Wage. Types, forms, factors affecting wages. What determines the size of wages Wages at least

Do I need to indicate the desired size in the resume wages? Applicants always have concerns about this. Our expert Marina Khadina , head of career services at HeadHunter, will dispel all doubts.

Almost every applicant, publishing his resume, thinks in one of the following ways:

- If I write as much as there is, then I will not be offered any more.

- If I write a lot, I will not be in demand.

- If I write a little, I will be inundated with calls with inexpensive offers, and some will underestimate me as a professional.

However, HeadHunter statistics show that if there are no salary expectations in the resume, then the number of invitations decreases. This is due to the fact that the employer tends to minimize the time for selection: he first of all invites those whose resume provides comprehensive information - how about professional level and salary expectations. And only then begins to consider other candidates.

What should be done on the basis of the above?

First, you must definitely decide for yourself which salary to indicate. Second, prepare carefully for your salary negotiations.

It is most convenient to indicate in the resume the income that was in the last job. This is the best option both in terms of responses and in terms of further negotiations with future employers.

At the interview, when asked what your salary expectations are, you can confidently answer:

“Not less than at the current location. In general, the ideal would be a remuneration of 10% more than the current amount of income. "

Such a conversation seems to be the most logical and comfortable for both parties. There can be a minimum of objections here. To the question "Why exactly 10%?" you can answer that this is within the inflation rate for Last year (6,9 – 8%).

If you know about yourself that you are a rare and expensive expert, demanded by other employers even without posting a resume, then you can safely indicate salary expectations higher than + 10% to current income, but no more than 30%.

A situation may arise in which you want to get a raise of more than 30%, arguing something like: "My cousin of a classmate of your second cousin was offered a salary twice as much as there is."

This is not worth doing. Most likely, someone misled you, or this is an exception to the rule. Therefore, it is risky to focus on such options.

Also keep in mind that if you need a job urgently and, in principle, you are satisfied with a slightly lower wage, you need to indicate the very minimum bar. If your resume has few invitations, then perhaps you should change the number in the "Salary expectations" field to a slightly lower one.

If you're still pondering whether or not to report wages, think about this: an applicant who indicates a salary is more likely to find "his" employer... First, the salary can be one of the search parameters for the employer himself when he is looking for suitable candidates. Secondly, it is much faster to agree on working conditions when the cards are open, preferably on both sides.

You can draw attention to your resume not only by specifying the desired salary, which is “convenient” or beneficial for the employer. Use the Bright Resume service to make your resume stand out from the crowd.

The right career decisions for you!

Salary is a systematic remuneration of an employee for work performed under an employment contract established by agreement of the parties.

The new Russian legislation on wages is based on the following principles:

equal pay is made for equal work;

wages depend on the labor contribution of employees and are not limited to the maximum amount;

the state establishes and guarantees each employee a minimum wage;

labor is paid differentially.

There are two ways to set wages: contractual and centralized.

I ... Contractual way of fixing wages. During the existence of the USSR, most organizations and enterprises were state-owned and were financed from the state budget. Therefore, the question of the amount of wages when applying for a job was not discussed: the employee received as much as the state determined for him. In other words, the centralized procedure for setting the size of wages prevailed. Now the situation has changed. A large number of enterprises and organizations are non-governmental, and their owners, having the absolute right to dispose of their property, can set any amount of remuneration for their employees.

Since wages are paid from the enterprise's own funds, the state and tries not to interfere in this area of ​​activity of commercial enterprises, giving them the right to resolve wage issues on their own (by agreement with employees, and also taking into account the opinion of the trade union). That is why issues of wages are the subject of an agreement between the employee and the employer, fixed in an employment contract, and the subject of corporate regulation, i.e. regulation in corporate acts, primarily in the collective agreement. But in it, these issues are regulated only in the very general view: the principles of remuneration are established, the type and system of wages, the size of tariff rates, the minimum wage at the enterprise, as well as the ratio of wages between individual categories of personnel.

The collective agreement is far from the only one and not the most The best way regulation of relations at the enterprise, and not always acceptable. Firstly, the expediency of its conclusion in small enterprises is questionable. Secondly, its complex nature does not make it possible to work out in detail the normatively resolved issues. One cannot discount the convenience of using such a corporate act, which specifically regulates a particular issue, in comparison with the multi-page text of the collective agreement. That is why the issuance of special corporate acts is required for detailed regulation of wages.

In some enterprises, one complex corporate act is created, called "Regulation on remuneration". The regulation includes the following sections:

1) basic salary;

2) bonuses for the final financial results of the enterprise;

annual performance bonuses;

In other enterprises, an independent corporate act is dedicated to each of the components of wages.

