The management of the company often "puzzles" the personnel department with a variety of urgent tasks that lead to an increase in document flow. For example, they demand an increase in wages. And his personnel officers usually dislike him because he has to draw up a lot of "paperwork". In addition, when carrying out this operation, it is necessary to take into account not only the procedure for compiling and processing all documents, but also other important details, which will be discussed in the article. Let us consider in more detail the issues that arise if the authorities ordered to increase salaries.

First, let's look at ways to increase wages. The components of the latter are indicated in Art. 129 of the Labor Code of the Russian Federation. Based on this, we conclude that an increase in wages is possible, firstly, by raising the tariff rate, salary (official salary), as well as the base salary (base official salary) and the base wage rate (parts 3-5 of article 129 TC RF).

Secondly, it may be necessary to establish or increase compensation payments (additional payments and allowances of a compensatory nature, including for work in conditions that deviate from normal, work in special climatic conditions and in territories subjected to radioactive contamination, and other compensation payments, part 3 of Art. 1 article 129 of the Labor Code of the Russian Federation).

Thirdly, the employer can establish or increase the amount of previously established incentive payments (additional payments and bonuses of a stimulating nature, bonuses and other incentive payments, part 1 of article 129 of the Labor Code of the Russian Federation).

The most labor-intensive in terms of workflow is the first way to increase wages. But here, too, options are possible, which depend on whether the increase in salaries will affect all employees or only part of them (a department or only one or two employees).

Raising the wages of all employees

The option when the salary changes for all employees of the organization by an equal quantitative expression (as a percentage) is possible, for example, in the case of an increase in salaries due to indexation.

Recall that Art. 134 of the Labor Code of the Russian Federation obliges employers to annually index wages, which is an increase in the real content of wages due to an increase in consumer prices for goods and services.

Document Fragment

Article 134 of the Labor Code of the Russian Federation. Ensuring an increase in the level of real wages.

As you can see, the Labor Code of the Russian Federation instructs employers to fix the procedure for indexing wages in a collective agreement, agreement or local regulatory act, for example, the Regulations on wages, bonuses, etc.

The frequency of indexation and its size are not established by law. Most often, the employer conducts it annually, but he can choose a semi-annual, quarterly or annual frequency. The organization chooses the date of the event on its own. This may be the beginning of the calendar year, the end of the financial year, when the results of the enterprise are summed up, or any other convenient date or dates.

Most often there is an increase in tariff rates or official salaries by a certain coefficient. If we talk about setting a specific amount of the increase coefficient, then it can be determined depending on various factors, such as the consumer price index, the rate of inflation, the growth of the subsistence level of the able-bodied population, etc.

By the way, it should be borne in mind here: if a company is subject to an industry agreement and has not refused to join in writing, then when establishing the procedure and amount of indexation, it should take into account its norms (Article 48 of the Labor Code of the Russian Federation).

Example 1. An excerpt from the Regulations on wages

<…>

6.1. Indexation of wages is the order of its increase in connection with the growth of consumer prices for consumer goods and services.

6.2. The employer annually, until November 1 of each calendar year, indexes wages in order to increase the level of its real content.

6.3. Indexation is carried out by increasing the official salaries of Employees by the amount of the actual growth of the consumer price index in the Russian Federation based on data published by the State Statistics Committee of Russia on the website www.gks.ru.

6.4. The calculation of the amount of salary, taking into account indexation, is determined by the following formula: salary amount (in rubles) x coefficient, which corresponds to the actual growth of the consumer price index in the Russian Federation.

6.5. Wages calculated taking into account the indexation coefficient are paid to Employees starting from November 1 of each calendar year based on the order of the General Director.

<…>

In practice, the following situation has developed: due to the fact that the procedure for indexing is not established by law, and the provisions of Art. 134 of the Labor Code of the Russian Federation are vague, many employers do not implement it at all or do it irregularly. At the same time, the position of both the inspection bodies and the courts is unequivocal: the employer is obliged to carry out indexation (see, for example, the letter of the Federal Service for Labor and Employment of 19.04.2010 N 1073-6-1 and the ruling of the Constitutional Court of the Russian Federation of 17.06.2010 N 913 -O-O).

Arbitrage practice. The Constitutional Court of the Russian Federation, in ruling No. 913-O-O of 17.06.2010, considered the complaint of Coca-Cola HBC Eurasia LLC, challenging the constitutionality of Art. 134 of the Labor Code of the Russian Federation. According to the applicant, the wording of this norm is vague, which is why it is understood differently in law enforcement practice: either as obliging employers not funded from the state budget to independently establish the procedure for indexing wages, or as giving them a similar right, but not obliging implement such regulation.

The Constitutional Court of the Russian Federation, having studied the applicant's materials, found no grounds for accepting the complaint for consideration, noting that wage indexation should be provided to all persons working under an employment contract, regardless of ownership, etc.

Opinion

I came across a curious practice regarding liability for non-indexation of wages in an organization. If the company does not carry out indexation and the organization's documents do not provide for its procedure, the inspectors hold it liable under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation. So, the organization is fined in the amount of 30,000 to 50,000 rubles. or suspend its activities for up to 90 days, and the head of the company (or other responsible official) is fined from 1,000 to 5,000 rubles. or disqualified if he has previously been punished for such a violation.

Another thing is if the indexation procedure is prescribed in a local regulatory act, but wages have not increased. In this case, in addition to the specified liability, the head of the organization is fined 3000-5000 rubles. according to part 1 of Art. 5.31 of the Code of Administrative Offenses of the Russian Federation. But the most important thing is that the organization is issued an order to pay the employees the unpaid amount that they would be entitled to as a result of indexation. In some cases, GIT inspectors also demand to pay interest for each day of delay in the amount of at least 1/300 of the refinancing rate of the Central Bank of the Russian Federation.

If the local regulations of the organization do not provide for the procedure for indexing, and the management decided to carry it out, then you should either make appropriate additions to the rules in force in the organization, or adopt separate acts (for example, the Regulation on indexation). In any case, a reference to the new norms or a document regulating the rules for indexing wages must be included in (Example 2).

Example 2. Sample supplementary agreement to an employment contract with a condition on wage indexation

Additional agreement No. 1
to the employment contract dated December 17, 2012 N 84/12

Moscow city

Limited Liability Company "Stencils of Indyukov" represented by the General Director Indyukov Veniamin Ferapontovich, acting on the basis of the Charter, hereinafter referred to as the "Employer", or "Company", on the one hand, and Kruglov Mikhail Alekseevich, hereinafter referred to as the "Employee", on the one hand on the other hand, have concluded this supplementary agreement to the employment contract dated December 17, 2012 N 84/12 (hereinafter referred to as the employment contract) on the following:

1. From 11/01/2013, the employee's salary is indexed annually by the amount of the actual increase in the consumer price index in the manner prescribed by section 6 of the Regulations on remuneration of Indyukov Cliches LLC, approved by order of the Employer dated 10/07/2013 N 16 / ok.

2. This supplementary agreement to the employment contract comes into force on November 1, 2013.

3. This supplementary agreement to the employment contract is an integral part of the employment contract, drawn up in two copies of equal legal force, one of which is kept by the Employer and the other by the Employee.

4. Addresses and details of the Parties:

With the Regulations on the remuneration of employees in LLC "Indyukov's Cliches"

familiarized:

───────────────────────

(signature)

General manager:

Indyukov V.F. Indyukov Kruglov M.A. Kruglov

─────────────────────── ──────────

(signature) (signature)

A copy of the supplementary agreement to the employment contract in hand

got:

───────────────────────

For your information. By the way, some organizations do not index the wages of all employees. In this case, such an increase will not be indexation, since, as we noted earlier, indexation involves an increase in wages for all employees, and in equal percentage terms.

Above, we considered the situation when the indexation rules were not provided for by the organization's local regulatory act and they were not referred to in the employment contract with the employee. If all this is there, then the first step in raising the official salary will be the issuance of an order to index wages. It should mention the local regulation, according to which there is an increase in the remuneration of employees, as well as the requirement to make appropriate changes to the staffing table (Example 3).

