What is the surcharge and surcharge to employee wage. The procedure for issuing additional payment for the combination of posts

According to Part 2 of Art. 57 Labor Code of the Russian Federation Terms of remuneration (including the size of the tariff rate or salary of the employee, surcharge, surcharges and incentive payments) must be included in the employment contract. In the event of a change in the size of the salary, the establishment or change of allowances, additional agreements, additional agreements to the employment contracts concluded with employees should be issued.

Wages of the employee is established by the employment contract in accordance with the wage systems currently operating in this employer (part 1 of Article 135 of the Labor Code of the Russian Federation).

Systems of remuneration, including the size of tariff rates, salaries, surcharges and compensation surcharges, surgery and prompting systems and the bonuses system are established by collective agreements, agreements, local regulatory acts in accordance with labor law and other regulatory legal acts containing labor law norms (Part 2 of Art. 135 TK RF).

Promping

The employee's stimulating payments are established by the employment contract in accordance with the wage systems currently operating. The employer can specify all the provisions relating to the system of stimulating surveys, in a separate local regulatory act: in the wage position, a separate position on the bonuses of workers, the order. With this method, it does not require a detailed regulation of the procedure for the implementation of bonuses, as well as coordination with each employee of the size of the upcoming payments (it is necessary only to bring the appropriate order to his personal signature to the employee).

The employee's stimulating payments are established by the employment contract in accordance with the wage systems currently operating.

The procedure and sizes of bonuses in the organization may be regulated by a local regulatory act - the Promotion Regulations.

Advantages in the adoption of the Promotion Regulations:

1) you can envisage all the nuances associated with the bonuses;

2) in labor (collective) contracts, it is possible to include only references to the payment of premiums in the manner prescribed by this local regulatory act. This will free on the need for a detailed presentation of issues of premiums in labor (collective) treaties and make changes in them when changing the rules of bonuses.

Approximate conditions for this position:

• prize conditions;
• circle of bonuses of workers;
• premium payments;
• procedure for calculating the premium;
• periodicity of bonuses;
• sources of bonuses;
• the list of production omissions, in connection with which the premium is not assigned;
• the list of payments for which the award is accrued and which is not accrued.

The implementation of the provisional provision may be limited by setting it up. In the event of a decision on depriving a premium of any of the employees, the employer simply does not include its name in the next monthly order of bonus.

In the event that the staff schedule provides for the qualification of certain employees, everything is simple: opposite each qualification you need to put the size of the allowance.

Thus, in the described situation, it is possible to encourage employees with the help of bonuses by publishing monthly orders against distinguished workers.

Recall that the most complete information about premiums contains

You will need

• - Labor Code of the Russian Federation;
• - employee documents;
• - job description;
• - Agreement to the Agreement;
• - local regulatory act;
• - enterprise documents;
• - Printing an organization;
• - Order of the order of surcharge.

Instruction

In each company, in accordance with the requirements of the legislation, a local regulatory act or a collective agreement should be made, where to register the amount of payments for the implementation of certain labor functions with an increase in the amount of work or the combination of occupations.

Make an agreement with an employee who should be appointed extra charge. Suppose, at the time of vacation of the leading accountant, his duties are assigned to the chief accountant. This should be considered the volume of work. If his workflow will be performed by the deputy director or chief engineer, it will be called the combination. Put in an additional agreement with the employee, the list of responsibilities that are imposed on it, having acquainted it in advance with the instructions. Specify the time to increase the scope of work or arrange a combination. Complete the document by the signature of the head of the company or another authorized person, the seal of the organization, the signature of the employee.

Based on the Supplementary Agreement, make an order. In the top of it, specify the full and abbreviated name of the company, assign the document number and date. The topic of the order will in this case will be appropriate to the appointment of surcharges an employee (specify his position in accordance with the staff schedule, last name, initials). The reason for the preparation of the document may be care for an employee's vacation, its illness, a business trip.

