According to the Labor Code, wages for work in an unfavorable climate should be calculated taking into account the increased coefficient, it is also called the “northern allowance”. At the same time, bonuses and other salary increases are sometimes also calculated taking into account this coefficient.

At the moment, the size of the Republic of Kazakhstan is being considered by GD No. 216 of 17.04.06.

In many cases, such points are negotiated between the specialist and the employer in an agreement. Many workers in the northern regions are interested in the question, is the RK accrued for a bonus, for example, for a holiday?

It all depends on what kind of bonus is awarded to the worker (regular bonuses, one-time bonuses, etc.).

RC is not charged for a one-time bonus, since it is not a permanent part wages.

It is also not charged for the one-time premium of the Republic of Kazakhstan. This does not depend on the area where the employee works. If the manager in the employment contract indicated the monthly bonus as mandatory, then it will be possible to demand a coefficient from him, since it will be included in the salary system.

A quarterly bonus is paid every 3 months in the form of an employee incentive. RK is paid in this case, if in one of the compiled lists of documents it is included in the salary. It could be employment contract, internal regulations and Award Regulations. If this premium is not documented anywhere, then the RK is not charged on it either.

The annual bonus is paid at the end of the year. It is allocated from the following resources: labor fund, fund social development etc. RC is paid in full if it is stated in the charter of the organization.

Thus, a lot depends on whether the manager indicated any bonus in the documents as mandatory. Do I need to coordinate the nuances with the employer and carefully check the list of documents for the district coefficient? Of course, yes, so as not to get into an unpleasant situation in the future, taking into account the ensuing consequences.

Today, workers doing their official duties in extremely difficult climatic conditions, various kinds of surcharges are required.

But at the same time, you should remember a lot of nuances. They are directly related to the accrual of bonuses, wages and other payments.

Moreover, it is necessary to understand this issue not only for the person who pays the bonuses themselves, but also for the employee - this will avoid the likelihood of being deceived and not receiving funds.

What you need to know

Each employee should, if possible, analyze in as much detail as possible all the most important points regarding the calculation and payment of wages.

This will avoid conflict situations and many other troubles at work.

According to Labor Code when calculating wages for work in difficult climatic or other conditions, a multiplying coefficient must be used without fail.

Moreover, it is applied in some cases not only in relation to wages, but also to various bonuses received by the employee.

To understand the regulatory this question law, you need to be aware of the following:

• basic concepts;
• types of bonuses;
• the legislative framework.

Basic concepts

To simplify the understanding of the legislation in force in relation to multiplying coefficients, it is worth familiarizing yourself with the following basic concepts:

• premium;
• increasing factor;
• harmful/dangerous working conditions.

In labor law, a bonus is understood as some kind of monetary incentive for the successful completion of a complex and important task.

At the same time, the bonus can also act as a stimulating factor for a more responsible attitude to work.

There are many various kinds premiums, but not everyone needs to apply a special coefficient.

The term multiplying coefficient is understood as a certain amount of wages, below which the employer does not have the right to pay wages to his employee.

This moment is regulated by part 2 of article No. 146 of the Labor Code of the Russian Federation, as well as article No. 148 of the Labor Code of the Russian Federation. The indicated sections of the legislation provide the most accurate information regarding this term.

Increasing coefficients should be applied in cases where the working conditions of workers were found to be harmful.

At the same time, in order to figure out which working conditions are unfavorable, one should refer to Government Decree No.

Another document disclosing this issue, which has undeniable legal force, is the Order of the Ministry of Health and Social Development No. 46N dated February 16, 2009.

At the same time, the very fact of the presence of harmful conditions must necessarily be displayed in the employment contract.

Types of bonuses

Bonuses at any enterprise can be divided into the following main categories:

• regular bonuses;
• one-time bonuses;
• quarterly;
• at the end of the year.

Regular payments are understood as payments, the very fact of the implementation of which is indicated in the previously concluded employment contract.

At the same time, the factors themselves that affect the possibility of making these payments must also be indicated in the agreement between the employee and the employer.

Each case of payment of the premium itself is purely individual, which is why, in order to avoid various controversial issues, it is necessary to study well legislative framework.

