An example of a staffing table at a rate of 0 5. Staffing: we solve emergency situations. Who should draw up the SR and make changes to it

23.05.2020

What salary should be indicated in the staff list if the employee is hired at 0.5 rates?

Answer

Answer to the question:

1. The salary must be indicated in full (as in column 5 of the staffing table), but with the reservation of proportional payment, which is expressly indicated in Art. 93 of the Labor Code of the Russian Federation. According to Art. 68 of the Labor Code of the Russian Federation, the order must fully comply with the employment contract. Accordingly, in the order, the salary must be indicated in full.

If 0.5 or 0.1 positions are enough for you, you should indicate in the staffing table as follows:

Unified form No. T-3
Approved by resolution
Goskomstat of Russia
dated January 5, 2004 No. 1

																										The code
																				OKUD form						0301017
"Alpha"																								according to OKPO		00000000
name of company
												Number document				the date compiling
	REGULAR TIMETABLE											15				29.08.2014		APPROVED
																		Order of the organization dated				«	29	»	august	20	14	No.	90
	for a period of		1 year		With	«	1		»	September		20		14		G.		State in quantity				28	units
Structural subdivision
Name		The code		Job title (speciality, profession), rank, class (category) qualifications				Quantity staff units			Tariff rate (salary) and etc., rub.		Allowances, rub.						Total, rub. ((gr. 5 + gr. 6 + gr. 7 + gr. 8) × gr. four)		Note
													academic degree		working mode		a responsibility
1		2		3				4			5		6		7		8		9		10
Administration		01		Director				1			60 000		5000		2000		3000		70 000
Administration		01		Technical Director				0,5			40 000		–				–		20 000
…		…		…				…			…		…		…		…		…		…
Department ______		05		Technician-programmer				0,1			7000		800						780
Department_________		09		Cleaner				3			7800		-		-		-		23 400
				Total				28			X		X		X		X		367 000

Head of Human Resources	Head of Human Resources		E.E. Gromov
	Job title	personal signature	full name

Chief Accountant		A.S. Glebova
	personal signature	full name

If, hiring a part-time worker or just working part time You in column 5 will reduce the salary to 20,000 rubles (example with technical director), then the proportion will need to be calculated from the salary of 20,000 rubles, and for 0.5 rates he will receive only 10,000 rubles

If the full duration of the working day for the position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the mode of work of an employee in your situation obviously differs from the general mode in the organization, and therefore it must be described in employment contract worker. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation. You still have to determine the work mode of the employee.

The employee’s remuneration in both the employment contract and the order should be reflected as follows: indicate the full salary (as in column 5 of the staffing table) for the position and the clause that remuneration is made in proportion to the time actually worked, and if necessary, indicate in brackets (0.5 or 0.1 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.

If we hire an employee for this position (0.5 units), then we take into account the following features of admission:

Employment contract and order :

When hiring, the parties have the right to agree on the establishment of part-time work for the employee. Compatibility is special case part-time work working time. Thus, both the part-time employee and the main employee can work part-time.

Consider an example when you are ready to accept an employee at 0.5 rates:

In this case, you set the employee part-time when hiring. Working at 0.5 rates actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours a day. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). An employee can also have an individual schedule, in which he will have different working days in different weeks or different beginning and end of the working day on different days. In the time sheet, you reflect the time actually worked by the employee, including a fractional number.

In general, the employment contract will be the same, with the exception of 2 points.

1. It is necessary to describe the work mode of the employee, for example: “ ».

In accordance with Federal Law No. 125-FZ dated June 18, 2017 “On Amendments to Labor Code Russian Federation" a break for rest and meals with such a short working day (4 hours or less) does not need to be established.

2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 40,000 rubles.(forty thousand rubles 00 kopecks). Salary is calculated based on hours worked". You can also specify the share of the rate: “The employee is set monthly salary of 40,000 rubles. (forty thousand rubles 00 kopecks). Salary is calculated based on hours worked (0.5 rate)»

The order for employment must comply with the text of the employment contract (Article 68 of the Labor Code of the Russian Federation)

This is what the job application will look like:

		the date
	Recruit	With		06.02.2015
		on		_

			Personnel Number
Ivanova Elena Vasilievna			18
Full Name
AT	Accounting
	structural subdivision
JOB TITLE
position (specialty, profession), category, class (category) of qualification


Constantly, The employee is assigned part-time work based on a 20-hour working week: part-time work 4 hours a day from 09:00 to 13:00. With a five-day work week with two days off - Saturday and Sunday. There is no break for rest and meals . with payment in proportion to hours worked (0.5 rates) The share of the bet can be omitted
conditions of employment, nature of work

With tariff rate(salary)

40 000

rub.

cop.

in numbers

allowance

rub.

