It's called wages. The difference between salary and wages

(as amended by Federal Law dated August 22, 2004 N 122-FZ)

The procedure and timing for a gradual increase in the minimum wage to the amount provided for in part one of this article are established by federal law (Article 421 of this document).

The minimum wage is established simultaneously throughout the entire territory of the Russian Federation by federal law and cannot be lower than the subsistence level of the working population.

The minimum wage established by federal law is ensured by:

organizations financed from the federal budget - at the expense of the federal budget, extra-budgetary funds, as well as funds received from business and other income-generating activities;

(as amended by Federal Law dated April 20, 2007 N 54-FZ)

The monthly salary of an employee who has fully worked the standard working hours during this period and fulfilled the labor standards (job duties) cannot be lower than the minimum wage.

(as amended by Federal Laws dated June 30, 2006 N 90-FZ, dated April 20, 2007 N 54-FZ)

Part four became invalid on September 1, 2007. - Federal Law of April 20, 2007 N 54-FZ.

Article 133.1. Establishment of the minimum wage in a constituent entity of the Russian Federation

(introduced by Federal Law No. 54-FZ of April 20, 2007)

In a constituent entity of the Russian Federation, a regional agreement on the minimum wage may establish the amount of the minimum wage in a constituent entity of the Russian Federation.

The minimum wage in a constituent entity of the Russian Federation may be established for employees working in the territory of the corresponding constituent entity of the Russian Federation, with the exception of employees of organizations financed from the federal budget.

The amount of the minimum wage in a constituent entity of the Russian Federation is established taking into account socio-economic conditions and the cost of living of the working population in the corresponding constituent entity of the Russian Federation.

The minimum wage in a constituent entity of the Russian Federation cannot be lower than the minimum wage established by federal law.

The minimum wage in a constituent entity of the Russian Federation is ensured by:

organizations financed from the budgets of the constituent entities of the Russian Federation - at the expense of the budgets of the constituent entities of the Russian Federation, extra-budgetary funds, as well as funds received from entrepreneurial and other income-generating activities;

organizations financed from local budgets - at the expense of local budgets, extra-budgetary funds, as well as funds received from business and other income-generating activities;

other employers - at their own expense.

The development of a draft regional agreement on the minimum wage and the conclusion of the said agreement are carried out by a tripartite commission for regulating social and labor relations of the relevant constituent entity of the Russian Federation in the manner established by Article 47 of this Code.

After concluding a regional agreement on the minimum wage, the head of the authorized executive body of a constituent entity of the Russian Federation invites employers operating on the territory of this constituent entity of the Russian Federation and who did not participate in the conclusion of this agreement to join it. This proposal is subject to official publication along with the text of this agreement. The head of the authorized executive body of the constituent entity of the Russian Federation notifies the federal executive body exercising the functions of developing state policy and legal regulation in the field of labor about the publication of the said proposal and agreement.

If employers operating on the territory of the relevant constituent entity of the Russian Federation, within 30 calendar days from the date of official publication of the proposal to join the regional agreement on the minimum wage, have not submitted to the authorized executive body of the constituent entity of the Russian Federation a reasoned written refusal to join it, then the specified the agreement is considered to apply to these employers from the date of official publication of this proposal and is subject to mandatory execution by them. The said refusal must be accompanied by a protocol of consultations between the employer and the elected body of the primary trade union organization uniting employees of this employer, and proposals for the timing of increasing the minimum wage of employees to the amount provided for in the specified agreement.

If the employer refuses to accede to the regional agreement on the minimum wage, the head of the authorized executive body of the constituent entity of the Russian Federation has the right to invite representatives of this employer and representatives of the elected body of the primary trade union organization uniting employees of this employer for consultations with the participation of representatives of the parties to the tripartite regulatory commission social and labor relations of the corresponding subject of the Russian Federation. Representatives of the employer, representatives of the elected body of the primary trade union organization and representatives of the said tripartite commission are required to take part in these consultations.

Copies of employers' written refusals to join the regional agreement on the minimum wage are sent by the authorized executive body of the constituent entity of the Russian Federation to the relevant territorial body of the federal executive body authorized to exercise federal state supervision over compliance with labor legislation and other regulatory legal acts containing labor law norms .