Often they pay bonuses for a particularly important task. Moreover, they can be anything, but carrying any serious benefit to the employer.

The legal framework that must be studied and implemented includes the following:

• article No. 191 of the Labor Code of the Russian Federation - encouragement for labor activity;
• Decree of the State Statistics Committee No. 1 of 01/05/04 - the procedure for unified reporting, there is a sample order for bonuses to an employee;
• Federal Law No. 90-FZ dated June 30, 2006;
• Law No. 4520-1 dated February 19, 1993 (as amended on December 31, 14) - on state guarantees for persons living and working in the Far North, as well as regions equated to it;
• part 2 of article No. 57 of the Labor Code of the Russian Federation;
• part 2 of article No. 135 of the Labor Code of the Russian Federation;
• part 1 of article No. 8 of the Labor Code of the Russian Federation;
• Government Decree No. 216 dated April 17, 2006

When forming the premium, as well as its subsequent payment, it is imperative to be guided by the above legal acts.

Does the deprivation of the premium occur when disciplinary action see article: deprivation of bonus.

How orders for one-time bonuses are drawn up in the FMS of Russia,.

This will avoid the occurrence of various kinds of conflicts with employees. At the same time, it should be remembered that a bonus not stipulated in the employment contract is always paid only at the discretion and at the discretion of the employer. This moment is especially important to know.

Do I need to calculate the regional coefficient for the premium

District coefficients are some numbers by which the employee's monthly income must be multiplied.

At the same time, it should be remembered that the difference in the value of regional coefficients in different regions is quite significant. In some individual cases, it can even reach a double size.

Today, the value of the coefficients of the type under consideration is established by Government Decree No. 216 of April 17, 2006.

It establishes the following sizes of district coefficients for individual regions:

There are also a fairly large number of regions where the regional coefficient is also more than 1 - Altai Territory, the Republic of Tuva and many others.

It is necessary to remember the importance of applying this multiplying factor in relation to wages and other payments to the employee from the employer.

In most cases, this point is covered in an agreement drawn up between the employee and his employer. At the same time, the answer to the question of whether the regional coefficient is charged for the bonus for the holiday is ambiguous.

First of all, it depends on what kind of bonus is paid to the employee of the enterprise. This moment is decisive in resolving such situations.

one-time

According to Article No. 129 of the Labor Code of the Russian Federation, one-time bonus as a measure to encourage an employee, it is mandatory included in the total salary, and must be paid at a time.

It is very important to remember that one-time payments are not part of the employee's regular income. That is why district coefficients should not be charged on this amount.

This moment is regulated by clause 19 of the Instruction. This was approved by order of the Ministry of Labor of the RSFSR No. 2 dated 11/22/90 (valid at the moment).

One-time

A one-time bonus is a cash payment made by an employer in favor of its employee for the purpose of encouraging.

The premiums under consideration are not included in the remuneration system in accordance with the current legislation. Therefore, this moment is also regulated by the order of the Ministry of Labor of the RSFSR No. 2 dated November 22, 1990.

According to this order, regional coefficients do not apply to these payments. Regardless of the region in which a particular individual works.

But some employers make a one-time bonus in the employment contract as a mandatory one. On the basis of this, the employee may require the calculation of the district coefficient, since in fact such incentives will be included in the wage system.

quarterly

Quarterly premium means financial compensation in the form of an incentive paid after 3 months of work.

Usually, such moments are reflected in the following documents in as much detail as possible:

• bonus regulations;
• employment contract;
• other internal regulations.

At the same time, it should be remembered that if the very fact of paying a quarterly bonus is reflected in one of the documents indicated above, then this payment is included in the wage system adopted at the enterprise.

Accordingly, the regional coefficient must be applied without fail in this case.

If the employer pays this bonus to his employee, but for some reason it is not documented, then the regional coefficient does not apply to it.

At the end of the year

A synonym for such a term as a bonus at the end of the year is a slang expression called "the thirteenth salary."

The amount of this incentive payment depends on the following important factors:

• wages for the entire past year;
• length of service in the organization.

Most often, such payments are made at the end of the year, closer to December 31. The premium itself can be paid from the following resources:

• labor fund;
• financial incentive fund;
• social development fund;
• otherwise.