In the administrative part, specify the start date and end of the appointment of the surcharge, the list of labor functions that the employee will perform. It should be borne in mind that combination and increase in the amount of work is allowed to execute no more than and only with the consent of the employee. Complete the order by the signature of the director, the seal of the company. Familiarize the specialist who has been appointed surcharge with the document. He needs to put his signature, the date of reference.

Sources:

• order for extra charge for an increase in the scope of work

Sometimes it is easier to get a part-time job in the "native" organization, than to rebuild your entire schedule, working in several places. Employers are usually not against this, especially if the employee has proven himself to be the main position. How to make an employer order on the combination posts?

Instruction

Note for yourself and what combination posts have no direct rushes to work on the basis of a different employment contract for. Commonwealth usually implies the fulfillment of other duties in the work free time and by other tariffs.

In the event that an employee has already been concluded an employment contract, then the conditions of posts should be specified in an additional agreement to the already existing one. If the position on combination is vacant, then after a permanent employee was issued, you must jointly with an employee to draw up a new additional agreement on job combinations.

Familiarize yourself with the forms that must be compiled order On combining posts. The order must be decorated as follows:
- indicating the name of the organization (ideally such order drawn up on the name of the organization's name);
- indicating the position of an employee who will combine the fulfillment of labor duties;
- indicating the post, the fulfillment of responsibilities on which is assigned to this employee;
- indicating the date with which these duties go to the maintenance of this employee;
- confirming that the employee was appointed a surcharge in the amount specified in an additional agreement. The end or beginning of this document necessarily indicates the date of its compilation. Subscribe order. Moreover, order Must be certified, and also agreed with the chief accountant of the organization.

Familiarize the employee who will combine posts with orderohm.

The head of the Organization, like another employee, has the right to an annual paid. He is provided to him on the same grounds as other employees. Personnel staff may have a lot of issues relating to design. After all, as you know orders For provision vacationand the director itself signs. And who will sign it to him?

Instruction

Initially, when determining the Director-General, it is worth looking into the organization. The thing is that some in this document are prescribed vacationand the main person. If you see that vacation provided with the permission of the meeting of the participants of the Company, then the application for vacation Need to the name of the Chairman of the Assembly.

In the case when anywhere is not spelled out by this situation, the statement of writing does not need to write. But, nevertheless, must sign that he is notified of the start vacationand, do it is necessary two weeks before it is offensive. After that, the notice is transmitted to frames.

CEO, like another any employee, must be included in the schedule vacations. When leaving for a laid vacation, it is advisable to assign a deputy. Well, if the organization has a person replacing it, and if not?

In this case, the order of the General directors Assign a responsible person. Remember that the choice of such a person should be approached responsibly, because going into vacationYou trust your business man.

If the decision is about vacatione accepts a meeting, then the deputy choose exactly the participants. All this is issued by the protocol (decision), where everyone puts their signatures.

Not to avoid the compilation of an order (orders) for the provision vacationa (form №T-6). The order can sign meetings. In another case, as if it did not sound absurd, the leader himself should sign, and put the second signature in the string ".

All documents are transferred to personnel workers, and there already in the accounting department, where accruals. Like any other employee vacationpayments to the Director-General should be issued three days before the rest of the rest.

Sources:

• order on the release of the general director

With the employment of an employee, an employment contract is issued, where the salary is indicated, regulated by Article 135 of the Labor Code of the Russian Federation, and all working conditions and recreation. Any changes in remuneration are drawn up documented in a clear sequence specified in the Labor Code.

You will need

• - written notice;
• - supplementary agreement;
• - order;
• - Notification in accounting.

Instruction

To make an increase in the salary, notify the employee two months before this event. Although in practice the employer increases salaries, only orally warning the employee on the eve of the increase, since, due to an increase in the salary, someone is unlikely to become an employment inspection. However, for non-compliance with the claims for changing the wages indicated in labor legislation, administrative recovery can be imposed on you, so the written notice is better to give everyone to anyone who you plan to change the payment for work.

