Salary according to staffing rules. We draw up a staffing schedule. How to register a temporary rate in the staffing table
Answer to the question:
Tariff rate - fixed salary employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time without taking into account compensation, incentives and social payments.
Don't miss: the main article of the month from a practical expert
How not to make mistakes in the five main columns of the staffing table.
At the same time, recalculation to the annual rate is relevant for cumulative accounting of working hours. In other cases, according to the recommendations given, the standard hours per month are taken into account if the employee has a monthly salary.
To ensure that employees do not have overtime, it is necessary to draw up a correct work schedule. Overtime issues do not depend on the minimum wage.
In shift mode, employees work in accordance with the approved shift schedule, which is brought to their attention one month before implementation. This schedule is mandatory for both the employee and the employer.
The following should be taken into account:
Part 5 art. 103 of the Labor Code of the Russian Federation prohibits working for two shifts in a row;
According to Art. 110 of the Labor Code of the Russian Federation, weekly uninterrupted rest should not be less than 42 hours;
According to paragraph 11 of the Resolution of the Council of People's Commissars of the USSR dated September 24, 1929 "On working time and rest time in enterprises and institutions switching to a continuous production week", the duration of rest between shifts should be, together with the lunch break, no less than double the duration of work in the previous rest shift;
For employees whose work involves hazardous working conditions, the maximum duration of a work shift is established by law.
So, according to Art. 94 of the Labor Code of the Russian Federation for workers engaged in work with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum permissible duration of daily work (shift) cannot exceed: with a 36-hour work week - 8 hours; with a 30-hour work week or less - 6 hours. An industry (inter-industry) agreement and a collective agreement, as well as with the written consent of the employee, formalized by concluding a separate agreement to the employment contract, may provide for an increase in the maximum permissible duration of daily work (shift) compared to the duration of daily work (shift) established by part the second of this article for workers engaged in work with harmful and (or) dangerous working conditions, subject to compliance with the maximum weekly working hours established in accordance with parts one to three of Article 92 of this Code: with a 36-hour work week - up to 12 hours; with a 30-hour work week or less - up to 8 hours.
When working in a day or two, employees will have significant overtime, which is unacceptable.. The shift schedule cannot include overtime work. It must be drawn up so that the employee’s working time does not exceed the normal number of hours for this category of persons during the accounting period.
Details in the materials of the Personnel System:
1. Situation: How to reflect hourly wages in the staffing table
With hourly wages, an employee's salary is determined in accordance with his qualifications and the number of hours worked. This type of payment is a special case of time-based payment. If the organization uses a unified form of staffing, then in “Tariff rate (salary), etc., rub.” indicate the amount of remuneration per hour of work in rubles, and in Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1.
Nina Kovyazina,
Deputy Director of the Department of Education and Human Resources of the Russian Ministry of Health
With respect and wishes for comfortable work, Svetlana Gorshneva,
HR System expert
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The staffing table of the unified form T-3 is used to indicate the structure and personnel of the organization. Let's look at this form in more detail, and also provide a staffing table with a sample filling.
Staffing: unified form T-3
From January 1, 2013, commercial organizations are not required to draw up personnel documents according to approved forms, that is, they can use independently developed document forms.
For more information about this, see the article “Primary document: requirements for the form and the consequences of its violation” .
However, the unified T-3 form is a fairly convenient and familiar way to draw up a staffing table. In addition, the staffing table of the T-3 sample form contains all the necessary information, so most employers continue to use this particular form of document.
Let us remind you that the staffing table - a form of the unified form T-3 - and the procedure for filling it out were approved by Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1. In order for users of our site to know how to draw up a staffing table, a sample document is presented in its pure form (in this section) and in the completed state (in the last section).
What information does the unified staffing form contain?
The staffing table is one of the internal regulatory documents that every organization (or entrepreneur with employees) must have.
The staffing table contains:
- list of structural divisions;
- names of positions, specialties and professions indicating qualifications;
- information on the number of staff units;
- information on salaries: tariff rates and salaries, bonuses, wage fund (payroll), including for the organization as a whole.