Usually, the source of payments is specified directly in the charter of the employer's organization.

But if this rule is followed, then it will be mandatory to accrue a district coefficient for this bonus - if labor activity is carried out in the corresponding region.

That is why the employer, in some cases, encourages his employees with such a bonus, but at the same time does not reflect it in the employment contract or other documents of legal significance.

Find out what types of bonuses, incentive payments exist when bonuses are paid to employees from the article: bonuses.

How is seniority calculated for sick leave, .

Will they pay sick leave if they get sick after being fired,.

The accrual of the district coefficient on bonuses paid as amounts of material incentives is carried out only in some cases.

The decisive factor is precisely the opinion of the employer himself on this matter - since it is he who draws up regulations within the organization itself.

At the same time, it should be remembered that northern and other allowances are charged only on actual earnings.

According to the letter of the Ministry of Health and Social Development of the Russian Federation No. 169-13 dated February 16, 09, the list of actual earnings includes the following:

• wages accrued at tariff rates for already worked working hours;
• all kinds of surcharges, as well as allowances;
• compensation payments that are directly related to the working conditions of the employee;
• awards and rewards.

The calculation of the district coefficient is a very complex and important issue. And for both the employee and his employer.

After all, the amount of deductions to various insurance funds depends on the size of the income of his employee - social insurance, PFR and CHI.

Previous article: Forfeiture of bonus Next article: Sample order for forfeiture of bonus

Ural coefficient

Since November 1987, a district Ural coefficient has been established for residents of the Urals. It extends to the wages of residents of the Urals. The Labor Code establishes that the Government of the Russian Federation approves the coefficients, however, today there is no such law that would provide for the areas in which the coefficient is established, as well as the size of the coefficient. Therefore, until today, those normative acts that were adopted by state bodies of the subjects of the Russian Federation on the basis of the legislation of the USSR are valid.

Thus, as of 2017, the obligation to calculate the Ural coefficient on the salary of employees remained with the employers of the cities of the Urals (See also the article ⇒ District coefficient of wages 2018 + calculation).

Important! The size of the Ural coefficient depends on the area in which the employee works.

Consider in the table the size of the Ural coefficient depending on the districts and cities:

Ural coefficient and disability benefits

The Ural coefficient must also be calculated for hospital benefits, but there are some exceptions.

The Ural coefficient is calculated only if the calculation of the sick leave is not based on the average earnings of the employee. That is, only in cases where sick leave is issued in fixed amounts. Such payments include a one-time allowance for the birth of a child, or a maternity allowance for those women who were fired during the liquidation of the employer company.

For those sick leave, the calculation of which is based on the employee's salary, they do not need to increase by the district coefficient, since the income that is taken as the basis for the calculation has already been increased by this coefficient.

When the calculation and payment of sick leave occurs depending on the minimum wage, the value of the minimum wage is increased by the Ural coefficient (See also the article ⇒ Minimum wage in 2018. Minimum wage in the regions). In this case, it is assumed that the sick leave is calculated from the salary minimum size, which has not yet been increased by this factor. Accordingly, before the direct calculation of sick leave, the amount of the minimum wage must be increased by the Ural coefficient, according to the place of work of the employee.

If the Ural coefficient is not charged

Not all employees decide to ask a question about the Ural coefficient to their employer. Some due to not having full information, and many out of fear of losing their jobs. The employer, on the other hand, is not always interested in additional staff costs and often ignores his obligation to calculate such a coefficient. In addition, many citizens are convinced that such a coefficient applies only to those workers who work in government organizations, A commercial organizations can charge it at their discretion. However, the workers of the Urals District should not only know their rights, but also demand to observe them.

Important! The Ural coefficient should be calculated not only on the salary, but on the employee's bonus.

Often, the employer indicates in the labor dialect with a note that the Ural coefficient is included in the salary. An employment contract concluded with employees working in areas in which regional coefficients are established (including the Urals) should be separately allocated a salary and a separate coefficient. This requirement is due to the fact that the coefficient is applied to both the employee's bonuses and additional payments, and not just to the salary. And with a record that will contain a salary that includes a coefficient, its accrual, for example, for a bonus is not provided.

