Is it possible to enter an incomplete rate in the staffing table. For example, 0.5 rates for the position-manager.
Answer
Answer to the question:
Yes, you can.
The employer has the right to determine the structure and number of employees of the organization independently, taking into account the characteristics of the activities and needs of the organization. For clearance headcount the organization uses a staffing table.
If the employer establishes incomplete staff positions for the position, then he can indicate the number of staff positions in the appropriate shares in the staff list. For example, 0.25; 0.5; 1.75, etc. (section 2 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1). This situation is possible if the employee works part-time or part-time. In such cases, his work is paid in proportion to the hours worked (Article 93 of the Labor Code of the Russian Federation). And the number of hours that an employee must work is proportional to the size of the rate that he takes. For example, if an employee works two days a week, 8 hours a day, with a standard work duration of 40 hours a week and 8 hours a day, his rate will be 0.4 - 16 hours of work divided by the weekly rate of 40 hours. Similarly, 0.25 is calculated; 0.5; 0.75; 0.8 rates, etc.
At the same time, in the general case, the legislation does not establish any restrictions on the breakdown of one rate into parts (Articles 93, 284 of the Labor Code of the Russian Federation). An exception is provided only for part-time workers, they can take up to 0.5 rates.
Thus, the employer, based on the needs of the organization, can independently decide to introduce him 1 rate or 0.5 rates in the staffing table. If the organization plans to accept a part-time job for 0.5 rates and not accept anyone else in this position for the rest of the rate, then only 0.5 rates for this position can be entered into the staffing table.
Details in the materials of the System Personnel:
- Situation: How to fill out the staffing form
Tip: to protect yourself from the claims of the inspectors, do not install in the staffing table different salaries for the same positions.
Same means same official duties. At the same time, it is necessary to observe the principle of equal pay for work of equal value (Article 22 and Part 2 of Article 132 of the Labor Code of the Russian Federation). in employment contracts and job descriptions employees can be assigned different levels of work, different rights and obligations, different levels of responsibility. However, it is better to name the positions differently, using the words “senior”, “junior”, “leader”, etc.
Question:
How to correctly reflect the number of staff positions in the staffing table if the organization has five employees in one position, registered at 0.2 rates (you need to specify one staff unit or five)? What is the difference between part time and part time?
Answer:
If an organization has five people working in one position, each for 0.2 of its part, one staff unit should be indicated in the staffing table.
incomplete work time- part of the working hours; the common name "partial rate" means an incomplete staff unit established by the staffing table or an employment contract with an employee (usually a part-time job).
Rationale:
The structure, staffing and number of employees of the organization, indicating the amount of wages depending on the position held, are contained in normative document organizations - staffing. It reflects the existing or prospective division of labor between employees, as described in job descriptions; is the basis for personnel cost planning.
Established unit - a unit from the list of positions in the staffing table, corresponding to one workplace.
The number of staff units in an organization is determined by its needs for specific types of work, the urgency of their implementation, economic feasibility, etc. Therefore, it is quite possible that the organization does not need a full-time staff, but there is a need for an incomplete one.
Labor legislation does not prohibit organizations from introducing an incomplete staff unit into the staffing table.
By-law - Instructions for the application and filling out forms of primary accounting documentation for accounting for labor and its payment (approved by the Decree of the State Statistics Committee of Russia dated 01/05/2004 N 1 simultaneously with unified forms of such documentation) are directly established when describing the form of the staffing table N T-3: "when filling in column 4, the number of staff units for the relevant positions (professions), which provide for the content of an incomplete staff unit, taking into account the peculiarities of part-time work in accordance with applicable law Russian Federation, is indicated in the appropriate proportions, for example 0.25; 0.5; 2.75, etc."
From this we can conclude that an incomplete staff unit is not the number of employees in one position (which cannot be fractional), but the required amount of work for it.
Sometimes an incomplete staff unit is called an “incomplete rate”, which does not seem to be entirely true, since this concept is not contained in labor legislation. However, this term refers to part-time work with pay in proportion to hours worked.
