The regulation on remuneration of labor is a local act of an organization regulating the issues of remuneration of workers for labor. This can be either an independent document or an annex to a collective agreement, if any. Typically, the provision for remuneration consists of several sections. There is no standard structure for this document in the legislation, however, if you analyze the acts of various organizations, you can see a lot in common in them. Next, we will talk about what issues most companies include in the pay regulation.
General Provisions
They describe the basic principles of accrual and payment of remuneration for labor, provide terminology, indicate who the document applies to. Many developers introduce a description of the regulatory acts on the basis of which it is developed into the regulation on remuneration.
It is useful if the document indicates the structure of remuneration for labor, describes the payment systems in place in the organization, issues of setting and indexing wages, ratios or sizes of salaries (tariff rates). The principles of evaluating posts and professions can be entered to determine their remuneration, the corresponding complexity, significance and intensity of the work performed. If the provision on remuneration in detail and clearly describes this in one of the sections or in several (determined by the developers), then this allows you to remove a lot of questions in the regulation of relations between employees and management.
Depending on the size, specifics, economic opportunities and location of the organization, various compensatory payments may be present in the structure of its wages. They are most often associated with work in harmful conditions, regional regulation, state secret. In addition, the regulation on the remuneration of LLC or other legal entity may include the amount of compensation for service outside working hours, a divided day, and a shift in delivery.
Particular attention in the local act may be paid to bonus issues. They can also be considered in a separate document. Here, as a rule, indicators, conditions and amounts of bonuses, its types (monthly, one-time, annual, etc.) are determined. Criteria can also be defined for which the employee can be increased, not accrued or reduced, the amount of incentive remuneration.
Even in the document, it can be described in what periods a person earns (paid) average earnings, and, depending on the capabilities of the organization, their list may be wider than in the legislation. In addition, the sizes of remuneration to tutors, team leaders authorized for various functions (quality, labor protection), deputies, and any other categories of employees can be determined.
An important point is the observance of all procedural aspects associated with the adoption of such a document in the organization: taking into account the views of the trade union, timely familiarization of staff, notification registration (if the provision is an annex to the collective agreement).