Example 3. Sample order for indexation of wages

(LLC "Stencils of Indyukov")

Order

16.10.2013

N 24/ok

Moscow

About salary indexation

In order to ensure an increase in the level of the real content of wages in accordance with Art. 130 and 134 of the Labor Code of the Russian Federation

I order:

1. Increase the wages of all employees of Indyukov's Stencils LLC on 11/01/2013 by the amount of the actual increase in the consumer price index in the manner prescribed by section 6 of the Regulations on remuneration of Indyukov's Stencils LLC, approved by order of Indyukov's Stencils LLC dated 10/07/2013 N 16/approx.

2. To the head of the personnel department Trushina O.D. prepare the appropriate changes in the staffing of Indyukov's Cliches LLC by 10/23/2013.

3. Chief Accountant Sudzyanyan K.A. pay wages, taking into account indexation, starting from 11/01/2013.

4. The control of the execution of this order shall be entrusted to the Deputy General Director Indyukova A.N.

It is also possible that the salary increases for all employees not due to indexation. Most likely, in this case, the order to increase wages will affect not only the salaries of employees, but also change the existing system of remuneration in the organization. Then, when publishing it, one should take into account the opinion of the representative body of workers (part 4 of article 135 of the Labor Code of the Russian Federation).

By the way, it will also be necessary to make changes to the staffing table if the increase in wages for all employees is not due to indexation. In other words, the issuance of an order to amend the staffing table will be the basis for increasing official salaries. There are two options here: either by order to approve the staffing table in a new edition (see Example 4 on page 40), or by ordering changes to the current staffing table (see Example 7 on page 46). The first option is more convenient if the salaries of most or all employees change, the second - if a small group. Since in this case the official salaries change for all employees of the company, it is advisable to choose the first option by issuing a new version of the document as an annex to the order.

Example 4. Sample order for the approval of the staffing table in the new edition

Limited Liability Company "Stencils of Indyukov"

(LLC "Stencils of Indyukov")

Order

23.10.2013

N 25/ok

Moscow city

On the approval of the staffing table in the new edition

In order to ensure an increase in the level of the real content of wages in accordance with Art. 130 and 134 of the Labor Code of the Russian Federation, as well as in order to comply with the order of Indyukov Cliches LLC dated 10/16/2013 N 24 / ok

I order:

1. From 11/01/2013, amend the staffing table approved by the order of Indyukov Cliches LLC dated 12/29/2009 N 104 / ok, approving it in a new edition in accordance with the annex to this order.

2. The control of the execution of the order is assigned to the head of the personnel department Trushina O.D.

General Director Indyukov V.F. Turkeys

Familiarized with the order:

Chief Accountant Sudzyanyan K.A. Sudzyanyan 24.10.2013

Head of the personnel department Trushina O.D. Trushina 24.10.2013

Do not forget to indicate in the order from what date the staffing table in the new edition begins to operate.

In addition, please note that the order to change the staffing table should indicate the staff units, and not the names of specific employees. To indicate the reason for the change in the staffing table, it is enough to use the standard wording, for example, "in order to improve the organizational structure", "increase the real content of wages", etc.

After the issuance of the order, the personnel department will have to prepare additional agreements to employment contracts on changing the terms of remuneration (see Example 5 on page 41, in which the additional agreement changes the current provisions of the employment contract, and Example 2 on page 37, where new norms and it is written that the relevant clause of the employment contract regulating the amount of salary will be set out in a new edition).

Example 5. Sample supplementary agreement to an employment contract on changing the mandatory terms of an employment contract

Additional agreement No. 1
to the employment contract dated April 01, 2013 N 15/13

Moscow city

Limited Liability Company "Stencils of Indyukov" represented by the General Director Indyukov Veniamin Ferapontovich, acting on the basis of the Charter, hereinafter referred to as the "Employer", or the "Company", on the one hand, and Sukholistova Valentina Olegovna, hereinafter referred to as the "Employee", on the one hand on the other hand, have concluded this supplementary agreement to the employment contract dated April 1, 2013 N 15/13 (hereinafter referred to as the employment contract) on the following:

1. Paragraph 1.6 of the employment contract shall be stated as follows:

"1.6. The employee is set a monthly salary of 21,500 (twenty one thousand five hundred) rubles 00 kopecks."

2. Paragraph 3.4 of the employment contract shall be stated as follows:

"3.4. Pay wages in accordance with the Regulations on the remuneration of employees of Indyukov's Stencils LLC, approved by the order of Indyukov's Stencils LLC dated 07.10.2013 N 16 / ok."

3. This supplementary agreement to the employment contract comes into force on November 1, 2013.

4. This supplementary agreement is an integral part of the employment contract, drawn up and signed in two copies of equal legal force, one of which is kept by the Employer, the other by the Employee.

5. Addresses and details of the Parties:

6. Signatures of the Parties:

General manager

Indyukov V.F. Indyukov Sukholistova V.O. Sukholistova

────────────── ────────────

(signature) (signature)

Seal of LLC "Stencils of Indyukov"

A copy of this supplementary agreement to the employment contract

received in hand:

We recall that, according to par. 5 hours 2 tbsp. 57 of the Labor Code of the Russian Federation, the terms of remuneration (including the size of the tariff rate or salary (official salary) of an employee, additional payments, allowances and incentive payments) are mandatory for inclusion in an employment contract. And any change in the terms of the employment contract determined by the parties - both in the direction of deterioration and improvement - is possible only by agreement of the parties to the employment contract, which should be concluded in writing. Art. 72 of the Labor Code of the Russian Federation.

For your information. If the increase was not due to indexation and if there are norms regarding wages in local regulations or other acts, and the current changes somehow affect them, then these documents should be amended. These may be the above-mentioned Regulations on remuneration, Regulations on bonuses, a collective agreement, etc. And the method of making changes depends on how these documents were adopted. Also, do not forget that all employees should be familiarized with such changes under a personal signature.

Note that if a company conducts wage indexation, then one order to carry it out is enough (see Example 3 on page 38), without nominal orders. If the increase occurred for other reasons, then their need depends on the document management procedure established in the company (the preparation of such orders, as a rule, is required by the accounting department, since on their basis it makes accruals for new salaries). Usually, a "dopnik" is signed with employees and they are introduced to orders under a personal signature at the same time.

If the company has a lot of employees, then, on the one hand, making separate orders is quite labor-intensive; on the other hand, if the order is unified, then when signing, employees will be able to find out the salaries of their colleagues, because they will all be listed in one order. And this may be inappropriate.

Raising wages for all employees

Often, salaries are raised only for part of the employees or even for one who has particularly distinguished himself. When raising salaries for individual employees, do not forget about the requirements of Art. 132 of the Labor Code of the Russian Federation on the prohibition of discrimination.

Document Fragment

Article 132 of the Labor Code of the Russian Federation. pay for work

Moreover, in Part 2 of Art. 3 of the Labor Code of the Russian Federation states that no one can be limited in labor rights and freedoms or receive any advantages depending on gender, race, skin color, nationality, language, origin, property, family, social and official status, age , place of residence, attitude to religion, beliefs, membership or non-affiliation to public associations or any social groups, as well as other circumstances not related to the business qualities of the employee.

Thus, when deciding to increase earnings, it is worth remaining solely within the framework of the employee’s qualifications, the complexity of the work performed, the quantity and quality of the labor expended.

Arbitrage practice. The laid-off worker filed a lawsuit against her former employer MUP Teploset. Among other things, she demanded the recovery of unpaid wages in full. According to her, she was dismissed at the initiative of the defendant under paragraph 2 of part 1 of Art. 81 of the Labor Code of the Russian Federation in connection with the reduction of the staff of the organization on March 15, 2010 from the position of "economist". A month earlier, in February 2010, an order was issued to increase the wages of employees by an average of 15%, but her wages were not increased. In this regard, she asked the court to recover from MUP "Teploset" in her favor the underpaid amounts of money, taking into account the increase in official salaries at the enterprise.