The main purpose of the staffing table is to determine the structure, staffing levels and size of the payroll. The document does not contain the names of employees and their staffing positions. The staffing arrangement (synonyms: staff replacement, staff list) is not established by regulatory documents. Staff replacement, unlike the staffing table, is not a mandatory document for the organization, however, it is often used. This is due to the fact that full-time replacement allows you to track vacancies, as well as the filling of staff positions when hiring a part-time employee or if the position is divided between several employees. Staff replacement is usually developed on the basis of the staffing table of the T-3 form with the addition of a column in which the last names, first names, and patronymics of employees occupying certain positions are entered. If an organization uses staff replacement in its activities, then it must be taken into account that this document must be stored for 75 years.
Read about the retention periods for personnel documents.
How to properly draw up a staffing schedule
Drawing up the staffing table can be entrusted to any employee of the organization, and it must be approved by order (instruction) of the manager or other authorized person. The procedure for issuing documents on approval of the staffing table must be enshrined in the constituent documents.
Read about the nuances of drawing up such orders in the material “Orders for core activities - what are these orders?”.
When drawing up the staffing table for the first time, it is assigned the number 1, and subsequently continuous numbering is used. The staffing table indicates the date of preparation, as well as the date from which the staffing table comes into effect. These two dates may vary. Form T-3 provides an indication of the period of validity of the staffing table, details of the order for its approval and the number of staffing units.
Code of the structural unit in the staffing table and other information
The staffing table in the tabular section begins to be filled out by indicating the names and codes of structural divisions. As a rule, the department code in the staffing table is indicated in an order that allows one to determine the subordination and structure of the entire organization.
If an organization has branches and representative offices, then it must be taken into account that they are a structural unit of the organization, and accordingly, the staffing table should be drawn up for the organization as a whole. Even if the head of the branch has been given the right to independently approve the staffing table, it is still drawn up as part of a single staffing table.
Column 3 of the staffing table contains the name of the position, specialty, profession, which are indicated in the nominative case without abbreviations. The name of the position or profession is assigned by the employer, if the work is not associated with difficult working conditions and the provision of benefits, otherwise, when indicating the position in the staffing table, you need to be guided by:
- for the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes (OK 016-94) (approved by Resolution of the State Standard of Russia dated December 26, 1994 No. 367);
- All-Russian Classification of Occupations (OKZ) OK 010-2014 (MSKZ-08) (approved by order of Rosstandart dated December 12, 2014 No. 2020-st);
- Qualification reference book for positions of managers, specialists and other employees (approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 7);
- unified tariff and qualification directories of works and professions of workers by industry;
- professional standards (paragraph 3, part 2, article 57, article 195.1 of the Labor Code of the Russian Federation).
Read how to bring job titles into line with professional standards.
If an organization hires employees to perform a certain type of work, and not for a position (profession, specialty), then this also needs to be reflected in the staffing table.
Next, in column 4 of the staffing table, the number of staff units is indicated. Staffing units can be indicated as full or incomplete. The content of an incomplete staff unit in the staffing table is indicated in shares, for example 0.25; 0.5; 2.75, etc.
When drawing up the staffing table, special attention should be paid to column 5 “Tariff rate (salary), etc., rub.” In the simplest case, this column of the staffing table indicates a fixed monthly wage.
In practice, when drawing up a staffing table, the question often arises about the correct execution of the document in situations where there is no fixed amount of remuneration, for example, with piecework payment. In this case, it is recommended to put a dash in column 4 of the staffing table, and in column 10 indicate: “Piece-piece wages / Piece-piece bonus wages” and provide a link to the local regulatory act that defines the procedure for establishing wages, as well as its amount for a certain standard production. It is recommended to follow a similar procedure when filling out the staffing table in a situation where the employee has an hourly wage rate.
If the staffing table provides for an incomplete staffing position, then in the column “Tariff rate (salary)” the amount of the full salary for the position is still indicated.
