Employee rate. How the rate is determined. What is the tariff rate 1 rate of work

To be paid for an additional 0.5. rates You have to accept her as a part-time job. The payment procedure is determined by the contract and local regulations;

if she does not improve the number of hours, then payments can even be reduced

"Labor Code Russian Federation"No. 197-FZ dated December 30, 2001 (as amended on April 1, 2019)

"" Labor Code of the Russian Federation Article 135. Establishment wages

(in ed. federal law dated 30.06.2006 N 90-FZ)

(see text in previous "edition)"

Guide to personnel issues. Issues of application of Art. 135 of the Labor Code of the Russian Federation

"" The salary of an employee is established by an employment contract in accordance with the applicable this employer wage systems.

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

MINISTRY OF EDUCATION AND SCIENCE OF THE RUSSIAN FEDERATION

ABOUT DURATION

WORKING TIME (NORMAL HOURS OF PEDAGOGICAL WORK

AND ON THE PROCEDURE FOR DETERMINING THE EDUCATIONAL LOAD OF PEDAGOGICAL

EMPLOYEES SPECIFIED IN THE EMPLOYMENT CONTRACT

In accordance with part 3 of Article 333 Labor Code of the Russian Federation (Collected Legislation of the Russian Federation, 2002, N 1, Art. 3; N 30, Art. 3014, Art. 3033; 2003, N 27, Art. 2700; 2004, N 18, Art. 1690; N 35, Art. 3607; 2005, N 1, item 27; N 19, item 1752; 2006, N 27, item 2878; N 52, item 5498; 2007, N 1, item 34; N 17, item 1930 ; N 30, item 3808; N 41, item 4844; N 43, item 5084; N 49, item 6070; 2008, N 9, item 812; N 30, item 3613, item 3616; N 52, item 6235, item 6236; 2009, N 1, item 17, item 21; N 19, item 2270; N 29, item 3604; N 30, item 3732, item 3739; N 46 , item 5419; N 48, item 5717; 2010, N 31, item 4196; N 52, item 7002; 2011, N 1, item 49; N 25, item 3539; N 27, item 3880 ; N 30, item 4586, item 4590, item 4591, item 4596; N 45, item 6333, item 6335; N 48, item 6730, item 6735; N 49, item 7015, item 7031; N 50, item 7359; 2012, N 10, item 1164; N 14, item 1553; N 18, item 2127; N 31, item 4325; N 47, item 6399; N 50, 6954, item 6957, item 6959; N 53, item 7605; 2013, N 14, item 1666, item 1668; N 19, item 2322, item 2326, item 2329; N 23, Article 2866, Article 2883, No. 27 , Art. 3449, Art. 3454, Art. 3477; No. 30, art. 4037; No. 48, 6165; No. 52, art. 6986; 2014, N 14, art. 1542, art. 1547, art. 1548) and subparagraph 5.2.71 of the Regulations on the Ministry of Education and Science of the Russian Federation, approved by Decree of the Government of the Russian Federation of June 3, 2013 N 466 (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2013, N 23, Art. 2923; N 33, Art. 4386 ; N 37, item 4702; 2014, N 2, item 126; N 6, item 582; N 27, item 3776), I order:

1. Establish the duration of working hours (norms of hours of pedagogical work for the wage rate) of pedagogical workers in accordance with Appendix No. 1 to this order.

2. Approve the procedure for determining the teaching load of teaching staff, specified in employment contract(Appendix N 2).

3. Recognize invalid the order of the Ministry of Education and Science of the Russian Federation dated December 24, 2010 N 2075 "On the duration of working hours (norm of hours of pedagogical work for the wage rate) of pedagogical workers" (registered by the Ministry of Justice of the Russian Federation on February 4, 2011, registration N 19709).

D.V. LIVANOV Appendix N 1

to the order of the Ministry of Education

and sciences of the Russian Federation

DURATION

WORKING TIME (NORMAL HOURS OF PEDAGOGICAL WORK

PER SALARY RATE) OF PEDAGOGICAL WORKERS

1. Duration of working hours (norms of hours of pedagogical work for the wage rate) for pedagogical workers is established on the basis of reduced working hours of no more than 36 hours per week.

2. Depending on the position and (or) specialty, the following working hours or standard hours of pedagogical work for the wage rate are established for pedagogical workers.