The representative of the defendant during the meeting explained that by order of 09.02.2010 at the enterprise from 01.02.2010 official salaries were indeed established, providing for an increase in wages for administrative and managerial personnel by an average of 2000-3000 rubles. At the same time, there was no increase in salaries for the position of "economist". According to Art. 129 and 132 of the Labor Code of the Russian Federation, wages are remuneration for work, depending on the qualifications of the employee, the complexity, quantity, quality and conditions of the work performed. That is, it follows from these norms that the employer established the correspondence of the qualifications, conditions, complexity of work, the quantity and quality of the labor expended by a particular employee to a certain remuneration and did not find grounds for raising the wages of an economist. From this order it can be seen that the wages of not only the economist, but also the chief engineer have not been increased. The rest of the employees received an unequal increase. In other words, there was not discrimination in the sphere of labor, but a systematic approach to establishing fair remuneration for work.

On the issue under consideration, the court found that by order of the director dated February 9, 2010, a decision was made to establish salaries from February 1, 2010, which were increased for all employees compared to 2009, except for the salaries of the economist and chief engineer, which remained the same. Moreover, the defendant's collective agreement provides that the director of the enterprise approves official salaries and tariff rates independently. Therefore, no violations of the current labor legislation in the adoption of the disputed order were established by the court, and the plaintiff did not present evidence to the contrary. In this regard, the decision of the employer to not increase the salary of the employee, taken by the head, endowed with the right to make such decisions, cannot be considered as violating the right of the employee to receive a monetary allowance. In this regard, the court refused to satisfy these claims (decision of the Zheleznovodsk city court of the Stavropol Territory dated May 17, 2010 N 2-315 / 10).

It will be interesting to compare this case with another, in which the court found discrimination in the establishment and change of wage conditions.

Arbitrage practice. The employee-driver filed a lawsuit against the employer of the City Maternity Hospital, demanding to recover unpaid wages from the defendant. According to him, in violation of the current labor legislation, he was underpaid incentive payments. Payment of the intensity factor for the period from June to December 2010 was made in the minimum amount, from January 2011 to the day of dismissal (21.02.2011) the intensity factor was not paid at all. On April 26, 2011, by the decision of the Oktyabrsky Court, his dismissal was declared illegal, he was reinstated in his previous position, but discrimination against him continued.

The defendant's representative explained that the existing remuneration system in the institution provides for incentive payments, which include payments for intensity and high performance. The plaintiff was assigned a car, on which, if necessary, he had to carry out the transportation of newborn children, women, medical consultants in accordance with the instructions for operating the machines. Since such a need did not always arise, the fixed car covered a small mileage, the driver often could not leave all day, respectively, the intensity of his work was minimal or absent altogether. Therefore, he was given a minimum intensity factor or none at all.

The court, having considered the case, satisfied the claims of the plaintiff. He came to the conclusion that there had been discrimination in establishing and changing the conditions of remuneration. The plaintiff, like other drivers, was taken to the defendant by the driver with the establishment of a basic salary. However, in violation of Art. 57, 72 and 135 of the Labor Code of the Russian Federation in the employment contract with the employee, the condition of remuneration for the intensity and high results of work was not stipulated by the employer. Although they are provided for by the Regulations on the sectoral system of remuneration and the Regulations on the remuneration of employees of the defendant.

On the fixed car, the plaintiff could only perform the work that was determined by the instructions for the operation of the cars. Since the load on the drivers who worked on a particular machine was initially different, with all the desire, the employee could not work more intensively than he was determined. Additional duties on drivers were assigned unevenly. And the presence of a conflict with the employer contributed to the fact that the volume of work for the plaintiff did not increase and the car was idle. He could not drive more kilometers if his performance of his labor function directly depended on whether the transportation of newborn children and women was required at all during the reporting period, in contrast to the daily transportation of tests and the head doctor, which was carried out by other drivers. Therefore, the court considered that the employer should have determined in the employment contract the intensity criteria for the employee based on the nature of his work, so that the employee knows exactly how he should try if he has the opportunity to travel only 20 km a day, and for which he can receive an intensity factor, or the employer should have provided the employee with equal access to the performance of work duties. The court concluded that the employer did not have the right to reduce the size or to deprive the employee of the intensity factor (decision of the Oktyabrsky District Court of Ulan-Ude dated 06/01/2011).

Therefore, the employer should not forget about the possibility of accusing him of discrimination.

Single salary increases, as a rule, are the initiative of immediate superiors. An idea is written in the name of the manager to increase the salary of an employee (memorandum), in which the head of the department (another structural unit) asks to consider the possibility of raising the salary of a particular employee or all employees of the department (another structural unit) with justification for the need for such an increase. For example, in connection with "department performance analysis", "progress report", "volume of work performed", etc. (Example 6).

Example 6. Sample letter of salary increase for an employee

Representation
07.10.2013 N 241

About salary increase

Dear Stanislav Grigorievich!

In connection with the increase in sales, in order to materially stimulate employees and further improve the efficiency of the department, I propose to increase official salaries from November 01, 2013:

— managers of the sales department — for 2000 (two thousand) rubles 00 kopecks;

— senior managers of the sales department — for 3,000 (Three thousand) rubles 00 kopecks;

- administrators - for 3500 (Three thousand five hundred) rubles 00 kopecks.

The report and analysis of the performance of the sales department for the first half of 2013 is attached.

After the submission is endorsed and approved, it is possible to prepare (see Example 7 on page 46) and an additional agreement to the employment contract (see examples in Example 2 on page 37 and Example 5 on page 41). Both documents must be agreed on the time of entry into force of changes to the employment contract and the moment the changes made to the staffing table take effect.

Example 7. Sample order to amend the staffing table

Limited Liability Company "Mascarpone"

(LLC "Mascarpone")

Order

Moscow city

About changes to the staffing table

Based on the analysis of the performance of the sales department for the first half of 2013, in order to provide material incentives to employees and further improve the efficiency of the department

I order:

1. Introduce the following changes to the staffing table approved by the order of Mascarpone LLC dated April 11, 2011 N 08 / ks: to establish official salaries for employees of the sales department:

— head of department — 40,000 (forty thousand) rubles;

— administrator — 29,000 (twenty-nine thousand) rubles;

— senior manager — 20,000 (twenty thousand) rubles;

— manager — 15,000 (Fifteen thousand) rubles.

2. To put into effect changes to the staffing table from 11/01/2013.

3. Head of the personnel department Kustitskaya Zh.E. by October 25, 2013, prepare the relevant supplementary agreements to the employment contracts of the employees of the sales department.

4. Chief accountant Morkovkin U.A. calculate wages, taking into account changes in the staffing table starting from 11/01/2013.

General Director Besfamilny S.G. nameless

Familiarized with the order:

Chief Accountant Morkovkin U.A. Morkovkin 10/19/2013

Head of Human Resources Kustitskaya Zh.E. Kustitskaya 10/18/2013

And, finally, do not forget about "nominal" orders to change wages for each of the employees (see Example 8 on page 47) or a single order affecting all employees whose official salaries have changed. Recall that the order must list the names and salaries, respectively, will have to familiarize all the persons indicated in the text of the order. But not all employees should be introduced to the order to amend the staffing table, but only those who are responsible for documenting changes in the terms of employment contracts determined by the parties.

Example 8

Moscow city

On the increase in the official salary of Zaitseva A.K.

On the basis of the order of the General Director of Mascarpone LLC dated 10/18/2013 N 19 / ls "On amendments to the staffing table" and an additional agreement dated 10/19/2013 N 1 to the employment contract dated 01/07/2013 N 37 with Zaitseva A.K.

I order:

1. Establish an official salary of 29,000 (Twenty-nine thousand) rubles for the administrator of the sales department Antonina Konstantinovna Zaitseva from 01.11.2013.

2. Chief accountant Morkovkin U.A. ensure the timely payment of the official salary specified in paragraph 1 of this order and other amounts calculated on the basis of it.