How to fill out a staffing table: sample and example
A sample of filling out the staffing table of Form T-3 in a situation where there is no fixed salary, and there is also an incomplete staffing position, can be found on our website.
NOTE! In Art. 22 of the Labor Code of the Russian Federation states that payment should be equal for equal work. It follows from this that the “fork” of salaries in the staffing table is a violation of the Labor Code. Rostrud, in letter No. 1111-6-1 dated April 27, 2011, recommends that the same salary amounts be indicated in the staffing table for positions of the same name, and that the possibility of paying one of the employees wages (not salary) in a larger amount should be regulated through allowances and additional payments depending on the complexity work, quantity and quality of labor.
In columns 6, 7, 8 “Additional allowances, rub.” allowances are indicated - both accepted in the organization (for long working hours, increased responsibility, knowledge of foreign languages, work experience, etc.) and established at the legislative level (for example, for work in the Far North). The staffing table of the unified form assumes that these columns are filled in in rubles. If there are not enough columns to indicate all the allowances in force in the organization in the staffing table, then their number can be increased by issuing an order to supplement the staffing table form. It is recommended to do the same if the premiums are set as a percentage.
Column 9 “Total for the month” is filled out only if the salary and allowances are indicated in rubles. The instructions for drawing up the staffing table state that “if it is impossible for an organization to fill out columns 5-9 in ruble terms... the columns are filled in in the appropriate units of measurement (percentages, coefficients, etc.).” However, it is impossible to actually formalize the staffing schedule in this way. In such a situation, you can put dashes in this column, and in column 10 “Note” indicate a link to regulations, both internal and regulatory, that establish premiums. The link in column 10 to the document allowing you to set an increase for length of service will allow you not to change the schedule when the amount of the increase changes. Column 10 also indicates any information related to the staffing table.
Nuances of registration and changes to the staffing table
The unified form T-3 requires the signatures of the head of the personnel service and the chief accountant, but it does not contain such requisites as a seal. The frequency and timing of approval of the staffing table are not established by law, and each employer decides this issue independently.
Familiarization with the staffing table of employees is carried out only if this obligation of the employer is secured by a collective agreement, agreement, or local regulatory act (letter of Rostrud dated May 15, 2014 No. PG/4653-6-1).
Changes may be made to the staffing table if it is necessary to supplement it with new positions and structural divisions or, conversely, to exclude them, as well as when changing salaries, renaming departments and positions. Changes in the staffing table are formalized by order. There are 2 ways to make changes to the staffing table:
1) issuing an order on the corresponding change;
2) issuance of an order approving a new staffing table.
When reducing staff or numbers, or changing salaries, changes are also made to the staffing table, but it must be taken into account that the date of entry into force of the changes cannot occur earlier than 2 months after the issuance of the order. This is due to the fact that employees must be notified 2 months in advance about the upcoming layoff (Part 2 of Article 180 of the Labor Code of the Russian Federation) or about upcoming changes in the terms of employment contracts.
The staffing table is kept permanently in the organization. Organizations carrying out control and supervisory functions (for example, the labor inspectorate, regulatory bodies of the Federal Social Insurance Fund of the Russian Federation, the Pension Fund of the Russian Federation, tax authorities) have the right to request this document when conducting inspections. In case of failure to provide the documents or copies thereof requested by the controllers, including the staffing table, the employer may be subject to a fine of 200 rubles. for each document not submitted (clause 1 of Article 126 of the Tax Code of the Russian Federation).
Results
The staffing table is a mandatory document that any employer must have. An example of filling out a staffing table using Form T-3 can be found on the Internet on many accounting and legal websites, but a sample with the situations described above is rarely provided. When preparing the staffing table, Form T-3, a sample of which is given in this article, can be a good help for both experienced and novice personnel officers.
To learn how to properly organize personnel records, read the article.
Hello Anastasia!
I am enclosing you a “staff” based on your data.