It is important to note that wages are now almost entirely within the scope of corporate regulation. The first step in this direction was made in connection with the adoption of the Presidential Decree Russian Federation of November 15, 1991 "On the abolition of restrictions on wages and the increase in funds allocated for consumption." The limit of the independence of enterprises in terms of wages is limited only by the availability of their own funds.

Determining wages is one of the most difficult tasks of management, the solution of which is directly related to the profitability of the corporation.

High salaries will attract many candidates and give the administration a choice. But this is not yet a guarantee of high labor productivity and staff stability. The level of wages is influenced by many factors (the level of unemployment, the influence of trade unions). But still, the profitability of the enterprise is more significant: the unprofitable corporation is not able to pay wages above the average level.

What factors, besides the profitability of the corporation itself, can affect the level of wages?

environmental factors - demand and supply of labor, the cost of living in general, correlation with working conditions at other enterprises, etc .;

sectoral factors - the importance of a particular industry, traditions (traditionally high wages will influence the determination of wages), etc .;

factors related to the nature of the work - working conditions, hazard, severity, harmfulness of work, degree of responsibility, required skills, etc .;

personnel factors - the stability of personnel at the enterprise, the scale of recruitment, the complexity of the recruitment process, the amount of additional preferential provisions, etc.

One cannot but take into account such a factor as the desire of any enterprise to create a reputation for itself as a good employer.

In general, wages are an assessment of the work of workers or the process of ranking them according to the relative value of each in order to pay more equitably for the labor expended by them.

Remuneration at the enterprise may have the following structure.

1. Basic salary- This is the payment of wages for actually performed work. In some enterprises, the emphasis is placed on the basic wages, which makes it necessary to issue such corporate acts as "Production rates", "Official salaries", "On the procedure for assigning grades", "On tariffication", "On the distribution of the payroll" and dr.

2. Prizes are incentive payments. They constitute, as it were, additional wages. Bonuses can be made on a variety of grounds established in corporate acts, such as:

based on the results of work for the month;

based on the results of work for the year;

for the introduction of new equipment and technology;

for saving material resources;

for the supply of products for export;

for the high-quality performance of work and assignments of the administration;

for certain types of work;

for qualifications, professional excellence.

There are enterprises where bonuses make up a significant part of wages, sometimes exceeding the basic one. It is clear that the administration in this case relies on an additional part of wages to stimulate labor. In such a situation, such a corporate act as the "Regulations on bonuses", "Regulations on material incentives", etc., becomes very significant.

3. Compensation are payments that compensate for the increase in the energy consumption of an employee:

for work at night;

for work in the second and third shifts;

for overtime work;

for work on holidays and weekends;

for performance of work in conditions deviating from normal;

for combining professions;

for high labor productivity;

for the period of mastering new production (products);

for a business trip;

for the use of a foreign language;

for the performance of work by a smaller number of workers;

4. Guarantees- these are payments for actually unworked, no-show time:

length of service; regional allowances; special allowances, etc.

All of the above issues of wages, this main lever for organizing production, the enterprise has the right to decide on its own.

P. Centralized way of setting the size of wages. This method is used in enterprises and institutions financed from the state or municipal budget. With regard to the employees of these institutions, a unified tariff scale has been established, which includes 18 categories (ETC) (Table 6.1).

The salary is determined by multiplying the tariff coefficient by the minimum tariff rate, the size of which is determined by periodically issued special decrees of the Government of the Russian Federation on increasing the minimum wage rate. The digits themselves are determined on the basis of the Tariff qualification handbook works and professions of workers and the Qualification handbook of employees, consisting of three parts: 1 - managers; 2 - specialists; 3 - technical performers.

These reference books, which are necessary for the qualification commission to assign a qualification category to an employee, are adopted in a centralized manner for the entire national economy, which, however, does not exclude the existence of appropriate reference books for individual sectors of the economy. In turn, on their basis, corporate directories can be developed for employees of a particular enterprise (institution).

For workers budgetary sphere allowances and surcharges are established in a centralized manner. However, within the limits of available funds, state budget institutions, as well as commercial enterprises, can increase their size.

In a centralized manner, “the minimum wage is determined, which, being the minimum guarantee of any employee working under an employment contract, applies to all organizations, regardless of ownership.

The procedure for paying wages. Salary is issued employees at least twice a month, although the enterprise may establish other terms for its payment.

Payment of wages is made, as a rule, at the place of work.