2.1. The working hours of 36 hours per week are determined by:

teaching staff classified as professors teaching staff; Subsection 1 of section 1 of the nomenclature of positions of teaching staff of organizations that carry out educational activities, management positions educational organizations, approved by the Decree of the Government of the Russian Federation of August 8, 2013 N 678 (Collected Legislation of the Russian Federation, 2013, N 33, Art. 4381).

senior educators of organizations carrying out educational activities on educational programs preschool education and additional general education programs, and orphanages that carry out educational activities as an additional type of activity;

educational psychologists;

social educators;

teachers-organizers;

masters of industrial training;

senior leader;

labor instructors;

educators-librarians;

methodologists and senior methodologists of organizations carrying out educational activities;

tutors of organizations engaged in educational activities, with the exception of organizations engaged in educational activities on educational programs of higher education;

leaders physical education organizations carrying out educational activities on educational programs of secondary vocational education;

teachers-organizers of the basics of life safety;

instructors-methodologists, senior instructors-methodologists of organizations carrying out educational activities.

2.2. The working time of 30 hours per week is set for senior educators (with the exception of senior educators specified in paragraph 2.1 of this Appendix).

2.3. The norm of teaching hours of 20 hours per week for the wage rate is set:

teachers-defectologists;

speech pathologists.

2.4. The norm of hours of pedagogical work 24 hours a week for the wage rate is set:

music directors;

concertmasters.

2.5. The norm of hours of pedagogical work of 25 hours per week for the wage rate is set for educators who directly carry out training, education, supervision and care for students (pupils) with disabilities.

2.6. The norm of teaching hours of 30 hours per week for the wage rate is set:

physical education instructors;

to educators of organizations that carry out educational activities on basic general education programs, in which conditions have been created for the residence of pupils in a boarding school, as well as for the supervision and care of children in extended day groups, organizations for orphans and children left without parental care, organizations ( groups), including sanatoriums, for students (pupils) with tuberculosis intoxication, medical organizations, organizations social services carrying out educational activities as an additional type of activity (hereinafter referred to as medical organizations and social service organizations) (with the exception of educators provided for in paragraphs 2.5 and 2.7 of this Appendix).

2.7. The norm of hours of pedagogical work of 36 hours per week for the wage rate is set for educators of organizations that carry out educational activities in additional general education programs, educational programs of preschool education, educational programs of secondary vocational education, as well as those who look after and care for children (with the exception of educators for whom norms of hours of pedagogical work for the wage rate are provided for in paragraphs 2.5 and 2.6 of this Appendix).

2.8. For the norm of hours of pedagogical work for the wage rate of pedagogical workers listed in subparagraphs 2.8.1 and 2.8.2 of this paragraph, the norm of hours of educational (teaching) work, which is a normalized part of their pedagogical work (hereinafter - the norm of hours of educational (teaching) work ).

2.8.1. The norm of hours of educational (teaching) work of 18 hours per week for the wage rate is established:

teachers of organizations engaged in educational activities in the main general educational programs (including adapted ones);

teachers of organizations engaged in educational activities for additional general education programs in the field of arts, physical culture and sports;

teachers of additional education and senior teachers of additional education;

trainers-teachers and senior trainers-teachers of organizations carrying out educational activities on educational programs in the field of physical culture and sports;

speech therapists of medical organizations and social service organizations;

teachers foreign language preschool educational organizations;

teachers of organizations engaged in educational activities in educational programs of secondary vocational education of a pedagogical orientation (with the exception of teachers of these organizations who apply the norm of hours of educational (teaching) work of 720 hours per year for the wage rate).

2.8.2. The norm of hours of educational (teaching) work of 720 hours per year for the wage rate is set for teachers of organizations engaged in educational activities in educational programs of secondary vocational education, including integrated educational programs in the field of arts (with the exception of teachers specified in subparagraph 2.8.1 of this paragraph), and for major vocational training programs.

Notes:

1. Depending on the position held in working time teaching staff includes educational (teaching) and educational work, including practical training students, individual work with students, scientific, creative and research work, as well as other pedagogical work provided for by labor (official) duties and (or) individual plan, - methodical, preparatory, organizational, diagnostic, monitoring work, work provided for by the plans of educational, sports, recreational, sports, creative and other events held with students.

2. The norms of hours of pedagogical work for the wage rate of pedagogical workers, provided for in paragraphs 2.3 - 2.7 of this Appendix, are established in astronomical hours. The norms of hours of study (teaching) work, provided for in paragraph 2.8 of this Appendix, are established in astronomical hours, including short breaks (changes), dynamic pause.

3. The norms of hours of pedagogical work for the wage rate, provided for in paragraphs 2.5 - 2.7 of this Appendix, and the norms of hours of educational (teaching) work, provided for in paragraph 2.8 of this Appendix, are calculated values ​​for calculating the monthly salary of teachers, taking into account the established by the organization, carrying out educational activities, the volume of pedagogical work or educational (teaching) work per week (per year).