The first column of the unified form is called “Name of the structural unit.” It is filled out on the basis of the developed and approved organizational structure of the enterprise.
The second column of the unified form is called “Structural unit code”. Each structural unit in the organization is assigned a code that is used for document management. The code also indicates the place of the structural unit in the organization's hierarchy.
The code is assigned starting from the largest to the smallest divisions, for example, departments have departments, departments have departments, departments have groups. If a department is designated by the digital code 01, then the department within this department will be numbered 01.01. Departments and groups are designated in the same way.
At the same time, I would like to draw your attention to the following:
Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1
I hope I helped you.When filling out column 4, the number of staff units for the relevant positions (professions), which provide for the maintenance of an incomplete staff unit, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, is indicated in the appropriate shares, for example 0.25; 0.5; 2.75, etc. In column 5 “Tariff rate (salary), etc.” the monthly salary is indicated in ruble terms according to the tariff rate (salary), tariff schedule, percentage of revenue, share or percentage of profit, labor participation coefficient (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization. Columns 6 - 8 “Bonuses” show incentive and compensation payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern bonuses, bonuses for an academic degree, etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or working conditions). If it is impossible for an organization to fill out columns 5 - 9 in ruble terms due to the use of other remuneration systems in accordance with the current legislation of the Russian Federation (tariff-free, mixed, etc.), these columns are filled in in the appropriate units of measurement (for example, percentages, coefficients, etc. .). Approved by an order (instruction) signed by the head of the organization or a person authorized by him. Changes to the staffing table are made in accordance with the order (instruction) of the head of the organization or a person authorized by him to do so.
Staffing table- this is a document of the organization, used to formalize the structure, staffing and staffing levels of the organization (section 1 of the instructions approved by the resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1). The staffing table is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the manager after the approval of the schedule.
According to section 1 of the instructions approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1, the schedule is signed by the chief accountant and the head of the personnel service (or the employee responsible for personnel records). If the staff is large and the schedule takes up several sheets, then the chief accountant, at his discretion, can sign both once (at the end of the document) and on each sheet. After this, the staffing table must be approved by the head of the organization by order.
Technically, the staffing table can be compiled by any service to which the manager is assigned this responsibility. As a rule, this is done by the personnel department. If the organization is small, then a personnel officer or chief accountant.
Validity
No validity period has been established for the staffing table. Once the staffing table is approved, changes are made to it as necessary. The organization is not obliged to approve (revise) the staffing table every year, but has the right to do so at its own discretion.
Errors when drawing up staffing schedules
- There is no need to indicate the Ural coefficient and other allowances in the staffing table
To fill out the staffing table correctly, you must separately indicate the amount of salary and separately the amount (percentage) of allowances. The salary is reflected in column 5 of the T-3 form, and various allowances (including the Ural coefficient) are reflected in columns 6–8. If it is impossible to determine the exact amount in rubles, it is permissible to enter a percentage or coefficient in the indicated columns (Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1). - Every year a new staffing table must be approved
The law does not oblige the employer to update the staffing table annually. This document, in principle, has no validity period and frequency of approval. - All positions in the staffing table must comply with the approved occupational classification
If the positions in the staffing table do not correspond to the positions given in the Classifier, in most cases this is not a violation. - The staffing table must indicate the full names of employees
There is no need to indicate the full names of employees in the staffing table. Otherwise, you will have to change the document every time you leave. In addition, in the unified staffing form there is no column for entering personal data. - You can indicate “floating” salaries in the staffing table
Sometimes an employer sets different salaries for equivalent positions or directly in the staffing table in column 5 indicates the so-called salary range (for example, 20,000–30,000 rubles).
This approach is contrary to labor laws. Any discrimination against workers when establishing wage conditions is prohibited (Article 132 of the Labor Code of the Russian Federation). The employer is obliged to provide employees with equal pay for work of equal value (Article 22 of the Labor Code of the Russian Federation, letter of Rostrud dated April 27, 2011 No. 1111-6-1).
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Who is required to DEVELOP the staffing schedule?