–

cop.

in numbers

with a trial period

3 months

Specify if it is stipulated by the employment contract

month(s)

Base:

Employment contract dated

February

Of the year

№

35-TD

Details in the materials of the System Personnel:

1. Situation: How to reflect the salary in the employment contract if the employee works part-time

The salary in the employment contract must be reflected in full.

The official salary should be understood as a fixed amount of remuneration of an employee for the performance of labor duties of a certain complexity for a calendar month, excluding compensation, incentives and social payments (). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire standard of working time established for this category of employees (.

Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and paid in part upon actual working out. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.

Nina Kovyazina, deputy director of the department medical education and personnel policy in health care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel

Hello Ines.

In the staffing table, it is necessary to indicate exactly the amount of working time that is determined in accordance with the terms of the employment contract, i.e. if this is 0.5 rates for an 8-hour working day, it will be 4 hours.

For example, if we take into account a full working 5-day work week:

30 days x 8 hours = 240 hours (at full rate)

30 days x 4 hours. = 120 hours. (at 0.5)

In this case, the form can be used as the State Statistics Committee of the Russian Federation of 01/05/2004 N 1, which is optional. both recommended and arbitrary developed by the employer themselves. the main thing is that all the necessary details in the "staff" should be indicated:

Recommendations for filling in individual columns, fields, staffing lines

In the "Name of organization" field, the name of the organization is indicated in strict accordance with the constituent documents of the organization.
Important! The organization code is required All-Russian classifier enterprises and organizations (OKPO). The OKPO code is an identification code of an enterprise or organization, consisting of 8 digits.
Between the name of the form of the document (“STAFFING PLATE”) and the approval stamp, the number and date of the staffing table are indicated in the present field. If staffing is compiled for the first time, as a rule, N 1 is assigned to it, then consecutive numbering can be applied. The column "Date of compilation" indicates the date when the staffing table was actually drawn up.
The date of compilation and the time from which the staffing table is put into effect may vary. In the line "for the period ______ from" ___ "________ 20___" the period for which the staffing table is approved (usually for 1 year) is indicated, as well as from what date it begins to operate (for example: from January 1 to December 31 of the planned year) The staffing table is approved by order of the head of the organization.
The details of the order by which the staffing was approved are entered in the document approval stamp in the “Order of the organization from” field.
Directly below the approval stamp, in the field "State in quantity" in units, the total number of staff units of the organization is indicated. Filling in the graph staffing-B column 1 "Name" indicates the name structural divisions organizations.
Structural subdivisions should be understood as branches, representative offices, as well as departments, workshops, sections, etc., and under another locality - an area outside the administrative-territorial boundaries of the corresponding locality.
As a rule, this column indicates all units in a hierarchical sequence, that is, starting with the management ("Administration") and further by subordination. -column 2 "Code" involves indicating the numbers of divisions in a manner that allows you to determine the subordination and structure of the entire organization -column 3 "Position (specialty, profession), rank, class (category) of qualification".
If in accordance with federal laws with the performance of work in certain positions, specialties or professions, the provision of benefits or the presence of restrictions is associated, then the name of these positions, specialties or professions and qualification requirements to them must comply with the names and requirements specified in qualification guides approved in the manner established by the Government of the Russian Federation.
If the work is not related to difficult working conditions and the provision of certain benefits and guarantees (for example: additional holidays, reduced working hours, increased wages), then the name of the position, profession is determined by the employer.
column 4 "Number of staff units" indicates the number of staff units provided for in this organization for a specific position (specialty, profession). For example:
In column 3 "Position (specialty, profession), category, class (category) of qualification" the name of the position - "Accountant" is indicated, then in column 4 "Number of staff units" the number of staff units allocated in the organization for the position of "Accountant" is indicated, for example - 2 When filling out column 4 "Number of staff units" according to relevant posts(professions) for which the maintenance of an incomplete staff unit is provided, 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., rub." indicated in ruble monthly wage according to the tariff rate (salary), tariff scale, percentage of revenue, share or percentage of profit, labor participation rate (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local regulations of the organization
Note! The tariff rate or salary does not include allowances (compensation and incentive payments), since other columns are provided for them. Filling in this column depends on the system of remuneration.
In other words, if a time-based remuneration system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the unit of time for which this tariff rate is provided is indicated (for example: 100 rubles / hour).
If a piecework wage system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the number of manufactured products for which this tariff rate is provided is indicated (for example: 100 rubles / piece).
In this case, in column 10 "Note", as a rule, the corresponding type of remuneration system is indicated.
For example: simple time-based wage system, time-bonus wage system, simple piece-rate wage system, piece-bonus wage system, piece-progressive wage system, indirect piecework wage system, indirect piecework wage system, piecework wage system.
At the same time, in column 10 "Note" it is also recommended to indicate a local normative act that determines the procedure for establishing remuneration for a certain type of remuneration system, as well as its amount for a certain production rate.
For example, such indicators can be defined in the "Regulations on wages, bonuses and material incentives for employees"
Note!
In accordance with Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value. In other words, it is forbidden to indicate a “salary fork” in the staffing table. If in one unit there are two full-time positions, for example, “accountant”, then in column 5 “Tariff rate (salary), etc., rub.” the same amount of salary, tariff rate, etc. must be indicated. See Letter of Rostrud dated 04/27/2011 N 1111-6-1 “On setting salaries for positions of the same name”
However, if it is necessary to pay, for example, one of the two accountants a larger salary, given right the employer can realize by establishing additional payments or allowances for him, which are indicated in the section "Surcharges, rubles." in columns 6.7 and 8. - in columns 6, 7 and 8 "Surcharges, rubles." stimulating and compensation payments(bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation, as well as introduced at the discretion of the organization. Allowances are: -paid at the initiative of the employer organization (for example: for length of service; for knowledge foreign language and etc.); - established by law (which the employer is obliged to pay): - for the mobile nature of the work; -for traveling nature of work; -for work on a rotational basis; -for work in the conditions of the North; - for access to state secrets. Bonuses can be paid in a fixed amount (when the salary changes, the size of the bonuses can be both preserved and changed) or as a percentage (the size of the bonuses automatically changes if the salary changes).
If it is impossible for the organization to fill in columns 5-9 in ruble terms due to the use of other wage systems (tariff-free, mixed, etc.) in accordance with the current legislation of the Russian Federation, these columns are filled in the appropriate units of measurement (for example, in percentages, coefficients, etc. .) - column 9 “Total, rub. (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4 "In practice, there are several ways to fill in this column: 1. When in columns 6, 7 and 8" Surcharges, rub. " all indicators are indicated in rubles (without indicating percentages and coefficients). In this case, the indicator of column 9 is calculated by simply adding the sums (column 5 + colum 6 + colum 7 + colum 8).

