Form ks 14 sample filling. Certificate of acceptance of a completed construction project by the acceptance committee. Registration of the construction acceptance process

1. General provisions

1.1. This Regulation on remuneration has been developed in accordance with Labor Code RF, Charter and other local regulations organizations.
1.2. This Regulation on remuneration applies to all employees of the organization who are in an employment relationship with it.

2. System and form of remuneration

2.1. The organization establishes a tariff system of remuneration, the form of remuneration is simple time-based. Size wages Employees depend on the time actually worked, the recording of which is organized using documents for recording working hours (sheets).
2.2. The hourly tariff rate is calculated by dividing the amount accrued in billing period wages by the number of working days in the corresponding period according to the calendar of a five-day working week and by 8 hours (the length of the working day).

3. Procedure for calculating and paying wages

3.1. Salaries for the first part of the month are paid on the 20th of the month. Salaries for the second part of the month are paid on the 5th of the next month. If the days of payment of wages coincide with weekends or holidays, wages are issued before these days.
3.2. Funds for wages are transferred by bank transfer to the personal bank accounts of employees. In some cases, by decision of the head of the organization, they can be issued from the organization’s cash desk.
3.3. Upon termination employment contract the final payment of wages due to the Employee is made on the last day of work specified in the dismissal order.
3.4. Payment for vacation to Employees is made no later than three calendar days before its start.
3.5. Workers are awarded compensation when performing work under conditions that deviate from normal.
3.5.1. For combining professions and performing the duties of a temporarily absent Employee in the amount of 50 percent of the official salary for the main job.

3.5.2. For performing work outside normal working hours in the amount of:

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.

3.5.3. For work performed on weekends and non-working holidays:

in the amount of 100 percent of the hourly rate - if work on a weekend or holiday was carried out within monthly norm working hours;
in the amount of 200 percent of the hourly rate - if work on a weekend or holiday was carried out in excess of the monthly working hours.

3.5.4. For performing work at night. For work on the night shift, employees paid on a time basis are provided with additional payments in the amount of 40 percent of the hourly rate. In these Regulations, night work means work from 10 pm to 6 am.
3.6. Accrual and payment of additional payments listed in paragraphs 2.5.1-2.5.4. of these Regulations is carried out monthly in accordance with working time sheets.
3.7. The total amount of additional payments established for the Employee, maximum size not limited.

4. Allowances

4.1. All Employees for continuous experience work in the organization, a monthly allowance is established in the amount of:

5 percent of the established official salary after two full years of work in the organization;
10 percent of the established official salary after four full years of work in the organization;
15 percent of the established official salary after six full years of service in the organization.

4.2. After eight full years of work in the organization, the percentage of the bonus is determined by the head of the organization, but it cannot be lower than 15 and higher than 25 percent.

Regulations on remuneration of workers- local regulatory act, which includes the features, procedure and terms of payment of wages, wage systems established in the organization, mechanisms for calculating wages, the procedure for its indexation and other significant issues related to the calculation and payment of all types of benefits to the employee, financial assistance, compensations, etc.

The wage regulation is not a mandatory document and its absence does not threaten the employer in any way, but in general it significantly makes life easier for both the employer and his employees.

The position has no unified form and is compiled by each employer independently, taking into account legal norms and the specifics of the organization’s activities (IP).

Features of compilation

When drawing up wage regulations, it is necessary to take into account the following features:

- it may include the procedure and features of paying bonuses to employees, and therefore there is no need to adopt a provision on bonuses;

- the document is drawn up by employees of the personnel department or accounting department, taking into account the opinion of the representative body of employees and approved by the head of the company (IP);

- if the wage provision contains norms that contradict current labor legislation, the employer faces a significant fine;

- the validity period of the provision, as well as the procedure for its mandatory revision, is not defined by law, therefore it is necessary to draw up new document not necessary unless necessary.

There are no clear indications of which sections must be included in the salary regulations, however, it is recommended to include the following information in it:

- General provisions (regulatory acts regulating the issues of remuneration in a company or individual entrepreneur, the circle of persons who are subject to of this document, persons responsible for issuing wages and bonuses, the procedure for sending a pay slip to the employee).

- Information on the procedure for paying wages (the remuneration system used in the organization, the size of the salary, the procedure, place and deadline for paying wages, the specifics of paying salaries to seasonal workers, employees working in the Far North and other categories of workers, whose working conditions deviate from normal).

- The procedure for bonuses for employees. This section is included in the Regulations if separate document There is no provision for bonuses for employees in the organization or individual entrepreneurs.

- Other terms of remuneration.

Note: features of remuneration in conditions deviating from normal conditions can be separated into a separate section.

note, that from October 3, 2017, the terms for payment of wages have changed. If previously the employer could issue it at any time, but at least 2 times a month, now the salary must be transferred to the employee no later than the 15th of the next month. The gap between the advance and salary should still not exceed 15 days. Penalties have also been increased for violation of salary payment deadlines.