Labor Relations- this is a relationship based on an agreement between the employee and the employer on the personal performance by the employee for payment of a labor function ( work according to the position staffing table, profession, specialty indicating qualifications; specific type of work entrusted to the employee), the employee’s subordination to internal labor regulations while the employer provides working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements, local regulations, and an employment contract.
The employment contract specifies:
...............................
Mandatory for inclusion in the employment contract are the following conditions:
............................
labor function(job position in accordance with staffing table, profession, specialty indicating qualifications; specific type of work assigned to the employee).
.............................
We see that there are only two articles about staffing. At first glance, the legislator does not seem to oblige to have a staffing table, but it was developed and approved for a reason. unified form T-3 “Staffing table”.
So, below we will look at why the staffing table is needed, how it is filled out, and how it is put into effect.
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WE CREATE A Staff Schedule, Arrangement, SAMPLE download
Download form T-3 "Staffing table sample"Note: Format.doc 64 Kb
Staffing arrangement
Staffing arrangement (staff list, staff replacement) reflects which units in the staffing table are occupied, indicating the full names of specific employees, their personnel numbers and wage conditions. If necessary, this document also includes other data, for example, information about length of service or other characteristics of employees: disabled person, pensioner, minor, part-time worker, etc.
Regular replacement is not a document required to be maintained by the organization's personnel service, but it is widely used in practice. This document allows you to quickly navigate and restore the specific working conditions of employees in the organization.
There is no unified form of staffing in the legislation, so it is drawn up in any form. The staffing schedule according to the unified form No. T-3 is usually taken as a basis and supplemented with the necessary columns and columns.
Download form T-3 "STANDARD SUBSTITUTION sample"
Note: Format.doc 64 Kb
What is meant by “staff” and “staffing”?
Staff is the composition of an organization's employees, determined by management for a certain period.
Various sources give different definitions to the concept of “staffing table”, but, in principle, their essence boils down to the following: the staffing table is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and salary levels. The staffing table also reflects the amount of allowances and additional payments that exist in a given organization in relation to specific positions.
To protect yourself from claims from inspectors, do not establish different salaries in the staffing table for positions with job functions of the same complexity.
The same job title implies the same job responsibilities. In this case, 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). Employment contracts and job descriptions for employees can stipulate different levels of work, different rights and obligations, and different levels of responsibility. However, it is better to name the positions differently, using the words “senior”, “junior”, “leading”, etc.
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WHO should draw up the Staffing Schedule and make changes to it?
There is still no clarity on this issue. In different organizations, the functions of compiling staffing tables are performed by different structural units. When assigning responsibility for the formation of staffing to employees of any structural unit, management is often based on the size of the organization. Today in Russia there are both large organizations with a staff of over 500 people, and small enterprises with no more than 50 employees. There are also entrepreneurs without a legal entity who employ employees. Since most small businesses and individual entrepreneurs do not have either personnel departments or departments for organizing and remunerating labor, accounting staff, managers or the entrepreneurs themselves are responsible for drawing up the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or personnel service and, accordingly, the functions of drawing up and making changes to the staffing table are transferred to them (but there are often cases when accounting staff are again involved in drawing up and changing the staffing table).
In large companies that include both human resources departments or personnel services, as well as labor organization and remuneration departments, the above-mentioned divisions are responsible for developing the staffing table.
It should be noted that the formation of a staffing table is a rather complex process, consisting of several stages and requiring the involvement of not only HR specialists, but also economists.
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WHAT does the preparation of the Staffing Schedule begin with?
Before you start compiling staffing table, it is necessary to decide on the organizational structure of the enterprise. An organizational structure is a schematic representation of structural divisions. This document reflects all divisions of the organization and schematically outlines the order of their subordination. The organizational structure can also reflect both vertical and horizontal connections between departments.
It is problematic to clearly indicate where the boundaries of responsibility for drawing up the staffing table lie, but we will try to delimit some stages of drawing up the HR, and at the same time fill out the unified form No. T-3.