State regulations define the main list of documents that every employer must have, regardless of the legal form. The list of these documents includes the staffing table. Although there is no direct indication of this in the legislation, the staffing table is mentioned in several articles of the Labor Code of the Russian Federation, which indirectly confirms the need for it.

What is staffing

The staffing table is one of the fundamental documents of all organizations. It contains information about the structure of the enterprise, positions and the number of staff units.

In those organizations where the remuneration system is limited only to salaries, this is the main document for payroll.

Based on what is filled

If the organization has just begun its activities and the staffing table is compiled for the first time, then it would first be advisable to think over the list of necessary positions and draw up a document regulating remuneration.

Responsible for compiling

The staffing table is made by any employee who is entrusted with this. As a rule, this is an employee of the personnel department or an accountant.

Introduction to this document

Since the staffing table is not a local normative act of the organization (paragraph 7 of the letter of Rostrud dated 05/15/2014 N PG / 4653-6-1), the employer is not obliged to acquaint employees with the staffing table.

Primary requirements

The staffing table is in the list of unified forms, where it goes under the letter T-3. Most organizations use this form because it contains all the required columns and columns.

But the use of this form is not mandatory, it is only advisory in nature, although there have been many disputes about this. The final point on this issue was put by the Letter of Rostrud dated January 23, 2013 N PG / 409-6-1. It directly states that organizations have the right to develop their own forms of this document and use them, the main thing is to take into account the requirements of the law.

In particular, Art. 15, 57 of the Labor Code of the Russian Federation states that the labor function of an employee is determined in accordance with the position, profession indicated in the staffing table. That is, the names of the positions must be included in this document.

How to fill out the staffing table for LLC and IP

Requisites

the full name of the organization must be indicated in full accordance with the constituent documents;
OKPO, this is the 8-digit organization code. This data is contained in information letter statistical bodies, which should be in every enterprise;
schedule number. There are no clear requirements here. You can use continuous numbering, you can start each year with the number 1 and indicate the year through a fraction, you can use any other numbering method.
Date of preparation. The actual date of compilation is affixed, it may differ from the date the staffing table is put into effect (for example, the staffing table drawn up in December of the current year comes into effect on January 1 of the next year);
the period of validity of the staffing table is indicated, most often 1 year, and from what date it comes into force;
in the upper right corner, the stamp “Approved” is placed and the details of the approval order and the introduction of the staffing table are indicated. On top of the stamp "Approved", as a rule, the seal of the organization is placed, although this is not fixed by law.

2020 staffing sheet

The form can be downloaded from any legal system such as Consultant or Guarantor. As a rule, the Word or Excel format is offered for download, there is no fundamental difference here, but it is more convenient to conduct it in a tabular form, since formulas can be entered in the appropriate cells and the document will calculate the number of staff units and the payroll.

The procedure for filling out the T-3 form

Column 1 "Name of the structural unit"

Structural divisions include branches, representative offices, workshops, departments, etc.