Regulations on remuneration

1. General Provisions

1.1. This Regulation has been developed in accordance with current legislation

Russian Federation and provides for the procedure and conditions of remuneration, procedure
spending funds on wages, a system of material incentives and incentives
Employees ___________ (hereinafter referred to as the Organization). The position aims to increase
motivating the work of the Organization's personnel, ensuring material interest
Workers in improving the qualitative and quantitative results of labor: implementation
plan targets, reducing costs per unit of production (work, services),
improvement technological processes, creative and responsible attitude towards
labor.

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
implementing labor activity on the basis of labor agreements concluded with them
contracts (hereinafter referred to as Employees).

This Regulation applies equally to Employees working for

conditions of part-time work (external or internal).

1.3. In these Regulations, remuneration means cash,

paid to Employees for performing their labor functions, including
compensation, incentive and incentive payments made to Employees in
in accordance with the labor legislation of the Russian Federation, these Regulations, labor
contracts, other local regulations of the Employer.

1.4. Remuneration of the Organization's Employees includes:

Salary, 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 conditions labor), as well as for working conditions that deviate from normal (if
performing work of various qualifications, combining professions, working outside
normal working hours, nights, weekends and non-working hours
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 a ______________________ system of remuneration if

the employment contract with the Employee does not provide otherwise.

______________________________________________________________________________

3. Salary (official salary)

3.1. In these Regulations, salary (official salary) means

fixed amount of remuneration for the Employee for fulfilling labor standards or labor standards
duties of a certain complexity per month.

3.2. The amount of the employee’s salary (official salary) is established in the employment contract.

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

4. Additional payments

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

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

4.2. In these Regulations, overtime means 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 hours - 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 of ___ percent of the hourly rate;
- for subsequent hours of overtime work - in the amount of ___ percent of the hourly rate.

The specified additional payments are not made to Employees who have an irregular

working day.

4.3. For work on weekends and holidays For workers with time wages

surcharges are established:

was carried out within the monthly working hours;
- in the amount of ___ percent of the hourly rate - if work is 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, employees paid on a time basis are provided with additional payments in the amount of __ percent of the hourly rate.

4.5. For the performance of duties of a temporarily absent Employee, it is established

additional payment 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

_______________________________________________________________________________.

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,

is carried out monthly in accordance with time sheets.

4.8. The hourly rate is calculated by dividing the amount accrued in

calculation period of wages by the number of working days in this period according to
calendar of a five-day working week and for 8 hours (the length of the working
day).

________________________________________________________________________________

5. Allowances

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

____________________________________________________________________________

6. Bonuses

6.1. For employees of the Organization holding regular positions, current and

one-time (one-time) bonuses.

6.2. Current bonuses are paid based on the results of work for the month or other reporting period

period in accordance with the Regulations on bonuses.

6.3. Current bonuses are calculated based on the amount accrued to the Employee for the reporting period.

period of salary (official salary), allowances and additional payments to it in accordance with this
Regulations.

___________________________________________________________________________

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:

_______________________________________________________________

7.3. Financial assistance is paid at the expense of net profit Organizations based
order (instruction) of the head of the Organization on the personal application of the Employee.

7.4. Financial assistance is provided upon presentation by the Employee

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 prescribed

by this Regulation.

8.2. The basis for calculating wages is: staffing schedule, labor

contract, time sheet and orders approved by the manager
Organizations.

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 have worked part-time, wages are calculated for

actual time worked.

8.5. Determination of wages for main and part-time positions (types

works), as well as for positions held part-time, is carried out
separately for each position (type 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 provided for in the employment contract.

8.7. Before payment of wages, each Employee is given a payslip with

indicating the components of the salary due to him for the corresponding
period, indicating the size and grounds of deductions made, as well as the total sum of money to be paid.

8.8. Payment of wages for the current month is made twice a month:

_________________________________________________________________________________

8.9. If the payment day coincides with a weekend or non-working holiday, payment

wages are paid on the eve of this day.

8.10. If the Employee fails to comply job responsibilities payment due to the fault of the Employer

is made for actual time worked or work performed, but not less than
average salary of the Employee.

Failure to fulfill official duties for reasons beyond the control of the parties

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 due to the fault of the Employer, if the Employee warned in writing

The employer about the beginning of downtime, paid in the amount of at least two thirds of the average
Employee's salary.

Downtime due to reasons beyond the control of the parties to the employment contract, if the Employee

notified the Employer in writing about the start of downtime, paid in the amount of not
less than 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 on time

period, subject to deposit.

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

personally to the Employee.

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, at the specified

above the deadline, 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 his members

family or person who was dependent on the deceased, no later than a week from the date
submission to the Organization of documents certifying the death of the Employee.

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

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

Rosstat.

9.3. 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 delay in payment of wages, the Employer is liable

in accordance with the legislation of the Russian Federation.