(as amended by Federal Law dated July 18, 2011 N 242-FZ)

The monthly salary of an employee working in the territory of the relevant constituent entity of the Russian Federation and who is in an employment relationship with an employer in respect of whom the regional agreement on the minimum wage is in force in accordance with parts three and four of Article 48 of this Code or to whom the said agreement is extended in the manner established by parts six to eight of this article, cannot be lower than the minimum wage in this constituent entity of the Russian Federation, provided that the specified employee has fully worked the standard working hours during this period and fulfilled labor standards (job duties).

Article 134. Ensuring an increase in the level of real wages

Ensuring an increase in the level of real wages includes indexation of wages in connection with rising consumer prices for goods and services. Organizations financed from the relevant budgets carry out wage indexation in the manner established by labor legislation and other regulatory legal acts containing labor law standards; other employers - in the manner established by the collective agreement, agreements, and local regulations.

Article 135. Setting wages

(as amended by Federal Law No. 90-FZ of June 30, 2006)

The employee’s salary is established by the employment contract in accordance with the current employer’s remuneration systems.

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

Every year, before the draft federal law on the federal budget for the next year is submitted to the State Duma of the Federal Assembly of the Russian Federation, the Russian tripartite commission for the regulation of social and labor relations develops unified recommendations for the establishment at the federal, regional and local levels of remuneration systems for employees of organizations financed from the relevant budgets . These recommendations are taken into account by the Government of the Russian Federation, executive authorities of the constituent entities of the Russian Federation and local governments when determining the volume of funding for healthcare, education, science, culture and other public sector institutions. If the parties to the Russian Tripartite Commission for the Regulation of Social and Labor Relations have not reached an agreement, these recommendations are approved by the Government of the Russian Federation, and the opinion of the parties to the Russian Tripartite Commission for the Regulation of Social and Labor Relations is communicated to the constituent entities of the Russian Federation by the Government of the Russian Federation.

(as amended by Federal Law dated April 20, 2007 N 54-FZ)

Local regulations establishing remuneration systems are adopted by the employer, taking into account the opinion of the representative body of employees.

The terms of remuneration determined by the employment contract cannot be worsened in comparison with those established by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, and local regulations.

The terms of remuneration determined by the collective agreement, agreements, local regulations cannot be worsened in comparison with those established by labor legislation and other regulatory legal acts containing labor law norms.

Article 136. Procedure, place and terms of payment of wages

When paying wages, the employer is obliged to notify each employee in writing:

1) on the components of the salary due to him for the relevant period;

2) on the amount of other amounts accrued to the employee, including monetary compensation for the employer’s violation of the established deadline for payment of wages, vacation pay, dismissal payments and (or) other payments due to the employee;

3) about the amount and grounds for deductions made;

4) about the total amount of money to be paid.

(Part one as amended by Federal Law dated April 23, 2012 N 35-FZ)

The form of the pay slip is approved by the employer, taking into account the opinion of the representative body of employees in the manner established by Article 372 of this Code for the adoption of local regulations.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Wages are paid to the employee, as a rule, at the place where he performs the work or transferred to the bank account specified by the employee under the conditions determined by the collective agreement or employment contract.

The place and timing of payment of wages in non-monetary form are determined by a collective agreement or employment contract.

Wages are paid directly to the employee, except in cases where another method of payment is provided for by federal law or an employment contract.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Wages are paid at least every half month on the day established by the internal labor regulations, collective agreement, or employment contract.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

If the payment day coincides with a weekend or non-working holiday, wages are paid on the eve of this day.

Payment for vacation is made no later than three days before it starts.

Article 137. Limitation of deductions from wages

Deductions from an employee's salary are made only in cases provided for by this Code and other federal laws.

Deductions from an employee’s salary to pay off his debt to the employer can be made:

to reimburse an unpaid advance issued to an employee on account of wages;

to repay an unspent and not returned timely advance payment issued in connection with a business trip or transfer to another job in another area, as well as in other cases;

to return amounts overpaid to the employee due to accounting errors, as well as amounts overpaid to the employee, if the body for the consideration of individual labor disputes recognizes the employee’s guilt in failure to comply with labor standards (part three of Article 155 of this Code) or simple work (part three of Article 157 of this Code) Code);

(as amended by Federal Law No. 90-FZ of June 30, 2006)

upon dismissal of an employee before the end of the working year for which he has already received annual paid leave for unworked vacation days. Deductions for these days are not made if the employee is dismissed on the grounds provided for in paragraph 8 of part one of Article 77 or paragraphs 1, 2 or 4 of part one of Article 81, paragraphs 1, 2, 5, 6 and 7 of Article 83 of this Code.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

In the cases provided for in paragraphs two, three and four of part two of this article, the employer has the right to decide to deduct from the employee’s salary no later than one month from the end of the period established for the return of the advance, repayment of debt or incorrectly calculated payments, and provided that if the employee does not dispute the grounds and amounts of the withholding.