4. For pedagogical work or educational (teaching) work performed by a pedagogical worker with his written consent in excess of the established norm of hours for a salary rate or below the established norm of hours for a salary rate, payment is made from the established salary rate in proportion to the actually determined volume of pedagogical work or educational (teaching) work, with the exception of cases of payment of wage rates in full, guaranteed in accordance with paragraph 2.2 of Appendix 2 to this order to teachers who cannot be provided with an academic load in the amount corresponding to the norm of hours of educational (teaching) work established by for the wage rate per week.

The payroll process is always an exciting issue for all employees. Currently, there are various systems of remuneration, some receive their earnings in a fixed amount, others have a tariff rate. In fact, each system has similar features and fundamental differences. Consider what the official salary and the tariff rate are, what similar features two different concepts have, as well as their distinctive features.

What is salary

Before you understand how the tariff rate differs from the salary, you need to look at these two concepts in detail. In fact, a salary is a fixed amount of an employee's earnings, which is accrued for the performance of his official duties. In simple words it is paid in full only if two important conditions are met, that the employee fulfills his official duties and stay at the workplace in accordance with his work schedule.

Wages and salaries are two different concepts, for the reason that a fixed amount of money is just a part of the employees' earnings, in addition to it, he can receive various bonuses, for example, bonuses and other payments. The definition of salary means a fixed amount that an employee is guaranteed to receive at the end of the month worked, provided that he stayed at work in accordance with his work schedule.

Tariff rate

In fact, the tariff rate is also a fixed payment only not for the billing month, but for a certain time, for example, a day or an hour. That is, wages in this case will be calculated depending on the amount of time worked by the employee.

The calculation of wages in this case is carried out according to a simple formula: the tariff rate is multiplied by the amount of time worked. For example, if an employee's hourly rate is 120 rubles, he works 176 hours a month, then his salary will be 21,120 rubles.

What is the difference

So, we examined what a salary and a rate are, what the difference will be discussed later. There are several differences between these two payroll systems. The main one is that, according to the salary system, wages are accrued to an employee for billing period, that is, a month or a year, depending on the specifics of the work and the position he holds. The tariff rate is a payment for a certain period of time, mainly, it is applied when shift schedule work.

Another difference is that the salary is charged for the performance by the employee of his work duties, and the tariff rate is the amount of time worked. In addition, both of these systems are used depending on the specifics of the work, for example, in some positions, the level of income of an employee will directly depend on the amount of work performed and the amount of work. Although in this case, wages have a piecework wage system, in relation to which both the salary and the tariff rate can be applied, that is, a fixed amount of payment for the billing period plus a percentage of the amount of work performed.

similarity

Despite all the differences between these systems, they have a lot in common. As it turned out earlier, a salary can be received only after working out the billing period, and the tariff rate involves the payment of earnings for a certain unit of time, an hour or a week, a day. But if the employee did not work for a full month, for example, he was on vacation or on sick leave, then his salary is paid only for the time actually worked.

Consider how to calculate the hourly rate from the salary. Everything is quite simple, for this you need to divide the fixed amount by the number of days or hours worked. For example, if it is 25,000 rubles per month, then you can calculate how much he earns per day, if there are 22 working days for 8 hours in a calendar month. Thus, his tariff rate for the day will be 25000/22, equal to 1136.36 rubles per day or 142 rubles per hour.

Please note that under the system of payroll from salary, the employer unambiguously pays the employee only upon the fact of the time he has worked, that is, the salary is charged for the period that he is absent from the workplace.

Thus, the employer single-handedly establishes a system of remuneration for employees of his enterprise: salary and tariff rate. What is the difference? Significant differences are that the tariff rate is applied in most cases to a representative of the profession in the field of production or service, the salary is more often applied to employees in the field of economics or other intellectual activity.

received
fee 27%

Alexander

Hello. These are all different moments - an increase in the amount of work - separately, but within the framework of working hours

With the written consent of the employee he may be assigned to performance during the established duration of the working day (shift) along with the work specified in the employment contract, additional work in another or the same profession (position) for additional payment (Article 151 of this Code).Additional work assigned to an employee in another profession (position) can be carried out by combining professions (positions).Additional work assigned to an employee in the same profession (position) can be carried out by expanding service areas, increasing the volume of work. In order to fulfill the duties of a temporarily absent employee without being released from work specified in the employment contract, the employee may be entrusted with additional work both in another profession and in the same profession (position).

Article 284

The length of working time when working part-time should not exceed four hours a day. On days when the employee is free from the performance of labor duties at the main place of work, he can work part-time full-time (shift). Within one month (another accounting period), the duration of working hours when working part-time should not exceed half of the monthly norm of working hours (norm of working hours for another accounting period) established for the corresponding category of employees.
Limitations on working hours when working part-time, established by part one of this article, do not apply in cases where the employee at the main place of work has suspended work in accordance with part two of Article 142 of this Code or has been suspended from work in accordance with parts two or four of Article 73 of this Code.