You can enlarge the salary and designate it in the form of a sum of money or indicate, the salary size increases. Most often, the percentage is argued by increasing inflation in the country and the growth of consumer prices for goods.

After the expiration of a two-month period, make an additional agreement where you indicate all the changed points of the employment contract and justify the reason for increasing the salary. If you additionally change the name of the post or labor functions, then all this is also detailed, on the points, describe in an additional agreement (Article 72.1 of the Labor Code of the Russian Federation).

After signing by both parties to the Supplementary Agreement, let the order of the unified form T-5. In it, specify the dates of increasing the salary, the cause. If the changes touched the names of the position, then this also describe in the order. If you raise the salary due to the increase in prices for consumer goods and inflation in the country, then it is enough to indicate Article 134 of the Labor Code of the Russian Federation.

After increasing the salary, apply notification to the accounting department to accrual the salary in a new way.

Orders give to the personnel department. Responsible persons are obliged to make all changes in the personal card of the unified form of T-2. If you change the name of the post, the record is prescribed in the employment record.

Sources:

• how to make a change in the salary

A regular schedule involves the reporting form of legal entities, an organizational administrative document, which displays the structure of the company, the number of departments, employees and their wages. In addition, it includes the accounting of all sorts of additional payments to employees - surcharges, compensation, depending on their position.

Instruction

Type at the very top of the sheet: "Advanced Order". Below, put the sequence number of this document, and even lower, on the left side of the sheet, specify the date of the order.

Specify the city and name of the order. For example, the name may be as follows: "On the formation of a commission to establish differentiated surcharges and allowances."

Write the reason for the surcharge or what basis is a similar order. For example: "Based on the government's decree in the city of Moscow dated March 30, 2001 No. 543" or "on the basis of the provisions of the Commission on the consideration of the establishment of employee allowances." Next, specify the name of the company, the name of the document for which the decision was made on the suggestions and its date.

Type the word "order" in large letters on the left side of the document and put the colon. Next, write which surcharges must be accrued to wages. At the same time, note the posts of employees who relies these accruals, and the size of the allowances themselves. Then, indicate, from what date, month and year, these accruals will take effect. For example:

"I order: managers of the district office of the company from November 11, 2011:
1) To establish all specialists for five years of work in the amount of 30 percent of wages. At the same time, young specialists who have a diploma with honors, to establish a surcharge of 45 percent of the magnitude of wages.
2) other employees who are honored with the honorary title, establish an incentive monthly premium in the amount of 20 percent of the value of salary.
3) to impose control of the execution of this order to the deputy director of the company (it is necessary to specify the name of the company) of the city of Moscow Pivovarov K.I.

Write on the left side of the document, who was adopted by this order. For example: "Director of the Company (specify the name of the enterprise) I.T. Trunin." Nearby should stand the signature of the above person.

Secure the seal document. At the same time, it should be raised next to the signature of the head or director.

Sources:

• to issue a surcharge

In case of economic activity, some organizations' leaders are forced to use official trips. From Article 166 of the Labor Code of the Russian Federation, it follows that the employee is sent at the order of the head of the organization. And what if the director himself goes on a service job, because it turns out that he guides himself to the official task.

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Personal surcharge to official salary

The fact is that it is usually enough to write in the situation that the decision on such payment is made taking into account the economic situation in the enterprise or with some condition. And then there is a complete right not to pay such personal surcharges in case of some difficulties with financing or unwillingness to bear such expenses.

In the case when it is necessary to establish a personal surcharge with a specific employee, usually a fairly motivated office note of the direct chief in the name of the leader who has the right to make such a decision (Director, Director of Human Resources, Financial Director, Chief Accountant, etc.). In the service note, you need to specify the reasons why you need to make such a surcharge, specify its size in rubles and the validity period of such a surcharge.