That is, part-time work assumes that the employee works part-time: spends less than the normal set time on its implementation (no more than 40 hours a week - h.
2 tbsp. 91 of the Labor Code of the Russian Federation). In this case, payment is made in accordance with Art.
2 tbsp. 93 of the Labor Code of the Russian Federation in proportion to the hours worked or depending on the amount of work performed by the employee.
However, it is impossible to confuse the concepts of “part-time position” (everyone is “part-time”) and “part-time work”: there is no part-time position without part-time work, but on the contrary, it often happens (possible cases of establishing such a regime are listed in part 1 article 93 of the Labor Code of the Russian Federation).
The information is provided by the legal reference system "ConsultantPlus".
HR Director of Belaya Dacha Group of Companies
For more than two years now, a single form has been used in Russia full-timeschedules. Prior to the entry into force of the Decree of the State Statistics Committee of Russia dated April 6, 2001 No. 26, each organization compiled this local normative act in my own way. Until 2001, a legal act at the federal level, which would establish the form and procedure compilingfull-timeschedules for all organizations without exception, did not exist. For a long time, the obligation full-timeschedules, especially for small and medium-sized companies, was generally questioned.
In April 2001, personnel officers finally received an official answer to the question of what should be regularschedule. And with acceptance Laborcode RF doubts about the binding nature of this document for the organization have disappeared completely.
Let's try together to figure out how to composeregularschedule and work with him.
What is meant by "staff" and "staffing"?
State- this is the composition of the organization's employees, determined by management for a certain period.
Different sources give different definitions to the concept of "staffing", but, in principle, their essence boils down to the following: staffing- This is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and salaries. Also, the staffing table 1 reflects the amount of allowances and additional payments that exist in this organization, in relation to specific positions.
Who should draw up the SR and make changes to it?
There is still no clarity on this issue. IN different organizations staffing functions are performed by different structural divisions. Giving responsibility for the formation of the staffing table to the employees of any structural unit, management often starts from the size of the organization.
Column 9 of the staffing table when working at 0.5 rates
Today in Russia there are both large organizations with more than 500 employees, and small enterprises, the number of which does not exceed 50 employees. There are also entrepreneurs without education legal entity who work wage-earners. Because most small businesses and individual entrepreneurs there are no personnel departments, no departments of organization and remuneration, then accounting staff, managers or the entrepreneurs themselves are engaged in compiling the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or a personnel service and, accordingly, the functions of compiling and amending the staffing table are transferred to them (but it is not uncommon for accounting staff to draw up and change the staffing table).
IN large companies, having in its composition both personnel departments or personnel services, and departments of organization and remuneration, the named divisions are engaged in the development of the staffing table.
It should be noted that the formation of the staffing table is a rather complicated process, consisting of several stages and requiring the involvement of not only personnel service specialists, but also economists.
Where does the compilation of the SR begin?
Before proceeding with the preparation of the staffing table, it is necessary to determine the organizational structure of the enterprise. Organizational structure is a schematic representation structural divisions. This document reflects all departments of the organization, the order of their subordination is schematically drawn. IN organizational structure it is also possible to reflect both vertical and horizontal links between departments.
It is problematic to clearly indicate where the line of responsibility for compiling the staffing table lies, but we will try to distinguish between some stages of compiling the SHR, and at the same time fill out a unified form No. T-3.
How to start filling out a unified form?
Filling out the unified form T-3 " staffing» should begin with the name of the organization - it must be indicated exactly as the name appears in founding documents. In the case when the organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and disputes, it is desirable to fix the rules for filling in the details in the local regulatory act on documentation and workflow (regulations, instructions).
Next is the document number. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example, “shr”).
The date of the document is entered in a specially designated column in the form "dd.mm.yyyy." The date of the staffing table does not always coincide with the time when it began to operate, therefore, in a unified form, the column “Staffing for“ ____ ”_______ 20 years is provided, i.e. on a specific date from which the staffing table comes into effect.