Article 285

The remuneration of labor of persons working part-time is made in proportion to the hours worked, depending on the output or on other conditions determined by the employment contract.
When establishing persons working part-time with time wages, standardized tasks, wages are paid according to end results for the amount of work actually done.
Persons who work part-time in areas where regional coefficients and wage supplements are established, remuneration is made taking into account these coefficients and supplements.

Article 286

Persons working part-time are granted annual paid leave simultaneously with leave for their main job. If the employee has not worked for six months at a part-time job, then leave is granted in advance.
If at a part-time job the duration of the annual paid leave of the employee is less than the duration of the leave at the main place of work, then the employer, at the request of the employee, grants him leave without pay of the corresponding duration.

at the same time, article 282 of shopping mall

part-time- performance by the employee of other regular paid work under the terms of an employment contract during free time from work.

A combination is when you do other work during working hours

The same is essentially the case with an increase in the volume of labor, it’s just that it’s not another rate or profession, but everything within your framework - but there is more work itself

When paying for work on combination, one should be guided by Art. 151 of the Labor Code of the Russian Federation. In accordance with the norms set forth in it, the amount of additional payment is established by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work. Since the content and (or) volume of additional work cannot in all cases be calculated and established in advance, the amount of the additional payment is determined in each specific case when the employee is assigned to perform additional work (this has a corresponding regulatory fixation: according to Article 60.2. of the Labor Code of the Russian Federation, the period within during which the employee will perform additional work, its content and volume are established by the employer with the written consent of the employee).
For a uniform solution of issues related to payment for combining positions (professions), schemes for determining the amount of additional payment for combining positions (professions) can be fixed in local regulations(for example, in the regulation on wages).
In practice, schemes for calculating the amount of additional payments for combining professions (positions) provided for by Decree of the Council of Ministers of the USSR N 1145 are still used: engineering and technical workers and other specialists, employees of manufacturing industries and all categories of workers in non-manufacturing industries - up to 30% of the tariff rate (salary) for the main job. At the moment, its provisions regarding the establishment of the amount of surcharges can be used solely as methodological material. This, in particular, means that an organization (with an appropriate economic justification) can introduce schemes for determining the amount of additional payment for combining professions (positions), based on the tariff rate (salary) for combined work.

Article. "Combination and combination in a medical institution"
(S. Guliyeva)
(“Budgetary healthcare institutions: accounting and taxation”, 2008, N 12)

Thus, you need to look at all rates and count the hours of work, increase in volume - it may be easier for you, because. everything within your bid will go. At the same time, conclude an additional agreement to the contract. Combination-part-time-look-these hours go beyond your main job or not. - if you do not stay overtime - then this is a combination. If you stay, part-time. This is important for timing.

received
fee 27%

Hello!

Alexander

when you have a part-time job, you conclude an employment contract, and for this you need your consent to conclude it. Similarly, with the expansion of the ZO, the increase in the amount of work.

Article 60.1. Part-time work
The employee has the right to conclude employment contracts on the performance of other regular paid work with the same employer (internal part-time job) and (or) with another employer (external part-time job) in his spare time from his main job.
Features of labor regulation of persons working part-time are determined by Chapter 44 of this Code.
Article 60.2. Combination of professions (positions). Expansion of service areas, increase in the volume of work. Fulfillment of the duties of a temporarily absent employee without release from work specified in the employment contract
With the written consent of the employee, he may be entrusted with the performance during the established duration of the working day (shift), along with the work determined by the employment contract, additional work in another or the same profession (position) for additional payment (Article 151 of this Code).
Additional work assigned to an employee in another profession (position) may be carried out by combining professions (positions). Additional work assigned to an employee in the same profession (position) can be carried out by expanding service areas, increasing the volume of work. In order to fulfill the duties of a temporarily absent employee without being released from work specified in the employment contract, the employee may be entrusted with additional work both in another profession and in the same profession (position).
The period during which the employee will perform additional work, its content and volume are established by the employer with the written consent of the employee.
The employee has the right to early refuse to perform additional work, and the employer - to cancel the order to perform it ahead of schedule, notifying the other party in writing no later than three working days in advance.