If the organization made such a mistake and introduced a clause on the amount of wages, which, among other things, contains the Urals, then it is no longer possible to correct it retroactively. For all components of wages that were paid to employees, it is necessary to accrue and pay the district coefficient.

Important! In the employment contract, the salary and the Ural coefficient must be indicated separately. Otherwise, the employee has the right to demand that the coefficient be calculated on the specified salary.

The legislative framework

According to paragraph 1 of the Law of June 30, 2002 No. 78-FZ "On the monetary allowance of employees of certain federal executive bodies, other payments to these employees and the conditions for the transfer certain categories employees of the federal tax police and customs authorities Russian Federation for other conditions of service (work)”, paragraph 2 of the order of the EMERCOM of Russia dated April 7, 2011 No. 168 “On approval of the Regulations on the monetary allowance of employees of the Federal Fire Service” (hereinafter - Order No. 168), the monetary allowance of employees consists of a salary for the occupied position(Further - official salary), salary for a special rank, which constitute the salary of the monetary content (hereinafter referred to as the salary of the monetary content), from percentage bonuses for length of service, degree and academic title, other additional payments. The provisions of clause 61 of Order No. 168 established that percentage bonuses are paid to the monetary allowance of employees serving in the regions of the Far North, equated areas and other areas with adverse climatic or environmental conditions in the amount and in the manner established by laws and other regulatory legal acts for citizens working and living in the specified areas and localities.
Established by paragraph 47 of Order No. 168, material assistance provided to employees in the amount of two salaries of monetary maintenance per year upon their departure for the next annual leave, refers to additional payments, is commensurate with the salary and, accordingly, the district coefficient is legally applied to it.
Additional material assistance provided by the decision of the head of the institution to the employee on the basis of his reasoned report, in exceptional cases, is paid within the funds allocated for additional payments (clause 48 of Order No. 168), that is, not at the expense of wages.
In paragraph 19 of the order of the Ministry of Labor of the RSFSR dated November 22, 1990 No. 2 “On approval of the Instruction on the procedure for providing social guarantees and compensations to persons working in the regions of the Far North and in areas equated to regions of the Far North, in accordance with the current regulations ”it is indicated that the composition of earnings, on which bonuses are charged, does not include payments by coefficients to wages, a one-time remuneration for length of service, remuneration based on the results of work for the year, payments on average earnings, material assistance, as well as payments that are of a one-time incentive nature and are not determined by the wage system.
Thus, the district coefficient is not applied to the amount of material assistance paid to an employee in exceptional cases.

Now it is necessary to deal with the question of whether the regional coefficient for vacation pay is accrued. In the case of annual or study leave, the situation is similar to the calculation of disability benefits.

District and northern with premiums when calculating the average

Since they are calculated based on the average earnings, the preferential RC has already been accrued and included in the upcoming payment.

Accordingly, the repeated accrual of the district indicator for vacation pay will lead to a violation of the law.

Premium payouts

In regions of the Russian Federation with an unfavorable climate and difficult working conditions, wages are calculated taking into account a special multiplying coefficient (part

2 tbsp. 146, 148, 316 of the Labor Code of the Russian Federation). Some types of premiums are also calculated using a district coefficient. Often such conditions are prescribed in the employment contract concluded between the employer and the employee.

If in internal local acts organization (charter, collective agreement, contract of employment, provision on bonuses) states that the bonus surcharge is included in salary, then the AC is charged to it in any case. This applies to both the quarterly bonus paid every three months and the annual bonus accrued at the end of the year. This rule applies to all regions in which the increasing multiplier operates.

Does the district coefficient apply to the premium

Average payouts

RK is a legally defined value for each region, by which the monthly salary of an employee is multiplied. Is there a regional coefficient for sick leave? Since the calculation of disability benefits is calculated on the basis of the indicator of the actually paid salary, which already includes the increasing multiplier, it is not applied when paying for sick leave.

However, there are a number of situations in which the AC can still be charged additionally:

1. The employee's insurance experience at the time of the sick leave is no more than six months.
2. The average monthly salary of an employee for the previous two years is less than the legally established minimum wage.
3. Wages were not accrued to the employee for two years (due to the absence of labor activity).
4. There was a violation of the prescribed treatment regimen for the employee.
5. The insured event occurred due to the drunken state of the employee.