Decree of the State Statistics Committee of Russia, which introduced unified form No. T-3, provision is made for the approval of the staffing table by order of the head of the organization. To do this, the date and number of the order, the number of staff units and the monthly payroll are entered in a separate column.
What is the name of the structural unit?
The first column of the unified form is called "Name of the structural unit". If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, apart from the requirements for terminology and generally accepted concepts and definitions (it is undesirable to call structural divisions with obscure foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement (for example, medical and educational institutions, enterprises, which include production with harmful working conditions). Therefore, the task of correctly reflecting the names of structural divisions in the staffing table falls on the personnel department or the department of organization and remuneration. To facilitate work in this direction, there are industry classifiers of hazardous industries or a nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, jobs, professions, positions and indicators in underground work, in work with especially harmful and especially difficult working conditions, employment in which gives the right to an old-age pension on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to an old-age pension ( old age) on preferential terms.
The names of the departments are indicated by groups:
- guidance or administrative part(such divisions include the directorate, accounting, personnel department, etc.);
- production departments;
- support or service departments.
As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is enterprises whose main business is trade. In such firms there are no production departments, but there are sales departments or commercial departments, which are closely related to logistics units (the latter in this case are serving).
Auxiliary units usually include the supply department, repair services, etc.
What is a “structural unit code”?
The code of the structural unit usually indicates the place of the structural unit in the hierarchical structure of the organization. It is also assigned for the convenience of document management (this is especially true large enterprises). By coding, the place of smaller units in the structure of large ones is indicated. For example, departments have departments, departments have divisions, and departments have groups. If the department is indicated by the digital code 01, then the department within the department, respectively, will be numbered 01.01. In the same way, departments and groups are designated.
How to fill in the column "Profession (position)"?
This column is filled in in strict accordance with the tariff and qualification reference books and the All-Russian classifier of positions of employees and professions of workers.
The sequence of filling in this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, the positions of the head of the structural unit, his deputies are located first, then the leading and chief specialists, then the positions of the performers. If the structural unit has both engineering and technical personnel and workers, it is necessary to allocate first engineers, then workers.
What is a "staff unit"?
Established unit- This is an official or work unit provided for by the staffing of the enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher organizations. Number of staff units commercial enterprise is determined by its needs in certain types of work, the degree of urgency of their implementation and economic feasibility.
How to set salary (tariff rate)?
Under salary (tariff rate) in accordance with Article 129 of the Labor Code of the Russian Federation, a fixed amount of remuneration for an employee for fulfilling a labor standard (labor duties) of a certain complexity (qualification) per unit of time is understood.
Tariff rates are a tool for rating the remuneration of an employee in organizations financed from the federal budget in accordance with the Unified tariff scale. Commercial organizations set salaries based on their financial capabilities.
It should be noted here that the amount of salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legally established minimum size wages. It should also be taken into account that the amount of the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions that deviate from normal, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.
When setting salaries or tariff rates it must be remembered that only the size of the salary or tariff rate can be reflected in the staffing table, therefore it is completely impossible to take into account the wage fund. This is due to the fact that enterprises shift schedule work, the remuneration of workers who receive an official salary increases by the amount of additional payments for night work, and the labor of workers whose wages are calculated from the size of the tariff rate is paid depending on the number of hours worked in a particular month and varies. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.
For workers whose work is paid according to the piecework system, the SR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, are calculated according to certain methods.
When setting a salary, one should be guided by the requirements contained in the acts of labor legislation, as well as local regulations - the Regulation on remuneration in the organization, the Regulation on bonuses and others.
What are "surcharges and surcharges"?
In the unified form No. T-3, there are several columns, united by the common name "Surcharge". The current Labor Code of the Russian Federation does not contain clear definitions of the concepts of "surcharges" and "surcharges".