Do I require additional payment for an increase in the volume of work?
Alexander

with an increase in the volume of work, you have the right to demand an additional payment on the basis of Article 151 of the Labor Code, the amount of which you agree with the employer in the agreement

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

How will this amount of work affect vacation pay?
Alexander

the size will increase

2. To calculate average earnings, all types of payments provided for by the remuneration system applied by the relevant employer are taken into account, regardless of the sources of these payments. These payments include:
a) wages accrued to the employee at tariff rates, salaries ( official salaries) for hours worked;
b) wages accrued to the employee for the work performed at piece rates;
c) wages accrued to the employee for the work performed as a percentage of the proceeds from the sale of products (performance of work, provision of services), or commission;
d) wages paid in non-monetary form;
e) monetary remuneration (monetary allowance) accrued for hours worked to persons holding public positions of the Russian Federation, public positions of constituent entities of the Russian Federation, deputies, members of elected bodies local government, elective officials local self-government, members of election commissions acting on a permanent basis;
f) the monetary allowance accrued by the municipal employee for the hours worked;
g) funds accrued in editions mass media and art organizations, the fee of employees who are on the payroll of these editorial offices and organizations, and (or) payment for their work, carried out at the rates (prices) of the author's (staged) remuneration;
h) wages accrued to teachers of professional educational organizations for teaching hours in excess of the established and (or) reduced annual teaching load for the current academic year, regardless of the time of accrual;
i) wages finally calculated at the end of the calendar year preceding the event, determined by the wage system, regardless of the time of accrual;
j) allowances and surcharges to tariff rates, salaries (official salaries) for professional skills, class, length of service (work experience), knowledge of a foreign language, work with information constituting a state secret, combination of professions (positions), expansion of service areas, increase in the volume of work performed, team management and others;
k) payments related to working conditions, including payments due to regional regulation of wages (in the form of coefficients and percentage bonuses to wages), increased wages for hard work, work with harmful and (or) dangerous and other special conditions labor, for work at night, pay for work on weekends and non-working holidays, overtime pay;
l) remuneration for the performance of the functions of a class teacher to pedagogical workers of state and municipal educational organizations;
m) bonuses and remuneration provided for by the wage system;
o) other types of wage payments applied by the relevant employer.
Resolution of the Government of the Russian Federation of December 24, 2007 N 922 (as amended on October 15, 2014) "On the peculiarities of the procedure for calculating the average wage" (ConsultantPlus)

received
fee 46%

Hello!

In my opinion, there is no difference in wages under the 1 + 0.5 or 1.5 scheme. In any case, with full working hours.

And the scheme is applied, 1 + 0.5 by the administration with a monthly contract, in my opinion, for two reasons:

1. if it appears new employee on the vacancy, they will accept it from the beginning of the month, and they simply will not conclude a contract for part-time work with you (they will not offer to write an application), that is, they will not have to deal with your dismissal from 0.5 rates.

2. When paid in proportion to the time worked, this is the savings in the wage fund, hence the source of the administration's bonus (material assistance). accountants, economists.

paid in proportion to hours worked. E
Alexander

In this case, there should be not only part-time work. and a part-time job should be established for part-time work.

Do I have the right to refuse duty more than 1 rate?
Alexander

At the end of the month, you can not write an application for the next month for part-time work, therefore no one can force you to do additional work.

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I agree with colleagues, but for medical workers there are features.

In accordance with the DECISION of the Ministry of Labor of the Russian Federation of June 30, 2003 N 41 "ON THE PARTICULARITIES OF PART-TIME WORK OF PEDAGOGICAL, MEDICAL, PHARMACEUTICAL WORKERS AND WORKERS OF CULTURE" (p. 2) are not considered part-time jobs and do not requireconclusion (formulation) of an employment contract the following types of work:

g) work without holding a full-time position in the same institution and other organization, including the performance teaching staff educational institutions responsibilities for managing classrooms, laboratories and departments, teaching work for managers and other employees
educational institutions, management of subject and cycle commissions,
work on the management of industrial training and practice of students and other
students, duty of medical workers in excess of the monthly work rate
scheduled time, etc..

Thus, the conclusion of monthly contracts is not required for you. Surcharge for work in excess of the monthly norm of working time according to the schedule should be made in proportion to the actual hours worked.

Good luck to you!

mode slave time ped slave comode slave time ped slave cowill fit.docx will fit.docx