Now it is necessary to deal with the question of whether the regional coefficient for vacation pay is accrued. In the case of annual or study leave, the situation is similar to the calculation of disability benefits. Since they are calculated based on the average earnings, the preferential RC has already been accrued and included in the upcoming payment. Accordingly, the repeated accrual of the district indicator for vacation pay will lead to a violation of the law.

Premium payouts

In regions of the Russian Federation with an unfavorable climate and difficult working conditions, wages are calculated taking into account a special multiplying factor (part 2 of article 146, 148, 316 of the Labor Code of the Russian Federation). Some types of premiums are also calculated using a district coefficient. Often such conditions are prescribed in the employment contract concluded between the employer and the employee.

The accrual of AC for bonus surcharges primarily depends on the type of premium paid. Many employees are interested in the question of whether the district coefficient is charged for a one-time bonus. One-time bonus payments are not subject to additional accrual to them by the Republic of Kazakhstan, because they are not included in the constant amount of the monthly salary. The same applies to the one-time bonus. The exception is those cases when the employment contract monthly bonus is indicated as mandatory, that is, included in the system of remuneration on an ongoing basis.

If the internal local acts of the organization (charter, collective agreement, labor agreement, provision on bonuses) state that the bonus payment is included in the salary, then the Republic of Kazakhstan is charged on it in any case. This applies to both the quarterly bonus paid every three months and the annual bonus accrued at the end of the year.

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This rule applies to all regions in which the increasing multiplier operates.

Is the regional coefficient for the minimum wage calculated

Indexing of the Republic of Kazakhstan and the minimum monthly wage is regulated by the Ministry of Labor. If an employee is employed in regions with adverse climatic conditions, then his salary must exceed the legally established minimum wage. RK is the percentage by which the monthly wage is multiplied (RF Armed Forces No. 3-B11-31 dated 07.10.2011). That is, the AC is included in the final payment of wages to the employee. Thus, the Republic of Kazakhstan should not be included in the minimum wage, and it is mandatory to accrue an increasing multiplier on the minimum wage.

Incentive payments are one of the types of bonuses. The district coefficient is not charged for all types of premiums. First of all, it depends on what kind of bonus is paid to the employee of the enterprise. This moment is decisive in resolving such situations. Types of bonuses are regulated by an internal local document (agreement, order, order)

Types of awards:

According to Article No. 129 of the Labor Code of the Russian Federation, a one-time bonus as a measure to encourage an employee is mandatory included in the total salary, and must be paid at a time.

One-time payments are not part of the employee's permanent earnings. That is why district coefficients should not be charged on this amount.

This moment is regulated by clause 19 of the Instruction. Approved by this order of the Ministry of Labor of the RSFSR No. 2 of November 22, 1990 (valid at the moment).

ONE-TIME

A one-time bonus is a cash payment made by an employer in favor of its employee for the purpose of encouraging.

The premiums under consideration are not included in the remuneration system in accordance with the current legislation. Therefore, this moment is also regulated by the order of the Ministry of Labor of the RSFSR No. 2 dated November 22, 1990.

According to this order, regional coefficients do not apply to these payments. Regardless of the region in which a particular individual works.

But some employers make a one-time bonus in the employment contract as a mandatory one. On the basis of this, the employee may require the calculation of the district coefficient, since in fact such incentives will be included in the wage system.

QUARTERLY

Quarterly bonus refers to monetary compensation in the form of incentives paid after 3 months of work.

Usually, such moments are reflected in the following documents in as much detail as possible:

bonus regulations;
employment contract;
other internal regulations.

At the same time, it should be remembered that if the very fact of paying a quarterly bonus is reflected in one of the documents indicated above, then this payment is included in the wage system adopted at the enterprise.

Accordingly, the regional coefficient must be applied without fail

If the employer pays this bonus to his employee, but for some reason it is not documented, then the regional coefficient does not apply to it.

BY THE RESULTS OF THE YEAR

A synonym for such a term as a bonus at the end of the year is the expression "thirteenth salary".