Grounds for personal surcharge subordinate

Info

A service note from the immediate supervisor of the employee who is supposed to establish a personal surcharge is written in the name of the head of the organization. Its binding details are the outgoing number, the date of the preparation and signature of the sender.

For example, it may look like this: the director of LLC "Upper Floor" Rosanov R. A. from the head of the Polyakova technical service K. N. Service note I ask you to establish a personal allowance to the chief engineer Vasilchikov A.

A. In the amount of 20% of official salary for high qualifications and lack of marriage in work. Signature: (signature) Polekov K.N. Date: 02.28.2016 The main condition for the preparation of the service notge for the allowance is its motivation.

The manager must convince the director that the payment is really necessary for which the evidence documents can be attached (for example, a report on the delivery of products).

How to make additional payments and salary surcharges?

Attention

At the same time, the TC does not specify what personal surcharges are, however, from the provisions of the Code, it can be concluded that these are cash that is paid in excess of the established base salary and are charged along with the salary. The allowance can be worn as a personal character (that is, it is applied to a specific employee and, accordingly, not applicable to other employees) and collective (for example, for work under certain conditions).

Personal surcharge can be appointed on various grounds: for work experience, professional skills, work with certain documents that make up a commercial secret, etc. Choosing the foundation on which surcharge will be carried out is the prerogative of the organization's management.

Personal surcharge

But since it is still part of the wage, it must be documented. To do this, it is necessary to regulate the personal allowance in the collective agreement or in the wage position and be sure to refer to this document in the text of the employment agreement (Art.
57 TK RF). IMPORTANT! If the employer does not make provisions on allowing to local documents, paying it without registration, he does not threaten legislative responsibility. The only thing that can serve a minus for the employer in such a situation is that unreasonable payments will not be attributed to the costs that reduce the tax base.
Petition and order of personal allowance How else can I make a personal allowance to pay, if you do not hold it a separate document? This may be necessary when the nature of payments is not systematic, and one-time or calculated for a certain period.

Personal salary

The most important components of the employee's salary, in addition to the base salary (tariff rate), are allowances and surcharges. Order, deadlines, the amount of payments are often becoming the subject of labor disputes between the employee and the employer.

What does the law say? The Labor Code of the Russian Federation does not contain clear definitions of surcharges and allowances, but, nevertheless, it mentions them and in the context of the work-defined labor contract (Article 57 of the Labor Code of the Russian Federation), and as part of wages (compensation and stimulating) in Art. 129 TK RF. Supplement and surcharge - what's the difference? The law did not specify the differences between the concepts of "surcharge" and "allowance".

Watching acts also did not clarify this question. Analyzing the current practice and existing legislation, it is possible to apply the following definitions.

Spending and payouts for wages

It is recommended not to make such a perplexed premium, but to install it for a period (for example, in half or the quarter). In the future, you can write a re-targeting for the extension of such an extra charge.

It will not be superfluous to indicate the source of financing this surcharge. For example, by saving the wage foundation due to the current noncompliament.

Or by increasing revenue from the sale of goods or service. After visiting such a document, the head must be conveyed by a labor organization or accounting sector (accountant).

This document will be founded in the preparation of the draft order for the establishment of a personal surcharge to the employee. The order for the establishment of personal surcharge is drawn up in arbitrary form.

In the preamble of the order, it is necessary to indicate in connection with which such surcharges are established.

Wage surcharges: how to arrange

The surcharge paid by the employer in optional cases is established individually and in this sense is precisely personal allowance. What personal surcharges are a personal surcharge to the salary of the employee can be established by the employer for work experience, its intensity, professional skills, for working with information that make up a commercial secret, for knowledge of a foreign language or the presence of a scientific degree, etc. The allowance can be in a fixed size (for example, 5000 rubles) or in the form of% to the salary (for example, 10% of the salary). In any case, its size should be indicated in the employment contract with the employee.

Is it possible to remove the extra, and how to make it right?

