What you can reward employees for - wording. Regulations on bonuses for security guards Criteria for evaluating a cleaner of office premises

Bonuses to employees for what is possible - wording the grounds for awarding may be different depending on what the award is for and how rich the imagination of the management is. Let's consider how the procedure for fixing the wording in the order on bonuses is regulated and which of them is better to use in certain cases.

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

The norm of the law that defines what a premium is, is part 1 of article 129 of the Labor Code of the Russian Federation. According to its provisions, a bonus is a payment of an incentive or stimulating nature. The name of such a payment may change, but its intended purpose remains.

It is important to remember that the Labor Code of the Russian Federation does not oblige the administration of the organization to pay bonuses to its employees. Grounds for awarding bonuses to employees, the procedure and timing of its conduct, Article 135 of the Labor Code of the Russian Federation refers to the competence of a specific organization, which has the right to determine all this by its internal documents. Despite such a "gap" in labor legislation, the bonus system operates almost everywhere, since the interest of each employee in the results of work is the best guarantee of the overall success of the organization.

In practice, several bonus systems are used. The most common in Russia is general bonuses, when incentive payments are paid to almost all employees in the absence of shortcomings in their work, the amount of additional payment in this case can be either fixed or depending on the size of the salary.

The more flexible option is based on a careful assessment of the contribution of each employee to the overall result. With this approach, not all employees can receive the award, but only the most successful, who have brought the maximum benefit to the organization. The size of the bonus in this case may even significantly exceed the amount of the salary of the encouraged employee.

The main advantage of the individual bonus system is the reward of the specific qualities of the employee, the result that the organization expects from its employees. It is in this that the stimulating nature of such payments is manifested as much as possible, since other employees will strive to perform their duties better, having a real example in front of them.

Conditions for awarding an award, examples of wording

Bonus conditions are determined based on the existing employee incentive scheme at the enterprise. When applying general bonuses, the main condition is the fulfillment of certain (often averaged) indicators, completion of work on time, etc. If the work plan is successfully completed, the bonus is assigned by a general order based on the results of a month, quarter or other period. At the same time, a list of employees who have committed any violations that deprive them of bonuses is determined.

The wording of orders for bonuses in such cases is rather monotonous:

Don't know your rights?

"For the successful completion of the assignment (plan, assigned responsibilities)";
“For the high quality of the work done”;
“For achieving high results in work”, etc.

When using an individually oriented bonus system, the payment of the bonus may not be determined by a time period, but be paid for specific successes. Accordingly, the order for awarding one or a group of employees will contain the exact wording of the achievement:

“For the successful representation of the firm's interests in negotiations with a client and the conclusion of a particularly profitable contract”;
“For completing a particularly difficult urgent assignment”;
"For the use of a non-standard (creative) approach to solving the issue", etc.

What can you give an additional bonus for?

For an enterprise working for the future, it is important not only to fulfill the planned targets on time, but also to encourage employees to professional growth, improve the company's image, attract more partners to cooperation, and strengthen their positions in relation to competitors. Such goals can be achieved in various ways, including by taking into account the individual achievements of employees, to stimulate which the bonus system is aimed.

Successful participation of employees in various exhibitions, competitions, development programs is a huge plus to the company's image. It is quite logical to conduct various competitions with subsequent material incentives also within a single enterprise. With a reasonable approach, the economic effect from improving the skills of employees, improving the quality of work, team coordination will be an order of magnitude greater than the funds spent on bonuses.

Employee bonus wording in this case, they can describe the achievements of employees, for example:

“For participation in the competition of professional skills”;
“For representing the company at an international competition”;
"For winning the mini-volleyball competition among the office supply store employees."

Another way to improve the microclimate in the team and increase responsibility for the result of each employee is the payment of individual bonuses timed to significant dates in the life of an employee (birth of a child, marriage, anniversary, etc.).

A significant aspect of the company's activities is the desire to retain qualified and experienced workers. Bonuses for loyalty to the company, long-term successful work in it, encouragement of labor dynasties, creation of conditions for their emergence - all this is of great importance.

Contents of the order on the appointment of a prize

Download order form

When drawing up an order dedicated to bonuses, it is recommended to use the unified form T-11 (for bonuses to a group of employees - T-11a), approved by the decree of the State Statistics Committee of the Russian Federation "On approval ..." No. 1 of 05.01.2004.

In addition to the standard details of the organization, when filling out this form, the following data is entered:

initials and position of the promoted employee;
wording;
an indication of the type of award (amount of money, gift, etc.);
the basis for calculating the bonus (presentation or memo from the head of the structural unit).

When specifying the wording, you can use either one of the structures indicated in our article, or come up with your own version. It is worth remembering that the Labor Code of the Russian Federation does not impose any special requirements for such formulations, leaving this issue to the discretion of the head of the organization.

As you can see, the wording can be different and depend only on the grounds for awarding and the opinion of the management. The law does not impose requirements on the wording - the main thing is that it is clear from the text what the premium is paid for.

5.1. Payment for the work of auxiliary workers is made according to a time-bonus system according to official salaries (tariff rates) in accordance with the staffing table.

