Regulations on the remuneration of labor: an approximate structure and content

The regulation on remuneration of labor is a local act of the organization regulating the remuneration of employees for work. This can be either an independent document or an annex to a collective agreement, if any. Usually the position on wages consists of several sections. There is no model structure for this document in the legislation, but if you analyze the acts of various organizations, you can see in them a lot in common. Next, we will talk about what issues include in the position on the payment of labor most companies.

General Provisions

They describe the basic principles of calculating and paying remuneration for work, the terminology is given, and the person to whom the document is distributed. Many developers make a provision on the payment of labor description of the regulations on the basis of which it was developed.

It is not superfluous if the document specifies the structure of remuneration for work, describes the payment systems functioning in the organization, the issues of fixing and indexing wages, the ratio or the size of salaries (tariff rates). Principles for assessing positions and professions can be written to determine the remuneration, corresponding to the complexity, significance and intensity of the work performed. If the wage provision is described in detail and understandably in one of the sections or in several (defined by the developers), then it allows you to remove a lot of questions in regulating the relationship between employees and management.

Depending on the size, specifics, economic possibilities and location of the organization, various compensatory payments may be present in the structure of its wages. They are most often associated with work in harmful conditions, district regulation, state secrets. In addition, the regulation on the remuneration of labor LLC or other legal entity may include the amount of compensation for the service during off-hour time, divided day, acceptance-change shift.

Particular attention in the local act can be given to the questions of bonuses. They can also be viewed in a separate document. Here, as a rule, indicators, conditions and sizes of the award, its types (monthly, one-time, annual, etc.) are determined. Also, criteria can be defined for which the employee can be increased, not charged or reduced the amount of incentive reward.

Even in the document can be described in what periods of the person is saved (paid), the average earnings, and, depending on the capabilities of the organization, their list may be wider than in the legislation. In addition, the amount of remuneration to mentors, team leaders authorized for various functions (quality, labor protection), alternates, or any other categories of employees can be determined additionally.

An important aspect is the observance of all procedural moments associated with the adoption of such a document in the organization: taking into account the opinion of the trade union, timely familiarization of personnel, notification registration (if the provision is an annex to the collective agreement).