Wages overpaid to an employee (including in the event of incorrect application of labor legislation or other regulatory legal acts containing labor law norms) cannot be recovered from him, except in the following cases:

(as amended by Federal Law No. 90-FZ of June 30, 2006)

counting error;

if the body for consideration of individual labor disputes recognizes the employee’s guilt in failure to comply with labor standards (part three of Article 155 of this Code) or downtime (part three of Article 157 of this Code);

(as amended by Federal Law No. 90-FZ of June 30, 2006)

if the wages were overpaid to the employee in connection with his unlawful actions established by the court.

Article 138. Limitation on the amount of deductions from wages

The total amount of all deductions for each payment of wages cannot exceed 20 percent, and in cases provided for by federal laws - 50 percent of wages due to the employee.

When deducting from wages under several executive documents, the employee must, in any case, retain 50 percent of the wages.

The restrictions established by this article do not apply to deductions from wages when serving correctional labor, collection of alimony for minor children, compensation for harm caused to the health of another person, compensation for harm to persons who suffered damage due to the death of the breadwinner, and compensation for damage caused by a crime. . The amount of deductions from wages in these cases cannot exceed 70 percent.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Deductions from payments that are not subject to collection in accordance with federal law are not allowed.

Article 139. Calculation of average wages

For all cases of determining the amount of average wages (average earnings) provided for by this Code, a uniform procedure for its calculation is established.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

To calculate the average salary, all types of payments provided for by the remuneration system and applied by the relevant employer are taken into account, regardless of the sources of these payments.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

In any mode of operation, the average salary of an employee is calculated based on the salary actually accrued to him and the time he actually worked for the 12 calendar months preceding the period during which the employee retains his average salary. In this case, a calendar month is considered to be the period from the 1st to the 30th (31st) day of the corresponding month inclusive (in February - to the 28th (29th) day inclusive).

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Average daily earnings for vacation pay and compensation for unused vacations are calculated for the last 12 calendar months by dividing the amount of accrued wages by 12 and by 29.4 (the average monthly number of calendar days).

(as amended by Federal Law No. 90-FZ of June 30, 2006)

The average daily earnings for payment of vacations granted in working days, in cases provided for by this Code, as well as for payment of compensation for unused vacations, are determined by dividing the amount of accrued wages by the number of working days according to the calendar of a six-day working week.

A collective agreement or local regulatory act may provide for other periods for calculating average wages, if this does not worsen the situation of employees.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

The specifics of the procedure for calculating average wages established by this article are determined by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations.

Article 140. Terms of payment upon dismissal

Upon termination of the employment contract, payment of all amounts due to the employee from the employer is made on the day the employee is dismissed. If the employee did not work on the day of dismissal, then the corresponding amounts must be paid no later than the next day after the dismissed employee submits a request for payment.

In the event of a dispute about the amount of amounts due to the employee upon dismissal, the employer is obliged to pay the amount not disputed by him within the period specified in this article.

Article 141. Issuance of wages not received by the day of the employee’s death

Wages not received by the day of the employee’s death are issued to members of his family or to a person who was dependent on the deceased on the day of his death. Payment of wages is made no later than a week from the date of submission of the relevant documents to the employer.

Article 142. Responsibility of the employer for violation of deadlines for payment of wages and other amounts due to the employee

The employer and (or) the employer's representatives authorized by him in the established manner, who have delayed the payment of wages to employees and other violations of wages, are liable in accordance with this Code and other federal laws.