Dear Alexander. This everyday wording "one and a half rates" is constantly confusing. The labor code speaks of two options for work for which you can get a higher salary. The first option is a combination (Article 60-2 and 151 of the Labor Code). In such a situation, you perform additional duties on days and hours according to your schedule. Depending on the rate from which the money for the additional payment is taken, it can be either a combination (if the names of the positions are different), or an increase in volumes (if also from the rate of the doctor on duty). In this case, an order is issued with your consent. But the payment can be less or more than half-time (depending on the amount of additional work and, most importantly, how you agree with the head of the department). The second option is internal combination. Then they must draw up a second employment contract and an order for admission, and draw up the end with dismissal, but this work must be done in their free time from the main job (Article 282-288 of the Labor Code). Payment from the rate at which you will be issued in proportion to the hours worked. More than half will not work and you will have to work more in time (your own hours + another half). Vacation pay is calculated from the accrued salary. Converting to 1.5 rates is just to arrange a combination or part-time job for a longer period than 1 month. Does not affect salary. In general, according to the system Effective contract» The salaries of medical workers should be increased by reducing staff positions with the same amount of the wage fund for a medical institution. Apparently it hasn't reached your institution yet. As for duty. If we are talking about duty at home, then see Article 350 of the Labor Code. There, in particular, it is said that even such duty can only be voluntary. If you work for 1 rate, then you do not have the right to put on a schedule for a month more than the norm of hours, which medical workers have 36 or less per week, depending on the working conditions. Overtime (Article 99 of the Labor Code) and involvement on your day off according to the schedule (if not part-time) or holiday (listed in Art. 112 of the Labor Code) with additional payment(Art. 152, 153 of the Labor Code)

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All issues related to remuneration for work performed are always of great concern to both the employer and the staff. Monthly payments may be of a different nature, consist of heterogeneous components and be charged based on different bases. Consider the concept of the tariff rate, analyze in detail how it is calculated, and also clarify the main differences between the tariff rate and salary.

What is a tariff rate

People cannot receive the same remuneration for their work. The amount to be paid as salary depends on:

• qualification level of personnel;
• the difficulties of the labor functions assigned to the employee;
• quantitative characteristics of work;
• employment conditions;
• time allotted for work, etc.

Salary differentiation according to the severity of these points is carried out within the framework of tariff system labor remuneration. Its key element is the tariff rate as the main component of the salary.

Tariff rate- documented amount of financial remuneration for achieving the labor norm of varying degrees of difficulty by an employee of a certain qualification for an accepted unit of time. This is the "backbone", the minimum component of the calculation for labor, on the basis of which the amount received by employees "on hand" is built.

REFERENCE! An employee cannot receive an amount less than the tariff rate under any circumstances, if all functional duties are fully performed by him - this is the minimum guaranteed by law.

Not part of the tariff rate:

• compensation;
• incentive payments;
• social charges.

Estimated time of the tariff rate

The time period for which the tariff rate is calculated can be any interval convenient for the employer:

• day;
• month.

Hourly rates it is convenient to establish if the enterprise operates, which determines the regime for the summarized accounting of working hours, as well as when hourly employees work.

Daily rates are applied when work has the status of daily work, while the number of working hours on each such day is the same, but differs from the usual norm established by the Labor Code of the Russian Federation.

Monthly tariff rates operate with constant observance of the rationing of working hours: a stable schedule, solid days off. Under such conditions, the employee will “close” the month, regardless of how many hours he actually worked: having worked the monthly norm, he earns his rate.

Tariff rate functions

The application for the accrual of remuneration in cash for the performance of labor functions - the tariff system of payment - has a number of advantages over other forms of payment.

The tariff rate as a unit of payroll performs a number of important functions:

• makes the remuneration of labor and its content proportionate;
• divides the minimum part of payment depending on the quantitative and qualitative characteristics of labor;
• streamlines the stimulation of labor in the stipulated conditions (for example, on harmful production, with a solid experience, processing, etc.);
• helps to adequately calculate pay for different systems of labor organization and work schedules.

NOTE! The main principle of the application of tariff rates is the same remuneration for an equal measure of work.

How is the rate calculated

The unit rate, with which all other categories are related, is the tariff rate of the 1st category - it determines the amount due to an employee without qualifications for his work during a specified time period.

The remaining categories are arranged depending on the increase in the complexity of the work and the qualifications required for it ( tariff categories), or by the level of professional training of employees (qualification categories). The complex of all ranks leaves tariff scale enterprises. In it, each next digit is several times more than a single rate (that is, 1 digit) - this indicator reflects tariff coefficient.

NOTE! The minimum wage is set by the state, and all other elements of the tariff scale are accepted separately for each organization and fixed in the relevant local acts. An exception is work in organizations financed from the state budget, where charges are made according to the Unified Tariff Scale (UTS).

Knowing the tariff coefficient and the value of the unit rate, it is always possible to calculate the amount of payment due to a particular employee according to the tariff.

An example of calculating the tariff for the UTS

A lecturer with a Ph.D. in Philosophy and the title of Associate Professor is employed at the Faculty of Philosophy of a State University. He was accepted to the post of associate professor of the Department of Cultural Studies and appointed curator of the student group. According to the Unified tariff scale, the billing period of which is equal to a month, his qualification corresponds to the 15th category. Let's calculate his salary.

The minimum payment for the UTC, corresponding to 1 category, is equal to the value. It must be multiplied by the tariff coefficient for the 15th category of the tariff scale, namely, 3.036.