They usually start with top management units, then accounting and financial services, production, economic services.

For example: board, finance and investment department, economic department, sales department, etc.

Column 2 "Subdivision code"

Here, the coding is assigned according to the same principle that is used in the first column and indicates the subordination of structural units. For example, the finance and property department - code 02, the accounting and economic departments subordinate to it will have codes 02.1 and 02.2, respectively. This column is rarely filled in, mostly on very large enterprises. And it can be excluded from the document altogether.

Column 3 "Position (specialty, profession), category, class (category) of qualification"

Positions are entered in the nominative case and singular, in full, without abbreviations.

The employer has the right to determine the title of positions, except for those associated with difficult and harmful conditions labor and receiving state benefits ( early retirement). These positions must be entered in accordance with the qualification and tariff directory, or professional standards which are currently under development.

Column 4 "Number of staff units"

The number of staff units for each position is indicated here, it can be either integer or fractional, for example, 05 or 0.25 rates, which means that the amount of working time for such a position is reduced by two or four times.

Note: when indicating positions and staff units, the employer has the right to indicate any number, regardless of the actual employees. That is, he can add 3 units of an accountant to the staff list, but hire 2, and 3 units can remain vacant for as long as he likes.

An exception is the staff unit, which is reserved for the quota for the disabled. Its vacancy must be reported to the employment authorities.

Column 5 "Tariff rate (salary), etc., rub."

It all depends on the wage systems adopted in the organization. Salary, tariff rate, or various percentages and coefficients can be affixed here.

If it is not possible to put down specific numbers, then you can simply indicate the form of remuneration "piecework", "chord". But then in the following columns there should be a link to the Regulation on remuneration or another document where payroll is scheduled.

Columns 6,7,8 "Surcharges, rub."

Filled in according to the Regulations on wages and other local regulatory documents. This is usually listed here:

allowance for night work;
cleaning of bathrooms;
northern allowances;
other surcharges and allowances.

In these lines, you can simply indicate the document in which all this is written, especially if there are a lot of allowances. The only thing that is not indicated in these columns is the allowances that are charged on the entire wage. For example, a bonus that is paid in the amount of a certain percentage of all previously accrued amounts (salary or tariff rate plus allowances).

Column 9 "Total per month"

This column can only be filled in if in columns 5-10 the amounts are written in rubles and for the same period of time (rubles / day, rubles / hour), otherwise either a dash or the amount of only the salary multiplied by the number of staff units is put.

Column 10 "Note"

Here, a local regulatory act regulating wages, the minimum wage, if it is established, may be indicated (for example, piecework payment, and the note indicates: “at least 10,000 rubles.”)

As mentioned above, the employer can exclude columns that are unnecessary to him.

Sample filling in the staffing form T-3

Things to Remember

When filling out column 5 of the staffing table, you need to remember that the so-called "fork" of remuneration cannot be put down in the staffing table. Since it is legally established that for equal work - equal pay (Article 22 of the Labor Code of the Russian Federation).

That is, if in one unit there are 2 staff positions of an accountant, then the salary or tariff rate should be the same. But you can set individual surcharges and allowances.

Who signs

Form T-3 provides for two signatures under the staffing table: an employee of the personnel department and the chief accountant. If some category is missing, then you can get by with one signature, or appoint other persons by the appropriate order for the organization.

Terms and place of storage

The original staffing table is stored in the personnel department or in the accounting department, this is determined by the document flow of a particular organization. In any case, if the original is in the personnel department, then there should be a copy in the accounting department and vice versa.

According to paragraphs. "a" Art. Section 71 1.2 "Organizational foundations of management" of the List of typical managerial archival documents generated in the course of activities government agencies, organs local government and organizations, indicating the periods of storage (approved by Order of the Ministry of Culture of the Russian Federation of August 25, 2010 N 558), the staffing table is stored in the organization constantly.

Alteration

The legislation does not establish the duration of the staffing table, therefore it may be the only one throughout the entire life of the enterprise, and all changes and additions will be made out by separate orders to change the staffing table.

The employer himself decides to change the data in the staffing table, in this case he is not limited in time and number of changes. Exceptions are cases provided for by law, for example, holding events. In this case, the deadline for making changes is established by the Labor Code.

Results

The staff list is one of the main documents of an enterprise of any form of ownership, containing important documents. Since there are no analogues in the document flow this document, then maintaining the staffing table is not only mandatory, but also necessary for the optimal organization of the enterprise.

Video - how to draw up a staffing table for an enterprise in the 1C program:

The work of each enterprise is based on the legislative acts of various levels of subordination. An important role in the life of any organization is played by local documents adopted and published for the enterprise itself.

Dear readers! The article talks about typical ways to solve legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

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The staffing table also belongs to documents of a local nature. The features and design features of this important document are disclosed below.