• Personnel office work
• Orders
• Salary
• Promotion

The question I ask for your clarification how to make an order. I already appealed to you on the issue No. 847091. I need to prepare an order for the company's main activity - on the payment under the Okhotsk project (employees go to the Okhotsk from Khabarovsk for several days - 15 days and there are on the scheduled task, this is not a business trip of this travel nature).

And to register in the order, that the official salary of the employee (it was on this project) a surcharge of 4,000 rubles is established. in a day. I want to point out in the order (the guide wants so much!) What does this surcharge is a measure of encouragement (it is necessary to indicate that this is a measure of encouragement or not?) And paid in this amount (4000 rubles per day) only for impeccable work and the lack of comments.

• to stimulating - premiums and other incentive payments of a stimulating nature.

Employers tend to apply the following payroll:

• for combining professions (posts);
• for expanding service areas or an increase in the amount of work;
• for the fulfillment of the duties of the temporarily absent employee;
• for working with severe and harmful working conditions;
• for labor intensity;
• for work at night;
• for non-normalized working hours from car drivers;
• for the transportation of dangerous goods;
• for leadership (brigade, link);
• for work in the evening and night shift;
• for work in excess of normal working hours.

The minimum requirements for additional charges are established, for example, articles 147, 148, 151-154 of the Labor Code of the Russian Federation.

How to make a personal allowance for salary

• for a degree in the profile area;
• for work in the conditions of service secrets, etc.

• The time of the premium provisions - you can install these payments both on an ongoing basis and temporarily:

• for a month;
• for a quarter;
• for a year;
• indefinitely.

• The size of the allowance can be determined in different ways:

• fixed amount is fixed in local documents;
• the amount of the allowance is calculated in a certain way, for example, as a percentage of salary or medium salary;
• determining the size of a labor involvement ratio: the monthly amount allocated for the surcharge will be distributed differently within the employee group.

NOTE! Despite the fact that the amount of personal surcharges will not be limited in any way, should not be installed in the amount exceeding the monthly salary.
According to the rules established by Part 2 Thu.135 of the Labor Code of the Russian Federation, the wage system, the surcharge system and the promotion system and the bonuses system are established by collective agreements, agreements, local regulatory acts in accordance with labor laws and other regulatory legal acts containing labor norms rights. Accordingly, the employer has the right to reduce the system of stimulating premiums. As a rule, such a system is established by a collective agreement or a local act of the organization. At the same time, in the silhouser. 335 of the Labor Code of the Russian Federation, the allowances can be introduced by the order of the head. The order should indicate that the allowance is a stimulating payment. In addition, it will be necessary to indicate the terms of payment of the allowance, for example, that "the allowance is paid to employees, during the period of work on the project Okhotsk for every day of work in the amount."

The article tells how an additional charge for the combination of the posts of the Labor Code of the Russian Federation is made, explains the subtleties of framework documentation.

What is compatible

Often there are situations that employees are sick, go on vacation. In this regard, there is a need to combine posts. In other words, a person works for himself and for the missing specialist. The period for which two posts are combined is negotiated by the parties.

From combination you can refuse. For this, a written refusal to the employer is sent. Art. 60.2 of the Labor Code of the Russian Federation established that it is necessary to warn in advance, so the notice is sent for three working days.

Typically, the institution combines positions that relate to one category: employees, workers.

What is the difference between combination

At first glance, it seems that there are no differences in these terms. In fact, it is not. Part-time work on another company free from the main work time. Upon combining posts, a person works in its main working time, but its schedule is painted more tight. After all, in addition to their duties, you need to work for another employee.

Combination may be made if the workflow does not deteriorate: product quality and maintenance remains at the same level.

Additional work is paid. The amount of surcharge for combination is negotiated by the parties. Experimental size depends on the amount of responsibilities and rates. The rule approved h. 2 tbsp. 151 Labor Code.

The management determines how serious work is to charge a specialist, and how to pay it. It is believed how long the person is under main and additional position.

3 types of surcharges for combination:

• fixed amount;
• percentages from the salary of the missing specialist;
• salary increase.