5.2. Auxiliary workers and workers who are not part of the brigades are set the following indicators and amounts of bonuses as a percentage of the wage rate (official salary):

Name of the profession	Bonus indicators	Prize size

1. Painter	Timely and high-quality performance of work	15%
2. Forklift driver	Uninterrupted supply of units, high-quality performance of harvesting.	50%
3. Car driver (busy with the haul) AWP	Ensuring the timely setting of buses for maintenance and repair.	10%
4. The driver of the car (busy with the haul of g / sl)	High-quality performance of work.	5%
5. Inspector of technical condition of vehicles	High-quality control work, no cases of rolling stock release to the line with technical malfunctions.	30%
6. Ancillary worker	Timely and high-quality performance of shift tasks, keeping the site clean.	55%
7. Storekeeper	Timely and high-quality provision of the necessary materials and spare parts.	50%
8. Cleaner of premises (production, office)		50%
9. Worker (driver) for washing and repairing overalls		35%
10. Cloakroom attendant	High-quality performance of work, keeping the wardrobe rooms clean.	75%
11. Gas station operator	Absence of disruptions and delays of buses to the line due to the fault of the operator, keeping the filling station clean.	35%
12. Gas cutter	Timely and high-quality performance of work.	45%
13. Watchman	High-quality performance of work, prevention of cases of unauthorized persons being on the territory of AP-1 without passes.	80%
14. Watchman	Ensuring the safety of cars, no complaints from customers, control over timely payment for parking services.	10%
15. Landscaping worker	Timely and high-quality performance of work.	30%
16. Computer operator (PVM)	Timely and high-quality performance of work.	70%
17. Ticket cashier	Timely and high-quality performance of work.	50%
18. Locksmith for car repair (Uvarovichi town)	High-quality performance of car repairs.	20%
19. Comprehensive maintenance and repair worker buildings and structures	Timely and high-quality performance of work.	20%
20. Maid	Timely and high-quality performance of work, no complaints from customers.	30%
21. Seller	Fulfillment of the retail t / turnover plan, ensuring profitability.	15%
22. Premises cleaner (cleaning toilets)	Timely and high-quality performance of work.	65%
23. Territory Cleaner	Timely and high-quality performance of work.	60%

High-quality performance of work is understood as the absence of complaints about the work performed.

The bonus is accrued upon availability of certificates from the relevant services.

Forfeiture of the premium.

5.1. Workers are deprived of bonuses in whole or in part for absenteeism, violation of labor discipline, being drunk at work, violation of the technological process, poor-quality maintenance and repairs, violation of safety regulations, industrial sanitation and fire safety, failure to comply with the orders of the administration and other grounds provided for by the collective agreement ...

Content

1 General part …………………………………………………………… ... 3

1.1. Description of the manufacturing facility ..................... 3

1.2. List of the working fleet of machines ……………………… 3

1.3. Enterprise management structure ... ... .... ……………………… ... 4

2. Characteristics of the existing organization of maintenance and repair of rolling stock at the enterprise. Quality control of the repair of the mobile maintenance organization and the repair of machines at the enterprise ……………………………………………………………………… 5

3. The existing organization of work on labor protection and safety at the enterprise. Control of safety measures at the enterprise ……… ... ……… .6

4. The system of remuneration for repair workers of the rolling stock at the enterprise, the wage scale, hourly rates, the procedure and amount of bonuses. Types of additional payments and the method of their calculation (for work at night, for foremen, etc.) ...................... 9

5.Individual task …………………………………………… .19

5.1. Maintenance of the main gear ………………… 19

5.2. Replacing the clutch drive plate ……………………………… .21

5.3. Characteristic of the aggregate section …………………………… ..23

APPROVED
General manager
________

POSITION
on the procedure for remuneration and labor incentives
employees of regional administrative departments of the administrative department

I. General Provisions.
This REGULATION was developed and introduced with the aim of increasing the responsibility and material interest of employees of the administrative and economic department in fulfilling the indicators of production and economic activity, reducing unproductive losses, improving the quality of work and increasing the executive discipline of each employee.

II. The procedure for remuneration of employees of the administrative and economic department.
1. The calculation of remuneration for the work of employees of the administrative and economic department is made on the basis of a time-bonus system of remuneration. The individual wage fund for employees of the administrative and economic department (payroll) is calculated on the basis of:
Actual hours worked by this employee
The official salary of the employee according to the staffing table
The results of the work of the structural unit as a whole
Meeting targets
Compliance with health and safety rules, internal regulations, execution of administrative discipline

The payroll is calculated taking into account the specific place of work of the employee according to the following formula:
FOT = FZP + PF,
where FZP is the wage fund, taking into account hours worked,
PF - premium fund.

2. In order to create an optimal remuneration system, employees of the administrative and economic department (AXO) are united into groups depending on the characteristics of the work and the nature of the work performed.
Head of AXO;
Canteen, hotel administrator;
Auxiliary worker;
Office cleaner;
Cleaner of industrial premises;
3. The wage fund of the FZP groups is determined by the following formula:
FZP = DO * F / N,
where DO is the employee's salary,
F / N is a coefficient that takes into account the actual hours worked in comparison with the standard.
The F / N ratio is calculated on the basis of the fulfillment of the work schedule of the employees of the administrative and economic department.
For heads of administrative departments, the coefficient cannot exceed 1 (one).
2.1. Standard working hours (Schedule of the administrative and economic department). Data on the standard time for each employee is contained in the monthly Work Schedule of the Administrative and Economic Department (hereinafter referred to as AXO). is compiled by the relevant head of the AXO until the 28th day before the beginning of the reporting month, approved by the leading specialist of the department (hereinafter referred to as AHD) and submitted to the planning and economic department of the region by the 01st day of the reporting month.
2.2. Departure from the Work Schedule of the Administrative and Economic Department. For business reasons, as well as due to temporary disability of individual employees, during the reporting month, deviations from the Work Schedule of the Administrative and Economic Department are allowed. Corresponding changes in the working time of employees of the administrative and economic department are made out by agreeing on the memo of the head of the AXO addressed to the leading specialist of the administrative and economic department.
2.3. Actual working hours. In fact, the hours worked are determined on the basis of the timesheet presented by the head of the AXO to the planning and economic department. Service notes are attached to the report card, agreed with the leading specialist of AHD, justifying deviations from the Schedule of the work of the administrative and economic department.
2.3.1. Payment for overtime hours on a working day is made in a single amount.
2.3.2. Work on a weekend or a non-working holiday is paid in double amount in accordance with Article 153 of the Labor Code of the Russian Federation "wages on weekends and non-working holidays"
2.3.3. Bonus for a worked day off or a non-working holiday is calculated at a single daily rate for workers' salaries.
2.4. Official salary. For the calculation of the RFP, the salary amount is used in accordance with the current staffing table of the administrative and economic department.
2.5 Work to expand the service area. The employee (s) with an increase in the volume of work in the event of the performance of the duties of a temporarily absent employee is paid an additional payment to expand the service area. The amount of the additional payment is set by the head of the AHD in the amount of no more than 50% of the payroll of the absent employee. Work on expanding the service area is documented in a memo of the corresponding head of the AXO before the start of the work period. The memo indicates the period of work, as well as proposals for the amount of additional payment. For the period of work to expand the service area, a separate time sheet is drawn up. The general payroll consists of the payroll at the main place of work and payment for expanding the service area.