Filling unified form T-3 “Staffing table” you should start with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents. In the case where an organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and controversial situations, it is advisable to establish the rules for filling out details in a local regulatory act on documentation and document flow (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 start time of its validity, therefore, the unified form contains the column “Staffing table for “____”_______ 20, i.e. on a certain date from which the staffing table comes into effect.
Resolution of the State Statistics Committee of Russia, which introduced unified form No. T-3, the approval of the staffing table is provided for 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.
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What is the name of the structural unit?
The first column of the unified form is called “Name of structural unit”. If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, except for the requirements for terminology and generally accepted concepts and definitions (it is undesirable to name structural divisions with poorly understood foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement depend on the name of the structural unit indicated in the staffing table (for example, medical and educational institutions, enterprises that include production facilities with hazardous working conditions). Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the HR department or the organization and remuneration department.
To facilitate work in this direction, there are industry classifiers of hazardous industries or nomenclature of names of structural divisions, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, works, professions, positions and indicators in underground work, in work with particularly hazardous and especially hazardous difficult working conditions, employment in which gives the right to an old-age pension (old age) 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 departments are indicated by groups:
- management or administrative part (such divisions include the directorate, accounting, personnel department, etc.);
- production units;
- auxiliary or service units.
As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is for enterprises whose main business is trade. In such companies there are no production departments, but there are sales departments or commercial departments that are closely related to logistics departments (the latter in this case are service departments).
Supporting departments usually include the supply department, repair services, etc.
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What is a “structural unit code”?
The structural unit code usually indicates the location of the structural unit in the hierarchical structure of the organization. It is also assigned for the convenience of document management (especially for large enterprises). By means of coding, the place of smaller units in the structure of large ones is indicated. For example, within departments there are directorates, within departments there are departments, within departments there are groups. If a department is designated by the digital code 01, then the department within the department will, accordingly, be numbered 01.01. Departments and groups are designated in the same way.
How to fill out the “Profession (position)” column?
This column is filled out in strict accordance with tariff and qualification reference books and the All-Russian Classifier of Employee Positions and Worker Professions. The sequence of filling out this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, first are the positions of the head of a structural unit, his deputies, then leading and chief specialists, then the positions of performers. If a structural unit includes both engineering and technical personnel and workers, it is necessary to allocate engineers first, then workers.
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What is a “staffing unit”?
A staffing unit is an official or working unit provided for by the staffing table of an enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher-level organizations. The number of staffing units of a commercial enterprise is determined by its needs for certain types of work, the degree of urgency of their implementation and economic feasibility.
How to set the salary (tariff rate)?
Under salary (tariff rate) in accordance with is understood as a fixed amount of remuneration for an employee for fulfilling a standard of work (job duties) of a certain complexity (qualification) per unit of time.
Tariff rates are a tool for tariffication of employee remuneration in organizations financed from the federal budget in accordance with the Unified Tariff Schedule. Commercial organizations set salaries based on their financial capabilities.
It should be noted here that the salary or tariff rate in accordance with the Labor Code of the Russian Federation cannot be lower than the legally established minimum wage. It should also be taken into account that the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions deviating from normal ones, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.
When establishing official salaries or tariff rates, it is necessary to remember that the staffing table can only reflect the size of the salary or tariff rate, therefore it is completely impossible to take into account the wage fund. This is due to the fact that in enterprises with a shift work schedule, the wages of workers receiving an official salary are increased by the amount of additional payments for night work, and the labor of workers whose wages are calculated based on the tariff rate is paid depending on the number of hours worked at night. specific 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 piece-rate system, the ShR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, is calculated using certain methods.
When setting the salary, one should be guided by the requirements contained in acts of labor legislation, as well as local regulations - Regulations on remuneration in the organization, Regulations on bonuses and others.
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What are “allowances and surcharges”?
In a unified form No. T-3 There are several columns united by the common name “Additional allowance”. The current Labor Code of the Russian Federation does not contain clear definitions of the concepts "additions" and "surcharges".