Currently, a draft law is under consideration that regulates the procedure and amount of allowances due to the teaching staff. For our example, we will use the data from this bill.

To calculate the rate you need:

1. Multiply the interdigit coefficient and the minimum wage
2. Add docent position (+40%)
3. Add the due allowances for having an academic degree (for example, + 8,000 rubles), as well as a curator's supplement (for example, + 3,000 rubles).

Example of tariff calculation for an hourly rate

If an employee works according to the system of summarized accounting of working hours, then his tariff rate will depend on the hourly rate for given year- it will be shown by the production calendar, as well as the monthly tariff rate established at the enterprise.

1 way. You can divide by the rate indicator the monthly rate for working hours. For example, for a worker of a certain qualification, a tariff of 25,000 rubles is set. per month. At the same time, the established norm of working time per month is 150 hours. Thus, the hourly wage rate for such a worker will be 25,000 / 150 = 166.6 rubles.

2 way. If you need to calculate the average hourly rate for the current year, you first need to determine the average hourly monthly rate of time. To do this, we divide the corresponding annual indicator of the production calendar by 12 (the number of months). After that, we reduce the average monthly wage rate of the worker, established by the wage scale, by the number of times received. For example, the annual rate is 1900 hours. Let's take the same monthly rate as for the previous example - 25,000 rubles. Let us calculate how much this worker earned on average per hour during a given year: 25,000 / (1900 / 12) \u003d 157.9 rubles.

What is the difference between wage rate and salary

These two concepts are similar in many respects, since both of them reflect the monetary value of labor remuneration. Now the similarity between them is greater than a few decades ago, because in labor law significant changes are taking place. However, there are also significant differences

General features of salary and tariff rate

1. Both that, and another provides the minimum sum by which work can be paid.
2. Below the established limit, payment is not entitled to fall.
3. They are related to the qualifications of the employee.
4. They are taken into account without additional payments, allowances, compensations, social charges.

Differences in the tariff rate and official salary

Let's compare these two concepts in the following table.

	Base	Tariff rate	Official salary
	What is charged for	For the fulfillment of the labor norm per unit of time	For performance functional duties where no standard can be set
	Calculation time unit	Hour, week, month (any convenient time unit)
	What does the value depend on?	From the tariff category (inter-digit coefficient)	From the qualifications received by the employee
	professional circle	Real economic spheres: construction, mining, manufacturing, manufacturing, etc.	Non-productive areas of work: lawyers, civil servants, management, etc.

Salary is calculated per unit of time (hour, day, month). In the calculation, a special indicator is used - the tariff rate, which depends on the level of professionalism of the employee and the industry.

Definition

The tariff rate is a cash payment to an employee for completing tasks of a certain complexity within a specified time frame. This amount is fixed in the employment contract and is the minimum guaranteed wage, below which the employee cannot receive, provided that all duties are fulfilled. The enterprise can develop tariff rates of wages, tariff scales and staffing on which the employee's salary is determined. The rules by which the calculation is carried out are presented in labor legislation.

How to calculate your salary?

First of all, you need to familiarize yourself with the tariff-qualification directory of a particular industry in order to find out the size of the tariff rate, the number of categories provided, and the availability of additional payments. The formula for the calculation is as follows:

• Rate = Rate of the 1st category x Increasing coefficient.

In calculations, monthly rates are used only if the actual payment matches the norms, daily rates - if the number of days of actual attendance for work during the week differs from 5. The hourly wage rate of the employee is necessarily used when calculating the payment:

• in dangerous, difficult and harmful conditions;
• for excess production;
• on night shifts;
• on weekends.

It is calculated by dividing the salary by the number of hours worked per month (or the average monthly number of working hours per year). The exact calculation algorithm is spelled out in the Collective Agreement.

Payment schemes

The system of payment is the ratio of the measure of labor and remuneration for it. This also includes the conditions and procedure for calculating incentive payments and bonuses. The approved system is fixed in the Collective Agreement.

time system

With a time-based system, normative tasks are developed, the amount of time required for their implementation is established. To calculate earnings, the number of hours worked should be multiplied by the rate. It can be hourly or monthly.

Example 1

The hourly rate of a worker is 75 rubles. For a month he worked 160 hours at a rate of 168 hours. The employee's salary is: 75 x 160 = 12 thousand rubles.

Information for calculations is taken from the "Time Sheet" and the employee's personal card. Most often, the hourly rate is used when calculating the remuneration of industrial workers, and monthly salaries are set for specialists and managers.

Example 2

An accountant in an organization has a salary of 15,000 rubles. For a month, he worked 17 days out of the prescribed 20. His salary is: 15,000: 20 X 17 \u003d 12.75 thousand rubles.