What is this document?

Staffing is a normative act of a local nature. Based on the Charter of the enterprise.

For unification, the Decree of the State Statistics Service approved the T-3 form.

It is used in enterprises for registration headcount employees, their composition and structure.

Includes:

Name of departments, assigning them a code.
Name of positions, specialties, professions, category, qualification class.
Number of employees, salary, allowances.

The staffing is designed to:

Form organizational structure enterprises.
Form the number of departments and staff units.
Establish a payroll system for employees.
Set allowances and their size.
Facilitate recruitment for vacancies.

What does the law say?

Normative base

Labor Code. Art. 15 and 57 contain references to the staffing table. This is due to the fact that the duties, rights and remuneration of the employee come from the staffing table.
Instructions for . It is indicated that all entries are recorded in work book based on the schedule.

There is no normative act that specifies the obligation to maintain a staffing table. Despite such a "hole in the law", all control services request this document.

With its help, information about employees, remuneration for the work done, etc. is checked and collected. Therefore, its absence is a violation of labor law and entails a fine.

Conclusion: the staffing table should be in every enterprise.

Responsible persons. Who is signing?

The head of the enterprise, the heads of the personnel and accounting departments have the right to sign in the staffing table. This means that the employees of these services are responsible for compiling, executing, making changes.

The signature is placed at the end of the document. If the staff list consists of more than one page, signatures are placed on the last page in special signature lines.

During the initial development of the staffing table, the graph for signatures can be entered on each page of the document.

When and how to make changes?

It is necessary to make changes every year or not, each manager decides separately. This is pla new document and it is advisable to update it annually.

The annual update will allow coordinating the quantitative and qualitative composition of employees.

If it is necessary to introduce or remove positions, abolish or add departments, a new document can be approved less often or more often.

Changes can be made in several ways:

Overall change. It is assigned a new registration number and ratified by order (decree).
Selective change. It should be registered in an order or order. This method possible if the adjustments are not significant.

The changes made to the staffing table affect the already working staff; accordingly, adjustments should be made to the labor documents of those employees whom they concern.

This may be a change in position, department, additional responsibilities, change,.

When changing positions, the employee must be informed in writing two months in advance.

Thus, making changes consists of the following steps:

The consent of the employee to make adjustments to the schedule that concern him.
Writing and adoption of an order (instruction) on making adjustments.
Writing and accepting an application to the employee who is affected by the changes.
Recording the received changes in the work book.

How to draw up a staffing table correctly?

Procedure, stages and rules for filling

When writing the staffing table, the organizational structure of the enterprise should be referred to.

This is due to the fact that when drawing up the schedule, it is necessary to indicate the departments that are part of the enterprise. Next, a standardized form is filled out.

Steps for entering data into a standardized form:

Specify the name of the company according to founding documents. If there is an abbreviated name, it must also be indicated - in brackets or on the line below.
Specify OKPO code.
Indicate the serial number, according to the Journal of registration of document flow. When making multiple adjustments, enter a separate numbering (for example, with a letter value).
The date of preparation of the document is entered in a special column. May not always coincide with the time of its entry into force. In this regard, in the unified form there is a column indicating the date from which it enters into force.
In the column "State in the number of ... units" the number of official units is entered.
Graphs are being filled.

Sections, columns and their features

Section 1 "Name of the structural unit"

Departments, representative offices, branches are introduced.

Data is entered from top to bottom.

The first line indicates the management of the enterprise. Followed by financial department, Accounting, Human Resources, Department of Economic Affairs.

After filling in the graph by the departments of the first level of subordination, it is necessary to enter data on production.

All shops and sections are indicated. After this level, data on service units (warehouse, for example) are entered.

Section 2 "Code of the structural unit"

This section clearly shows hierarchical structure enterprises.

In order to facilitate the filling of this column, you should use industry classifiers.

A specific code is assigned to any structural unit in order to facilitate document management.

Assignment starts from large to small. For example, the department is 01, the departments in the department are 01.01, 01.02, etc., in the department, the group is 01.01.01, etc.

Column 3 "Position (specialty, profession), category, class (category) of employee qualification"

The section is filled on the basis of the Classifier of occupations of workers, positions of employees and wage categories.

For organizations that are funded from the federal budget, the use of a classifier is an integral part of the workflow process.

Data is entered in this column in accordance with the characteristics of the activities of each enterprise.

Section 4 "Number of staff units"

Contains data on the number of work units. Established units budget organization approved by higher authorities.

At an enterprise of non-budget forms of ownership, staff units are determined by its needs and economic feasibility. If the enterprise has staff units working at 0.5 or 0.25 rates, then when filling out this section, shares are indicated.

Vacancies fit into the number of vacant state units.

An example of a staffing table with a rate of 0.5:

Section 5 "Tariff rate (salary), etc."

This section contains data on wages by position.