Table 6.1 Unified tariff scale

Retention from wages are possible as a general ruleonly with the written consent of the employee, and in the absence of consent - in cases established by law,or by court order. So, in accordance with current legislation, regardless of the consent of the employee the administration is obliged to withhold amounts:

taxes and contributions to the Pension Fund;

for the execution of court decisions and other enforcement documents, including fines;

for the return of an unspent advance payment issued in connection with a business trip or issued on account of wages, as well as amounts overpaid due to an accounting error;

upon dismissal of an employee through his fault for the days of the leave he has not worked;

to compensate for damage caused by the employee to production, if the amount of damage does not exceed the employee's monthly earnings.

The total amount of deduction cannot exceed 20% of the salary for each payment, and when collecting amounts under several writs of execution - 50% (when collecting alimony for children, damage caused by a crime - up to 70%).

Salary is the amount of monetary remuneration that is initially offered to an employee when hiring for a position and is necessary to calculate the final amount. The salary is recorded in the employment contract of the new employee, as well as in the order when hiring. This indicator is the basis for further calculation of other indicators.

Salary is the amount of monetary remuneration that is given to the employee "on hand" after taking into account all allowances and deductions. When calculating the salary, the salary amount is used. Various bonuses are added to it, bonuses, for example, for good fruitful work (these payments are variable, since they may or may not be, depending on the results achieved, established by the organization itself); various additional payments for work in the evening, at night, on holidays and weekends; compensation, for example, "for harm" at work. Also, the employer himself, at his discretion, can pay extra for seniority, combining several positions, and frequent business trips. In addition, there are northern and regional coefficients for those workers who work in the Far North and areas equal to it. On the other hand, personal income tax, various deductions for damage to property and more are deducted from the salary.

Differences between salary and wages

What is the difference between a salary and a salary? The most important difference between them is the calculation of one indicator based on the other. That is, there is a basic salary for each specific position according to the staffing table, and the salary is calculated based on this indicator and all allowances, as well as deductions, which are regulated by law in Russia.

The amount of the salary is immediately recorded in the documents, as soon as a person gets a job, the salary is calculated after a month of work in the organization (or another previously agreed period), or upon dismissal.

The amount of the salary is fixed and is reflected in staffing table organizations. The salary is calculated based on the amount of the salary. On the other hand, wages do not affect the size of the salary in any way.

Thus, the salary is the remuneration for work. But, the salary is a constant and fixed value, and the salary is variable and depends on many factors: qualifications, work experience, working conditions, quality of work, and so on. Sometimes the salary and the salary are the same, but in most cases the salary is only a part of the salary (sometimes ½ of the salary or even less).

(as amended by Federal Law of August 22, 2004 N 122-FZ)

The procedure and terms for a gradual increase in the minimum wage to the amount provided for in part one of this article are established by federal law (article 421 of this document).

The minimum wage is established simultaneously throughout the entire territory of the Russian Federation by federal law and cannot be lower than the subsistence minimum of the able-bodied population.

The minimum wage established by federal law is ensured by:

organizations funded from federal budget, - at the expense of the federal budget, extra-budgetary funds, as well as funds received from entrepreneurial and other income-generating activities;

(as amended by Federal Law of 20.04.2007 N 54-FZ)

(as amended by Federal Law of 20.04.2007 N 54-FZ)

(as amended by Federal Law of 20.04.2007 N 54-FZ)

The monthly wage of an employee who has fully completed the working time during this period and fulfilled the labor standards ( labor duties), cannot be lower than the minimum wage.

(as amended by Federal Laws of 30.06.2006 N 90-FZ, of 20.04.2007 N 54-FZ)

Part four became invalid on September 1, 2007. - Federal Law of 20.04.2007 N 54-FZ.

Article 133.1. Determination of the size of the minimum wage in the constituent entity of the Russian Federation

(introduced by the Federal Law of 20.04.2007 N 54-FZ)

In a constituent entity of the Russian Federation, a regional agreement on the minimum wage may establish the size of the minimum wage in a constituent entity of the Russian Federation.

The amount of the minimum wage in a constituent entity of the Russian Federation may be established for employees working on the territory of the corresponding constituent entity of the Russian Federation, with the exception of employees of organizations financed from the federal budget.

The amount of the minimum wage in a constituent entity of the Russian Federation is established taking into account socio-economic conditions and the size of the subsistence minimum for the working-age population in the corresponding constituent entity of the Russian Federation.

The amount of the minimum wage in a constituent entity of the Russian Federation cannot be lower than the minimum wage established by federal law.