Based on generally accepted principles, one can define surcharges as payments accrued to employees in addition to salaries (tariff rates) for special working conditions or working hours. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. specific size additional payments are established by the employer, taking into account the opinion representative body employees either by a collective agreement or stipulated in an employment contract. At present, in many budget organizations there are sectoral normative legal documents that regulate the size of the increase in the wages of workers in the sector.
Salary supplements- these are incentive payments in excess of the established official salary, which stimulate employees to achieve higher performance indicators, increase professional excellence and labor productivity. As a rule, allowances are established based on the results of the attestation of employees by the decision of the qualification or attestation commission.
Until the introduction at the legislative level of definitions for the concepts of "surcharge" and "surcharge" to distinguish or systematize this species payments are difficult. The main thing to consider when forming the staffing table is the two main forms of payment of allowances and surcharges. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the salary (rate), the size of the allowance (surcharge) automatically changes. The second form of payment is a surcharge or surcharge, established in the form fixed amount. Such a payment may remain constant even if the amount of salary (rate) changes, unless otherwise provided by the collective agreement, labor contract or local regulatory act. When establishing surcharges or allowances in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (surcharge) is established.
One of the most frequently asked questions is how to make sure that employees holding the same positions receive a salary corresponding to their level of qualification, while respecting the principles of equality laid down in the Labor Code of the Russian Federation? This task can have different solutions - it all depends on the professionalism of the management team. When looking for your own solution, you need to evaluate existing system wages in the enterprise. But, basically, this problem is solved by establishing a "standard" salary for all employees working in a given position or profession, and remuneration of more qualified workers is made by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the allowance is established for the next period.
What is a "monthly payroll"?
Monthly payroll are the total cash, which are provided for by the staffing table and the payment system in force at the enterprise, for payment to employees.
When are changes made to the SR?
Changes to the staffing table are made when the number or staff of employees is reduced.
When the number is reduced, individual units are excluded, and when the staff is reduced, individual units are excluded. At the same time, employees replacing positions being reduced or working in professions being reduced are subject to dismissal in accordance with the relevant articles of the Labor Code of the Russian Federation.
Is it possible to make changes to the unified form No. T-3?
As stated in the resolution of the Goskomstat of Russia dated March 24, 1999 “On approval of the procedure for the use of unified forms of primary accounting documentation”, if necessary, the organization can enter additional details into unified forms of primary accounting documentation (except for forms for accounting for cash transactions) approved by the Goskomstat of Russia. At the same time, all the details of the approved forms remain unchanged (including the code, form number, document name); removal of individual details from unified forms is not allowed.
Changes to be made must be formalized by the relevant organizational and administrative document of the company.
The formats of forms indicated in the albums of unified forms of primary accounting documentation are recommended and may change.
When manufacturing blank products based on unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the significance of indicators, including additional lines (including free ones) and loose sheets for ease of placement and processing of the necessary information.
Companions on staffing
The staff unit is understood as the official unit established by the staffing of the enterprise. According to article 284 of the labor code, a part-time worker can work no more than 16 hours a week. If your company has a pay day on the 1st or 2nd, you will have to pay your April salary ahead of schedule on April 28th.
Can there be half of the position when drawing up a part-time employment contract, it may well be occupied by two people. They allow you to be recognized and receive information about your user experience. Why are Internet forums full of discussions about how to fill it out? Yes, and readers often turn to our editorial office with a similar question. It is preferable that all allowances have a single equivalent (monetary, percentage or coefficients), but this is not always possible, so a mixed option is acceptable.
We are also looking for:
therefore, the staffing table is approved by order of the manager of the organization, and an extract from the approved staffing table or a copy of it is provided to the flioal. When filling out column 4, the number of staff units for suitable positions (professions). And in the staffing table, how much to indicate the salary for Ch.
There must be or not part-time workers in the staffing table. The staff list indicates all the units in which people work. First, let's explain where the tradition came from to include not a whole staff unit, but part of it.