With the help of the tariff rate, employees are remunerated for the duties performed in accordance with the employment contract. This payment method is actively used on state enterprises and organizations. When charging salaries, it is necessary to refer to the Unified Tariff Scale.

Salary - a fixed remuneration for the performance of duties that are directly specified in the employment contract.

The formation of salary is carried out for a certain period of time (month, quarter, half a year).

The establishment of the salary of employees of budgetary organizations is based on the Unified Tariff Scale. Enterprises of private forms of ownership proceed from financial possibilities, but not below the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc.

The data is indicated in rubles.

Section 6-8 "Surcharges and Surcharges"

Contains data on incentive payments, compensations (bonuses,) established by the legislation of the Russian Federation ("northern", for an academic degree) and introduced at the discretion of the organization (related to working conditions).

For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise.

Allowances are set as a percentage of salary. Payments are a fixed payment.

Section 9 "Total"

Columns 5 - 8 are summarized. All expenses during the month are indicated.

Section 10 "Note"

Changes are made to the column, clarifications according to the staffing table.

When is it compiled and approved?

A staffing table is drawn up when opening a new enterprise, branch, subsidiary, etc., and when significant changes are made.

Due to the fact that wages are paid monthly, it is most correct to set the date of entry into force on the first day of the month.

The staffing table is approved on the basis of an order or order signed by the head of the enterprise or an authorized person.

Also, in the staffing table, the appropriate details should be entered in the "Approved" column. Further, the data is entered into the Registration Journal, after which the number is entered into the order. Further, after the approval procedure, the staffing table is sent for storage.

Sample filling 2020:

Important nuances

Rounding of positions

When entering the staffing level, the staffing table may contain whole units and fractional ones.

There are two options for rounding staff units:

Rounding is carried out for each division.
Employment units are rounded for several departments.

Wherein:

Rates less than 0.13 = 0, i.e., recline.
Rates of 0.13–0.37 are equal to 0.25 of a regular position.
Rates 0.38-0.62 are rounded up to 0.5 rates.
Regular rates of 0.63-0.87 are equal to 0.75 rates.
Over 0.87 - full rate.

Drawing up a staffing table for individual entrepreneurs

According to the legislation, an individual entrepreneur can hire employees. From the moment the employees are accepted, he becomes an employer and must maintain a staffing table. The exception is cases when the duties and form of the employee's activity are described in detail in the employment contract.

Staffing helps to get rid of the difficulties of unpredictable situations when working with staff.

When compiling the staffing table for individual entrepreneurs, it is worth adhering to the same principles and rules as for large companies.

But at least it is worth filling out Columns 1-5.

Development of staffing in a budgetary institution

Staffing is an integral part of the work of any budgetary organization. It is also compiled according to the standardized T-3 form in accordance with all of the above principles and features.

However, for budget institutions mandatory is to use:

All-Russian classifier of occupations of workers, positions of employees and wage categories.
Qualification directory of positions of managers, specialists and other employees.
Unified Tariff and Qualification Directory of Works and Occupations of Workers (ETKS).

The employee is accepted at 0.5 rates. The staffing table has a salary of 6000 rubles. and in the column "Total" the amount of 3000 rubles is indicated. Is it correct? In the employment contract in the paragraph "Terms of remuneration" I

The order for employment is drawn up on the basis of an employment contract. Therefore, the wording in these documents must be consistent.

In the employment contract and the order for employment, it is necessary to establish how the employee's remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is accepted for 0.5 rates and the full salary for this position (6000 rubles). It is also necessary to set the exact duration of working hours (20 hours per week).

Option " Full name - from _____ 2015 to be accepted to the medical center for the position nurse external part-time at 0.5 rate from 20-hour working week with an official salary of 6000 (six thousand) rubles with remuneration in proportion to the hours worked' is more correct.

The rationale for this position is given below in the materials of the Personnel System

Staff scheduling

How to fill out the staffing form

The staffing table, in contrast to the staffing, 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 head after the approval of the schedule.

Do I need to indicate positions or other information about part-time workers in the staffing table

By general rule in the staffing table, all staff units (including part-time ones) must be indicated, regardless of who they will be occupied subsequently: part-time employees or main part-time employees.

If the organization uses the unified form No. T-3. then it is not necessary to prescribe the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if the value of 0.5 is indicated in the staffing table in the column "Number of staff units", this does not mean that the rate is replaced by a part-time job. The main employee can also receive half the rate, for example, in the case of combining professions (positions) (part 2 of article 60.2 of the Labor Code of the Russian Federation).

If an organization uses a self-developed staffing form, then, if necessary, it can provide a special line in the form for entering information about part-time workers.

The order of acceptance to work

How to issue an order to hire an employee

Recruitment of an employee to work issue an order issued on the basis of a concluded employment contract.