In case of delay in payment of wages for a period of more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the delayed amount is paid. Suspension of work is not allowed:

(as amended by Federal Law No. 90-FZ of June 30, 2006)

during periods of martial law, a state of emergency or special measures in accordance with the legislation on a state of emergency;

in the bodies and organizations of the Armed Forces of the Russian Federation, other military, paramilitary and other formations and organizations in charge of ensuring the country's defense and state security, emergency rescue, search and rescue, fire-fighting work, work to prevent or eliminate natural disasters and emergency situations, in law enforcement agencies;

civil servants;

in organizations directly servicing particularly hazardous types of production and equipment;

employees whose job responsibilities include performing work directly related to ensuring the life of the population (energy supply, heating and heat supply, water supply, gas supply, communications, ambulance and emergency medical care stations).

(as amended by Federal Law No. 90-FZ of June 30, 2006)

During the period of suspension of work, the employee has the right to be absent from the workplace during his working hours.

An employee who was absent from the workplace during his working hours during the period of suspension of work is obliged to return to work no later than the next working day after receiving written notification from the employer of his readiness to pay the delayed wages on the day the employee returns to work.

Article 143. Tariff systems of remuneration

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Tariff remuneration systems are remuneration systems based on a tariff system of differentiation of wages for workers of different categories.

The tariff system for differentiating wages for workers of different categories includes: tariff rates, salaries (official salaries), tariff schedule and tariff coefficients.

Tariff schedule - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of workers using tariff coefficients.

Tariff category is a value that reflects the complexity of work and the level of qualifications of the worker.

Qualification category is a value that reflects the level of professional training of an employee.

Tariffication of work - assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work.

The complexity of the work performed is determined based on their pricing.

Tariffication of work and assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees. These reference books and the procedure for their use are approved in the manner established by the Government of the Russian Federation.

Tariff systems of remuneration are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law standards. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration.

Article 144. Remuneration systems for employees of state and municipal institutions

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Remuneration systems (including tariff remuneration systems) for employees of state and municipal institutions are established:

in federal government institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation;

in state institutions of the constituent entities of the Russian Federation - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation;

in municipal institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation and regulatory legal acts of local governments.

The Government of the Russian Federation may establish basic salaries (basic official salaries), basic wage rates for professional qualification groups.

(as amended by Federal Laws dated April 20, 2007 N 54-FZ, dated October 18, 2007 N 230-FZ)

The wages of employees of state and municipal institutions cannot be lower than the basic salaries (basic official salaries) established by the Government of the Russian Federation, the basic wage rates of the corresponding professional qualification groups.

(as amended by Federal Law dated April 20, 2007 N 54-FZ)

Basic salaries (basic official salaries), basic wage rates established by the Government of the Russian Federation are provided by:

federal government agencies - at the expense of the federal budget;

state institutions of the constituent entities of the Russian Federation - at the expense of the budgets of the constituent entities of the Russian Federation;

municipal institutions - at the expense of local budgets.

Remuneration systems for employees of state and municipal institutions are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration, recommendations of the Russian Tripartite Commission for the Regulation of Social and Labor relations (part three of Article 135 of this Code) and the opinions of the relevant trade unions (associations of trade unions) and associations of employers.

Professional qualification groups are groups of blue-collar professions and office positions, formed taking into account the scope of activity based on the requirements for professional training and level of qualifications that are necessary to carry out the relevant professional activity.

Professional qualification groups and criteria for classifying blue-collar professions and white-collar positions into professional qualification groups are approved by the federal executive body responsible for developing state policy and legal regulation in the field of labor.

Article 145. Remuneration of heads of organizations, their deputies and chief accountants

Remuneration for the work of heads of organizations, their deputies and chief accountants in organizations financed from the federal budget is made in the manner and amount determined by the Government of the Russian Federation, in organizations financed from the budget of a constituent entity of the Russian Federation - by state authorities of the corresponding constituent entity of the Russian Federation, and in organizations financed from the local budget - by local governments.

The amount of remuneration for heads of other organizations, their deputies and chief accountants is determined by agreement of the parties to the employment contract.

Article 146. Remuneration under special conditions

Remuneration for workers engaged in heavy work, work with harmful, dangerous and other special working conditions is made at an increased rate.

Workers engaged in work in areas with special climatic conditions are also paid at an increased rate.

Article 147. Remuneration for workers engaged in heavy work, work with harmful and (or) dangerous and other special working conditions

Remuneration for workers engaged in heavy work, work with harmful and (or) dangerous and other special working conditions is set at an increased rate compared to the tariff rates, salaries (official salaries) established for various types of work with normal working conditions, but not lower than the amounts established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

The minimum amount of increase in wages for workers engaged in heavy work, work with harmful and (or) dangerous and other special working conditions, and the conditions for this increase are established in the manner determined by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor relationships.