Forms of payment are established:

• Simple time-based - provides for payment for the amount of time spent on the task.
• Time-bonus system - provides additional payments for product quality.

piecework wage system

The amount of salary may depend on the number of manufactured products. In this case, the rates are determined by multiplying the rate by the category and the rate of production. Let us consider in more detail the forms of remuneration.

Direct piecework

In this system, the salary is directly proportional to the number of manufactured products based on the established prices. The calculation procedure will depend on the type of norm.

Example 3

The tariff rate of a locksmith is 180 rubles per hour with a production rate of 3 units per hour. During the month, 480 parts were manufactured. Salary: 180: 3 x 480 = 28.8 thousand rubles.

Example 4

The turner's tariff rate is 100 rubles per hour at a time rate of 1 hour per piece. During the month, 150 parts were manufactured. Salary: (100: 1) x 150 = 15 thousand rubles.

Similar payment schemes can be applied not only to a particular employee, but also to the team as a whole.

Example 5

The team, which includes three workers, completed the specified amount of work in 360 hours. Under the terms of the contract, she is entitled to a payment of 16 thousand rubles. The tariff rates of the team members and the actual time spent are presented in the table.

1. Calculation of tariff salaries (rubles):

Alexandrov: 60 x 100 = 6000.
Ravens: 45 x 120 = 5400.
Karpov: 45 x 140 = 6300.

The tariff earnings of the entire brigade is 17.7 thousand rubles.

2. Find the distribution coefficient:

16: 17,6 = 0,91.

3. The actual salary of workers is shown in the following table.

piece-bonus system

This scheme provides for bonuses for production in excess of the established norm. Such surcharges are considered part of the actual earnings and are set in relation to the salary.

Example 6

The worker fulfilled the norm by 110%. According to piecework estimates, his salary is 6 thousand rubles. The regulation on bonuses provides for overworking a remuneration in the amount of 10% of the salary. The calculation will be:

6000 x 0.1 \u003d 600 rubles. - premium.
6000 + 600 = 6600 rubles - accrued salary.

The salary of employees servicing the equipment is calculated at indirect piece rates and depends on the quantity of manufactured products.

Chord system

In this case, the timing of the implementation of the complex of works is estimated. The amount of salary depends on the calculation of each type of work and overall size payments. The system provides bonuses for early completion of the task. It is used to calculate the salaries of employees involved in the aftermath of accidents and other urgent tasks.

Example 7

The worker fulfilled the norm by 110%. According to piecework estimates, his salary is 6 thousand rubles. According to the “Regulations on Bonuses”, a reward in the amount of 150% of the salary is provided for overwork. Calculation:

(6 x (1.1-1): 1) x 1.5 \u003d 0.9 thousand rubles. - premium.
6 + 0.9 = 6.9 thousand rubles - accrued salary.

Combined systems

The considered systems of remuneration depend on the quantity of manufactured products. But according to requirements labor law salary should also depend on the quality of the work performed. Therefore, in practice, the considered systems of remuneration are differentiated depending on the quality of manufactured products, that is, combined systems are used. For example, the tariff rate is calculated according to a direct piecework system, and when work is performed in excess of the norm, bonuses are paid. To calculate salaries for differentiated systems, the following are used:

• Tariff reference books of professions.
• Qualification characteristics.
• Job evaluation report.
• Tariff rate.
• Tariff network.
• Bonus payout ratios.

"Unified qualification directory of positions and salaries"

The tariff rate of remuneration in state institutions depends on the results of certification of tariffs from " unified directory positions” (EKS). It presents job descriptions and qualification requirements. It is used to rate work and assign ranks to workers.

The directory presents tariff rates per unit of time, depending on the category of the worker.

The rate of the 1st category represents the wages of the lowest qualification. Its size cannot be lower than the minimum wage, and the increasing coefficient is "1". The calculation of the tariff rate of the 2nd category is carried out by multiplying the rate of the 1st category by the corresponding coefficient, etc. All these indicators, supplemented by regional coefficients of surcharges and allowances, are grouped into the tariff scale.

incentive payments

The surcharge is financial compensation for non-standard mode of work, working conditions and labor intensity. An allowance is a payment that encourages an employee to improve their qualifications and skill level. The legislation provides for the following types of incentive payments:

• for work on a day off;
• overtime and night work;
• multi-shift mode;
• combination of positions;
• increase in the scope of work, etc.

To calculate each type of additional payments, an algorithm should be developed for determining deviations of actual working conditions from standard ones. That is, it is necessary to prescribe in the employment contract the mode of operation at night, the instructions of each employee, etc. Then, by comparing the actual working conditions with the normative ones, calculate the amount of the allowance and make payments.