The amount of the minimum wage in a constituent entity of the Russian Federation is provided by:

organizations financed from the budgets of the constituent entities of the Russian Federation - at the expense of the budgets of the constituent entities of the Russian Federation, off-budget funds, as well as funds received from entrepreneurial and other income-generating activities;

organizations financed from local budgets - at the expense of local budgets, extra-budgetary funds, as well as funds received from entrepreneurial and other income-generating activities;

other employers - at their own expense.

The development of a draft regional agreement on the minimum wage and the conclusion of the said agreement shall be carried out by the tripartite commission for the regulation of social and labor relations of the corresponding constituent entity of the Russian Federation in the manner prescribed by Article 47 of this Code.

After the conclusion of a regional agreement on the minimum wage, the head of the authorized executive body of the constituent entity of the Russian Federation invites employers operating on the territory of this constituent entity of the Russian Federation and who did not participate in the conclusion of this agreement to join it. This proposal is subject to official publication together with the text of this agreement. The head of the authorized executive body of the constituent entity of the Russian Federation notifies the federal executive body performing the functions of developing public policy and labor regulations.

If employers operating on the territory of the relevant constituent entity of the Russian Federation, within 30 calendar days from the date of the official publication of the proposal to join the regional agreement on the minimum wage, have not submitted to the authorized executive body of the constituent entity of the Russian Federation a motivated written refusal to join it, then the specified the agreement is considered extended to these employers from the date of the official publication of this proposal and is subject to mandatory execution by them. The said refusal must be accompanied by the protocol of the employer's consultations with the elected body of the primary trade union organization uniting the employees of this employer, and proposals on the timing of raising the minimum wage of employees to the amount provided for by the said agreement.

If the employer refuses to join the regional agreement on the minimum wage, the head of the authorized executive body of the constituent entity of the Russian Federation has the right to invite representatives of this employer and representatives of the elected body of the primary trade union organization uniting the employees of this employer for consultations with the participation of representatives of the parties to the tripartite regulatory commission social and labor relations of the corresponding constituent entity of the Russian Federation. Representatives of the employer, representatives of the elected body of the primary trade union organization and representatives of the said tripartite commission are required to participate in these consultations.

Copies of employers' written refusals to join the regional minimum wage agreement are sent to authorized body executive power of the constituent entity of the Russian Federation to the appropriate territorial body federal executive body authorized to exercise federal state supervision over the observance of labor legislation and other regulatory legal acts containing norms labor law.

(as amended by Federal Law of 18.07.2011 N 242-FZ)

The monthly salary of an employee working in the territory of the corresponding constituent entity of the Russian Federation and consisting of labor relations with an employer in respect of whom a regional agreement on the minimum wage is valid in accordance with parts three and four of Article 48 of this Code or to whom the said agreement is extended in accordance with the procedure established by parts six through eighth of this article, cannot be lower than the minimum wage in this subject of the Russian Federation, provided that the specified employee has fully worked out the working time during this period and fulfilled the labor standards (labor duties).

Article 134. Ensuring an increase in the level of real content of wages

Ensuring an increase in the level of real wages content includes the indexation of wages in connection with the rise in consumer prices for goods and services. Organizations financed from the relevant budgets make indexation of wages in the manner prescribed by labor legislation and other regulatory legal acts containing labor law norms, other employers - in the manner prescribed by the collective agreement, agreements, local regulations.

Article 135. Determination of wages

(as amended by Federal Law of 30.06.2006 N 90-FZ)

An employee's wages are set labor contract in accordance with the applicable remuneration systems of the employer.

Remuneration systems, including the size of wage rates, salaries (official salaries), additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, systems of additional payments and incentives of a stimulating nature and a bonus system, are established by collective agreements, agreements, local regulatory acts in accordance with labor legislation and other regulatory legal acts containing labor law norms.

The Russian tripartite commission for the regulation of social and labor relations annually before submission to The State Duma The Federal Assembly of the Russian Federation of the draft federal law on the federal budget for the next year develops uniform recommendations for the establishment at the federal, regional and local levels of salary systems for employees of organizations financed from the respective budgets. These recommendations are taken into account by the Government of the Russian Federation, executive authorities of the constituent entities of the Russian Federation and local governments when determining the amount of funding for healthcare, education, science, culture and other public sector institutions. If the parties to the Russian Trilateral Commission on the Regulation of Social and Labor Relations have not reached an agreement, these recommendations are approved by the Government of the Russian Federation, and the opinion of the parties to the Russian Trilateral Commission on the Regulation of Social and Labor Relations is communicated to the constituent entities of the Russian Federation by the Government of the Russian Federation.