Staffing solve emergency situations magazine
The staff list should indicate all the positions and professions necessary for the normal operation of the enterprise, including those occupied by part-time workers, as well as vacant positions.
Incomplete staff unit
In column 1 of the staffing table, indicate the names of the structural units (sample below).
Staffing we create our own magazine
it is convenient to fill in this column in a hierarchical order. The unified form of the staffing table t-3 was approved by the resolution of the State Statistics Committee of the Russian Federation from the city of Moscow.
Part-time employment contract - personnel business
So, should there be or not part-time employees in the staffing table? When calculating the sick leave in social insurance, they said that in order to calculate the average sick leave, in this case, wages must be taken from the staff list, in the period before the sick leave.
staffing standard. Please note that you cannot draw up separate staffing tables for fleaals and representative offices!
The staff list is a list of positions in an enterprise with. In the staff, be sure to indicate the structural unit? The unified form of the staffing table t-3 is approved. written down federal service on supervision in the field of communications, information technologies and mass communications (Roskomnadzor) registration certificate and the website uses cookies.
- Total wages Accounting for tickets in accounting
Answer to the question:
1. The salary must be indicated in full (as in column 5 of the staffing table), but with the reservation of proportional payment, which is expressly indicated in Art. 93 of the Labor Code of the Russian Federation. According to Art. 68 of the Labor Code of the Russian Federation, the order must fully comply with the employment contract. Accordingly, in the order, the salary must be indicated in full size.
If 0.5 or 0.1 positions are enough for you, you should indicate in the staffing table as follows:
Unified form No. T-3
Approved by resolution
Goskomstat of Russia
dated January 5, 2004 No. 1
| Code | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| OKUD form | 0301017 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| "Alpha" | according to OKPO | 00000000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| name of company | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Number document |
date compiling |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| REGULAR SCHEDULE | 15 | 29.08.2014 | APPROVED | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Order of the organization dated | « | 29 | » | august | 20 | 14 | No. | 90 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| for a period of | 1 year | With | « | 1 | » | September | 20 | 14 | G. | State in quantity | 28 | units | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Structural subdivision | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Name | Code | Job title (speciality, profession), rank, class (category) qualifications |
Quantity staff units |
Tariff rate (salary) And etc., rub. |
Allowances, rub. | Total, rub. ((gr. 5 + gr. 6 + gr. 7 + gr. 8) × gr. 4) |
Note | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| academic degree | working mode | responsibility | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Administration | 01 | Director | 1 | 60 000 | 5000 | 2000 | 3000 | 70 000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Administration | 01 | Technical Director | 0,5 | 40 000 | – | – | 20 000 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| … | … | … | … | … | … | … | … | … | … | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Department ______ | 05 | Technician-programmer | 0,1 | 7000 | 800 | 780 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Department_________ | 09 | Cleaner | 3 | 7800 | - | - | - | 23 400 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Total | 28 | X | X | X | X | 367 000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Head of Human Resources | Head of Human Resources | E.E. Gromov | ||||
| Job title | personal signature | full name | ||||
| Chief Accountant | A.S. Glebova | |||||
| personal signature | full name | |||||
If, hiring a part-time worker or just working part time You in column 5 will reduce the salary to 20,000 rubles (example with technical director), then the proportion will need to be calculated from the salary of 20,000 rubles, and for 0.5 rates he will receive only 10,000 rubles
If the full duration of the working day for the position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the work regime of an employee in your situation obviously differs from the general regime in the organization, and therefore it must be described in the employee's employment contract. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation. You still have to determine the work mode of the employee.
The employee’s remuneration in both the employment contract and the order should be reflected as follows: indicate the full salary (as in column 5 of the staffing table) for the position and the clause that remuneration is made in proportion to the time actually worked, and if necessary, indicate in brackets (0.5 or 0.1 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.
If we hire an employee for this position (0.5 units), then we take into account the following features of admission:
Employment contract and order :
When hiring, the parties have the right to agree on the establishment of part-time work for the employee. Part-time work is a special case of part-time work. Thus, both the part-time employee and the main employee can work part-time.