Grounds: presentation of the head of the sales department Pushkareva E.V. dated 07.10.2013 N 241, order to amend the staffing table dated 10/18/2013 N 19 / ls.

General Director Besfamilny S.G. nameless

Familiarized with the order:

Chief Accountant Morkovkin U.A. Morkovkin 10/19/2013

Sales Department Administrator Zaitseva A.K. Zaitseva 10/18/2013

Please note: if you need to increase the official salary of only one employee among other similar positions and you want to minimize the risk of being accused of discrimination, this can be done with a regular bonus, or increase the fixed part of earnings by promoting the employee in a position, or introduce additional categories for a specific position . But in the latter case, job descriptions will have to explain how different categories differ in one position (for example, manager, lead manager and general manager). Then we do not forget that the issued order will affect not only the size of the salary, but also the labor function of the employee.

Raising the minimum wage

Salary increases for not all employees may also be required when the minimum wage is raised. Recall that according to part 3 of Art. 133 of the Labor Code of the Russian Federation, the monthly salary of an employee who has fully worked out the norm of working hours for this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage. Moreover, in a constituent entity of the Russian Federation, a regional agreement on the minimum wage can establish its own minimum wage (part 1 of article 133.1 of the Labor Code of the Russian Federation).

For your information. The minimum wage at the federal level is set at 5205 rubles. and is valid from 01/01/2013 (Article 1 of the Federal Law of 06/19/2000 N 82-FZ).

In Moscow, from July 1, 2013, the minimum wage is 12,200 rubles. (agreement between the Government of Moscow, Moscow associations of trade unions and Moscow associations of employers dated 12.12.2012).

In the Moscow Region, from May 1, 2013, the minimum wage is 10,000 rubles. (Agreement between the Government of the Moscow Region, the Moscow Regional Association of Trade Union Organizations and Employers' Associations of the Moscow Region dated April 2, 2013 N 10).

Thus, if some employees of your enterprise have wages based on the minimum wage, then if it increases, the salary will have to be increased. By the way, if the organization refused to join the agreement on the regional minimum wage, then it is not obliged to be guided by them and can remain within the framework established at the federal level.

Do I need to notify an employee of an upcoming pay increase?

At some personnel forums, one can come across the opinion that the employer must notify the employee of an increase in wages at least two months in advance in writing. The situation seems strange. What worker in their right mind would refuse a salary increase or challenge it? Nevertheless, adherents of this position believe that the terms of remuneration are specified in the employment contract. Article 74 of the Labor Code of the Russian Federation requires the employer to notify the employee of upcoming changes to the terms of the employment contract determined by the parties (in particular, the amount of wages), as well as the reasons that necessitated such changes, in writing no later than two months, unless otherwise stipulated by the Labor Code of the Russian Federation. And if the employee refuses, then he should be offered another job available to the employer (both a vacant position or a job corresponding to the qualifications of the employee, and a vacant lower position or lower-paid job), which the employee can perform taking into account his state of health. If there is no such job or the employee refuses the proposed job, the employment contract is terminated in accordance with paragraph 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.

It should be noted that labor inspectors adhere to a similar position.

In our opinion, it all depends on the reasons for the increase in wages. Indeed, the conditions for remuneration, including additional payments, allowances and incentive payments (Article 57 of the Labor Code of the Russian Federation), are mandatory for inclusion in an employment contract.

However, in Art. 72 of the Labor Code of the Russian Federation states that a change in the terms of an employment contract determined by the parties, including transfer to another job, is allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation.

Now let's turn to Art. 74 of the Labor Code of the Russian Federation, where it is established that if, for reasons related to a change in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be saved, they can be changed according to the initiative of the employer, with the exception of changing the labor function of the employee.

In this case, the employer is obliged to notify the employee in writing of the forthcoming changes in the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes, no later than two months in advance.

There are three points to be noted here. First, the reasons for changes in working conditions must be organizational or technological. Secondly, the terms of the employment contract determined by the parties cannot be saved. Third, change happens unilaterally. All three points do not affect our situation. Otherwise, a two-month notice cannot be avoided.

Opinion

Alina Khokhlova, Senior Legal Counsel of a consulting company

Separately, I would like to dwell on the timing of the preparation of documents, when you draw them up in advance (from the new year) and you need to comply with a two-month warning period (say, not only wages change, but also working conditions). So, first, by order, you make changes to the staffing table and notify employees. This must be done no later than November 1, 2013. On the eve of the holidays (December 26-27), call the employees to your place and sign additional agreements with them to the employment contract, familiarize them with personalized orders for wage increases under signature. Please note that if some employees go on vacation for this period, then documents must be signed with them in advance.

Why should you do it this way, and not do everything on the same day on November 1st? By signing additional agreements to employment contracts two months in advance, you can do "double" work. Indeed, in this case, some part of the employees may quit or change their mind, and you will have to re-register documents.

How can you do otherwise if the increase in wages is regular and there is no desire to deal with all this paperwork every time, introduce employees and so on? You can issue an increase as a bonus based on the results of work for a month, six months or at other intervals. Then the personnel department will be able to avoid numerous orders (on salary increases, changes in staffing) and additional agreements to employment contracts. But do not forget that the payment of bonuses must be stipulated in the local regulatory act.

For your information. In the case of increasing or establishing incentive and compensation payments, the workflow is the simplest. First you need to check if there is a provision for such a payment in a local regulatory act (for example, the Regulations on bonuses or wages). If not, then appropriate changes should be made. Moreover, these changes require the same coordination as in the case of the adoption of such acts. Then, labor contracts with employees should be amended, indicating that the listed acts are valid in the new edition. Based on the results, an order is issued that the employee is paid wages, taking into account the specified payment.

Below, in a schematic manner, we have shown the sequence of acceptance of documents and step-by-step actions of personnel department employees.

Indexing

(if there is no local regulation establishing the indexation procedure)

Making changes to the Regulation on remuneration or drawing up a new act

(e.g. Indexing Regulations)

Wage indexation order

Order to amend the staffing table

(on approval of the staffing table in the new edition)

Additional agreement to the employment contract

Scheme 1. Wage increase in case of indexation

Salary increase for all employees

Order to amend the staffing table

Additional agreements to the employment contract

(if necessary)

Single Order/Individual Orders on New Wages

Scheme 2. Increase in wages for all employees

Raising wages for individual employees

(if necessary)

The idea of ​​a pay rise

(if the increase affects local regulations)

Amendments to the Regulations on remuneration or other documents

Order to amend the staffing table

Additional agreement to the employment contract

Wage increase notice

Scheme 3. Increasing wages for individual employees

Sometimes a step forward begins with a kick in the butt.

You are 30, 35, maybe even 40 years old. You work for a company for your meager salary and don’t understand why your successful friends have already upgraded their iPhone 7 to iPhone X. Why are they, and not you, traveling with their families to Cyprus, the Maldives and the UAE. Why have they already paid off their loans for a Honda Accord, VW Passat or even a Mercedes Benz ML350. You see how your colleagues go to the boss with an impudent mug and demand another pay rise, go out with a smile on their face and go to the nearest pub to put down their names.

Why THEM and not YOU?

It was you who studied at school best of all, did tests for them, helped them to pore over the diploma. And what about the guy whom you called to your company from the state of emergency "Horns and Hooves", and now a year later he jumped you? Why, before the next annual report, do they ask you to “cook up a list of outstanding achievements”, although their main success was that they did not lose the achievements of their predecessors?

And you are such a modest guy, the smartest, most efficient and irreplaceable (damn it, why exactly are you always let go on vacation for one week with a creak, while these boobies have a rest for two weeks twice a year, not counting Christmas and May holidays?), and so, you are the very best and you don’t get anything ...

I'll tell you why this happens.

For almost 10 years I have been working in large corporations, watching hundreds and even thousands of careers - both successful and failed. Five years ago, I was getting 100 a day from guys like you, doing up to 10 interviews and grading, grading, grading. Evaluated to understand who to take to the company and who not. Who can achieve something, and who can not.

So, below you will see seven easy ways to get a pay raise. Start with the first, follow all the recommendations and move on to the next. No need to jump between tips. Follow the sequence. So let's get started.

