Regulations on remuneration and bonuses of the bank. Sample regulations on bonuses for LLC employees

How to minimize the risk of claims from the State Transport Inspectorate and unify settlements with personnel? Develop a regulation on the remuneration of employees: a sample, a table of recommended sections and rules for document execution - in the article.

From the article you will learn:

Calculation and payment of salaries, allowances and bonuses is an important aspect of the activities of any enterprise, strictly regulated by law and local regulations. In order to establish a uniform payment procedure and effectively interact with personnel on remuneration issues, it is recommended to develop a special regulatory act.

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Please note that the wage regulations (sample) are not considered a mandatory document from the point of view of the law. The official salary, salary payment dates and other conditions can be specified in employment contract, and the rules for calculating bonuses and compensation are in the collective agreement. But the presence of a single document with clearly formulated payment algorithms reduces the risk of conflict situations.

Regulations on remuneration: sample structure

The answer was prepared jointly with the editors

Alexander ZAVGORODNY answers,
Ph.D., Associate Professor, Department of Labor Law, Faculty of Law, St. Petersburg State University

When developing regulations on remuneration, a higher education organization must be guided by the Decree of the Government of the Russian Federation of August 5, 2008. No. 583, recommendations of the tripartite commission on wage issues. In particular…

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It is also useful to download a ready-made salary regulation (sample) because it already takes into account all the key aspects of financial relationships with employees. When drafting a document from scratch, it’s easy to miss an important detail or miscalculate salary payment terms, which by law must be paid strictly twice a month:

Social benefits are often overlooked, and the standard regulations already provide for a corresponding section where you can prescribe both the guarantees established by law and those offered by the employer - for example, increased travel allowance or vacation pay. It is very important in the process of working on a local act to check with the requirements of current labor legislation, since not a single point should contradict them. In addition, it is strictly not recommended to exclude the norm on wage indexation from the document.

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The draft document is not approved immediately. First, it must be agreed upon with the officials responsible for calculating and issuing wages to personnel: the chief accountant, the head of the financial department, the head of the personnel department. If the organization has a trade union or any other association representing the interests of workers, another stage is added. Any local acts related to wages should be agreed upon with the trade union in the manner prescribed by Article 372 of the Labor Code of the Russian Federation. And only after positive trade union decisions The position is sent for approval to the head of the company.

There are two ways to approve it: publish separate order or put the corresponding stamp on the document itself, at the top of the sheet. Every time you need to make any changes to the wage regulations, you will have to go through the entire approval procedure again from beginning to end, and then approve the changes by order of the manager or publish the local act in a new edition.

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Don’t forget to familiarize all employees with the document (be sure to sign it in an introductory sheet or a special journal).

Screening test

Mini-test for self-test. With which officials and/or bodies should the wage regulations be agreed upon before putting it into effect?

1. with the trade union and heads of departments related to personnel remuneration;
2. approval is an optional stage; the document can be submitted for review to all interested officials and representatives of the trade union after approval;
3. only with the head of the personnel department.

If the number of employees of the company does not exceed 15 people, and the annual income is 120,000 rubles, then a regulation on payment and bonuses for employees does not need to be drawn up. Are you sure this is a true statement?

From the article you will learn:

Is the provision on remuneration of workers and bonuses for workers mandatory?

It is the responsibility of each organization to establish . This is provided for in Article 135 of the Labor Code of the Russian Federation. The employer must document the chosen wage system. Relevant provisions must be made:

to the collective agreement;

local act of organization.

Thus, the employer must choose a remuneration system and enter information about it into the collective agreement or local act. In this regard, the Regulation on remuneration itself does not have the status of a mandatory document, but only on condition that the corresponding provisions on the remuneration system are included in or local act.

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How to draw up a Remuneration Regulation + ideal sample 2018.

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In small non-industrial enterprises, which are characterized as office-based, most often employers are limited to a collective agreement in order to literally stipulate in just a few paragraphs all possible aspects of remuneration.

How feasible is it to combine certain aspects? employees in one document, the employer can decide independently, based on established practice, the specifics of production activities and the payment system that has been formed at the enterprise.

In the case when it is decided to combine the conditions and requirements for remuneration and bonuses for employees in one internal act, it will be necessary to carefully consider all the nuances and consolidate them at the local level.

How to draw up a position and bonuses and remuneration

So, as we said above, formally the Regulations on remuneration and bonuses are not a mandatory document of the organization. This explains the absence of special legislative requirements for the execution of this local act.

Meanwhile, the Regulations must necessarily regulate the issue of the remuneration system chosen in the organization. We consider it necessary to dwell on the types of possible options in more detail.

Most often, organizations choose time-based or . This means that the time worked by the employee is taken into account when calculating wages. In this case, the salary is calculated based on the salary or tariff rate. Despite the fact that both of these remuneration options are used in a time-based system, the salary and tariff rate have fundamental differences.