Consider an example when you are ready to accept an employee at 0.5 rates:
In this case, you set the employee part-time when hiring. Working at 0.5 rates actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours a day. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). An employee can also have an individual schedule, in which he will have different working days in different weeks or different beginning and end of the working day on different days. In the time sheet, you reflect the time actually worked by the employee, including a fractional number.
Generally employment contract will be the same, except for 2 points.
1. It is necessary to describe the work mode of the employee, for example: “ ».
In accordance with Federal Law No. 125-FZ of June 18, 2017 “On Amending the Labor Code of the Russian Federation” does not need to establish a break for rest and meals with such a short working day (4 hours or less).
2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 40,000 rubles.(forty thousand rubles 00 kopecks). Wage charged depending on hours worked". You can also specify the share of the rate: “The employee is set monthly salary of 40,000 rubles. (forty thousand rubles 00 kopecks). Salary is calculated based on hours worked (0.5 rate)»
The order for employment must comply with the text of the employment contract (Article 68 of the Labor Code of the Russian Federation)
This is what the job application will look like:
| date | |||||
| Recruit | With | 06.02.2015 | |||
| By | _ | ||||
| Personnel Number | |||||
| Ivanova Elena Vasilievna | 18 | ||||
| Full Name | |||||
| IN | Accounting | ||||
| structural subdivision | |||||
| JOB TITLE | |||||
| position (specialty, profession), category, class (category) of qualification | |||||
| Constantly, The employee is assigned part-time work based on a 20-hour working week: part-time work 4 hours a day from 09:00 to 13:00. With a five-day working week with two days off - Saturday and Sunday. There is no break for rest and meals
.
with payment in proportion to hours worked (0.5 rate)
The share of the bet can be omitted |
|||||
| conditions of employment, nature of work | |||||
| with a tariff rate (salary) | 40 000 | rub. | 00 | cop. | |||||||||
| in numbers | |||||||||||||
| allowance | - | rub. | – | cop. | |||||||||
| in numbers | |||||||||||||
| with a trial period | 3 months Specify if it is stipulated by the employment contract |
month(s) | |||||||||||
| Base: | |||||||||||||
| Employment contract dated | « | 6 | » | February | 20 | 15 | Of the year | № | 35-TD | ||||
Details in the materials of the System Personnel:
1. Situation: How to reflect the salary in the employment contract if the employee works part-time
The salary in the employment contract must be reflected in full.
The official salary should be understood as a fixed amount of remuneration of an employee for the performance of labor duties of a certain complexity for a calendar month, excluding compensatory, incentive and social benefits( ). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire standard of working time established for this category of employees (.
Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and paid in part upon actual working. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.
Nina Kovyazina, Deputy Director of the Department of Medical Education and personnel policy in health care of the Ministry of Health of Russia
With respect and wishes for comfortable work, Tatyana Kozlova,
Expert Systems Personnel
Number of units in the staffing table
The staffing table is a document that reflects basic information about the company's personnel:
- how many and what positions exist;
- what are the salaries and wages.
In Art. 15, 57 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), the labor function of the employee is linked to the staffing table. It is defined as activity according to the position in accordance with the schedule. The official unit provided for by the staffing table is the unit of the state.
Recommended unified form of staffing T-3, approved. Decree of the State Statistics Committee of the Russian Federation "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" dated 05.01.2004 No. 1, provides for the column "Number of staff units".
According to the resolution, taking into account the possibility of part-time work, when filling in the number of units in the staff list, incomplete staff units are also indicated: 0.25; 0.5; 2.75 etc.
In this regard, staff units are not the number of employees, which cannot be fractional, but the amount of work in this position.
IMPORTANT! Rostrud notes that part-time workers who perform part-time work have all the guarantees for wages established by labor legislation. In particular, they must also be paid wages twice a month (letter No. 3528-6-1 dated November 30, 2009).