No. 1. Ask!

Do you know why you get so little? Because 95% of bosses don't care if your wife blows your mind every time you get paid.

When she did not have enough money for a dress. When you took her to rest in the savage, and not to the resort. Because in order to raise your salary, he needs to talk to his boss, justify why you need to raise your salary, talk about all your successes and achievements (do you think he remembers everything?). It’s much easier to say: Max (your colleague) came up and said that if I didn’t raise his salary, he would go to competitors. Or maybe your boss is saving the department's budget so he can ask for a raise later.

What to do: your main task is to plant in your boss's head the idea that you want to earn more. That you are not satisfied with your level of income. What do you want to know, what should you do to increase your salary.

How to do it: you must prepare a conversation (if you are brave) or a letter (if you have the courage only to write to the boss once a week).

The main message of your conversation (or letter): what should or can I do to earn 30% more?

Exactly. The boss doesn't care what you've done already. He is not interested in how much your colleagues receive or how much they pay in the market. He is only interested in what you can offer in the future in exchange for a pay rise.

Secrets: I will share with you one secret. Any boss appreciates employees who are able to solve the problems of bosses. The boss hates problems the most. Any problems they always try to throw off on subordinates. If the subordinate failed, it is he who is to blame, not the boss. Therefore, think right away what problems of the boss you are ready to solve for raising your salary. Here, of course, we are talking about work - do not think that you will have to be a slave to your boss.

How to build your conversation (letter)

1. State what you want to talk about right now.
2. Explain why you want to earn more (the only thing your boss can care about is your life circumstances, so talk about a mortgage and a rising dollar, that you and your wife are planning to have a third child, or that you now need a car, which you will borrow).
3. Ask under what circumstances and conditions you can earn more.
4. Suggest options for expanding your responsibilities or improving work efficiency.
5. Remember past successes as evidence of your ability to work better.
6. Say the amount you're aiming for.
7. Ask what you need to do to return to this conversation when you, on your part, fulfill the conditions.

An example of your dialogue (I only quote your phrases, but it is obvious that between them there will be answers from your boss):

Hello Ivan Ivanovich. I want to talk to you about my salary. My wife and I are planning a third child, so the question of my income is very relevant for me now. I want to discuss with you under what circumstances can I earn more? For example, I can take on more clients or be responsible not only for sales, but also for marketing. Remember how successfully I managed to bring a new shampoo to the market when all the marketers were busy with new pads? I'd like to earn $2,000 a month and I'm willing to put in the effort. After I complete all the requirements, how can we return to our conversation?

Be sure to write down all your agreements after the conversation and review them every week.

My experience shows that:

In 50% of cases, just talking with a request for a raise is enough to increase wages.

It really works, especially if you are a really cool and valuable employee.

Bosses are afraid of such conversations. People who say they want to earn more cause them to fear being fired. And no one wants to look for a new employee in your place, mess with him, teach, adapt and risk getting a pig in a poke.

#2. Learn!

You know, there is a phrase: “If you do the same thing tomorrow as you do today, you will have the same thing that you have today.” If you want different results, do something else. And for that, study.

See how it works. Every company has such a thing as a salary fork. People in the same positions can receive salaries that differ by 25–75%. That is, you can receive $1,000, and your colleague - $1,500, performing similar functions (we do not take bonuses into account yet). This happens for many reasons:

1. You came when everyone received $1,000, and then the market grew, and new employees were already recruited for $1,500.
2. When you were hired, your knowledge and experience was valued at $1,000, and your colleagues - at $1,500.
3. Your company has a formal or informal system for evaluating the professionalism of employees, as a result of which wages are reviewed (such a thing is increasingly being introduced in large Western and domestic companies).
4. Someone rated your colleague's level of professionalism higher and initiated a salary increase (your boss, your boss's boss, the boss of another department, the HR director).

In general, there is a direct relationship between your "coolness" as a specialist and your salary. Accordingly, the steeper you become, the higher your price.

What to do: you don’t need to immediately sign up for all kinds of courses, buy a library of professional literature or enter a mini-MBA (you still have to grow and grow until the full MBA). To begin with, you need to determine what professional and personal knowledge, skills, and qualities (let's call them competencies for convenience) are really in demand in your company and are willing to pay more for their “pumping”. Once you understand this, all that will be required of you is to look for ways to pump these competencies and pump them.

How to do it: here you need allies. Talk to your boss, to a representative of the HR department, to recruiters of agencies, colleagues in the market, read specialized magazines for you, go to conferences. Once you have identified the eight most in-demand competencies for your position, make a development plan and develop them.

Secrets: there are people who call themselves coaches. Like Buddhist monks, they hold the secret of a powerful coaching tool called balance wheel. But I'll tell you about it.

Take a sheet of A4 paper. Draw a circle. Draw it into eight sectors. It will turn out like this:

Each sector is one competence. Now rate each competency on a scale from 1 to 10, where 1 is not developed at all, and 10 is developed at the maximum level.

After the assessment, in front of each competence, put a number that is equal to the difference between 10 and your assessment. For example, let’s say you have a negotiation skill that you scored 6 points. You subtract 6 from 10 and you get 4. Then you work with this number.

Now choose three competencies that are more important than all the others. Multiply the points received in them by 3. And three more competencies, which are in second place in importance. Multiply the points by 2.

You will receive six new numbers. Pick the three with the highest score. These are the competencies you need to develop.

If you have done this exercise, then this is already 50% success. The case for small - development.

Do you know why 90% of people do not engage in self-development? They think it's expensive and they don't have time for it. I want to dispel these two myths.

Myth 1. Self-development is expensive

Complete nonsense.

In our modern world, there are already so many different ones where you can get valuable information by spending only $100. Do not think or expect that after the first such event you will become a Guru. Don't think that the pros know 10 times more than you. Everything that distinguishes the pros from you is that they went to two or three events, caught the key idea and began to use it in their work.

Be sure to ask your HRs if they are willing to pay for all or part of your training. Find the best book on a topic that interests you (ask others for advice on which is better, read reviews) and read it.

Myth 2. Learning takes a lot of time.

And you don't even have a job.

Do you know Stephen Covey's book? Here is what he writes:

Imagine that while walking through the forest, you see a man who is sawing a tree with bitterness.

- What are you doing? you ask.

- Don't you see? - follows the answer. - I'm sawing wood.

“You look very tired,” you sympathize. - How long have you been drinking?

“More than five hours,” the man replies. - I can hardly stand on my feet! Hard work.

"So why don't you take a break for a few minutes and sharpen your saw?" - you advise. “Things would have gone a lot faster.

- I don't have time to sharpen the saw! the man says. - I'm too busy.

And don't lie to yourself that you don't even have 20 minutes a day for. Or that you can't find three hours a month to watch a webinar. Or that you can't set aside one day every six months to attend a training. What really isn't? Well, then plan your next vacation so that it starts on the day of the training, and you will rest not for seven days, but for six.

#3: Expand!

So let's say you've already told your boss that you want to make more money. You even agreed under what circumstances this is possible, and you began to "sharpen the saw." It's time to take the next step - expand.

The boss once said to me:

Responsibility is not something you are given. Responsibility is something that you take on your own and do not discuss it with anyone.

So, it's time for you to expand your area of ​​responsibility.

What to do: look at what you're agreeing with your boss right now. Which of these he least wants to agree on (remember, you wrote him five letters on the topic of agreeing on new working conditions with a client, but he never answered?). Start small. Take responsibility for making decisions.

How to do: To begin with, say to yourself, "Now I'm starting to take responsibility." Once you've made up your mind, take action. Here are my secrets to help you.

Secrets: I will give you a simple scheme to increase your responsibility. Imagine that you have the same situation that repeats itself every month. Let it be the agreement of working conditions with the client.

Now you write like this:

Dear Gennady Ivanovich, I ask you to agree on the terms of work with the client "Romashka".

Now let's add some responsibility:

« Dear Gennady Ivanovich, for this client I want to agree on such conditions. Do you agree?(See, the pronoun "I" appears.)