(as amended by Federal Law of 20.04.2007 N 54-FZ)

Local regulations establishing wage systems are adopted by the employer taking into account the opinion of the representative body of employees.

The terms of remuneration determined by the employment contract cannot be worsened in comparison with those established by the labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations.

The terms of remuneration determined by the collective bargaining agreement, agreements, local regulations cannot be worsened in comparison with those established by labor legislation and other regulatory legal acts containing labor law norms.

Article 136. Procedure, place and terms of payment of wages

When paying wages, the employer is obliged to notify each employee in writing:

1) about constituent parts wages due to him for the relevant period;

2) on the size of other amounts accrued to the employee, including monetary compensation for violation by the employer of the established deadline, respectively, the payment of wages, vacation pay, payments upon dismissal and (or) other payments due to the employee;

3) on the amount and on the grounds for the deductions made;

4) about the total amount of money to be paid.

(Part one as amended by Federal Law of 23.04.2012 N 35-FZ)

The form of the pay slip is approved by the employer, taking into account the opinion of the representative body of employees in the manner established by Article 372 of this Code for the adoption of local regulations.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

The salary is paid to the employee, as a rule, at the place where he performs the work, or is transferred to the bank account specified by the employee under the conditions determined by the collective agreement or employment contract.

The place and terms of payment of wages in non-cash form are determined by the collective agreement or employment contract.

Wages are paid directly to the employee, except in cases where another method of payment is provided for by federal law or an employment contract.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Wages are paid at least every half month on the day established by the internal labor regulations, collective agreement, labor contract.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

If the day of payment coincides with a day off or a non-working holiday, the payment of wages is made on the eve of this day.

Payment for the vacation is made no later than three days before its start.

Article 137. Limitation of deductions from wages

Deductions from the employee's wages are made only in cases provided for by this Code and other federal laws.

Deductions from the employee's wages to pay off his debts to the employer can be made:

to reimburse the unearned advance paid to the employee on account of wages;

to pay off an unspent and timely not returned advance payment issued in connection with a business trip or transfer to another job in another locality, as well as in other cases;

for the return of amounts overpaid to the employee due to counting errors, as well as amounts overpaid to the employee, if the body for consideration of individual labor disputes recognizes the employee's guilt in failure to comply with labor standards (part three of Article 155 of this Code) or simple (part three of Article 157 of this Code) Code);

(as amended by Federal Law of 30.06.2006 N 90-FZ)

upon dismissal of an employee before the end of the working year, on account of which he has already received an annual paid vacation, for unworked vacation days. Deductions for these days are not made if the employee is dismissed on the grounds provided for by paragraph 8 of the first part of Article 77 or paragraphs 1, 2 or 4 of the first part of Article 81, paragraphs 1, 2, 5, 6 and 7 of Article 83 of this Code.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

In the cases provided for in paragraphs two, three and four of part two of this article, the employer has the right to make a decision to deduct the employee from the salary no later than one month from the end of the period established for the return of the advance payment, repayment of debt or incorrectly calculated payments, and provided that if the employee does not dispute the grounds and amount of the deduction.

Wages overpaid to an employee (including in case of incorrect application of labor legislation or other regulatory legal acts containing labor law norms) cannot be collected from him, except for the following cases:

(as amended by Federal Law of 30.06.2006 N 90-FZ)

counting error;

if the body for the consideration of individual labor disputes recognized the employee's guilt in failure to comply with labor standards (part three of Article 155 of this Code) or simple (part three of Article 157 of this Code);

(as amended by Federal Law of 30.06.2006 N 90-FZ)

if the salary was paid to the employee in excess in connection with his illegal actions established by the court.

Article 138. Limitation of the amount of deductions from wages

The total amount of all deductions for each payment of wages may not exceed 20 percent, and in cases stipulated by federal laws - 50 percent of the wages owed to the employee.

If the employee is deducted from wages under several executive documents, in any case, 50 percent of the wages should be retained.

The restrictions established by this article do not apply to deductions from wages when serving correctional labor, recovering alimony for minor children, compensation for harm caused to the health of another person, compensation for harm to persons who have suffered damage in connection with the death of a breadwinner, and compensation for damage caused by a crime. ... The amount of deductions from wages in these cases cannot exceed 70 percent.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Deductions from payments that are not foreclosed in accordance with federal law are not allowed.