The amount of this incentive payment depends on the following important factors:

wages for the entire past year;
length of service in the organization.

Most often, such payments are made at the end of the year, closer to December 31. The premium itself can be paid from the following resources:

labor fund;
financial incentive fund;
social development fund;
otherwise.

Usually, the source of payments is specified directly in the charter of the employer's organization.

But if this rule is followed, then the district coefficient is charged on this premium.

Therefore, in some cases, the employer encourages his employees with such a bonus, but at the same time does not reflect it in the employment contract or other documents of legal significance.

The accrual of the district coefficient on bonuses paid as amounts of material incentives is carried out only in some cases.

The decisive factor is precisely the opinion of the employer himself on this matter - since it is he who draws up the regulations within the organization itself.

At the same time, northern and other allowances are charged only on actual earnings.

According to the letter of the Ministry of Health and Social Development of the Russian Federation No. 169-13 dated February 16, 09, the list of actual earnings includes the following:

wages accrued at tariff rates for already worked working hours;
all kinds of surcharges, as well as allowances;
compensation payments that are directly related to the working conditions of the employee;
awards and rewards.

Today, employees who perform their duties in extremely difficult climatic conditions are entitled to various kinds of bonus factors.

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But at the same time, you should remember a lot of nuances. They are directly related to the accrual of bonuses, wages and other payments.

Moreover, it is necessary to understand this issue not only for the person who pays the bonuses themselves, but also for the employee - this will avoid the likelihood of being deceived and not receiving funds.

What you need to know

Each employee should, if possible, analyze in as much detail as possible all the most important points regarding the calculation and payment of wages.

This will avoid conflict situations and many other troubles at work.

According to the Labor Code, when calculating wages for work in difficult climatic or other conditions, a multiplying coefficient must be used without fail.

Moreover, it is applied in some cases not only in relation to wages, but also to various bonuses received by the employee.

To understand the legislation governing this issue, you need to familiarize yourself with the following issues:

• basic concepts;
• types of bonuses;
• the legislative framework.

Basic concepts

To simplify the understanding of the legislation in force in relation to multiplying coefficients, it is worth familiarizing yourself with the following basic concepts:

• premium;
• increasing factor;
• harmful/dangerous working conditions.

In labor law, a bonus is understood as some kind of monetary incentive for the successful completion of a complex and important task.

At the same time, the bonus can also act as a stimulating factor for a more responsible attitude to work.

There are many different types of premiums, but not all need to apply a special coefficient.

The term multiplying coefficient is understood as a certain amount of wages, below which the employer does not have the right to pay wages to his employee.

This moment is regulated as well. The indicated sections of the legislation provide the most accurate information regarding this term.

Increasing coefficients should be applied in cases where the working conditions of workers were found to be harmful.

At the same time, in order to figure out exactly which working conditions are unfavorable, one should refer to

Another document disclosing this issue, which has undeniable legal force, is.

At the same time, the very fact of the presence of harmful conditions must necessarily be displayed in.

Types of bonuses

Bonuses at any enterprise can be divided into the following main categories:

• regular bonuses;
• one-time bonuses;
• quarterly;
• at the end of the year.

Regular payments are understood as payments, the very fact of the implementation of which is indicated in the previously concluded employment contract.

At the same time, the factors themselves that affect the possibility of making these payments must also be indicated without fail in between the employee and the employer.

Each case of payment of the premium itself is purely individual, which is why in order to avoid the emergence of various controversial issues, it is necessary to study the legislative framework well.

Often they pay bonuses for a particularly important task. Moreover, they can be anything, but carrying any serious benefit to the employer.

The legislative framework

The legal framework that must be studied and implemented includes the following:

• - incentives for work;
• - the procedure for unified reporting, there is a sample order for employee bonuses;
• (as amended on December 31, 2014) - on state guarantees for persons living and working in the Far North, as well as regions equated to it;

When forming the premium, as well as its subsequent payment, it is imperative to be guided by the above legal acts.

This will avoid the occurrence of various kinds of conflicts with employees. At the same time, it should be remembered that a bonus not stipulated in the employment contract is always paid only at the discretion and at the discretion of the employer. This moment is especially important to know.