The fact is that the salary is paid for the employee’s work during the calendar month. And the tariff rate is for a different period of time, for example, a day or an hour. These differences are given in Article 129 of the Labor Code of the Russian Federation. Common for salary and will be that they are established in a fixed amount and are necessarily reflected in the employment contract with the employee.

Salary size

If an organization intends to include bonus issues in a separate local act, it should develop . In this case, the document will need to include only those issues that are directly related to bonuses for employees.

This document is one of those in respect of which the Labor Code establishes the condition of mandatory agreement with the trade union organization. If the organization has a primary trade union organization, the Regulations must first be agreed upon with it. In its absence, the document is agreed upon with another representative body of workers. But if there is no such body, an approval visa is not placed on the Regulations - it is enough that it is approved by the head of the enterprise.

And all employees, when hired, must be familiarized with the Regulations on remuneration and bonuses against their signature.

– this is an optional document, so the head of the organization independently decides whether to draw it up or not. He is also quite free in choosing a sample and position structure. A detailed description of the rules for registering and accepting changes to the regulations in 2019 can be found below.

Mandatory personnel documents include only a few types of papers:

• routine rules.

The documents listed above are drawn up at each enterprise, regardless of its form of ownership and number of staff, as required by law. All other papers, including salary regulations, it is not necessary to draw up– such a decision remains at the discretion of the manager.

However, in practice, organizations most often draw up and use a provision, since it provides several advantages at once:

1. Detailed description of the company's salary policy.
2. A comprehensive list of all types of bonuses, allowances and other payments.
3. Simplification of document flow due to the fact that the listed information does not need to be duplicated in collective or individual employment contracts.
4. Simplification of the audit procedure by tax inspectors and other officials.
5. The ability to clearly track the legality of accrual of bonuses and other payments in each specific case.

Thus, the presence of a provision on remuneration in most cases facilitates the tasks of managing the salary fund and provides an understanding of the principles of bonuses and allowances. Often, enterprises draw it up in the form of a separate internal act. Other provisions that describe other aspects can also be developed:

• on salary indexation;
• about ;
• about the procedure for calculating bonuses, etc.

On the other hand, all of these documents can be combined into one, which is often done by company managers or individual entrepreneurs in small organizations. If the enterprise is large, you can draw up both general regulations and several documents - by branches, departments, etc.

Sample and rules for drawing up wage regulations

The regulations do not contain specific requirements for the design of wage regulations, so the company has the right to use any sample. Typically the document has the following structure:

1. Introductory part (definition of accepted terms).
2. Description of the payment system.
3. Terms and forms of salary transfers.
4. Principles and procedure for bonuses.
5. Additional payments and other payments.
6. The procedure for indexing wages.
7. Employer's responsibility.
8. Duration of validity and procedure for changing the provision.

Introductory part

As a rule, the regulation on remuneration begins with a description of its goals - to organize a transparent and understandable remuneration system for everyone, to develop rules that would encourage employees to do their work conscientiously. Here the circle of employees is determined - usually this is the entire staff, including external part-time workers.

Among the main terms, it is necessary to indicate the concept of remuneration and provide a description of its varieties:

• time-based;
• in kind – non-monetary (maximum 20% of the total salary fund).

The concepts of official salary, minimum wage, and hourly wage rate are also indicated.

Payment system

Further, the regulations need to spell out in more detail the principles of remuneration. Most often, enterprises install a time-based bonus system. Those. Each employee receives remuneration depending on the hours worked (tariff rate), as well as the results achieved (). The elements of remuneration are also described here - this is the salary itself, bonuses and other payments.

In most cases, the salary consists of a fixed and variable part; it also includes additional payments. The following describes the procedure for payment in case of failure to fulfill the plan or failure to achieve other indicators for various reasons (both due to the fault of the employee and the fault of the employer and due to factors beyond the control of both parties).

Terms and forms of salary transfers

As a rule, wages are transferred 2 times:

1. Prepaid expense.
2. The remaining part.

When drawing up regulations on remuneration, it is necessary to clearly define the amounts of these payments and the dates of accrual. If the date falls on a working day or holiday, the amount is transferred on the last working day before them.

Bonus procedure

Here they indicate the grounds, procedure for calculating and the amount of bonuses, as well as other incentive bonuses. As a rule, bonuses are calculated as a percentage of the salary established at the tariff rate. Among them there are different types:

• period;
• quarterly;
• annual;
• for special achievements, etc.

In the wage regulations, it is unacceptable to directly prescribe penalties in relation to an employee who has violated labor discipline or performed his duties insufficiently well. However, in fact, the organization has the right to deprive the employee of the bonus in whole or in part.

Additional payments, allowances

This paragraph prescribes an exhaustive list of all additional payments that are transferred to employees for various reasons.