Article 139. Calculation of average wages

For all cases of determining the size of the average wage (average earnings) provided for by this Code, a unified procedure for its calculation is established.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

To calculate the average wage, all types of payments provided for by the wage system are taken into account, which are applied by the respective employer, regardless of the source of these payments.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

In any mode of work, the average wage of an employee is calculated based on the actual wages accrued to him and the time he actually worked for the 12 calendar months preceding the period during which the employee retains the average wage. In this case, a calendar month is considered to be the period from the 1st to the 30th (31st) day of the corresponding month inclusive (in February - to the 28th (29th) day inclusive).

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Average daily earnings for vacation pay and compensation for unused vacations calculated for the last 12 calendar months by dividing the amount of accrued wages by 12 and 29.4 (average monthly number of calendar days).

(as amended by Federal Law of 30.06.2006 N 90-FZ)

The average daily earnings for the payment of vacations provided in working days, in the cases provided for by this Code, as well as for the payment of compensation for unused vacations, is determined by dividing the amount of accrued wages by the number of working days according to the calendar of a six-day working week.

The collective agreement, local normative act may provide for other periods for calculating the average wage, if this does not worsen the situation of employees.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

The specifics of the procedure for calculating the average wage established by this article are determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

Article 140. Terms of calculation upon dismissal

Upon termination of the employment contract, the payment of all amounts due to the employee from the employer is made on the day of the employee's dismissal. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissal employee submits a payment request.

In the event of a dispute over the amount due to the employee upon dismissal, the employer is obliged to pay the amount not contested by him within the period specified in this article.

Article 141. Issuance of wages not received by the day of death of the employee

Wages not received by the day of the employee's death are paid to members of his family or to a person who was dependent on the deceased on the day of his death. Wages are issued no later than a week from the day the employer submits the relevant documents.

Article 142. Liability of the employer for violation of the terms of payment of wages and other amounts due to the employee

The employer and (or) authorized by him in established order representatives of the employer who have delayed the payment of wages to employees and other violations of wages are liable in accordance with this Code and other federal laws.

In the event of a delay in the payment of wages for a period of more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the payment of the delayed amount. Suspension of work is not allowed:

(as amended by Federal Law of 30.06.2006 N 90-FZ)

during periods of the introduction of martial law, a state of emergency or special measures in accordance with the legislation on a state of emergency;

in the bodies and organizations of the Armed Forces of the Russian Federation, other military, paramilitary and other formations and organizations in charge of ensuring the country's defense and state security, emergency rescue, search and rescue, firefighting work, work to prevent or eliminate natural disasters and emergencies, in law enforcement agencies;

civil servants;

in organizations directly serving highly hazardous types of industries, equipment;

employees whose job responsibilities include the performance of work directly related to ensuring the life of the population (energy supply, heating and heat supply, water supply, gas supply, communications, ambulance and emergency medical care stations).

(as amended by Federal Law of 30.06.2006 N 90-FZ)

During the period of suspension of work, the employee has the right to work time be absent from the workplace.

An employee who was absent during his working hours at the workplace during the period of suspension of work is obliged to go to work no later than the next working day after receiving a written notification from the employer about his readiness to pay the delayed wages on the day the employee leaves work.

Article 143. Tariff systems of remuneration

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Tariff wage systems - wage systems based on the tariff system for the differentiation of wages of employees different categories.

The tariff system for differentiating the wages of workers of various categories includes: tariff rates, salaries (official salaries), a tariff scale and tariff coefficients.

Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of workers using tariff coefficients.

Tariff category is a value that reflects the complexity of work and the level of qualifications of an employee.

Qualification category - a value that reflects the level of professional training of an employee.

Tariffication of work - assignment of types of work to wage categories or qualification categories, depending on the complexity of the work.

The complexity of the work performed is determined on the basis of their tariffication.

The tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification reference book of work and professions of workers, a unified qualification reference book of the positions of managers, specialists and employees. The specified reference books and the procedure for their application are approved in the manner established by the Government of the Russian Federation.

Tariff wage systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms. Tariff remuneration systems are established taking into account the unified tariff and qualification reference book of work and professions of workers, the unified qualification reference book of the positions of managers, specialists and employees, as well as taking into account state guarantees on wages.

Article 144. Systems of remuneration of employees of state and municipal institutions

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Remuneration systems (including tariff systems wages) of employees of state and municipal institutions installed:

in federal state institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation;

in state institutions of the constituent entities of the Russian Federation - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation;

in municipal institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation and regulatory legal acts of local governments.

The government of the Russian Federation can set base salaries (base official salaries), base wage rates for professional qualification groups.