A little more a month later:

« Dear Gennady Ivanovich, I am agreeing such conditions to this client. Do you have any objections?”(Here you are no longer expressing a desire, but declaring an action.)

Next month:

« Dear Gennady Ivanovich, I have agreed such conditions for this client. If you have any comments, please let me know so I can make corrections.". (Here you have already announced the event, but you leave the boss the right to change something.)

If this stage was successful, then you move on to the final version. If not, and the boss told you: “Who gave you the right to negotiate the terms?” - tell him about your willingness to take responsibility for agreeing on the conditions, and behind him the right to be informed in the form of your reports.

So the final step:

« Dear Gennady Ivanovich, I am sending you a report on the agreed conditions for clients, I am ready to discuss them if necessary».

Remember: the more responsibility you take on, the greater your value to the company. But I want to warn you: do not fall into the trap when a new responsibility will require more time from you than you are able to give it. In this case, get ready to ask for additional resources (the ability to delegate part of the work to other employees, while retaining responsibility for the result).

No. 4. Perform!

Companies are divided into two types:

• in some you work for a rate, and you do not and cannot have any bonuses;
• in others, except for the bet, you have the opportunity to receive a premium.

If you work in a company of the first type, skip this paragraph right away.

And if you are lucky enough to work in a company where there is at least a small chance for a bonus, then you simply have to achieve it.

Prizes There are different types, here are some of them:

• monthly bonus for the performance of indicators;
• percentage of sales;
• fee for the work done;
• processing premium;
• Outstanding Achievement Award;
• quarterly bonus;
• annual appraisal bonus.

What to do: So, your number 1 task is to understand what types of bonuses are in your company. First, talk to your colleagues and find out what they know. Then ask a question to the boss or an employee of the personnel department.

How to do: listen to what colleagues have to say about salaries and bonuses.

My many years of experience show that employees always talk about their salaries and discuss them among themselves. No matter how strict the rules are in the company, everyone will still recognize each other's salaries and incomes. And if you still don’t know about the income of your colleagues, then you have everything ahead of you. Go to the pub with colleagues, talk heart to heart. Tell me that you really do not have enough money and you are thinking about how to earn more. How to achieve a bonus ... Ask their advice - Pandora's box will open in front of you. If you're lucky, take the boss with you.

Secrets: even if your position does not provide bonuses, your boss always has the opportunity to write a memo to his boss and get you a bonus. Therefore, do not think that there are no bonuses at all. Think about the circumstances under which you could get it.

No. 5. Combine!

Sometimes the best way to earn more is to find an opportunity to combine your full-time job with something else. And here is a list of possible combinations. Even if you do not find an option for yourself, you will understand in what direction you can and should think.

1. Combining two positions in one company. I see this quite often. Of course, no one will pay you two full rates, but you can get a 30% surcharge.
2. Combination of two positions for shift workers. If you have shift work - two after two or three after three, and so on, most likely, your supervisor will give you the opportunity to work extra shifts for a colleague who fell ill or went on vacation.
3. Network marketing. Although I personally do not share all the joys of the network business, there are many examples when a person makes good money doing Avon, Amway, Oriflame and other businesses. The only thing is that you must have two success factors: the gift to sell and a huge number of friends and acquaintances whom you are able to convince.
4. Conducting training events. If you are a cool pro, then there are probably people who are willing to pay you for training. I know several people who provide training. But usually they do not sell themselves, but cooperate with companies that find customers for them. Think about whether there are companies in your environment that are ready to sell your trainings. There is also a second category of people: they are fond of some topic, for example, Vedic culture or makeup, and conduct mini-trainings for their friends on this topic.
5. The second way to make money by developing other people is to get certified as a coach. A coach is a person who, using a certain technique, helps other people achieve their goals. Typically, a coach is a professional in some area they specialize in: finance, career, health, and so on. Successful coaches charge $100 to $200 for their coaching session in 60-90 minutes.
6. Intermediary services. I know people who earn money by helping to make purchases in foreign stores. This is especially true for children's things. They collect orders from their friends, place an order in a foreign store and deliver to their city.
7. Deposit. This is probably the most obvious way to earn extra money, but it takes effort to start saving 5-10% of your income. Here you can not do without the help of inspiring books. I recommend reading Bodo Schaefer.
8. Production of handmade goods. I have friends who bake professional cakes with different figures, there are those who make women's jewelry, beautiful postcards or notebooks. Here you have to invest your work, but if it works well, then over time you can earn good money.
9. Providing services to others. Here, probably, the most popular will be manicure and massage. But there are also less popular ones: assistance in choosing a wardrobe, providing quality services in buying a used car (search for a seller, inspecting cars, checking at a service station, bidding). Think about what you could earn.

What to do: You choose, there are many ways.

How to do: make your own list of ideas on what you could earn. Bring ideas into it - from the quite obvious to the most insane. Make your list as big as possible. Give it a whole week, reviewing it every evening and adding a few new lines. And then choose one or two things and start doing them.

Secrets: If you are not sure which of the options is better, try to rate each of the options on the following criteria on a scale from 1 to 10, where 10 is the highest rating:

• this may, in the perspective of five years, bring an income commensurate with my wages;
• this occupation gives me pleasure;
• it uses my talents.

Evaluate each option according to three criteria, add up the points and choose the option that scored the most points.

No. 6. Grow!

This is one of the most difficult, but also the most effective way to earn more.

My experience is that the difference between the lowest paid and highest paid position in the average company is 100! This means that if the cleaning lady gets $200 a month, then the CEO gets $20,000 (no bonuses).

In addition, there are about 13 job levels in the average company. That is, from a cleaner to a director, there are about 13 positions.

It is believed that career growth in a person can occur on average once every three years.

On average, an employee's salary increases by 40% upon promotion (usually 20% immediately upon promotion and another 20% after 6–12 months).

Thus, in 20 years of a professional career, even from the lowest position and a salary of $ 200, you can grow to a salary of $ 2,000 (assuming that the increase was 40% every three years, a total of seven increases).

And if you start with $1,000, then up to $10,000. Not bad, right? But there are people who grow faster than others. For example, if you receive career growth every two years, then income growth will no longer be 10 times higher, as in the example, but 29 times!

It is believed to be very easy. In 20 years you will have 10 promotions. Each by 40%. So, you need to calculate 1.4 to the power of 10.

Feel the difference:

Job growth every * years	Total growth in position (20 divided by the number in the first column)	Growth of income for 20 years * times	Income in 20 years if you start with $500
2	10	29	14 500
3	7	11	5 500
4	5	5	2 500
5	4	4	2 000

»
Do you now realize the importance of your career growth?

Great, start growing!

What to do: I give step by step instructions.

Step 1. First, figure out what you love to do most in life. If you seriously decided to think about a career for the next 20 years, then you need to choose something worthwhile, because you will devote a very large part of your life to this business.

Step 2 Draw your career ladder for 20 years. We decided that ideally you should have up to 10 promotions. Don't be petty, aim for the position of CEO. Believe me, in 20 years any person who is purposefully engaged in his development is able to become a CEO. So, you need to draw your path from the current position to the general one.

Here is an example of a telecom company with over 5,000 employees:

1. Sales Specialist ↓
2. Senior Sales Specialist ↓
3. Lead Sales Specialist ↓
4. Sales manager ↓
5. Sales team leader ↓
6. Head of Sales Department ↓
7. Head of Sales Department ↓
8. Head of Sales Department ↓
9. Commercial Director ↓
10. CEO ★

Step 3 Now forget about your career ladder and focus exclusively on the next position (in my example, senior sales specialist). Ask yourself, and then your boss, the question: what do you need to know, do, be able to get promoted? Focus on this question, find the answer, and take action over the next two years.

Step 4 Repeat the third step each time after the next increase.

Step 5 Hire a coach to help you grow to ensure your success.