(Part two as amended by Federal Law No. 90-FZ of June 30, 2006)

Specific amounts of wage increases are established by the employer, taking into account the opinion of the representative body of employees in the manner established by Article 372 of this Code for the adoption of local regulations, or by a collective agreement or employment contract.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Article 148. Remuneration for work in areas with special climatic conditions

Remuneration for work in areas with special climatic conditions is made in the manner and amounts not lower than those established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Article 149. Remuneration for labor in other cases of work performed in conditions deviating from normal

(as amended by Federal Law No. 90-FZ of June 30, 2006)

When performing work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night, weekends and non-working holidays and when performing work in other conditions deviating from normal), the employee is subject to appropriate payments provided for by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations, and employment contracts. The amounts of payments established by a collective agreement, agreements, local regulations, employment contract cannot be lower than those established by labor legislation and other regulations containing labor law norms.

Article 150. Remuneration for work of various qualifications

When an employee with a time wage performs work of various qualifications, his work is paid for work of a higher qualification.

When an employee with piecework wages performs work of various qualifications, his work is paid according to the rates of the work he performs.

In cases where, taking into account the nature of production, workers with piecework wages are entrusted with performing work that is charged below the grades assigned to them, the employer is obliged to pay them the difference between grades.

Article 151. Remuneration for combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without release from work determined by the employment contract

(as amended by Federal Law No. 90-FZ of June 30, 2006)

When combining professions (positions), expanding service areas, increasing the volume of work, or performing the duties of a temporarily absent employee without release from work specified in the employment contract, the employee is paid additionally.

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).

Article 152. Payment for overtime work

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Overtime work is paid for the first two hours of work at least one and a half times the rate, for subsequent hours - at least twice the rate. Specific amounts of payment for overtime work may be determined by a collective agreement, local regulations or an employment contract. At the request of the employee, overtime work, instead of increased pay, can be compensated by providing additional rest time, but not less than the time worked overtime.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Part two is no longer valid. - Federal Law of June 30, 2006 N 90-FZ.

Article 153. Remuneration for work on weekends and non-working holidays

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Work on a weekend or a non-working holiday is paid at least double the amount:

for piece workers - no less than double piece rates;

employees whose work is paid at daily and hourly tariff rates - in the amount of at least double the daily or hourly tariff rate;

for employees receiving a salary (official salary) - in the amount of at least a single daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if work on a day off or a non-working holiday was carried out within monthly standard working time, and in an amount of no less than double the daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly standard working time.

Specific amounts of payment for work on a day off or a non-working holiday may be established by a collective agreement, a local regulatory act adopted taking into account the opinion of the representative body of employees, or an employment contract.

At the request of an employee who worked on a day off or a non-working holiday, he may be given another day of rest. In this case, work on a weekend or a non-working holiday is paid in a single amount, and a day of rest is not subject to payment.

Remuneration for work on weekends and non-working holidays of creative workers of the media, cinematography organizations, television and video crews, theaters, theatrical and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with lists of jobs, professions, positions of these workers, approved by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations, can be determined on the basis of a collective agreement, a local regulatory act, or an employment contract.

(as amended by Federal Law No. 13-FZ dated February 28, 2008)

Article 154. Remuneration for work at night

Each hour of work at night is paid at an increased rate compared to work under normal conditions, but not lower than the amounts established by labor legislation and other regulatory legal acts containing labor law norms.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

The minimum increases in wages for night work are established by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations.

(Part two as amended by Federal Law No. 90-FZ of June 30, 2006)

The specific amounts of increased wages for night work are established by a collective agreement, a local regulatory act adopted taking into account the opinion of the representative body of workers, and an employment contract.

(Part three introduced by Federal Law No. 90-FZ of June 30, 2006)

Article 155. Remuneration for failure to comply with labor standards, failure to fulfill labor (official) duties

(as amended by Federal Law No. 90-FZ of June 30, 2006)

In case of failure to comply with labor standards or failure to fulfill labor (official) duties through the fault of the employer, remuneration is made in an amount not lower than the average salary of the employee, calculated in proportion to the time actually worked.