• surcharge for night hours;
• extra pay for overtime;
• additional payment for working on weekends/holidays;
• vacation pay;
• sick leave;
• maternity benefit;
• birth benefit;
• care allowance;
• compensation for the vacation period.

This section of the regulation is most conveniently presented in the form of a table in which you need to indicate the basis for calculating the payment and its amount.

The company may also periodically provide financial assistance to some employees. The reasons for its accrual are related to changed life circumstances - a wedding, the birth of a child, the death of a loved one, a fire in an apartment, etc.

The procedure for indexing wages

Salary indexation is an obligation, not a right of the employer.

However, company managers often interpret this article arbitrarily - it is believed that mandatory indexation is carried out only in budgetary institutions, while commercial organizations can act at their own discretion. However, judicial practice and clarifications of the Constitutional Court of the Russian Federation show that such an approach does not comply with the law.

Therefore, every company must increase wages annually by at least the consumer price index. At the same time, in the wage regulations, it is important to indicate a clear procedure for increasing wages, as well as the data that will serve as the basis for indexation. This is usually an inflation rate that is officially defined by Rosstat.

Employer's liability

Liability is established in accordance with the legislation of the Russian Federation. In addition, the company may assume additional obligations due to delays, partial non-payment of wages, etc. The same section prescribes the employee’s procedure in case of a long delay (more than 15 days): suspension of work with prior written notice to the employer.

Validity period and procedure for making changes to the wage regulations

The wage regulation can be approved once and remain in effect indefinitely until it is replaced by another regulation or the company is liquidated/reorganized. Therefore, there is no need to review the situation annually.

Each company has its own payment system, which is formed taking into account the volume of labor costs and standards. This includes minimum levels of allowances and bonus payments. in 2019 you will have to draw up, unless the company describes its entire payment system in employment contracts.

Why is it needed?

Below you can download a free sample of the 2019 employee remuneration regulations:

Sample regulations on remuneration of employees 2019

This document is a local act that determines the specifics of calculating and paying wages to workers. It specifies the timing of payments, form, amounts of additional payments and allowances, the order of recalculation and the procedure for provision.

The law does not oblige company managers to have this document. But the labor inspectorate may require it during an inspection.

As a rule, the salary regulations, a sample of which is presented above, are developed jointly by accountants, company lawyers and human resources specialists.

What information should it contain?

We will briefly describe what information a sample salary regulation should contain. It should not only indicate the main types of charges, but also their size, which must comply with those established at the legislative level.

Required 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 period of the document.

In addition, it may contain:

terms of payment of the bonus;

pay slip form;

indexation procedure

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

Sample order

Shelf life

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

A wage regulation is a local regulatory act approved by the head of the company. Its main task is to show the structure of calculations and payment of salaries.

It is not surprising that the provision on bonuses is also a local normative act, but it gives the employer the right to determine all kinds of payments, such as bonuses, allowances (what does a sample look like?).

Watch a video about what a wage provision is:

Is it necessary to compose?

There is no need for this document unless all employee payments are specified in detail in employment contracts, separately or collectively, or all payments to each employee are subject to certain conditions, without exceptions in the form of overtime, or on holidays and weekends. If such a situation arises, the provision may not be made.

Russian legislation does not include a mandatory requirement for wages for every hirer. There are no mandatory requirements for document execution. So, here there is a somewhat free form of the document, if there is one.

Should it be combined with the employee bonus paper or not?

Due to the lack of unconditional demand for the provision, each company may have its own version of writing a document on cash settlements and payment of money to employees.

For example, some agreed to prescribe an individual provision on remuneration and a provision on bonuses in another document.

And there are those who make do only with a collective agreement, which sets out a list of the required concepts of the salary debate.

What should you consider when writing?

Nuances of tabular presentation

If desired, bonuses, compensations, and additional payments can be drawn up in tabular form. This method is usually included for easier perception of information. The tabular document “Additional payments” lists all possible salary supplements in a given company (from overtime, night work, holidays, etc.).

Each individual table covers specific interest rates. It is also possible to draw up notes in a tabular type, where explanations will be written (time designated as a night shift, its duration).

“Allowances” are added only when the employer allows additional payments to the salary. Other tables are compiled in a similar way.

Do I need to rewrite it annually?

An established provision on remuneration can be written and discussed only once and for the entire time, without a deadline, since the legislation does not give any recommendations on the timing of this type of document.

It is really necessary to draw up a situation every year in a situation where the employer is trying untrodden paths of activity in order to attract new workers, motivate old ones, allowing them to gain new skills.

And also to look at your work from a different point of view, gain a wider range of opportunities and revive interest in them. This is where you need to update or add additions to valid COTs.

So, the provision on remuneration is not a mandatory document, but only a convenient addition that one or another company has the right to draw up. It is not necessary to combine the two provisions because they are unnecessary.

Having information about the approximate structure and form of filling out the provision and the optionality of amendments and its annual preparation, you can increase the efficiency of your work processes several times.