Staffing, examples of filling out the T-3 form

Issue an employment order in the unified form No. T-1. approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1. or according to an independently developed form.

It is necessary to familiarize the employee with the order on his employment within three days from the moment he actually started work. The order is brought to his attention under the signature. Before concluding an employment contract, the employee must be familiarized (under signature) with the Labor Regulations, collective agreement and other internal documents regulating labor activity. This procedure is provided for by parts 2 and 3 of Article 68 of the Labor Code of the Russian Federation.

Nina Kovyazina

Article:

Part-time worker and main part-time worker: what is the difference between the design of labor relations?

We reflect the incomplete rate in the staffing table

The search for a new employee and his registration for work is preceded by the appearance in the staff list of 1 organization of a vacancy. If a part-time job is vacant, the employer has a choice: to hire a part-time employee or an employee who will work at the main place of work on a part-time basis. This difference is not reflected in the staffing table (sample below).

Example

When filling out the staffing table, in column 3 "Number of staff units" they indicated the rate (0.5), in column 4 "Salary" - full-time salary (20,000 rubles), in column 5 "Total per month" - the work of column 3 and 4 (10,000 rubles). Thus, the salary according to the staff list of a part-time worker or the main employee, accepted on a part-time basis, will be 10,000 rubles.

Conclusion of an employment contract

In the employment contract, it is necessary to indicate whether the work for the employee is the main one or part-time work. Accordingly, in the contract with a part-time job, include the wording: “Work under this employment contract is a part-time job for the Employee”, and in the contract with the main part-time employee, “Work under this employment contract is the main job for the Employee”.

Mandatory to be included in the employment contract with such employees is the condition on the working hours, since for them it differs from general rules operating in the organization (Article 57 of the Labor Code of the Russian Federation). The contract must specify the specific working hours of the employee.

In addition, the employment contract must specify the terms of remuneration (including the size of the tariff rate or salary, additional payments, allowances and incentive payments). When an employee is hired on a part-time basis, the salary is indicated in accordance with the staffing table, that is, in full, but remuneration is made in proportion to the hours worked or depending on the amount of work performed.

The same method of establishing wages can be used when hiring a part-time job (sample below). However, the work of a part-time worker can also be paid on other conditions determined by the employment contract (Article 285 of the Labor Code of the Russian Federation).

Example

GU Perm regional office The FSS of Russia challenged in court the disproportionate salary of the lawyer of Pravo LLC Yulia Shch., who works part-time. Yulia Shch.'s employment contract did not stipulate the principle of proportionality of wages to hours worked. According to the organization, the maternity allowance should have been calculated based on this principle. LLC Pravo accrued benefits based on the calculation of the wages of a full-time unit with an eight-hour working day. Based on Article 285 of the Labor Code, the court recognized the actions of Pravo LLC as lawful and indicated that the determination of the proportional ratio of earnings to hours worked when working part-time is not mandatory (FAS resolution Ural District dated April 14, 2010 No. Ф09-2327 / 10-С2).

To avoid questions from inspection bodies and employee complaints about discrimination, do not set different salaries for the same position (Article 2 of the Labor Code of the Russian Federation). If you want to pay a part-time job a higher salary, enter categories according to the position in the staff list or set a salary increase.

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If the enterprise has several divisions, then in the order it is necessary to make a note about attributing the input positions to one of them. In the case when a new department is created from newly hired employees, this should also be indicated in this administrative document. Downsizing Downsizing refers to the removal from the staffing of units that are not vacant. In this situation, the Labor Code requires employers to warn employees about layoffs 2 months in advance. This is not an easy process, including many nuances provided by the state to protect the rights of workers. The order to change the staffing table in this case must be general for the enterprise, with the appropriate numbering and index.

Staffing: we solve emergency situations

That is, the staffing table can initially set the work of a part-time job by indicating not “1”, but “0.5” for this position. Details in the materials of the Personnel System: As a general rule, all staff units (including
h. part-time) regardless of who they will be employed subsequently: part-time employees or main employees with part-time work.
The main employee can also receive half the rate, for example, in the case of combining professions (positions) (part 2 of article 60.2 of the Labor Code of the Russian Federation).

Vote:

The staffing table (ShR or colloquially - "staff") contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved the unified form No. T-3, which is installed in all software products on personnel records and, as a rule, is used by organizations and entrepreneurs.

Form T-3 for staffing Please note that for non-governmental organizations it is not mandatory for use. federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use the forms of primary accounting documents developed independently.

Order to change the staffing table

Attention

Any company has a certain official structure, fixed by a special document, which, as you know, is called the staffing table. By making adjustments to it, the management manages the company, debugs the wage system and optimizes the organizational structure.

Let's figure out how best to issue an order to change the staffing table so that it does not contradict the law and contains all the necessary positions. Reason for change So what is the reason for updating a document? From whom should the signal be received that changes need to be made to the staffing table? Of course, this is the prerogative of the head of the enterprise.