Guided by generally accepted guidelines, we can define additional payments 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. The specific amount of the additional payment is established by the employer taking into account the opinion of the representative body of employees or by a collective agreement or is stipulated in the employment contract. Currently, many budgetary organizations have industry-specific regulatory legal documents that regulate the amount of wage increases for industry workers.
Salary supplements- these are incentive payments in excess of the established official salary, which stimulate employees to achieve higher production indicators, improve professional skills and labor productivity. As a rule, bonuses are established based on the results of employee certification by decision of a qualification or certification commission.
Until definitions for the concepts of “allowance” and “additional payment” are introduced at the legislative level, it is difficult to distinguish or systematize this type of payment. The main thing that needs to be taken into account when creating a staffing table is the two main forms of payment of allowances and additional payments.
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 bonus (additional payment) automatically changes.
The second form of payment is an allowance or surcharge, set as a fixed amount. Such payment may remain constant even if the salary (rate) changes, unless otherwise provided by a collective agreement, employment contract or local regulation. When additional payments or allowances are established in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (addition) is established.
One of the most frequently asked questions is how to ensure that employees occupying the same positions receive a salary that corresponds to their level of qualifications, and at the same time comply with the principles of equality laid down in the Labor Code of the Russian Federation? The solutions to this problem may be different - it all depends on the professionalism of the management team. When looking for your own solution, it is necessary to evaluate the existing remuneration system at 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 for 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 bonus is established for the next period.
What is “monthly payroll”?
Monthly payroll- these are the total funds that are provided for by the staffing table and payment system in force at the enterprise for payment to employees.
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When are changes made to the Staffing Schedule?
Changes in staffing table are introduced when the number or staff of employees is reduced. When reducing numbers, individual units are excluded, and when reducing staff, individual units are excluded. At the same time, employees filling reduced positions or working in reduced professions are subject to dismissal under the relevant articles of the Labor Code of the Russian Federation.
Is it possible to make changes to the unified form No. T-3?
Changes to the staffing table are also made by order (instruction) of the head “On making changes to the staffing table”. Changes may be as follows:
- renaming a position, specialty, profession;
- renaming a structural unit;
- change in tariff rate (salary);
- change in the number of staff units (increase, decrease).
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There are two ways to make changes to the staffing table:
1. Change the staffing table itself. The new staffing table with the following registration number is approved by order of the manager.
2. If the changes made to the staffing table are not significant, they can be formalized by order (instruction) “On making changes to the staffing table.” The following reasons may be specified as the basis for the order:
- reorganization of the organization;
- expansion or contraction of the organization's production base;
- carrying out activities aimed at improving the activities of individual structural divisions;
- changes in legislation;
- an increase in the number of workers and the workload on administrative and management personnel, and so on.
As stated in the resolution of the Goskomstat of Russia dated March 24, 1999 “On approval of the procedure for using unified forms of primary accounting documentation”, in the unified forms of primary accounting documentation (except for forms for recording cash transactions), approved by the Goskomstat of Russia, organization, if necessary may provide additional details. In this case, all details of the approved forms remain unchanged (including code, form number, document name); Removing individual details from unified forms is not allowed.
Changes made must be documented in the relevant organizational and administrative document of the company.
The formats of the forms indicated in the albums of unified forms of primary accounting documentation are recommended and subject to change.
When producing 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 the convenience of placing and processing the necessary information.
Secretary ____________ E.V. Ivanova
8.10.2015
Etc. all employees are familiarized with the order against signature.....
The manager may authorize any other person to sign orders according to the staffing table.
The chief accountant and personnel officer must sign only the staffing table itself. The order does not require their visas. They become familiar with the order in the same way as other employees.
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QUESTIONS AND ANSWERS
As part of the counter-inspection, she requested the staffing table of the educational institution.
- Is it legal to require this document when checking a counterparty?
- Is there any liability if it is not directed?
Inspectors have the right to request the staffing table of the educational organization itself.