(as amended by Federal Laws of 20.04.2007 N 54-FZ, of 18.10.2007 N 230-FZ)

The salary of employees of state and municipal institutions cannot be lower than the base salaries (base official salaries) established by the Government of the Russian Federation, the base salary rates of the corresponding professional qualification groups.

(as amended by Federal Law of 20.04.2007 N 54-FZ)

Base salaries (base official salaries), base salary rates established by the Government of the Russian Federation are provided by:

federal government agencies- at the expense of the federal budget;

state institutions of the constituent entities of the Russian Federation - at the expense of the budgets of the constituent entities of the Russian Federation;

municipal institutions - at the expense of local budgets.

Remuneration systems for employees of state and municipal institutions are established taking into account the unified tariff and qualification reference book of work and professions of workers, a unified qualification reference book of the positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration, recommendations of the Russian Tripartite Commission for the Regulation of Social and Labor relations (part three of Article 135 of this Code) and the opinions of the respective trade unions (associations of trade unions) and associations of employers.

Professional qualification groups - groups of professions of workers and positions of employees, formed taking into account the field of activity on the basis of requirements for vocational training and the level of qualifications required to carry out the relevant professional activity.

Vocational qualification groups and the criteria for classifying the professions of workers and positions of employees as professional qualification groups are approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor.

Article 145. Remuneration for the heads of organizations, their deputies and chief accountants

Remuneration for the work of the heads of organizations, their deputies and chief accountants in organizations financed from the federal budget is made in the manner and in the amount determined by the Government of the Russian Federation, in organizations financed from the budget of the constituent entity of the Russian Federation - by the bodies state power the corresponding constituent entity of the Russian Federation, and in organizations financed from the local budget - by local authorities.

The salaries of the heads of other organizations, their deputies and chief accountants are determined by agreement of the parties to the employment contract.

Article 146. Remuneration for Labor in Special Conditions

Remuneration for workers employed in hard work, work with harmful, hazardous and other special working conditions is carried out in an increased amount.

Increased remuneration is also paid for the work of workers employed in work in areas with special climatic conditions.

Article 147. Remuneration of labor of workers engaged in heavy work, work with harmful and (or) dangerous and other special working conditions

Remuneration for workers engaged in heavy work, work with harmful and (or) hazardous and other special working conditions is set at an increased rate in comparison with tariff rates, salaries (official salaries) established for different types work with normal working conditions, but not less than the size established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

The minimum wage increase for workers engaged in heavy work, work with harmful and (or) hazardous and other special working conditions, and the conditions for this increase are established in the manner determined by the Government of the Russian Federation, taking into account the opinion of the Russian Trilateral Commission for the Regulation of Social and Labor relationships.

(Part two as amended by Federal Law of 30.06.2006 N 90-FZ)

The specific amounts of the increase in wages are established by the employer, taking into account the opinion of the representative body of employees in the manner prescribed by Article 372 of this Code for the adoption of local regulations, or by a collective agreement, an employment contract.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Article 148. Remuneration for work in areas with special climatic conditions

Labor remuneration for jobs in localities with special climatic conditions is made in the order and in amounts not lower than those established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Article 149. Remuneration for work in other cases of performance of work in conditions deviating from normal

(as amended by Federal Law of 30.06.2006 N 90-FZ)

When performing work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, work at night, weekends and non-working holidays and when performing work in other conditions that deviate from normal), the employee is paid the appropriate payments provided for by labor legislation and other regulatory legal acts containing labor law, collective agreement, agreements, local regulations, labor contract. The amount of payments established by the collective agreement, agreements, local regulations, labor contracts cannot be lower than those established by labor legislation and other regulatory legal acts containing labor law norms.

Article 150. Remuneration for work when performing work of various qualifications

When an employee with a time-wage is performing work of various qualifications, his labor is paid for work of a higher qualification.

When performed by an employee with piecework payment labor of works of various qualifications, his labor is paid according to the rates of the work performed by him.

In cases where, taking into account the nature of production, workers with piecework wages are entrusted with the performance of work that is charged below the categories assigned to them, the employer is obliged to pay them an inter-rate difference.

Article 151. Remuneration for combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without release from work specified in an employment contract

(as amended by Federal Law of 30.06.2006 N 90-FZ)

When combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without being released from work specified in the employment contract, the employee is paid an additional payment.

The amount of the additional payment is established by agreement of the parties to the employment contract, taking into account the content and (or) volume additional work(Article 60.2 of this Code).