(Part one as amended by Federal Law No. 90-FZ dated June 30, 2006)

In case of failure to comply with labor standards, failure to fulfill labor (official) duties for reasons beyond the control of the employer and employee, the employee retains at least two-thirds of the tariff rate, salary (official salary), calculated in proportion to the time actually worked.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

In case of failure to comply with labor standards or failure to fulfill labor (official) duties due to the fault of the employee, payment of the standardized part of the salary is made in accordance with the volume of work performed.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Article 156. Remuneration for labor in the manufacture of products that turned out to be defective

Defects not caused by the employee are paid on an equal basis with suitable products.

Complete defects caused by the employee are not subject to payment.

Partial defects due to the fault of the employee are paid at reduced rates depending on the degree of suitability of the product.

Article 157. Payment for downtime

Downtime (Article 72.2 of this Code) due to the fault of the employer is paid in the amount of at least two-thirds of the employee’s average salary.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Downtime due to reasons beyond the control of the employer and employee is paid in the amount of at least two-thirds of the tariff rate, salary (official salary), calculated in proportion to downtime.

(as amended by Federal Law No. 90-FZ of June 30, 2006)

Downtime caused by the employee is not paid.

The employee must inform his immediate supervisor or another representative of the employer about the beginning of downtime caused by equipment breakdown and other reasons that make it impossible for the employee to continue to perform his job functions.

(Part four was introduced by Federal Law No. 90-FZ of June 30, 2006)

If creative workers of the media, cinematography organizations, television and video crews, theaters, theatrical and concert organizations, circuses and other persons involved in the creation and (or) performance (exhibition) of works, in accordance with the lists of works, professions, positions these workers, approved by the Government of the Russian Federation taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations, for any period of time do not participate in the creation and (or) performance (exhibition) of works or do not perform, then the specified time is not downtime and may be paid in the amount and manner established by the collective agreement, local regulations, or employment contract.

(part five was introduced by Federal Law No. 90-FZ of June 30, 2006, as amended by Federal Law No. 13-FZ of February 28, 2008)

Article 158. Remuneration for development of new industries (products)

A collective agreement or employment contract may provide for the retention of the employee’s previous salary for the period of development of a new production (product).

The right to receive a minimum salary is guaranteed by the Constitution of the Russian Federation.

According to the Labor Code of the Russian Federation, wages are paid twice a month, and calculations must be brought to the attention of the employee.

Functions

Wages have many functions, they are all closely interrelated, contain elements of each other, and at the same time, one is opposite to the other and reduces its effect and even excludes it.

Some of them lead to differentiation of the level of earnings, others to its equalization.

The main functions are:

reproduction function. Compensates workers for labor expended in production. Here the most important feature of implementation is;
stimulating or motivational function. Increases the interest of workers in increasing production, directs their interest to increasing their labor contribution and, consequently, the level of income received;
social function. Helps to implement the principle of social justice;
accounting and production function. The ability to characterize the degree of labor participation in the pricing process and its share in total production costs;
regulatory function. It regulates the relationship between supply and demand in the labor market and forms the level of employment.

Kinds

Salaries are divided into two main types:

Main. Includes remuneration for time worked, taking into account the quantity and quality of work, additional payments (and), payments for downtime. Paid according to salary, bonuses, piece rates.
Additional. Includes all payments provided for by law for unworked time (periods of maintaining average earnings): payment of guaranteed annual leave, payment of benefits upon dismissal, etc.

Amount and form of payments

The amount of remuneration depends on the form of payment accepted at the enterprise. There can be two of them:

Piecework

The amount of remuneration depends on the volume of work performed. Divided into:

direct, proportional to production;
piecework-bonus, with additional payment of bonuses;
piecework-progressive, when the prices for performing work are within the norm are one, above the norm - others;
collective piecework, which is established if the amount of output cannot be calculated individually.

Allows the enterprise to stimulate the work of workers and increase production, but with its growth, a decrease in quality is possible.

Time-based

Earnings directly depend on the rate (hourly, daily, monthly) and time worked.

It is used primarily not in production or when labor productivity cannot be quantified (the work of a manager).

Divided into:

simple, in which the rate is multiplied by the amount of time worked;
time-based bonus, when a percentage of the rate in the form of a bonus is added to the simple one.

The advantage for the company is that as production increases, costs remain the same. The disadvantage is that there is no incentive for employees to increase productivity.