3. Bonus fund (PF) - is determined as a percentage of the RFP (which is calculated in accordance with clause 2 of these Regulations) based on the target bonus indicators (CP). The list of target indicators and the procedure for taking them into account when calculating the premium is specified in Appendix 2 to these Regulations.
PF is calculated taking into account the fulfillment of bonus indicators according to the following formula:
PF = FZP * CPU
where CPU is the sum of all Targets for this employee. CPU cannot exceed 100% (except for the case provided for in clause 3.4).

3.1. The bonus fund of employees of AXO PF is determined based on the results of work for the month.
3.2. The definition of PF is made by a leading specialist of the administrative and economic department on the basis of a memo from the head of the AXO.
3.3. The total maximum size of the PF bonus fund by occupation group is set at 100%.
3.4. Based on the results of the month's work, it is allowed to redistribute the bonus fund within the groups by occupation as an auxiliary worker, cleaner of industrial premises, cleaner of office premises.
3.5. The leading specialist of the administrative and economic department draws up a report on the accrual of bonuses for employees of the administrative and economic department, approves it with the head of the administrative and economic department and submits the approved report to the planning and economic department by the 06th day after the end of the reporting month.
3.6. When a newly arrived head of the AXO is sent, if there is a vacancy for an internship in another region, the mentor (head of the AXO) is paid an additional payment of 3,000 rubles.
3.7. The bonus is not awarded for a single violation of labor duties: absenteeism, appearance at work in a state of alcoholic, drug or other toxic intoxication, committing theft at the place of work.
3.8. The head of the administrative and economic department, on the basis of a submission from the leading specialist of the administrative and economic department, draws up a Report on the accrual of bonuses to the heads of the AXO, approves it with the General Director and submits the approved Report to the planning and economic department before the 06th day after the end of the reporting month.

4. Employee responsibility
4.1. Responsibility for preventing a worker from working in a state of alcoholic, narcotic or other toxic intoxication rests with the head of the AXO. An employee who provides information about the appearance of someone in a state of alcoholic, drug or other toxic intoxication is paid a bonus of 3,000 rubles.
4.2. In the event of a breakdown of goods and materials, equipment, tools through the fault of the employee, the guilty person is deducted from the cost in the amount of 500 rubles to the full value of the loss incurred.
4.3. In the event of a simple production due to the fault, the cost of damage in the amount of 500 rubles is withheld from the perpetrator until the full compensation of the incurred loss.
4.4. A fine of 2,000 rubles is imposed on a worker for absenteeism, and for a foreman - 3,000 rubles.
4.5. For smoking in unidentified places, a fine of 1000 rubles is imposed.
4.6. For appearing at the workplace in a state of alcoholic, narcotic or other toxic intoxication, a fine of 6,000 rubles is established,

III. Application procedure.

1. This REGULATION enters into force from __________.

Head of administrative
economic department ______________________

Bonuses to employees for what is possible - wording the grounds for awarding may be different depending on what the award is for and how rich the imagination of the management is. Let's consider how the procedure for fixing the wording in the order on bonuses is regulated and which of them is better to use in certain cases.

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

Conditions for awarding an award, examples of wording

What can you give an additional bonus for?

award order

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

It is important to remember that the Labor Code of the Russian Federation does not oblige the administration of the organization to pay bonuses to its employees.

Grounds for awarding bonuses to employees, the procedure and timing of its conduct, Article 135 of the Labor Code of the Russian Federation refers to the competence of a specific organization, which has the right to determine all this by its internal documents.

Despite such a "gap" in labor legislation, the bonus system operates almost everywhere, since the interest of each employee in the results of work is the best guarantee of the overall success of the organization.

In practice, several bonus systems are used.

The most common in Russia is general bonuses, when incentive payments are paid to almost all employees in the absence of shortcomings in their work, the amount of additional payment in this case can be either fixed or depending on the size of the salary.

The more flexible option is based on a careful assessment of the contribution of each employee to the overall result.

With this approach, not all employees can receive the award, but only the most successful, who have brought the maximum benefit to the organization.

The size of the bonus in this case may even significantly exceed the amount of the salary of the encouraged employee.

The main advantage of the individual bonus system is the reward of the specific qualities of the employee, the result that the organization expects from its employees.

It is in this that the stimulating nature of such payments is manifested as much as possible, since other employees will strive to perform their duties better, having a real example in front of them.

Conditions for awarding an award, examples of wording

Bonus conditions are determined based on the existing employee incentive scheme at the enterprise.

When applying general bonuses, the main condition is the fulfillment of certain (often averaged) indicators, completion of work on time, etc.

If the work plan is successfully completed, the bonus is assigned by a general order based on the results of the month, quarter or other period. At the same time, a list of employees who have committed any violations that deprive them of bonuses is determined.

The wording of orders for bonuses in such cases is rather monotonous:

"For the successful completion of the assignment (plan, assigned responsibilities)";
“For the high quality of the work done”;
“For achieving high results in work”, etc.

“For the successful representation of the firm's interests in negotiations with a client and the conclusion of a particularly profitable contract”;
“For completing a particularly difficult urgent assignment”;
"For the use of a non-standard (creative) approach to solving the issue", etc.

What can you give an additional bonus for?

Successful participation of employees in various exhibitions, competitions, development programs is a huge plus to the company's image.

It is quite logical to conduct various competitions with subsequent material incentives also within a single enterprise.

With a reasonable approach, the economic effect from improving the skills of employees, improving the quality of work, team coordination will be an order of magnitude greater than the funds spent on bonuses.

Employee bonus wording in this case, they can describe the achievements of employees, for example:

“For participation in the competition of professional skills”;
“For representing the company at an international competition”;
"For winning the mini-volleyball competition among the office supply store employees."

award order

Download order form

In addition to the standard details of the organization, when filling out this form, the following data is entered:

initials and position of the promoted employee;
wording;
an indication of the type of award (amount of money, gift, etc.);
the basis for calculating the bonus (presentation or memo from the head of the structural unit).

When specifying the wording, you can use either one of the structures indicated in our article, or come up with your own version.

It is worth remembering that the Labor Code of the Russian Federation does not impose any special requirements for such formulations, leaving this issue to the discretion of the head of the organization.

Source: http://nsovetnik.ru/premii_i_premirovanie/za_chto_mozhno_premirovat_sotrudnikov_formuliroi/

Bonuses for employees

Also, it should immediately be noted that the legislation is clarified (Article 193 of the Labor Code of the Russian Federation) that it is impossible to deprive an employee of a bonus (de-bonus) due to any disciplinary violation (being late, absenteeism, absence from work during working hours, etc.). For this, other types of disciplinary punishments are envisaged.

Types of awards

Incentive payments are of different types.

First, they can be individual - to an individual employee for a job well done. Can be group - for a department or a group of employees engaged in the same job. And also, bonuses are common - for all employees without exception - based on the results of a certain period.
Secondly, bonus payments can be one-time (for a specific type of work);
And, thirdly, they can be regular and constant. By the way, many people confuse the last two types. They are similar - and those, and those are monthly, quarterly, for half a year, annual. But, the difference is that regular ones are paid by a separate order of the management, that is, in some cases, their payment can be skipped or canceled. And permanent bonuses are automatically included in the remuneration system.

Regulation of bonuses

In addition to the above articles, it should be noted that the Labor Code does not describe the procedure for what and how bonuses are calculated and paid to employees. This is directly stated in Article 135 of the Labor Code of the Russian Federation, where the right of decision is transferred to the consideration of employers. But!

in the collective agreement;
in the Articles of Association of an enterprise or institution;
in the internal regulations;
in the provision on bonuses;
in other internal governing documents, which include a memo on employee bonuses.

Lawyers strongly recommend that in these officially approved internal documents, with which each employee must be familiarized, as accurately as possible, stipulate all issues of calculating additional payments, their size, the reasons for deprivation and familiarize all employees personally.

Principles for the development of internal documentation on bonuses

When drawing up documentation on bonus payments, the management of an enterprise or institution should be guided by the following recommendations:

the criteria for bonuses to employees should be known to everyone and each of them could independently calculate their bonuses;
the decision on bonuses should not be made by the employee's immediate superior alone - this will exclude the subjective factor in this matter;
just as accurately and transparently, it is necessary to stipulate all the grounds for non-payment of bonuses, and each employee should know for what reason he may be deprived of the incentive.

It is important that the internal Regulations on employee bonuses do not contain vague wording. As an example: the wording “All employees receive bonuses at the end of the month” is rather vague.

The fact is that some employees may be on vacation this month or be sick - and, in fact, there is nothing to reward them for.

Therefore, the following wording would be correct: “The bonus for the month is paid to employees who actually worked for a whole month (or part of it with the payment of a part of the incentive).

These rules apply to regular bonus payments. But one-time and personal bonuses are paid according to the following algorithm:

The immediate superior submits a note on bonuses to the employee, which indicates the basis for the promotion.
On the basis of a memo, the management of an enterprise or institution issues an order for bonuses to employees - one for all or for each individually. This document must clearly indicate the reasons for payments and their amount.
The following data should be included in the corporate Regulation (as a sample of employee bonuses) on employee incentives:
Bonus rates - individual and collective employee performance.
The order of accrual, namely, the frequency, type, size and scale of payments.
List of omissions for which employees may be deprived of the bonus.
Conditions on which employees are awarded bonuses.
The circle of employees who can receive the award.
The source from where the bonus funds come from, and the share of the payroll that goes to incentive payments.
Scheme of document flow on bonus issues.
Internal control system for the legal and efficient spending of the bonus fund.

Types of bonuses

As stated in article 191 of the Labor Code of the Russian Federation, incentives can be different:

announcement of gratitude;
awarding with a certificate of honor;
presentation to the title of the best in their profession;
the issuance of a cash bonus;
rewarding with a valuable gift.
Only the last two points relate to the types of bonuses.

The classification of incentives is made according to the following categories:

Target bonuses: incentive, incentive, compensation.
By the type of charges: additional payments included in the remuneration system and not included in it.
By frequency: one-time and periodic.
By conditions: for work or not related to the results of work.
By the way of taxation: those that reduce tax and profit, and do not affect it.