Sometimes it happens that the person has duties gained, and additional payments for the combination of posts is not being done. Sometimes the head and should not do surcharge. It all depends on the conditions established by the contract.

Important! You need to show vigilance when signing the contract. If, under the terms of the contract, the employee must fulfill additional responsibilities, then the postpartum will not be paid for the combination of posts.

Of course, the employer is beneficial to immediately include additional conditions in the contract in order to save money.

Read also Registration of the application to take a few days at the expense of leave

How to arrange combination

It is important to correctly arrange documentation on combining. The order is compiled, where all essential conditions are indicated.

4 important items that are indicated in the order:

• duties;
• surcharge for expanding the scope of work;
• supplement type: as a percentage or other calculus;
• the deadline for which it is installed.

There are no accurate instructions, which allowance to make a specialist. The organization determines how much to pay extra. You can assign multiple employees to work for the missing specialist.

Payment order

The surcharge for the combination of posts should not be higher than saving the wage fund for free position. Local acts at the enterprise should reflect possible options for combining posts.

Information as much as payments for the combination of professions can be reflected in the collective agreement. The premiums and algorithm for accrualing premiums are indicated.

Practice shows that collective contracts are rarely concluded. Therefore, you can prepare the provision of the company's personnel. The situation includes information on how much payment for the combination of posts in one enterprise. The position is necessary to indicate which workers have the right to replace missing employees.

An employee will feel an increase in the income from the combined position, if you approve the size of the allowance to the local act. It is indicated by the size of the increase to the salary for the additional operation. Then the premiums will be accrued already taking into account the allowance.

Often, organizations do not make out the expansion of labor duties. Contrary to the law. A person leaves a vacation, but a different employee works for him. Naturally, no question of speech does not go. The person works more, and only his salary receives. This situation arises not only in commercial organizations, but also government agencies. If an employee does not declare his rights to the Labor Code, the situation will not change. You need to refer to Art. 151 TK RF.

Let us give an example. In Pasker, the secretary took a school vacation. Temporarily responsibilities are performed by the manager. How to arrange labor relations in this case?

Answer. The manager combines his duties with secretary functions. Therefore, such work is a combination. Consequently, allowance for the combination of posts on the TK RF is supposed. The company must legalize how the compatibility is paid. For this, the order is issued.

Read also Procedure for the design of extra charges to the minimum

3 points, which are indicated in the order:

• a list of additional works;
• deadline;
• size of the surcharge.

The manager will earn more if the local act is provided for the size of the surcharge. The premium will be higher in this case. If several managers will work for the secretary, then the allowance is distributed between them. The head can make the same allowance if all equally respond to calls and engaged in office work. It is possible that one of the employees get a majority of additional work. Then work is paid differentiated. For example, one of the employees receives fifty percent, and the other two employees are twenty-five percent. When surcharges for the combination of the posts of the Labor Code of the Russian Federation 2019 depends on the size of the absence of the missing employee. Therefore, the size of the supervision of managers will depend on the salary of the secretary.

Nuances

Payment of labor when combining professions is a relevant issue for employees. After all, it is necessary to work more, so I need a reward for work. You can arrange an additional agreement to the contract. Specify which duties will additionally fulfill the employee. Based on the agreement, an order is published, where it is written, how much will be allowed to pay the employee's salary. When the need to work for the missing employee will disappear, the second additional agreement is subscribed to the contract. The order is published again. This time the meaning of the document will be different. The order is issued that in a budgetary or commercial institution, compatibility is terminated.

5 actions for legal design of combination:

1. Secure the local act of the size of the surcharge for completing additional work.
2. Prepare an additional agreement on the imposition of the functions of a missing specialist.
3. Passe the order to indicate the deadlines for the performance of the duties, the size of the allowance, the position, as well as the name and patronymic of the specialist.
4. At the end of the work again, sign an agreement to the contract.
5. Take an order to end the work.