Do I need to indicate the desired salary on my resume? Job seekers always have concerns about this. Our expert Marina Khadina , head of career services HeadHunter, will dispel all doubts.

Almost every applicant, when publishing his resume, argues in one of the following ways:

- If I write as much as I have, they won’t offer me more.

- If I write a lot, I won’t be in demand.

- If I write little, I will be inundated with calls with inexpensive offers, and some will underestimate me as a professional.

However, HeadHunter statistics show that if there are no salary expectations in the resume, then the number of invitations decreases. This is due to the fact that the employer is inclined to minimize the time for selection: he first of all invites those whose resume provides comprehensive information - both about their professional level and salary expectations. And only then does it begin to consider other candidates.

Based on the above, what should you do?

First, you need to decide for yourself what salary to indicate. Second, prepare thoroughly for salary negotiations.

It is most convenient to indicate in your resume the income you had at your last job. This is the best option both in terms of responses and in terms of further negotiations with future employers.

At an interview, when asked what your salary expectations are, you can confidently answer:

“No less than at the current location. In general, the ideal would be a remuneration of 10% more than the current amount of income.”

Such a conversation seems to be as logical and comfortable as possible for both parties. There may be a minimum of objections here. To the question “Why exactly 10%?” you can answer that this is within the inflation rate for the last year (6.9 - 8%).

If you know for yourself that you are a rare and expensive expert, in demand by other employers even without posting a resume, then you can safely indicate salary expectations higher than +10% of your current income, but not more than 30%.

A situation may arise in which you want to get an increase of more than 30%, arguing for something like: “My cousin, a classmate of your second cousin, was offered a salary that is twice what it is.”

You shouldn't do this. Most likely, someone misled you, or this is an exception to the rule. Therefore, it is risky to focus on such options.

Also keep in mind that if you need the job urgently and, in principle, you will be satisfied with a slightly lower salary, you need to indicate the very minimum level. If there are few invitations to your resume, then perhaps you should change the number in the “Salary Expectations” field to a slightly lower one.

If you're still debating whether to list your salary or not, consider this: an applicant who indicates their salary has a better chance of finding “their” employer. Firstly, salary may be one of the search parameters of the employer himself when he is looking for suitable candidates. Secondly, it is possible to agree on working conditions much faster when the cards are open, preferably on both sides.

You can attract attention to your resume not only by indicating the desired salary that is “convenient” or profitable for the employer. Use the “Bright Resume” service to make sure your resume stands out from others.

I wish you the right career decisions!

⚡ Salary ⚡- this is the remuneration received by the employee for his work or, in other words, the price of labor.

Types of wages

Nominal wage is the amount of money that an employee receives in the form of remuneration for work.
Real wages are the quantities that can be purchased for nominal wages.

Factors influencing the size of real wages

The value of the nominal wage - the higher the nominal wage, the higher the real wage, as a rule. In reality, an increase in nominal wages can be offset by an increase in prices.
Number and rates of taxes - the more taxes and (or) the higher their rates, the lower the real wage and vice versa.
The level of prices and goods for goods and services - the higher the tariffs, the lower the real wages and vice versa.

⚡ Salary forms ⚡

Piece wages - accrued to piece workers depending on piecework tariff rates and piecework prices per unit of output or on the number of labor operations performed. Used, for example, for workers on an assembly line.
Time wages are determined on the basis of tariff rates (salaries) and the fund of working hours worked. The time-based form of remuneration pays for the work of engineers, office workers and other time workers.

Payroll systems

Direct piecework wages = piecework earnings + additional payments + allowances
Piece-rate bonus salary = piece-rate earnings + additional payments + allowances + bonus
Piece-progressive salary = piece-rate earnings + additional payments + allowances + bonus + progressive additional payment for exceeding production standards
Simple time wage = tariff rate + additional payments + allowances
Time-bonus wages = tariff rate + additional payments + allowances + bonuses
Collective wages - accrued to a collective of workers (team) and then distributed among specific employees depending on the labor participation rate (LPR).
Accord salary - awarded for performing particularly important work in a short time. Wages under this system are significantly higher and are often used in construction.
Contract wage - established in the labor contract concluded between the employee and the employer, includes various additional payments, allowances and bonuses.

Composition and structure of wages

Based on the definition of wages given in Article 129 of the Labor Code of the Russian Federation, it is possible to identify the components of wages. The salary structure is formed by:

the main (constant) part of the salary;
compensation payments;
incentive payments.