Grounds for calculating premiums and forfeiting payments

In the legislation there are no clear instructions for managers of enterprises and institutions regarding the grounds for incentives, and also, the amount of bonus payments is not limited in any way. As a rule, the reasons for issuing a memo for bonuses to employees may be the following achievements in work:

For high performance in labor: fulfillment and overfulfillment of the plan, the absence of marriage, various penalties.
For high quality, without sick leave and time off, worked hours.
For additional work performed in excess of official duties.
For various holidays, corporate dates.
For the employee's birthday.

Another important point!

If bonuses are awarded for the achievement of any indicators, then documentary evidence of this must be provided in the annex to the order. Based on this, the controlling authorities can challenge the size of the premiums and, through the court, recognize them as unreasonable.

No documentary evidence is required for event or date bonuses.

List of reasons for deprivation

It is impossible to deprive an employee of the bonus that is due to him in accordance with the clauses of the internal regulations without reason. It is best if all the grounds for de-bonuses are included in this document. These include the following reasons:

Absence during the period for which the award is assigned from a workplace not related to official duties: illness, session, vacation. Business trips do not apply to such reasons.
Disciplinary sanctions for this period (only for him) are a written remark, a reprimand, a severe warning.
A negligent attitude to their work: the presence of defects in products, failure to fulfill the plan or orders of the manager, complaints from visitors or customers.
Dismissal before the period for which bonuses are accrued.

The law provides for the protection of their rights by an employee - he can challenge in court the deprivation of his bonus.

Therefore, the depreciation should also be correctly formalized with an indication of the reason for such a step.

This is usually included in the employee bonus order, a sample of which we provide.

Premium disputes

If the employee does not agree with the deprivation of his bonus or its amount, as we indicated above, he has the legal right to contact the authorized authorities to resolve the dispute. He can apply to the State Labor Inspectorate (State Labor Inspectorate), or he can go directly to the court.

Enterprise managers should be aware that if in the Regulations and bonuses the wording is general, unclear and the employee, on their basis, has the right to encouragement, then everything will be interpreted in his favor. That is why, in the order on bonuses, it is necessary to include a clause on non-payment of bonuses and the grounds for this.

Another fact for dispute - any deprivation or reduction of the amount of bonuses that are included in the remuneration system, on any grounds not specified in internal documents (collective agreement, Charter, Regulation on bonuses) - can be disputed and in most cases such disputes are decided for the benefit of the employee.

Legally stipulated - in article 381 of the Labor Code of the Russian Federation that disputes about bonuses and the amount of monetary incentives belong to the category of individual labor disputes. And if the court of first instance recognizes the claims as legitimate, they must be satisfied in full without the right to appeal (Article 395 of the Labor Code of the Russian Federation).

Another omission, which is most often deliberately made by managers, not assuming that this may end with the obligation to pay bonuses regularly, and not just provide various other types of incentives. This is an unclear distinction between the grounds for incentives and targets and the conditions under which incentive bonus payments are made. This issue must be coordinated with an experienced lawyer.

Source: http://kdpconsulting.ru/stati-i-materiali/2235-premirovanie-sotrudnikov.html

Payment of bonuses under the Labor Code is determined only by the general concepts of what a premium is, what is its role in remuneration and what documents justify the inclusion of the premium in this payment.

The obligation to develop detailed rules for bonuses and establish the procedure for paying bonuses is assigned to the employer by the Labor Code of the Russian Federation.

Let's consider what needs to be foreseen in these rules so that the payment of the bonus does not raise questions from the inspectors.

What is a bonus (definition according to the Labor Code of the Russian Federation) and how does it relate to salary

We establish the rules for bonuses: in a single normative act or in an employment contract

Rationale for calculating a quarterly bonus to employees: an example

For which the employee is paid the bonus individually: formulation of the basis for the encouragement

Features of the timing of the payment of bonuses

Premium and estimated liabilities for its payment

What is a bonus (definition according to the Labor Code of the Russian Federation) and how does it relate to salary

The concept of a premium is present in Art. 129 of the Labor Code of the Russian Federation, where it is mentioned in the number of incentive payments, which can be one of the parts of the salary. That is, a bonus is an incentive payment that is part of the structure of the applicable labor remuneration system.

For information on what other forms can be used to encourage employees, read the material “What are the types of bonuses and benefits to employees?”.

The employer must develop the structure of the remuneration system and establish the rules for its application, in agreement with the representatives of the labor collective (Article 135 of the Labor Code of the Russian Federation).

When developing this system for the teams of GUP and MUP, it is also necessary to be guided by the uniform recommendations approved for the next year by the Russian tripartite commission for the regulation of social and labor relations.

For 2017, the decision of this commission to adopt such recommendations is enshrined in Minutes No. 11 dated December 23, 2016.

Thus, the employer must have an internal document containing a description of the system used for remuneration of the collective labor (the structure of the salary of employees).

This document can simultaneously contain a description of all the rules established for the calculation of each of the component parts of the salary.

But it is also possible to develop independent normative acts (regulations) for each component of labor remuneration.

Since 2017, small labor collectives (micro-enterprises) have been allowed not to create internal regulations governing labor law issues (Article 309.2 of the Labor Code of the Russian Federation).

However, the adoption of such a decision requires detailed prescription of all the rules for calculating wages in the labor agreement with each of the employees. Moreover, for the preparation of this document, its standard form should be used.

This form has already been approved by the Decree of the Government of the Russian Federation of August 27, 2016 No. 858.

An internal document developed for the team as a whole (or for most of it) allows, in the labor agreement with each of the employees, not to list in detail all the rules for the remuneration established for him, but to limit himself only to a reference to a number of internal acts. Therefore, the creation of such acts greatly simplifies the execution of employment contracts. Moreover, the regulations can be valid without changes for several years. And the labor costs for their development and adoption, even for micro-enterprises, can be noticeably less than entering all the details related to payroll in each employment contract.

We establish the rules for bonuses: in a single normative act or in an employment contract

So, the rules of bonuses must be determined:

in a single internal normative act - when they are established for the entire team of employees (or most of its members);
in an employment agreement with a specific employee - when it comes to individual conditions for bonuses or when an employer, which is a micro-enterprise, has decided not to create internal regulations governing labor law issues.

In the normative act on bonuses, it is necessary to reflect:

description of the types of bonuses used;
how often bonuses of each type will be accrued;
the circle of employees to whom this or that type of bonus will belong;
specific indicators, upon fulfillment of which the right to accrual of bonus of a regular nature arises;
structure of bonus indicators and a system for their assessment;
a description of the algorithms for calculating the amounts of bonuses due to each specific employee, based on the assessment indicators performed by him;
the procedure in which the consideration of bonus indicators in relation to each of the employees is carried out;
grounds regarded as a reason for deprivation of bonuses;
a procedure, the application of which will allow the employee to challenge the results of the assessment of his work for the bonus period.

Information of a similar nature will need to be provided in an employment agreement with a specific employee, if the employer does not develop internal regulations or the conditions for bonuses to a particular employee are individual. The latter can be the case, for example, for senior managers.

For information on when the payment of the bonus to the head will be regarded as illegal, read the article "Unjustified Accrual and Payment of Bonus".

According to the regularity of payments, bonuses included in the salary system are divided into accrued and paid:

Regularly for a certain period (for a month, quarter or year). All grounds for their accrual and calculation rules are contained in the internal statutory act on bonuses. Upon the occurrence of such grounds, the payment of such a premium becomes mandatory, and no special solutions are required for its accrual.
Irregularly - associated with the achievements of individual employees that arise periodically. The emergence of the employee's right to such an award must be justified by a separate document, usually drawn up by his immediate supervisor.

Rationale for calculating a quarterly bonus to employees: an example

The basis for the accrual and payment of premiums of a regular nature is most often the results of the employer's work, assessed by the financial and economic indicators of his activities, formed for the corresponding period, as a whole. That is, according to the results of the successful work of the entire team, which, accordingly, requires the encouragement of the workers who form this team.

The wording of the justification for the bonus may look, for example, like this: "For the fulfillment of the planned production and sales volumes for the quarter."

This bonus will be received by those employees to whom it should be accrued in accordance with the current internal act on bonuses, except for those deprived of the right to receive it for the period under review on the grounds contained in the same act.

The results of the distribution of the bonus will be approved by the head of the employer.

Based on this approval, an order for the payment of the bonus will be issued, containing a single general justification for the payment, and a list of the names of specific employees with the amounts due to them.

For which the employee is paid the bonus individually: formulation of the basis for the encouragement

The wording justification of the bonus to the employee paid irregularly, will depend on the composition of the specific work achievements of this individual worker. For example, for a sales manager, there may be an incentive with the wording "For the early implementation of the planned sales volume for the month."

The results of the work of a particular employee are assessed, as a rule, by his immediate supervisor.

Having identified the fact that the right to the bonus has arisen, he draws up a submission (memorandum) for its accrual in the name of the employer's head.

With a positive resolution of the head of the employer on this document, a separate order will be issued for the employee to pay him a bonus.

Features of the timing of the payment of bonuses

The Labor Code of the Russian Federation establishes restrictions on the timing of payment:

salaries (and, accordingly, and advances on it) and vacation pay (Article 136);
calculation upon dismissal (Article 140).

There is no mention of the premium in connection with the terms of payment in the Labor Code of the Russian Federation. At the same time, the bonus, which is part of the salary, can be paid at a frequency that differs from the frequency of salary payments. In this regard, the Ministry of Labor of Russia in the information from 21.09.

If only the month of payment is indicated, then this will mean that the bonus must be paid no later than the 15th day of the specified month.

Source: http://nalog-nalog.ru/oplata_truda/poryadok_vyplaty_premii_po_trudovomu_kodeksu_rf/

Sample order on bonuses for employees of Formai T-11 and T-11a

Bonuses are one of the main types of employee incentives. On the other hand, this is a type of financial transaction that must be documented, for example, in an order for bonus payments to employees. A sample and instructions for compilation are in this article.

The essence and varieties of the document

The specifics of bonuses are determined by 2 points:

This is a voluntary act by the employer, i.e. it is his right, not his duty. As a rule, the employment contract stipulates that the company can reward the employee, which in practice implies only one possible case - the employer's initiative.
On the other hand, there are no uniform rules for calculating premiums: i.e. the legislation does not provide for the regime, amount and features of payment (on the day of salary or advance payment).

Thus, as regards the very fact of paying the bonus, the procedure for this procedure, all this is the goodwill of the company, and specifically, of the authorized persons who have the right to make the appropriate decision.

That's why responsibility arises only for the correct execution of this financial transaction in the documentation.

The exceptions are those cases when the amount of the bonus and the procedure for paying it to the employee were initially indicated in the employment contract.

The procedure for drawing up an order largely depends on the size of the enterprise and the number of its staff: if bonus payments to employees in a small firm can be organized literally in 1 day, then in a large division the procedure is much more complicated. In general, the order is as follows:

All heads of branches, separate divisions are notified of the need to prepare for bonuses and, in response, draw up initial lists of employees indicating their position, full name and grounds for possible bonuses.
For the declared employees, authorized persons are studying the possibility of bonuses in each specific case in accordance with the internal regulations of the companies (implementation of the plan, performance indicators, etc.).
Based on this analysis, the list is adjusted or left unchanged and sent to all departments.
The final version goes into the draft order, after which the finally approved document on employee bonuses is printed.
Each employee included in the list reads the document and must sign it.

While some types of premiums are accrued annually, quarterly and even monthly, others can be allocated on an extraordinary basis. That's why classification of orders depends on the procedure for issuing prizes:

mass and single cases - i.e. immediately to the entire team (or department) or to individual colleagues for individual success;
planned (periodic) and unscheduled (irregular) - depending on the financial capabilities of the company, bonuses can be issued continuously or only in individual cases.

These payments are classified and, depending on the reason for the premium:

Festive - often they include corporate gifts in the form of additional payments for the New Year, March 8, as well as a professional holiday.
Manufacturing - i.e. for the merits that are associated with the implementation of the plan, the introduction of effective measures that improve the workflow, optimize production, help save resources, etc.
Organizational nature - i.e. awards for the successful preparation and implementation of certain events in the interests of the company. For example, a seminar, a round table on a problem, meeting clients or guests from abroad, organizing a corporate party, etc.

Sample and examples of filling out the order 2017

Form T-11.

Form T-11 order for employee incentives (word)

Form T-11a.

Form T-11A on employee incentives (word)

The employer has the right to use any form or develop an independent design option.

The main thing is to correctly reflect the operation in accounting documents and other financial papers. The main requirement for the content is to whom the bonus was awarded, in what exact amount and on what basis.

Usually, the order also reflects the name and position of the person who is responsible for its implementation.

An example of a bonus order (in the case of a payment to two employees) might look like this.

Thus, the document includes:

Title - a header with the usual information: the full name of the company, number, date and title of the order.
The main part, which lists the awarded persons (name, position, personnel number), the basis for the issue and the amount of the amount. In this case, the size can be indicated both usually in numbers, and as a percentage (for example, 10% of the salary). Here it is also written on the presentation of which employee the bonus is awarded, if there was a business recommendation.
The signature of the manager, the date and an appendix with the signatures of all awarded employees on the fact of their familiarization with the award.

Which is better - a ready-made form or your own

As a rule, it is more comfortable to use a ready-made form, as it provides:

convenience in terms of design - no need to waste time developing your own sample;
ease of working with a document in the accounting staff - all key details have already been written;
and most importantly, due to the indication of the details, the inspectors will have fewer questions about bonus payments, which in large companies can be large amounts - about hundreds of millions of rubles.

Bonuses for employees: 6 risks for the employer

Since the issuance of a premium is a financial transaction, then there are certain risks from the inspection inspectors. They concern, first of all, tax inspectors, but often they come from the side of representatives of the labor inspectorate.

Risk 1. Incorrect wording in the employment contract

Often the employer indicates that his employee with whom the contract is concluded is entitled to a monthly or quarterly bonus in a fixed amount, for example, 15% of his salary.

In this case, the bonus in fact becomes an integral part of the salary, since the employer pays it within the agreed timeframe and in the established amount, the obligations of which he himself took upon himself.

It is more correct to reflect the fact of payment in the category of "right", and not the "obligation" of the employer - otherwise, in fact, it is no longer a bonus, but a salary.

Risk 2. Payments "13 salaries"

The bonus at the end of the year in the amount of the entire average salary or a significant part of it is traditionally called “13 salary”. There is no such concept in the law; accordingly, such a bonus is the exceptional goodwill of the employer.

But again, it is important to correctly reflect it in the employment contract (individual and collective), as well as in the local internal acts of the enterprise.

At the same time, only references to these acts can be indicated in the contracts, and in the acts the procedure for payment should be spelled out in as much detail as possible:

the connection between the payment of 13 salaries and indicators of the quality of the employee's work;
the possibility of non-payment of this type of premium with a detailed description of the entire list of reasons, including in connection with an economically unfavorable situation;
It is especially important to pay attention to the procedure for payment upon dismissal: must the employee work the whole year or not, how to pay if the dismissal occurs due to the reduction, liquidation of the company, etc.

Risk 3. Bonuses for the holidays

Such payments are considered by most managers as symbolic gifts in the amount of 500-1000 rubles.

Therefore, this item is often not paid attention to, but it all comes down to the wording "The employer pays each employee a bonus of 1,000 rubles annually by March 22 - the day of foundation of the company."

In this case, it is better to protect yourself from financial risks and indicate that the company undertakes to do this only if possible, and also reserves the right not to pay a bonus if the employee grossly violated the work schedule, etc.

Risk 4. Bonus amount and working hours

It should also be foreseen that an important point is that not all employees work off the finished / quarterly / monthly rate of hours due to various circumstances - leave at their own expense, sick leave, maternity leave or childcare, etc. Therefore, the amount of the bonus, as well as the very possibility of its payment, should be closely and unambiguously linked to a certain norm: for example, at least 180 working days.

Risk 5. Depreciation and deprivation of the right to the premium

These concepts are widely present in real labor practice, however, confusion often arises with the interpretation both in the documents and at the level of oral explanation by the management of the company's norms for employees. In the labor, collective agreement and other documents, it is important to clearly separate the two concepts. If the deprivation of bonuses is a measure that is legally taken by the employer in the event of a significant mistake made by the employee in the performance of his duties, then the deprivation of the right to the bonus may also have purely economic, objective reasons. Usually, all these nuances are spelled out in detail in local acts.

Risk 6. How to properly develop mechanisms for reducing the premium

Both the grounds for the accrual / non-accrual of the premium and the grounds for its reasonable reduction should be prescribed in the local act in great detail. It is best to provide non-specific figures (a decrease of 500 rubles, etc.

), and percentage ratios - for example, "in the event of a mistake in servicing a client, which led to his refusal to cooperate, the monthly premium is reduced by 10% of the initially set amount."

Most often, the size of the reduction is set according to a simple formula - in proportion to how much the plan was fulfilled, and it is important to take into account not only individual indicators, but also the relationship with the performance indicators of the department and the entire division.

This is especially true for large companies.

Thus, it is better to anticipate all the key points given in advance.