10.2. 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
payment of the delayed amount. The specified suspension of work is considered forced
absenteeism, while the Employee retains his 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 arose before the entry into force

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

How to make changes to the salary regulations in 2016

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

In the absence of such a document, changes to the Remuneration Regulations are usually drawn up as an appendix. This option is convenient if minor changes are required (for example, renaming an organization, etc.). If the adjustments are significant, then it is advisable to adopt a new act, recognizing the previous one as invalid.

Rules for amending the Regulations on remuneration in 2016

Regardless of the method chosen - approval of an annex to an existing document or adoption of a new provision - several important legislative requirements must be taken into account.

Rule 1. The employee's salary is established by the employment contract in accordance with the employer's current remuneration systems (Part 1 of Article 135 of the Labor Code of the Russian Federation). Therefore, if amendments are made to the Regulations on Remuneration, changing the amount of workers’ wages and payment conditions, then it is necessary to bring employment contracts into compliance with the new provision. This must be done in established by law ok.

Rule 2. Remuneration systems, including 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 situation of workers in comparison with labor legislation (Part 6 of Article 135 of the Labor Code of the Russian Federation). Otherwise they cannot be used.

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, collective agreements, agreements (Part 4 of Article 8 of the Labor Code of the Russian Federation).

Rule 4. The employer is obliged to familiarize employees, against signature, with the adopted local acts directly related to their work activities (Part 2 of Article 22 of the Labor Code of the Russian Federation).

Rule 5. The local act comes into force on the date of its adoption by the employer or on the date specified in this act. It applies to relationships that arose after its entry into force. For relations arising before this event, it applies to the rights and obligations arising 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;
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 more than high level guarantees to employees compared to the established local regulations).

Regulations on remuneration 2016. Sample

Society with limited liability"Alpha"

I APPROVED

CEO

Alpha LLC

A.V. Lviv

Regulations on remuneration

Moscow 11/13/2015

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 of Alpha LLC (hereinafter referred to as the Organization). The regulation aims to increase the motivation for work of the Organization's personnel, ensure the material interest of Employees in improving the qualitative and quantitative results of work: 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 (if 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 the proper performance of job duties, made in accordance with these Regulations and the Regulations on Bonuses.

2. Remuneration system

2.1. In these Regulations, the remuneration system 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 payment system, unless the employment contract with the Employee provides 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 subject to their compliance with the bonus conditions provided for by these Regulations and the Regulations on Bonuses.

2.4. The monthly remuneration of the Organization's Employees consists of a fixed and variable part. The constant part of the remuneration is a guaranteed monetary reward for the Employee’s performance of his assigned job duties.

The permanent 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 that established by federal law minimum size wages.

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. Additional payments

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

for overtime work;
for working on weekends and holidays;
for working 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 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 irregular working hours.

4.3. For work on weekends and holidays, employees paid on a time basis are provided with 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 working hours;
in the amount of 200 percent of the hourly rate - if work on a weekend or holiday was carried out in excess of the monthly working time standard.

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

For work on the night shift, employees paid on a time basis are provided with additional payments in the amount of 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 50 percent of the salary (official salary) for the main job.

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 an increase to his salary (official salary) in the amount of 10 percent of his 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 his 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 are given a premium for class in the amount of up to 10 percent of the 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 the results of work 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 on its 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 the Organization’s profit;
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 supervisors structural divisions. The HR manager approves the time sheet.

8.4. For employees who have worked 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: on the 20th of the billing month (for the first half of the month - an advance payment of 50% of the salary) and on the 5th of the month following the billing 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 at the request of the Employee.

8.13. Amounts of wages, compensation, and other payments not received in fixed time, 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.

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.

9.1. The Employee's salary is indexed in connection with rising consumer prices for goods and services.

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

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

10.2. 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).

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 arose before it came into force.

Chief accountant A.S. Glebova

13.11.2015

Head of HR Department E.E. Gromova

13.11.2015

Based on materials: zarplata-online.ru

1. General Provisions

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

1.4. Remuneration for 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 that deviate from normal (when performing work of various qualifications, combining professions, working outside the normal working hours, at night, on weekends and non-working holidays, etc.); – incentive and incentive payments for the proper performance of job duties, made in accordance with these Regulations and the Regulations on Bonuses.

2. Remuneration system

2.1. In these Regulations, the remuneration system 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 payment system, unless the employment contract with the Employee provides 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 (time sheets). 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 remuneration of the Organization's Employees consists of a fixed and variable part.

The constant part of the remuneration is a guaranteed monetary reward for the Employee’s performance of his assigned job duties. The permanent 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.

4. Additional payments

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).

For overtime work, Employees are provided with 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 irregular working hours.

4.3. For work on weekends and holidays, additional payments are established for employees with time wages: - in the amount of 100 percent of the hourly rate - if work on a weekend or holiday was carried out within the monthly working time standard; - in the amount of 200 percent of the hourly rate - if work on a weekend or holiday was carried out in excess of the monthly working hours.