Reduction of a unit in the staffing table
When considering the reduction of a unit in the staffing table, it is important to distinguish between the concepts of downsizing and downsizing:
- downsizing - a decrease in the number of employees in one position (it was 5, it became 3);
- downsizing (units in the staffing table) - the exclusion of a position or unit from the staffing table (for example, the exclusion of the position "inspector" assumes that the organization will not have employees for this unit at all).
This distinction is supported judicial practice(appellate ruling of the Sakhalin Regional Court dated January 13, 2015 in case No. 33-64/2015).
At the same time, when reducing workers, the reality of the reduction (both in number and staff) must be confirmed by making changes to the staffing table. Failure to comply with this condition is the basis for the reinstatement of the employee at work (cassation ruling of the Astrakhan Regional Court dated June 29, 2011 in case No. 33-1983/2011).
The employer determines the economic feasibility of reducing the unit on his own. The arguments of the laid-off workers that the reduction had no rational explanation are subject to rejection (appeal ruling of the Sverdlovsk Regional Court of 06/01/2016 in case No. 33-9664/2016).
IMPORTANT! According to Art. 75 of the Labor Code of the Russian Federation, when changing the owner of the company's property, it is possible to reduce the number or staff only after the state registration of the change of ownership.
So, the number of units in the staffing table is an indicator of the amount of work performed for each position indicated in it. Based on the foregoing, the number of units is not the number of employees and can be determined by fractional indicators, such as 0.25; 0.5; 2.75 etc.
The reduction in staff may be due to both a reduction in the number of employees and a reduction in staff. Downsizing refers to a change in the number of employees performing the corresponding labor function, and downsizing is the complete exclusion of a position or even a structural unit from the staff list.
Staffing: we solve emergency situations Private enterprises proceed from financial possibilities, but not below the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc. Important The data are indicated in rubles. Section 6-8 “Increases and Surcharges” Contains data on incentive payments, compensations (bonuses, surcharges) established by the legislation of the Russian Federation (“Northern”, for an academic degree) and introduced at the discretion of the organization (related to working conditions).
In the order on approval of the staffing table, which salary should be indicated for 05 rates
For unification, the Decree of the State Statistics Service approved the T-3 form. The staffing form T-3 At enterprises, it is used to register the number of employees, their composition and structure. How to draw up the staffing table correctly In column 5 "Tariff rate (salary)" of the staffing table, the monthly salary is indicated in ruble terms at the tariff rate (salary), depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective contracts, employment contracts, agreements and local acts organizations.
In column 9 "Total per month" of the staffing table, an amount equal to the product of column 4 and column 5 is indicated, which determines the amount of the employee's salary, taking into account working hours.
Staffing: we solve emergency situations
In particular, this applies to changes in the employment contract for reasons related to: Changes in organizational or technological working conditions Changes in the employment contract for reasons related to changes in organizational or technological working conditions include, for example:
- changes in equipment and production technology (for example, the introduction of new equipment, which led to a decrease in the workload of an employee);
- structural reorganization of production (for example, the exclusion of any stage of the production process);
- other changes in organizational or technological working conditions that led to a decrease in the employee's workload.
At the same time, it is forbidden to change the labor function of an employee. This is stated in part 1 of article 74 of the Labor Code of the Russian Federation.
How to reflect correctly in the staffing table 0.5 salary?
For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise. Allowances are set as a percentage of salary. Payments are a fixed payment. Section 9 "Total" Columns 5 - 8 are summarized. All expenses during the month are indicated. Section 10 "Note" The column is amended, clarified according to the staffing table.
Attention
How to reflect correctly in the staffing table 0.5 salary? The work of each enterprise is based on the basis of legislative acts different levels subordination. A large role in the life of any organization is played by local documents, adopted and published for the enterprise itself. The features and design features of this important document are disclosed below. What is this document? Staffing is a normative act of a local nature.
