the amount of 15 percent of the salary (official salary).

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

5.5. Drivers of the Organization receive a premium for class in the amount of up to 10

percent of official salary.

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

6. Bonuses

6.1. Current and one-time (one-time) bonuses are established for employees of the Organization holding full-time positions.

6.2. Current bonuses are paid based on performance results for a month or other reporting period in accordance with the Regulations on Bonuses.

6.3. Calculation of current bonuses is carried out based on the salary accrued to the Employee for the reporting period (official salary), allowances and additional payments to it in accordance with these Regulations.

6.4. Bonuses are not awarded to Employees who have disciplinary sanctions for:

– absenteeism (absence from the workplace without a valid reason for more than 4 hours in a row during the working day);

– appearing at work in a state of alcoholic, toxic or other drug intoxication;

– being late for the start of the working day without warning the immediate supervisor;

– failure to comply with the instructions of the manager;

– failure to perform or improper performance of the duties assigned to the Employee.

The Employer has the right to early remove a disciplinary sanction from the Employee for

own initiative, at the request of the Employee or at the request of his immediate supervisor.

The specified order is formalized by 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 profit

Organizations;

– in other cases provided for by the Regulations on bonuses – from the wage 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 results of each Employee.

6.7. The size of one-time (one-time) bonuses is not limited to the maximum amount.

7. Financial assistance

7.1. In these Regulations, material assistance means assistance (in monetary or material form) provided to the Organization’s Employees 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 emergency situations;

– injury or other harm to the Employee’s health.

The employer may recognize other circumstances as extraordinary.

7.3. Financial assistance is paid from the net profit of the Organization on the basis of an order (instruction) of the head of the Organization upon the personal application of the Employee.

7.4. Financial assistance is provided upon presentation by the Employee of documents confirming the occurrence of emergency circumstances.

8. Calculation and payment of wages

8.1. Wages are accrued to Employees in the amount and manner provided for by these Regulations.

8.2. The basis for calculating wages is: staffing table, employment contract, time sheet and orders approved by the head of the Organization.

8.3. Time sheets are filled out and signed by the heads of the structural

Divisions. The HR manager approves the time sheet.

8.4. For employees who work part-time, wages are calculated for the time actually worked.

8.5. The determination of wages for the main and combined positions (types of work), as well as for positions held part-time, is carried out separately for each of the positions (types of work).

8.6. Wages are paid to Employees at the Organization's cash desk or transferred to the bank account specified by the Employee under the conditions stipulated by the employment contract.

8.7. Before 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 grounds for 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 20th day of the month (for the first half of the month - an advance in the amount of 50% of wages) and no later than the 5th day of the next month (final payment for the month).

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

8.10. If the Employee fails to fulfill his official duties due to the fault of the Employer, payment is made for the actual time worked or work performed, but not lower than the Employee’s average salary.

In case of failure to fulfill 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 fulfill 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 caused by the Employer, 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 Employee’s average salary. Downtime due to reasons beyond the control of the parties to the employment contract, if the Employee has 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 caused by 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 by

Employee's statement.

8.13. Amounts of wages, compensation, and other payments not received within the prescribed period are subject to deposit.

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

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

8.16. Upon termination of the employment contract, the final payment of 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 amount of amounts due to the Employee upon dismissal, within the period specified above, the Employee is paid the amount not disputed by the Employer.

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

9. Responsibility of the Employer

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

9.2. In case of delay in 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 delayed amount is paid. The specified suspension of work is considered forced absenteeism, while the Employee retains his position and salary (official 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 before it came into force.