Order for approval of the staffing table

Well, what about individual entrepreneur this work is performed by a personnel officer, an accountant (if any in the state) or directly by the entrepreneur himself. Changing the staffing table, increasing salaries As you know, the Labor Code does not allow changes in the wages of employees in the direction of reduction (except for the situations indicated in Art.
74
Limited Liability Company "Stroitel" ORDER January 21, 2015 No. 2-ShR On amendments to the content of the staffing table No. SHR-1, approved by Order No. 1 dated April 1, 2014. Due to a change in the scope of work performed, I ORDER: Make the following changes in the content of the staffing table No. ШР-2: 1.

Is it possible to establish part-time work in the staffing table?

The document clearly states:

structural units,
job titles,
the number of employees,
their working conditions (schedule, salary, etc.).

However, if it is about commercial organizations, then they are free to assign any names to positions, but state institutions when determining a position, they must be guided by special classifiers. The document indicates both employed and vacant rates, takes into account employees working on a part-time basis and those who carry out auxiliary activities in relation to the main production.

As for the workers who are on a "deal", i.e. have piecework wages - they are usually not mentioned in the document.

Staffing: how to arrange it according to all the rules in 2018

Therefore, with the employment contract of a part-time worker, the mode of his work and the condition on remuneration should be reflected. The working time worked by a part-time worker is reflected in the time sheet.

Payment to a part-time worker is made in proportion to the hours worked, depending on the output or on other conditions determined by the employment contract (part one, article 285 of the Labor Code of the Russian Federation). The condition of remuneration in the employment contract of a part-time worker can be set as follows, for example: “Remuneration is made in proportion to the time worked, based on the size of the official salary for this position of 20,000 rubles” or “Taking into account the mode of work, the Employee is paid in the amount of 10,000 rubles.

based on the official salary for this position 20,000 rubles.

Order to change the staffing table (sample)

As a rule, most of such documents in the justification have approximately the following reason: "Due to the difficult financial situation of the organization, as an measure to optimize labor costs." Let us consider in more detail the content of the administrative part of the order to reduce the staff: “Introduce the following changes to the content of the staffing table No. ШР-1 dated 04/01/2011: 1. From August 1, 2014, remove positions from the staffing table: 1.1. Senior engineer - 1 pc. unit. 1.2. Cashier - 1 pc. unit.

Responsible - economist Nezhnaya L. I. 2. From August 1, 2015, introduce the following positions into the staff list: 2.1. Senior engineer - 0.5 staff unit. Responsible - economist Nezhnaya L.

I. 3. HR Specialist L. V. Solovieva

Staffing in questions and answers

Life is beautiful!)) qKadr Russian Federation, Moscow #3 August 27, 2013, 10:27 am I want to draw the moderator's attention to this message, because: A notification is being sent... “You're not fat, I'm telling you! Take two chairs and sit down with us!” Mamawka Russia, Taganrog #4 August 27, 2013, 10:28 Number of staff units write 0.5, Tariff rate (salary), etc. for example 5000 rubles. (rate) Total, 2500 rubles (0.5 of the rate). This is if there are no allowances. The T-3 form is on the internet. I want to draw a moderator's attention to this message because: A notification is being sent...

I am a beginner and I need your help and support. TATYANA Russian Federation, Moscow Region #5 August 27, 2013, 10:28 AM In the SHR, wages are refused, not specific employees.

You can have 1 pc in SHR. units, and an employee can be listed at 0.5 rates. Those.
This can happen, for example, due to the regular occurrence of overtime, as well as an increase in the length of the working day, for the convenience of calculating wages and keeping records of hours worked. Again, such changes require justification, are made only in agreement with the employee, and should not reduce the amount of payments.

In this case, the administrative part of the order will look something like this: “1. From August 16, 2012, the following positions should be removed from the staff list: 1.1.

Driver of the 4th category with a tariff rate of 9082.50 rubles. - 1 PC. unit. 2. Starting from August 16, 2012, introduce the following positions into the staff list: 2.1.

Driver of the 4th category with an hourly tariff rate of 55.04 rubles. - 1 PC.

Staffing table (sample for 2018)

unit. 3. To notify the driver of the 4th category Ivanov I.I. about the change to the personnel specialist Solovieva L.V., to prepare the relevant personnel documents.

And what do you think?
What documents did you have set a time limit? First of all, make changes to them, taking into account the recommendations of the respected Anatoly :;)

Column 9 of the staffing table when working at 0.5 rates

Thanks for the help! 🙁 Well, why do you immediately "climb into the bottle"? :acute:
Let's think together :reverie:
By what document do you have a time-based system installed:
1. Collective agreement
2. Regulations on payment
3. Nothing

anatol_ua

13.10.2009 16:45