Based on the Charter of the enterprise.
How to draw up a staffing table
Changing the terms of the employment contract determined by the parties is possible for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation) (for more details, see additional materials). If there are such reasons, the algorithm of the employer's actions will be as follows: 1. An appropriate order is being prepared on the upcoming changes in free form, which may look like this: "Alfa" TIN 7708123456, KPP 770801001, OKPO 98756423 full name of the organization ORDER No.
How to indicate the salary of an employee accepted according to the staffing table at 0.5 rates?
Important
About upcoming changes related to changes in organizational or technological working conditions, as well as about the reasons that necessitated such changes, the organization is obliged to notify the employee against signature. This must be done no later than two months before the introduction of such changes. This is stated in part 2 of article 74 of the Labor Code of the Russian Federation.
If the employee agrees with the upcoming changes, it is necessary to draw up an additional agreement to the employment contract (Article 72 of the Labor Code of the Russian Federation). If the employee does not agree to work in the new conditions, then the organization is obliged to offer him another job, including a lower and lower paid one, if the organization has suitable vacancies. You only need to offer the employee vacancies that the employer has in the area.
Order to change the staffing table
For example, in column 4 the number of staff units is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (20,000 rubles x 0.5). 2.Question: If an employee quits and a new one comes, we want to give the employee comfort, according to the employee's expectations, it is more than what we have on staff. What should I write in the subject of the order to change the staff? In connection with higher qualifications, establish a salary for a position ... .. such and such? Or I can just change the salary without writing anything, because is the rate free? A change in the size of salaries in the staffing table entails a change in the terms of labor contracts on remuneration. This follows from the analysis of the provisions of par. 5 hours 2 tbsp. 57 of the Labor Code of the Russian Federation and par.
3 of the section "Staffing" of the Instructions for the application and filling out the forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1.
Staffing: how to arrange it according to all the rules in 2018
Info
There are documents that are mandatory, and there are those that are created out of necessity. To the question “Is the SR a mandatory document?” it is impossible to give a definite answer. All because labor Code does not imply the mandatory presence of SHR at the enterprise.
But if we consider this issue based on the requirements of Roskomstat, then it turns out that this document is necessary, because. it is the primary documentation for accounting for wage payments. Although there are no clear norms in the legislation, most organizations maintain this type of documentation. After all, the main part of state inspections begins precisely with the study of the SHR.
In fact, the presence of this document makes life easier not only for inspectors, but also for managers, HR and accounting departments.
Staffing in questions and answers
The staffing table (SHR or colloquially - "staff") contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved the unified form No. T-3, which is installed in all software products on personnel records and, as a rule, is used by organizations and entrepreneurs. Form T-3 for staffing Please note that for non-governmental organizations it is not mandatory for use.
The Federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.
Time-bonus remuneration system Under the time-bonus system, a bonus is provided for the rate (hourly, daily) or salary. Its size can be set in a fixed amount or as a percentage of the rate (salary). The bonus is paid if the employee has fulfilled (or exceeded) the production task.
The procedure for calculating wages in this case is the same as with a simple time-based system. However, in addition to the salary, the employee will need to accrue a bonus. Worked out incomplete month(161.51262) If an employee who has a monthly salary has not worked the whole month, calculate his salary using the formula: Salary = Employee salary: Number of working days in a month × Number of days worked Use the above formula to calculate the salary of an employee who during the month they increase pay (for example, official salary).
It is required to issue a transfer of an employee (or several employees) to new position. The change of name will entail the introduction of amendments and additions to the employment contract, in work book and employee ID card. Thus, such innovations not only require notification, but also the consent of employees.
In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, not missing the mandatory notification of the employee two months before the adjustments. You can use this sample order to change the staffing table. Download Adjustment of wages or tariff rates This is a change in the terms of wages agreed in the employment contract.
Therefore, it requires mandatory agreement with the employee, even if the salary increases. In case of refusal of the employee, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation.