Main part of salary is established on the basis of the employer’s current remuneration system and should not be less than the minimum wage (minimum wage) established by federal law. The main part of the salary is its constant component, it does not depend on the profit received, sales volume and other indicators. The main part of the salary is accrued for the time actually worked or the work actually performed at tariff rates and official salaries.

When setting the main part of the salary, the employer is guided by the following principles:

the salary of each employee should depend on his qualifications, the complexity of the work performed, the quantity and quality of labor expended;
any kind of discrimination in establishing and changing wage conditions is prohibited;
For work of equal value, the employer is obliged to provide employees with equal pay.

Compensation and incentive payments- this is the variable part of the salary, which depends on the guarantees established by the state and the conditions of remuneration established by the employer. Compensation and incentive payments are not related to payment for time actually worked or work actually performed.

For this part of wages, the method of local regulation is more inherent, especially for incentive payments, when the basic rules for their establishment are determined by law.

A number of compensation payments are established by law, their payment is the responsibility of the employer:

a) for performing work under special conditions (work in heavy work, work with harmful and (or) dangerous and other special working conditions, work in areas with special climatic conditions);
b) for work in areas exposed to radioactive contamination;
c) for performing work in conditions deviating from normal (performing work of various qualifications, work when combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without release from work specified in the employment contract, overtime work) working at night, on weekends and non-working holidays and performing work in other conditions deviating from normal);

The specific amounts of compensation payments are determined by the collective agreement, agreements, local regulations, employment contracts and are not lower than those established by labor legislation and other regulations containing labor law norms.

At the same time, the Labor Code of the Russian Federation provides for increased wages for persons working on a rotational basis and for persons working in the Far North and equivalent areas.

Thus, the main purpose of compensation payments is to compensate for the employee’s additional labor costs, which are associated with the work schedule, working conditions, characteristics of work activity and the nature of certain types of work. They are calculated in addition to official salaries and tariff rates.

Incentive payments(additional payments and bonuses of an incentive nature, bonuses and other incentive payments) is a variable part of the salary, which may depend on the profit received, on the individual contribution of the employee to the result of economic activity, and so on.

Bonuses and other incentive payments, unlike most compensation payments, are not regulated at the legislative level; their payment is the right of the employer. But it should be noted that if bonuses and other incentive payments are provided for by the remuneration system, then the employer has an obligation to pay them, and the employee, if he fulfills the indicators and conditions of the bonus, has the right to demand payment of these incentive payments.

Thus, incentive payments as part of wages can be characterized as cash payments for achieving certain results in work.

The main purpose of using additional payment systems, incentive allowances and bonus systems is aimed at creating a material interest among employees in achieving those indicators that are not provided for by the basic payment at tariff rates and salaries, as well as stimulating employees to improve their professional level, reducing staff turnover, attracting the necessary highly qualified specialists.

Incentive payments (additional payments or allowances) are established:

for high qualifications;
professional excellence;
work experience in the organization;
knowledge of foreign languages, etc.

It is important to note that to stimulate employee interest in improving the quality of work in organizations, a bonus system is used. Payment of bonuses is an incentive for conscientious performance of labor duties. Awards can be divided into two groups:

a) Bonuses included in the remuneration system - the employee’s right to receive this bonus, and accordingly the employer’s obligation to pay it, arises subject to the achievement of specific indicators predetermined by the bonus system. Otherwise, the right to a bonus does not arise.
b) Bonuses not provided for by the remuneration system - these bonuses are in the nature of a one-time incentive at the unilateral discretion of the employer and are paid, as a rule, irregularly, in addition, they are not related to specific achievements in work. In this case, incentive bonuses are a right and not an obligation of the employer; therefore, its conditions are determined by him independently and do not require a pre-formalized basis.

Bonus indicators must correspond to the types and tasks of production and reflect the connection with the labor contribution of each employee and the team as a whole. The number of indicators and conditions for bonuses should not exceed two or three, otherwise the connection between the bonus system and the main tasks of production should be lost. Indicators should not contradict each other - improvement of some should not contribute to the deterioration of others.

Indicators and conditions for bonuses for workers, their initial levels are determined in accordance with the planned performance indicators of the site, workshop, taking into account the degree of influence of workers on their change.