Do I need to calculate the regional coefficient for the premium

District coefficients are some numbers by which the employee's monthly income must be multiplied.

At the same time, it should be remembered that the difference in the value of regional coefficients in different regions is quite significant. In some individual cases, it can even reach a double size.

Today, the value of the coefficients of the type under consideration is established by Government Decree No. 216 of April 17, 2006.

It establishes the following sizes of district coefficients for individual regions:

There are also a fairly large number of regions where the regional coefficient is also more than 1 - Altai Territory, the Republic of Tuva and many others.

It is necessary to remember the importance of applying this multiplying factor in relation to wages and other payments to the employee from the employer.

In most cases, this point is covered in an agreement drawn up between the employee and his employer. At the same time, the answer to the question of whether the regional coefficient is charged for the bonus for the holiday is ambiguous.

First of all, it depends on what kind of bonus is paid to the employee of the enterprise. This moment is decisive in resolving such situations.

one-time

According to, a one-time bonus as a measure to encourage an employee is mandatory included in the total salary, and must be paid at a time.

It is very important to remember that one-time payments are not part of the employee's permanent earnings. That is why district coefficients should not be charged on this amount.

This moment is regulated by clause 19 of the Instruction. This is approved (currently valid).

One-time

A one-time bonus is a cash payment made by an employer in favor of its employee for the purpose of encouraging.

The premiums under consideration are not included in the remuneration system in accordance with the current legislation. Therefore, this moment is also regulated by the order of the Ministry of Labor of the RSFSR No. 2 dated November 22, 1990.

According to this order, regional coefficients do not apply to these payments. Regardless of the region in which a particular individual works.

But some employers make a one-time bonus in the employment contract as a mandatory one. On the basis of this, the employee may require the calculation of the district coefficient, since in fact such incentives will be included in the wage system.

quarterly

Quarterly bonus refers to monetary compensation in the form of incentives paid after 3 months of work.

Usually, such moments are reflected in the following documents in as much detail as possible:

• employment contract;
• other internal regulations.

At the same time, it should be remembered that if the very fact of paying a quarterly bonus is reflected in one of the documents indicated above, then this payment is included in the wage system adopted at the enterprise.

Accordingly, the regional coefficient must be applied without fail in this case.

If the employer pays this bonus to his employee, but for some reason it is not documented, then the regional coefficient does not apply to it.

At the end of the year

A synonym for such a term as a bonus at the end of the year is a slang expression called "the thirteenth salary."

The amount of this incentive payment depends on the following important factors:

• wages for the entire past year;
• length of service in the organization.

Most often, such payments are made at the end of the year, closer to December 31. The premium itself can be paid from the following resources:

• labor fund;
• financial incentive fund;
• social development fund;
• otherwise.

Usually, the source of payments is specified directly in the charter of the employer's organization.

But if this rule is followed, then it will be mandatory to accrue a district coefficient for this bonus - if labor activity is carried out in the corresponding region.

Regulations on bonuses transport company bonuses are provided for accounting employees in the form of 25% of the salary when certain indicators are met. These premiums are also subject to the district coefficient and the northern allowance. Managers who work with clients are paid bonuses in addition to their salary, which are calculated as 5% of the difference between the purchase and sale prices of the service (i.e. they receive 5% of the net profit from the transaction). Question: is the organization obliged to accrue the district coefficient and the northern allowance for bonuses to account managers for whom the bonus is calculated not from salary, but from profit from the transaction?

Answer

Yes, it is required, the district coefficient applies to all bonuses that are payment for performance. The payment of bonuses for sales are directly related to the employee's work, respectively, they should be charged with a district coefficient. More details below

Is it necessary to increase the bonus by the district coefficient for an employee working in the Far North (or areas equivalent to it)

The answer to this question depends on the type of bonus that is paid to the employee (production or non-production).

If an employee is paid a production bonus, then it must be increased by the district coefficient. It is explained like this. Prizes provided for internal documents organizations and paid for labor indicators, form in the organization (). And the district coefficient increases the actual earnings of the employee (, clarification, approved). Accordingly, the organization is obliged to apply the coefficient to the bonuses provided for by the remuneration system (