How to do: remember, your career growth has several criteria for success:

• Goal setting - every time you must set a clear goal for yourself, for example, become a senior sales specialist by 01/01/2017.
• Education - no need to indulge yourself with illusions. Without training, you will not have constant growth. Therefore, plan your training (how exactly - I already wrote above).
• Expanding your responsibility is the only way you will grow. No one will come to you and give you a little more responsibility (and career growth is, in fact, an increase in responsibility). It will always be looked at whether you take on a little more responsibility than others or not. How to take more responsibility, you already know.
• High level of performance - you have to work a little more efficiently than the rest, these are the people who are promoted.
• Good relationship with management - I'm not talking about the need to be a sucker, no. Here we are talking about the fact that you should be able to communicate well with your leader and the head of other departments. No one wants to promote people who are incapable of building relationships with colleagues. And your leaders today are your colleagues tomorrow.

Secrets: go to the zoo, look at the wolves. I'm serious! Watch them and you will notice one feature that no one else has. This feature is that wolves are always on the move! Really always. They never stand or sit, they are constantly moving. Hence the saying:

Feet feed the wolf.

Wolves know that they must move in order to survive. In winter and summer, in rain and heat ... You must become the same wolf.

You must always move. To move means to act, to take the initiative, to develop, to communicate a lot with colleagues and other employees of the company, to generate ideas at meetings, to speak publicly. You always have to do more than all your colleagues. That's the only way you'll get ahead of them.

No. 7. Go away!

So, let's imagine that you followed all my recommendations from the text above for two or three years and did not get any result.

Let's just not lie to ourselves. When I write "performed", it means that you have done even more than I wrote.

Even so, here's the test you have to pass:

Count how many times you answered "yes"? If you haven't scored 16 points, it's too early for you to think about leaving. You know, people are used to blaming others. If your salary is not growing, it is always easier to blame the manager for this. But if you have not done all 16 actions to increase it, then the problem is only with you.

But if you diligently completed all 16 points and your salary has not changed - run. Run from these rascals who!

But, as my career coaches and consultants like to say, finding a job is . Therefore, a little more about this.

What to do: There are several things you must do in order to find a job. This is a checklist that you must complete 100% ↓

How to do: job search is a creative process that requires a lot of energy and good mood. I advise you to combine it with something especially pleasant for you. Start going to the gym while looking for work or go fishing every weekend. Or maybe take a driving course. Do you drive? Then on to extreme driving. For English and speed reading courses.

Buy yourself good vitamins and drink every day, improve your nutrition, sleep. Your life should be like a bride's before the wedding. You need to marry or marry a good employer, and he must definitely like you.

Secrets: I will share with you the last secret of a careerist, and you will understand why ordinary people work in bad jobs.

I'll start with a small statistics from the life of a recruiter.

In order to choose a good place to work, we need to get at least three real offers.

For each of these offers, we will need to complete a minimum of five interviews. That is 15 interviews for three offers.

Before the interview, the recruiter will conduct a short telephone interview with us. Usually recruiters call more candidates than they want to invite for an interview. We will assume that only one out of three calls will end for us with a real interview. So, for 15 interviews, we need 45 phone interviews.

But they don't always call. In reality, only one out of 10 or even 30 submitted resumes results in a phone call. Let's take an average of 20 sent resumes for one call. And for 45 calls of such resumes, you need to send as many as 900.

Now let's think: if we want to find a job in three months (90 days), then how many resumes should be sent per day. Exactly - 10 resumes per day!

How does it usually happen? One to five resumes per week. Well, even if five a week - for 900 resumes it will take 180 weeks ...

Now you understand why people usually don't find normal jobs? They barely find at least one real job offer (and often they receive this offer after they have greatly lowered their bar after a series of failures).

Conclusion

Submit 10 to 50 resumes per week.

And it doesn't matter if there are so many suitable vacancies. Just understand that your goal is to find out of all the vacancies from 10 to 50 those that are most interesting on all available sites, and send your resume there.

Uninteresting vacancies will give you the experience of passing interviews (and in 30% of them you can actually be offered a more interesting position in the end), and interesting ones will give you a potential job offer.

Well, that's the end of my job search story. This is just a small part of what I would like to convey, and someday I will write a book about careers and job search, but for now I suggest that you keep in touch through my

Here you can see how the order to change salaries for employees looks like, a sample:

Any order of the head must have a basis for its issuance. For example, a salary increase often occurs after an employer receives a memo from an employee's immediate supervisor outlining a request for a salary increase. And for downgrading, a document is used that indicates the reasons for changes in organizational or technological working conditions.

The order to change the salary does not have a sample, a unified form of this document has not been developed, so the document can be drawn up in any form. Some companies use specially designed letterheads for this. The document must contain the following information:

Business name;

date and place of issue of the order;

textual wording, which should contain information about the document that is the basis for issuing the order. The need for this action should also be explained;

a list of persons responsible for the execution of the director's order;

signature of the head and persons familiar with the document.

The order is the internal documentation of the company, so it is not necessary to certify it with a seal.

Such a document may concern one or more employees. If it is drawn up in relation to a group of workers, then we enter information about each of them in a separate paragraph. It is necessary to indicate the position of the employee, as well as the new size of his salary.

The issuance of such an order means a change. Therefore, additional agreement to the contract, which must be certified by the signatures of the director and the worker.

How to apply for a rate increase?

Most often, companies have to change the monthly or salary of an employee. The most common change option is promotion. Usually it occurs with high labor productivity of employees, their special merits to the company, for additional motivation, and also due to some other general reasons. Most often, the rate increases for several employees at once. Its size should be the same for employees holding the same position.

Salary can be increased for various reasons. For instance:

the employee often overfulfills the plan and shows good work results;

the salary may be increased due to the fact that the worker has improved his qualifications;

the employee has successfully passed the certification;

the employee has a long work experience in the company;

in the event that the professional duties of an employee change

The immediate supervisor of the employee is compiled. The document substantiates the reason and describes the employee. The memo is submitted for signature to the director of the organization. After its consideration, in case of a positive decision, by order of the employer, the employee of the personnel department prepares an order to change the salary and.

An important point: if a salary reduction is planned, it is necessary to inform the employee about this in advance using a written notice, against signature:

the organization must do this within two months,

individual employer - 14 days in advance,

employer-religious organization - 7 days.

During this time, the citizen must decide whether he will work in the organization under such conditions or quit and find a job in another company.

If the employee agrees

If the employee decides to continue working, you need to draw up and sign with him. It should specify the new conditions of remuneration. The document is signed by both parties. Then the employer issues an order to reduce the salary.

If the employee is against

If the employee does not want to work under the new conditions, the employer must offer him in writing another job or vacancy that corresponds to the qualifications and health of the employee. If the employee refuses the proposed option, the contract with him may be terminated (paragraph 7 of part 1 Art. 77 Labor Code of the Russian Federation). Information about this should be indicated in the notification, which we talked about above. If an agreement is reached, an additional agreement is drawn up to the employment contract and an order to change the salary part.

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The employer has the right to increase the salary of the employee, if there are grounds for this, by concluding an additional agreement to the employment contract and filling out the necessary documents. In particular, an employer can raise wages for employees in the following cases:

• The employee is transferred to a higher paid position;
• The organizational working conditions have changed (for example, the working conditions in which employees work have changed, the mode of work has changed, etc.);
• Technological working conditions have changed (for example, the production process has become more complicated, new technologies have been introduced that have complicated the work of workers, equipment used in the production process has been added, etc.);
• The company has indexed wages.

In addition to the reasons listed above, the employer may decide to increase the wages of employees if the company's financial performance improves. The employer can increase the salary of all employees of the company, as well as individual employees or a specific department - this remains at his discretion. But what if the manager does not raise wages? The employee should take the initiative and write an application for an increase in wages.

Application for salary increase (sample)

The unified form of the form is not approved. The application must be made in free form, observing some rules.

In the header of the document, you must write to whom the application is addressed. It is customary to write the position and full name. This is the first point at which employees often stumble: in whose name should the application be written? In the name of the immediate supervisor, the head of the department, the general director, the head of the personnel department? It is for this reason that they often look for an application for a salary increase - a sample or example of a form. Usually, an application for a salary increase is written in the name of the general director, and endorsed by their leader. Next, indicate from whom the application was received. In addition to your full name, indicate your position, for example: "From Ivan Nikolayevich Petrov, Sales Department Specialist."