Article 152. Payment for overtime work

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Overtime work is paid for the first two hours of work not less than one and a half times, for the next hours - not less than double. The specific amount of overtime pay may be determined by a collective agreement, local regulation, or an employment contract. At the request of the employee overtime work instead of the increased pay, it can be compensated by the provision of additional rest time, but not less than the time worked overtime.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Part two is no longer valid. - Federal Law of June 30, 2006 N 90-FZ.

Article 153. Payment for work on weekends and non-working holidays

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Work on a weekend or a non-working holiday is paid at least in double the amount:

piece-workers - not less than double piece-rate rates;

employees whose work is paid at daily and hourly wage rates - in the amount of at least double the daily or hourly wage rate;

employees receiving a salary (official salary) - in the amount of at least a single daily or hourly rate (part of the salary (official salary) per day or hour of work) in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working time, and in the amount of at least double the daily or hourly rate (part of the salary (official salary) per day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.

Specific amounts of payment for work on a weekend or a non-working holiday can be established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of employees, and an employment contract.

At the request of an employee who worked on a weekend or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and the day of rest is not payable.

Payment for work on weekends and non-working holidays of creative workers of funds mass media, organizations of cinematography, television and video filming collectives, theaters, theatrical and concert organizations, circuses and other persons involved in the creation and (or) performance (display) of works, in accordance with the lists of works, professions, positions of these workers approved by the Government of the Russian Federation, taking into account the opinion of the Russian Trilateral Commission for the Regulation of Social and Labor Relations, can be determined on the basis of a collective agreement, a local normative act, an employment contract.

(as amended by Federal Law of 28.02.2008 N 13-FZ)

Article 154. Remuneration for night work

Each hour of work at night is paid at an increased rate compared to work under normal conditions, but not less than the amount established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

The minimum wage increases for night work are established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

(Part two as amended by Federal Law of 30.06.2006 N 90-FZ)

The specific amounts of the increase in wages for work at night are established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.

(part three was introduced by the Federal Law of 30.06.2006 N 90-FZ)

Article 155. Remuneration for non-fulfillment of labor standards, non-fulfillment of labor (official) duties

(as amended by Federal Law of 30.06.2006 N 90-FZ)

In case of non-fulfillment of labor standards, non-fulfillment of labor (official) duties through the fault of the employer, labor remuneration is made in an amount not lower than the average employee's wage, calculated in proportion to the hours actually worked.

(Part one as amended by Federal Law of 30.06.2006 N 90-FZ)

In case of non-fulfillment of labor standards, non-fulfillment of labor (official) duties for reasons beyond the control of the employer and the employee, the employee retains at least two-thirds of the tariff rate, salary (official salary), calculated in proportion to the hours actually worked.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

In case of non-fulfillment of labor standards, non-fulfillment of labor (official) duties through the fault of the employee, payment of the standardized part of wages is made in accordance with the volume of work performed.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Article 156. Remuneration for labor in the manufacture of products that turned out to be defective

Marriage through no fault of the employee is paid on an equal basis with suitable products.

Complete marriage due to the fault of the employee is not subject to payment.

Partial defects due to the fault of the employee are paid at reduced rates depending on the degree of product suitability.

Article 157. Payment for downtime

Downtime (article 72.2 of this Code) through the fault of the employer is paid in the amount of at least two-thirds of the employee's average wage.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Downtime for reasons beyond the control of the employer and the employee is paid in the amount of at least two-thirds of the tariff rate, salary (official salary), calculated in proportion to the downtime.

(as amended by Federal Law of 30.06.2006 N 90-FZ)

Downtime due to the fault of the employee is not paid.

On the beginning of downtime caused by equipment breakdown and other reasons that make it impossible for the employee to continue to perform it labor function, the employee is obliged to inform his immediate supervisor, another representative of the employer.

(part four was introduced by the Federal Law of 30.06.2006 N 90-FZ)

If creative workers of the media, cinematographic organizations, television and video filming collectives, theaters, theater and concert organizations, circuses and other persons participating in the creation and (or) performance (exhibiting) of works, in accordance with the lists of works, professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian Trilateral Commission for the Regulation of Social and Labor Relations, do not participate in the creation and (or) performance (exhibit) of works for any time or do not act, then the indicated downtime is not and can be paid in the amount and in the manner that are established by the collective agreement, local regulatory act, labor contract.

(part five was introduced by the Federal Law of 30.06.2006 N 90-FZ, as revised by the Federal Law of 28.02.2008 N 13-FZ)

Article 158. Remuneration for labor in the development of new industries (products)

A collective agreement or an employment agreement may provide for the employee to retain his previous salary for the period of mastering a new production (product).