The main criterion for the correct procedure for remunerating an employee is drawing up an order and contracts in such a way that he himself can calculate the amount of payment at any time. Those.

the calculation of the premium should be extremely transparent, and the grounds for payment or non-payment should be extremely clear.

Bonus regulations

The features of the procedure can be reflected in the following documents:

Bonus regulations.
Individual and collective labor contracts.
Relevant local acts.

At the same time, in the contracts it is possible not to prescribe in detail the entire procedure, which in itself should take several printed pages, but only refer to a document in which there is relevant information. Wherein it is important to familiarize each employee with the Regulations on bonuses under the signature.

Thus, the scheme for the institution of the order of bonuses may look like this.

A ready-made example of a standard Bonus Regulation is presented below.

Taxation of the premium

Since the bonus is a type of salary, i.e. in fact, this is part of it, then it also belongs to the tax base, like the salary itself. Those. as a general rule, personal income tax and insurance premiums are withheld from the amount of the premium... Exceptions include the following:

Foreign or domestic awards for achievements in science, education, literature, art, technology (inventions, Nobel Prize, UNESCO Prize, etc.).
Payments as material assistance, which can be paid no more than 4000 rubles per year for each employee. Accordingly, tax and contributions are paid on all amounts exceeding.

And finally, a video instruction on how to draw up a document, as well as an analysis of the possible consequences in case of its absence.

The relationship between employers and their employees is governed by articles in the Labor Code of the Russian Federation. It is the provisions of this document that are the basis for the operation of all enterprises on the territory of the Russian Federation.

Therefore, according to the current legislation of the Russian Federation:

Awards can be either general or individual. Therefore, in order to avoid various disputes, all the nuances must be fixed in the normative act of the enterprise or in the collective agreement.

What is the additional payment for the base charges?

The size of the bonus, as well as the grounds for its payment, is established by the employer independently, or in agreement with the representative of the labor collective. The enterprise may have installed its own, depending on the type of activity, the profitability of the company and even the attitude of the head to the rewards of his employees.

The actions of employees for which it is best to pay them bonuses, and the reasons for the encouragement, not directly related to the success of employees:

the bonus is given for the time worked. This type of bonus is accrued to employees if they have worked for a whole month without sick leave or without days off at their own expense;
can be paid for a job well done. This type of bonus is used not only as a reward, but is also a kind of incentive to work in the future;
bonuses accrued in connection with holidays and solemn dates.

Why can they refuse?

The accrual of bonuses most often depends on the quality of the employee's work, his contribution to the production process, or the professional achievements themselves. Each enterprise sets its own criteria and (you can find out about what are the indicators for bonuses and the criteria for evaluating the work of the chief accountant). But in any case, the employer determines the need to pay the bonus, based only on the results of the employee's work.

Based on this, it must be said that you cannot reward an employee just for what he has higher education or a certain specialty.

Grounds for employee remuneration

The grounds that can be specified in may be indicators:

for the implementation of the work plan;
for significant achievements in work;
for the timely delivery of reports;
for the performance of particularly responsible work;
for the initiative shown;
for quality work (you can find out about what criteria exist for evaluating good work and what is the procedure for encouraging such workers);
for carrying out certain events;
for advanced training.

In accordance with Art. 236 of the Labor Code of the Russian Federation, the head is responsible for the timely payment of bonuses.

Art. 236 of the Labor Code of the Russian Federation provides for certain liability for delayed payments.

Article 236 of the Labor Code of the Russian Federation. Liability of the employer for the delay in the payment of wages and other payments due to the employee

If the employer violates the established deadline, respectively, the payment of wages, vacation pay, payments upon dismissal and (or) other payments due to the employee, the employer is obliged to pay them with payment of interest (monetary compensation) in the amount of not less than one hundred and fiftieth of the key rate in force at that time Of the Central Bank of the Russian Federation from amounts not paid on time for each day of delay starting from the next day after the due date for payment up to and including the day of actual settlement.

In case of incomplete payment of wages and (or) other payments due to the employee on time, the amount of interest (monetary compensation) is calculated from the amounts actually not paid on time.

The amount of monetary compensation paid to an employee can be increased by a collective agreement, local regulation or employment contract. The obligation to pay the specified monetary compensation arises regardless of whether the employer is at fault.

When is paper proof of reasons for promotion required?

Despite the fact that the employer himself determines the conditions and sets the amount of bonuses for his employees, he will need justification for the payment. These include:

Moreover, I would like to note the fact that justifications for the payment of bonuses are necessary only in case of accrual. In such cases, the information is recorded in a special document called provision for bonuses.

And here are the regular incentives that are paid to employees, are carried out without stating justifications.

Incorrect presentation of wording in documents

The laws of the Russian Federation do not establish a standard form for the award document. But, despite this, there is certain information that must necessarily be spelled out in the document. One of the main points of this document is the text itself with the grounds for awarding an employee.

Since the provision on bonuses must contain all the indicators that are the basis for the payment of incentives, then, accordingly, when drawing up a memo or document for the presentation of bonuses, it is necessary to correctly indicate the reasons for the award of bonuses.

The information specified in the document for the presentation of bonuses does not correspond to the established indicators, it may be recognized as an incorrect wording of the grounds.

For example, an accountant of an enterprise, unlike a driver, cannot simply be rewarded for good work. This would be considered an incorrect statement of the rationale. In this case, the manager can justify the payment of a bonus for the timely submission of reports.

Thus, to summarize all of the above, the grounds for calculating bonuses to employees are an integral part of the entire procedure. But, in addition to the correctness of the presentation, the main point is the presence in the documents fixing labor relations at the enterprise, the conditions for the payment of bonuses. Indeed, only in this case, monetary incentives, according to paragraph 2 of Art. 255 of the Tax Code of the Russian Federation will relate to labor costs.