Next, you must specify the name of the document: "Application for an increase in wages." In the main part of the statement, go to the main point of the issue. In the text of the application, it is recommended to reasonably explain why the employee asks the manager to consider the application for a salary increase. It is worth pointing out the real successes and achievements that have been achieved while working in this position in this company. It is worth indicating the achievements in numbers: how much the indicators of the department or a separate area of ​​work, which is located in the area of ​​responsibility of the employee, have grown.

Common mistakes when applying for a salary increase

When writing an application, you should use business style, and also try to avoid the following mistakes:

• Too much text, overly detailed presentation of the essence of the appeal;
• Do not compare salaries with the salaries of other employees;
• You should not compare the amount of work performed with the amount of work of other employees.

In the text of the application, the employee should indicate the amount of the increase for which he expects. It should be borne in mind that the CEO may not remember the salaries of the company's employees, so the amount indicated by the employee will help him make a decision more quickly. Having completed the main part of the application, it is necessary to put the date of filling and signature.

The immediate supervisor should endorse the application for a salary increase "I do not mind, full name."

The fact of changing the official salary worries each employee. Some people look forward to such a change, others it frightens and confuses. But in any situation, each employee should understand on the basis of what official documents and requirements such adjustments can be made.

Information is also important for representatives of accounting and personnel departments. For them especially relevant understanding of the grounds and principles of reducing the level of earnings.

In the current financial situation, such cases occur quite regularly. Including they lead to the resolution of the conflict in the courts. A clear understanding of the basic principles makes it possible to refuse such a prospect at the initial stage.

What could be the reason for changing

According to the current legislation, the amount of wages in any organization directly depends on the parameters of the minimum wage.

This parameter grows every year. Directly connected with the growth trend is the lack of understanding by many workers of the possibility of reducing the level of wages.

The amount of the salary must be indicated in the employment contract of each specialist. Based on Article 57 of the Labor Code of the Russian Federation, after signing by the parties, this figure becomes fixed.

In the event that the hired specialist fulfills his official duties and fulfills the requirements of the law regarding the fulfillment of the temporary indicator of the length of the working day, the amount is paid on officially agreed days.

It undertakes to indicate in the employment agreement a strictly fixed amount of earnings in rubles and, if necessary, kopecks. This parameter must be equal to or greater than the minimum wage. Changes in earnings that are not related to this figure may be made based on:

1. Increasing the salaries of employees of the structure while increasing the overall level of the financial situation of the organization.
2. An increase in the amount of earnings for a specific specialist due to high personal performance indicators.
3. Reducing the amount of financial incentives caused by changes in the staffing structure of the organization or a change in the principles of organizing production.

Types of regulatory framework

Any adjustments to the salary level of an individual employee or all staff units, downward or upward are based on common legal principles.

First, they are based on the requirements of article 72 of the Labor Code of the Russian Federation, which indicates only the two grounds under consideration:

1. In the event of a change in technology or production structure.
2. When such an adjustment is based on a bilateral agreement.

Additional all such changes are subject to internal agreements between all parts of the production process. They can be accepted for making changes in payments only with the consent of both parties to the production interaction.

The order of the correct preparation of the document

The document on the basis of which such changes are made depends on a significant number of factors:

1. The number of staff positions for which the salary is adjusted.
2. Upscaling or downsizing.
3. Changing the amount in the general order for all employees of a particular organization.

The simplest option is to encourage in the form of an increase in the salary of an individual employee. The fundamental document in such a situation is a memo from the head of the structural unit addressed to the head. Such a document must indicate the rationale for the proposed decision.

If approved by management, a a separate internal order for the organization. An important part of this document is the mandatory indication of the size of the "new" salary, which will be transferred to the accounting department and the personnel department.

V cap the order must indicate the basis for changing the salary of a particular employee. The position and personal data (last name, first name, patronymic) of the promoted specialist must be indicated.

An important part of the order is requirement changes in the amount of the financial payment in the staffing table and the date from which the amount will begin to differ. The memo of the head of the department in this situation is indicated as the basis for the changes being made.

If the order is signed by the head of the structural unit with such a document necessarily introduce the employee. Further, the prepared order is entered into the personal file of the specialist encouraged by the increased salary. This stage is performed by an employee of the personnel department of the organization.

The specialist sends the signed order to the accounting department in the form of a copy. On this basis, there will be changes in monthly charges.

Such interaction takes place officially specialized additional agreement. It must clearly indicate the new amount to the penny.

A similar document is issued in the event of a reduction in the amount of financial incentives. After agreement with all parties, the main and first of which is the employee himself, such an order is also transferred to the personnel department to change the staffing table, prepare additional agreements and transfer documents in the form of a copy to the accounting department.

Reasons for issuing an order

Labor legislation in the form of Article 129 calls grounds for such a nice step. The following can be used as a basis:

• increase in salary, tariff rate;
• increase in base salary;
• growth, in accordance with parts 3-5 of article 129 of the Labor Code of the Russian Federation, of the base wage rate.

Another option is to issue an order on the basis of part 1 of article 129 of the Labor Code of the Russian Federation, which implies an increase in corrective payments. For example, for special working conditions in the form of irregular working hours, activities in difficult conditions, for example, those associated with radiation exposure.

Do not forget about article 134 of the Labor Code of the Russian Federation, which indicates need for each employer to index the level of wages for its specialists every year. This article cites the inevitable growth in payment for services and goods as the reason.

At the same time, official documents in this situation do not determine the mandatory frequency of these changes. This includes the inclusion of such an increase in the final level of financial incentives in the form of regular bonuses.

The one already mentioned determines both an increase in the amount of sums that is pleasant for everyone, and a decrease. The basis for these negative adjustments becomes:

• reorganization of the production structure;
• a significant reduction in the financial income of the enterprise, in which the employer decides to reduce the amount of payments to each staff unit in return for layoffs;
• reduction of financial incentives for a particular specialist.

How employees are notified

Any hired specialist must clearly understand the inability to reduce or increase his salary fixed in the employment contract or agreement unilaterally.

Employer must notify in advance about the change, explaining the reasons for the change. He has the right to do it. by any available means:

• general production meeting;
• personal conversation;
• written notification against signature from the personnel department.

A written agreement becomes the next step in the interaction between the parties to the production process. A copy of it is transferred by the immediate supervisor or a representative of the personnel department against the signature of the employee.

Actions of the employer in case of refusal of the subordinate

Such a document, precisely because of the possibility of fixing the fact of receipt, is formed exclusively in writing.

In case of refusal to put his “autograph” on the notification, the specialist must reasonably and again in writing indicate the reasons for such disagreement.

If such actions were not followed, the direct supervisor and representatives of the personnel service make up special act, in which the fact of refusal to familiarize yourself with the supplemented conditions is officially recorded. This further saves the organization from the slightest risk of labor disputes.

In case of agreement with the proposal, the employee informs in writing about this fact. As a fixation of consent, a handwritten signature on the document provided for consideration is used.

How does the filling pattern for 2018 look like?

Each employee of the personnel service is well aware of the sample of filling out an order in 2018.

The creation of an order is preceded by preparation of a memo, which indicates the rationale for making adjustments. It becomes the basis for issuing an internal order signed by the immediate supervisor.

V cap this document must indicate the subject. Further, information is included on the personalities of those whom the document concerns, and the date from which the new rules will come into effect. The head of the organization or the person who is officially performing his duties for the period of justified absence from the workplace must sign.

Labor law allows you to give reasons raises or demotions within the minimum wage in an arbitrary justified form. After signing the order, changes are made to the staffing table of the company.

In conclusion, it should be said that the fulfillment of these not the most difficult requirements easily resolves at the stage of inception, any industrial disputes at an enterprise of various forms of ownership.

Filling out this document in 1C is presented in the instructions.