There is a second version of framework documentation. The combination is considered works that are not included in the terms of responsibilities outlined by the contract. Therefore, additionally sign agreements is not necessary. The allowance will depend on the complexity and intensity of work. It is calculated from the salary of the missing employee.

To "load" the work of the specialist enough to do two actions:

1. Check orders. Specify the number of new features and the duration of their execution.
2. Agreement. Specify, the size of payments is taken from whose salary, as determined by the allowance, clarify how the calculation is made.

The practice of using a personal surcharge to wages is sufficiently disseminated in the territory of the Russian Federation. And what it is, as well as on the procedure for making a personal surcharge to wages or salary and the availability of rationale for its purpose, each employee and employer should be known. After all, violation of the established rules for the appointment of personal surcharge to the salary may lead to negative consequences for the organization.

Personal wage surcharge - what it is

The existing labor legislation provides employers enough opportunities for encouraging and. And one of the methods may be the appointment of personal surcharge to wages. What is it? First of all, under a personal allowance for salary or wages, generally implies an appointment of an employee of certain additional payments. At the same time, these payments are appointed individually.

General awards paid to the entire team or any types of stimulating payments that receive not one employee receives, and several are not personal allowances for wages. Accordingly, their individual appointment is the key feature of such payments.

Legal regulation of the possibility of providing personal surcharge to the salary is ensured by the provisions of the following articles of the Labor Code of the Russian Federation:

• Article 8 of the Labor Code of the Russian Federation. The principles of this article consider the concept of local regulations - it is in them that the possibility of providing personal surcharge to the salary or the employee's salary may reflect.
• Article 22. In its standards, the basic rights and obligations of the employer are considered. In particular, the employer has the right to encourage distinguished employees for the effective management of work. However, the employer is not obliged to do this by default.
• Article 189. The provisions of the indicative article consider the general principles of the organization of the discipline of labor at the enterprise, as well as the concept of the rules of the internal labor regulation, in which employees encourage.
• Article 191. Its standards are considering directly the types of promotions for labor, the very concept of encouragement, and also regulate grounds for providing personal surcharge for employees in some cases.

It is necessary to understand that the legal regulation of personal surcharge to wages can be provided by other regulations of the Labor Code of the Russian Federation or other legislative acts. In most cases, it is precisely promoting to employees who are paid by the employer at the initiative of the Guide and are not obligatory from the point of view of the leadership. So, additional payments for the increase in work, overtime or travel payments cannot be attributed to personal suggestions, even if they were actually paid only to one employee.

Legislation does not share personal surcharges to the salary or wages, although they can be regulated in a different way. Thus, the personal surcharge to the salary primarily provides for its use precisely in binding systems of labor and binding to the actual official salary of the employee. The concept of personal surcharge to wages is wider and can affect both salary and apply when using other wage systems. Heself, the allowance can be installed both as a percentage of salary or wages, and in a solid monetary amount - restrictions in this case does not provide legislation.

The procedure for making a personal allowance for wages

To ensure the payment of personal surcharge to wages without any questions from the regulatory authorities and in accordance not only with labor, but also tax legislation, the employer should take into account a number of features. So, too much the size of such payments or discrimination in the field of labor when they are prescribed can lead to an employer to liability or at least to conduct inspections that will not be affected positively on the activities of the business entity.

Therefore, when appointing a personal surcharge to wages, it is better to use a step-by-step procedure for making a payment, which will accurately benefit from avoiding any possible problems:

If the personal surcharge to wages is not a single, but constant, then the employer needs to either ensure complete compliance with the procedure described above, or to change the terms of employment contract with an employee, providing it to an increase in wages.

Justifications for personal surcharge to salary or salary and other nuances of her issuing

Directly with the legislation does not provide direct requirements for the rationale for personal surcharge to the salary or wages. However, there are a number of legal nuances that should take into account each employer and the head. In particular, it is necessary to pay attention to the following possible legal aspects of this procedure: