Staffing: we decide emergency situations Privately owned enterprises proceed from financial opportunities, but not lower than the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc. Important Data is indicated in rubles. Section 6-8 “Allowances and additional payments” Contains data on incentive payments, compensation (bonuses, additional payments) established by the legislation of the Russian Federation (“northern”, for an academic degree) and introduced at the discretion of the organization (related to working conditions).

In the order approving the staffing table, what salary should be indicated for the 05th rate?

For unification, the State Statistics Service approved the T-3 form. Staffing form T-3 At enterprises it is used to formalize the number of employees, their composition and structure. How to register correctly staffing table In column 5 “Tariff rate (salary)” of the staffing table, the monthly rate is indicated in ruble terms wage at the tariff rate (salary), depending on the wage system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local acts organizations.

In column 9 “Total per month” of the staffing table, an amount equal to the product of column 4 and column 5 is indicated, which determines the employee’s salary taking into account working hours.

Staffing: we solve emergency situations

In particular, this applies to changes to the employment contract for reasons related to: Changes in organizational or technological conditions labor Changes in the employment contract for reasons related to changes in organizational or technological working conditions include, for example:

• changes in equipment and production technology (for example, the introduction of new equipment, which led to a reduction in the employee’s workload);
• structural reorganization of production (for example, exclusion of any stage of the production process);

• other changes in organizational or technological working conditions that led to a reduction in the employee’s workload.

However, it is prohibited to change labor function employee. This is stated in Part 1 of Article 74 of the Labor Code of the Russian Federation.

How to correctly reflect 0.5 salary in the staffing table?

For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise. Allowances are set as a percentage of the salary. Additional payments are a fixed payment. Section 9 “Total” Columns 5 - 8 are summed up. All expenses during the month are indicated. Section 10 “Note” Changes and clarifications are made to the column according to the staffing table.

Attention

How to correctly reflect 0.5 salary in the staffing table? The work of each enterprise is based on legislative acts various levels subordination. Local documents, adopted and published for the enterprise itself, play a major role in the life of any organization. Below are the features and design features of this important document. What kind of document is this? The staffing table is a local normative act.

Based on the Charter of the enterprise.

How to properly draw up a staffing schedule

A change in the terms of an employment contract determined by the parties is possible for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation) (for more information on this, see additional materials). If there are such reasons, the employer’s algorithm of actions will be as follows: 1. An appropriate order is prepared in free form about the upcoming changes, which may look like this: “Alpha” INN 7708123456, KPP 770801001, OKPO 98756423 full name of the organization ORDER No. 72 on making changes to the staff schedule due to changes in organizational working conditions.

What salary should be indicated for an employee hired according to the staffing table at 0.5 rates?

Important

The organization must notify the employee against signature about upcoming changes related to changes in organizational or technological working conditions, as well as about the reasons that necessitated the need for such changes. This must be done no later than two months before the introduction of such changes. This is stated in Part 2 of Article 74 of the Labor Code of the Russian Federation.

If the employee agrees with the upcoming changes, it is necessary to draw up an additional agreement to the employment contract (Article 72 of the Labor Code of the Russian Federation). If the employee does not agree to work under the new conditions, the organization is obliged to offer him another job, including a lower-ranking one with lower pay, if the organization has suitable vacancies. An employee should only be offered vacancies that are available to the employer in the given area.

Order to change the staffing table

For example, in column 4 the number of staff positions is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (RUB 20,000 x 0.5). 2. Question: If an employee leaves and a new one arrives, we want to give him comfort according to the employee’s expectations, it is more than what we have on staff. What should I write in the subject line of an order to change staffing? Due to higher qualifications, set the salary for the position..... such and such? Or I can simply change the salary without writing anything, because... is the rate free? A change in salary levels in the staffing table entails a change in the terms of employment contracts on remuneration. This follows from the analysis of the provisions of paragraph. 5 hours 2 tbsp. 57 Labor Code of the Russian Federation and para.
3 sections “Staffing” of Instructions for the use and completion of primary forms accounting documentation for accounting of labor and its payment, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1.

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

Info

There are documents that are maintained without fail, and there are those that are created out of necessity. To the question “Is the ShR a mandatory document?” it is impossible to give a definite answer. This is due to the fact that the labor code does not require the presence of a labor force at an enterprise.

But if we consider this issue based on the requirements of Roskomstat, it turns out that this document is necessary, because he is primary documentation to account for wage payments. Although the legislation does not stipulate clear rules anywhere, most organizations conduct this type documentation. After all, the main part of government inspections begins with the study of SR.

In fact, the presence of this document makes life easier not only for inspectors, but also for managers, human resources and accounting departments.

Staffing in questions and answers

The staffing table (SHR or in common parlance - “shtatka”) contains a list of structural units, names of positions, specialties, professions indicating qualifications, as well as information on the number of positions (Decree of the State Statistics Committee dated January 5, 2004 No. 1). The same resolution also approved the unified form No. T-3, which is installed in all personnel accounting software products and, as a rule, is used by organizations and entrepreneurs. Form T-3 for staffing Please note that for non-governmental organizations it is not mandatory for use.

federal Service for Labor and Employment (Rostrud) has repeatedly indicated in their letters that they have the right to use forms of primary accounting documents developed independently.

Time-bonus wage system With a time-bonus system, a bonus is provided in addition to the rate (hourly, daily) or salary. Its size can be set as a fixed amount or as a percentage of the rate (salary). The bonus is paid if the employee fulfills (or exceeds) the production task.

The procedure for calculating wages in this case is the same as with a simple time-based system. However, in addition to the salary, the employee will need to receive a bonus. Partial month worked (161.51262) If the employee who is assigned monthly salary, has not worked the entire month, calculate his salary using the formula: Wages = Employee salary: Number of working days in a month × Number of days worked. Use the above formula to calculate the salary of an employee whose pay is increased during the month (for example, official salary).

It is required to formalize the transfer of an employee (or several employees) to a new position. Changing the name will entail making adjustments and additions to the employment contract, including work book and the employee’s personal card. Thus, such innovations not only require notification, but also consent from employees.

In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, without missing the mandatory notification to the employee two months before the adjustments. You can use this sample order to change the staffing table. Download Adjustment of salaries or tariff rates This is a change in the terms of remuneration agreed upon in employment contract.

Therefore, it requires mandatory agreement with the employee even if the salary increases. In case of refusal of the employee, the employer should be guided by Art. 74 Labor Code of the Russian Federation.

What salary should be indicated in the staffing table if an employee is hired at 0.5 rate?

Answer

Answer to the question:

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

If 0.5 or 0.1 units per position is enough for you, you should indicate this in the staffing table:

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

																																																													Code
																																												OKUD form																	0301017
"Alpha"																																																								according to OKPO					00000000
name of company
																									Number document							date drawing up
	NORMAL SCHEDULE																								15							29.08.2014						APPROVED
																																						By order of the organization dated										«						29		»		August			20			14		city ​​no.		90
	for a period of					1 year			With			«			1			»			September				20			14				G.						Number of staff										28						units
Structural subdivision
Name				Code			Job title (speciality, profession), rank, class (category) qualifications									Quantity staffing units							Tariff rate (salary) And etc., rub.				Allowances, rub.															Total, rub. ((gr. 5 + gr. 6 + gr. 7 + gr. 8) × gr. 4)				Note
																											academic degree			operating mode							responsibility
1				2			3									4							5				6			7							8					9				10
Administration				01			Director									1							60 000				5000			2000							3000					70 000
Administration				01			Technical Director									0,5							40 000				–										–					20 000
…				…			…									…							…				…			…							…					…				…
Department ______				05			Technician-programmer									0,1							7000				800															780
Department_________				09			Cleaner									3							7800				-			-							-					23 400
							Total									28							X				X			X							X					367 000

Head of HR department		Head of HR Department				E.E. Gromova
		Job title		personal signature		full name
Chief Accountant				A.S. Glebova
		personal signature		full name

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

If the full working day for a position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the work regime of the employee in your situation is obviously different from the general regime in the organization, and therefore it must be described in the employee’s employment contract. Such conclusions follow from Art. 57, 100 Labor Code of the Russian Federation. The employee’s work schedule will still have to be determined.

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

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

Employment contract and order :

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

Let's look at an example when you are ready to hire an employee at 0.5 rates:

In this case, you set the employee to work part-time when hired. Working at 0.5 rate actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With an even distribution of working time across days, we get: when working a five-day week - 4 hours a day. The employee’s work schedule must be reflected in the employment contract (Articles 57, 100 of the Labor Code of the Russian Federation). An employee may also have an individual schedule, in which he will have different working days in different weeks or have different beginnings and endings of the working day on different days. In the timesheet you reflect the time actually worked by the employee, including in fractional numbers.

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

1. It is necessary to describe the employee’s work schedule, for example: “ ».

In accordance with Federal Law of June 18, 2017 No. 125-FZ “On Amendments to Labor Code Russian Federation” there is no need to establish a break for rest and food for such a short working day (4 hours or less).

2. Make a clarification in the paragraph regarding remuneration: “The employee is provided monthly salary 40,000 rub..(forty thousand rubles 00 kopecks). Salary is calculated depending on amount of time worked" You can also clarify the share of the rate: “The employee is given monthly salary 40,000 rub. (forty thousand rubles 00 kopecks). Salary is calculated depending on amount of time worked (0.5 rate)»

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

This is what the hiring order will look like:

		date
	Recruit	With			06.02.2015
		By			_
				Personnel Number
Ivanova Elena Vasilievna				18
Full Name
IN	Accounting
	structural subdivision
JOB TITLE
position (specialty, profession), rank, class (category) of qualifications
Constantly, The employee is assigned part-time working hours based on a 20-hour work week: part-time work is 4 hours a day from 09:00 a.m. to 1:00 p.m. With a five-day work week with two days off - Saturday and Sunday. There is no break for rest and food . with payment in proportion to the time worked (0.5 rate) The share of the bet may not be specified
conditions of employment, nature of work

With tariff rate(salary)

40 000

rub.

00

cop.

In numbers

bonus

-

rub.

–

cop.

In numbers

with time trial

3 months Indicate if this is provided for in the employment contract

month(s)

Base:

Employment contract from

«

6

»

February

20

15

Of the year

№

35-TD

Details in the materials of the Personnel System:

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

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

An official salary should be understood as a fixed amount of remuneration for an employee for the performance of labor responsibilities of a certain complexity per calendar month without taking into account compensation, incentives and social payments( ). This means that the employment contract should indicate the salary in the amount that is paid when working the entire working time standard established for this category of employees (.

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

Nina Kovyazina, Deputy Director of the Department of Medical Education and personnel policy in healthcare of the Russian Ministry of Health

With respect and wishes for comfortable work, Tatyana Kozlova,

HR System expert

Is it possible to set a rate of 0.5 units in the staffing table?

Answer

Answer to the question:

Yes, you can.

Column 4 indicates the number of units for the position, including this may be a fractional number: 0.5; 0.25; 0.1, etc.

In column 5 you must indicate the full salary for the position at the rate.

At the same time, working at 0.5 rate means working part-time

If the full working day for a position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the work regime of the employee in your situation is obviously different from the general regime in the organization, and therefore it must be described in the employee’s employment contract. These conclusions follow from Art. 57, 100 Labor Code of the Russian Federation.

If, taking into account labor standards for your position, you do not need a full unit to perform certain works, then in the staffing table you can provide in column 4 fractional indicators, including 0.5 units. This is established in section 1 of the instructions approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

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

In the staffing table in column 4 you must indicate the number of units for the position (0.5), in column 5 you indicate the full salary for the position, and in column 9 you will receive the amount of proportional wages (column 4 x (column 5 + column 6 + gr. 7 gr. 8) or payroll for this position, taking into account the number of employees.

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

Code

OKUD form

0301017

"Alpha"

according to OKPO

00000000

name of company

Number document

date drawing up

NORMAL SCHEDULE

15

29.08.2014

APPROVED

By order of the organization dated

«

29

»

Augusta

20

14

city ​​no.

90

for a period of

1 year

With

«

1

»

September

20

14

G.

Number of staff

28

Units

Structural subdivision

Name

Code

Job title (speciality, profession), rank, class (category) qualifications

Quantity staffing units

Tariff I bet (salary) And etc., rub.

Allowances, rub.

Total, rub. ((gr. 5 + gr. 6 + gr. 7 + gr. 8) × gr. 4)

Note

academic degree

operating mode

Responsibility

1

2

3

4

5

6

7

8

9

10

Administration

01

Director

1

30 000

5000

2000

3000

40 000

…

…

…

Accounting

02

Assistant accountant

0,5

15 000

–

–

–

7 500

…

…

…

…

…

…

…

…

…

…

Total

28

X

X

X

X

367 000

Head of HR department		Head of HR Department				E.E. Gromova
		job title		personal signature		full name
Chief Accountant				A.S. Glebova
		personal signature		full name

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

Employment contract and order :

When hiring, the parties have the right to agree on setting part-time working hours for the employee. Part-time work is a special case of part-time work. Thus, both a part-time worker and the main employee can work part-time (at 0.5 times the rate)

Let's look at an example when you are ready to hire a part-time worker at 0.5 rates (to simplify the calculations):

In this case, you set the employee to work part-time when hired. Working at 0.5 rate actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With an even distribution of working time across days, we get: when working a five-day week – 4 hours. The employee’s work schedule must be reflected in the employment contract (Articles 57, 100 of the Labor Code of the Russian Federation). In the timesheet you reflect the time actually worked by the employee as a fraction: 4 hours. But an employee can also have an individual schedule, in which he works more on some days and does not work on other days.

In general, the employment contract will be the same, with the exception of 3 points.

1. It is necessary to describe the employee’s work schedule, for example: “The employee is assigned part-time working hours (20 hours per week) - part-time (4 hours)

The employee has a 5-day work week with 2 days off - Saturday and Sunday. Start time is 9.00, end time is 13.00.

In accordance with Federal Law No. 125-FZ dated June 18, 2017 “On Amendments to the Labor Code of the Russian Federation” does not require a break for rest and food during such a short working day (4 hours or less).

2. Make a clarification in the paragraph regarding remuneration: “The employee is provided monthly salary 20,000 rub. amount of time worked" You can also clarify the share of the rate: “The employee is given monthly salary 20,000 rub.. Salary is calculated depending on amount of time worked (0.5 rate)»

3. If the employee is accepted as a part-time worker, then it is necessary to indicate that he is accepted as a part-time worker.

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

This is what the hiring order will look like:

		date
	Recruit	With			06.02.2015
		By			_
				Personnel Number
Ivanova Elena Vasilievna				18
Full Name
IN	Administrative and economic department
	structural subdivision
Office cleaner
position (specialty, profession), rank, class (category) of qualifications
At the same time, If you do not have a part-time worker, then do not indicate this phrase in the order Full-time, part-time (20 hours per week) - part-time (4 hours), the employee is given a 5-day work week with 2 days off - Saturday and Sunday. Start time is 9:00 a.m., end time is 1:00 p.m. with payment in proportion to the time worked (0.5 rate) The share of the bet may not be specified
conditions of employment, nature of work

with tariff rate (salary)

20 00 The full salary must be indicated

rub.

00

cop.

In numbers

bonus

–

rub.

–

cop.

In numbers

with time trial

3 months Indicate if this is provided for in the employment contract

month(s)

Base:

Employment contract from

«

6

»

February

20

15

Of the year

№

35-TD

Details in the materials of the Personnel System:

1.Situation:Is it possible to divide the bet into parts - 0.75, 0.25, 0.1, etc. or is there some kind of framework?

In general, the law does not provide any framework for dividing one bet into parts. The only exception is part-time workers; they can borrow up to 0.5 of the rate.

Work in a position during standard working hours - 40 hours a week is considered one full-time rate (Article 91 of the Labor Code of the Russian Federation). That is, the rate is the ratio of the hours that the employee worked in a week to the standard working hours that the employee must work for a full salary.

The employer has the right to determine the structure and number of employees of the organization independently, according to the characteristics and needs. To formalize the staffing level of an organization, a staffing table is used. If the employer establishes incomplete staffing units for a position, then he can indicate the number of staffing units in the corresponding shares in the staffing table. For example 0.25; 0.5; 1.75, etc. (section 1 of the instructions approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1). This is possible if an employee works part-time or part-time, then his work is paid in proportion to the time worked (Article 93 of the Labor Code of the Russian Federation). And the number of hours that an employee must work is proportional to the size of the rate he holds. For example, if an employee works two days a week, 8 hours a day, with a standard work duration of 40 hours a week and 8 hours a day, his rate will be 0.4 - that is, 16 hours divided by a weekly rate of 40 hours. Similarly, 0.25 is calculated; 0.5; 0.75; 0.8 rates, etc. In general, the law does not indicate the framework for how to break one rate into parts (Articles 93, 284 of the Labor Code of the Russian Federation). The only exception is part-time workers; they can borrow up to 0.5 of the rate.

Thus, a part-time employee can be hired at any fraction of the rate, for example 0.1; 0.25; 0.5; 0.75, etc. And a part-time employee can be accepted for any share of the rate up to 0.5 of the rate, for example 0.1; 0.3; 0.4. But he cannot be set, for example, 0.6 or 0.8 rates.

Nina Kovyazina

© Material from KSS “System Personnel”
Ready-made solutions for personnel services at vip.1kadry.ru
Copy date: 11/08/2017

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

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

An official salary should be understood as a fixed amount of remuneration for an employee for the performance of labor duties of a certain complexity for a calendar month, without taking into account compensation, incentives and social payments (Article 129 of the Labor Code of the Russian Federation). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire working time standard established for this category of employees (Article 57 of the Labor Code of the Russian Federation).

Part-time employees do not work out a monthly quota, so they are paid only a portion of the salary established in the employment contract for the month. This part is determined in proportion to the time worked or depending on the amount of work performed. This is stated in Part 2 of Article 93 of the Labor Code of the Russian Federation and explained in the letter of Rostrud dated June 8, 2007 No. 1619-6.

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

Nina Kovyazina, Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Russian Ministry of Health

With respect and wishes for comfortable work, Tatyana Kozlova,

HR System expert

An employee is hired at 0.5 rates. The staffing table establishes a salary of 6,000 rubles. and in the “Total” column the amount is 3,000 rubles. Is it correct? In the employment contract, in the paragraph “Terms of remuneration”, I

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

The employment contract and employment order must establish how the employee’s remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is hired at 0.5 times the rate and the full salary for this position (6,000 rubles). It is also necessary to establish the exact duration of working hours (20 hours per week).

Option " Full name – from _____ 2015 to be hired at the medical center for a position nurse for external part-time work at 0.5 rates per 20-hour working week with an official salary of 6,000 (six thousand) rubles with remuneration in proportion to the time worked" is more correct.

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

Drawing up staffing schedule

How to fill out the staffing form

The staffing table, unlike the staffing arrangement, is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the manager after the approval of the schedule.

Is it necessary to indicate positions or other information about part-time workers in the staffing table?

As a general rule, the staffing table must indicate all staff positions (including part-time ones), regardless of who they will be occupied subsequently: part-time workers or main part-time employees.

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

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

The order of acceptance to work

How to issue an order to hire an employee

Hire an employee by order issued on the basis of a concluded employment contract.

Staffing table, examples of filling out the T-3 form

Issue an employment order using the unified form No. T-1. approved by resolution Goskomstat of Russia dated January 5, 2004 No. 1. or according to an independently developed form.

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

Nina Kovyazina

Article:

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

We reflect part-time in the staffing table

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

Example

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

Conclusion of an employment contract

The employment contract must indicate whether the employee’s work is the main one or a part-time job. Accordingly, in the contract with a part-time worker, include the wording: “The work under this employment contract is a part-time job for the Employee,” and in the contract with the main part-time employee, “The work under this employment contract is the main one for the Employee.”

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

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

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

Example

GU Perm regional office The FSS of Russia challenged in court the disproportionality of the salary of Yulia Shch., a lawyer at Pravo LLC, who works part-time. Yulia Shch.’s employment contract did not establish the principle of proportionality of remuneration to time worked. According to the organization, maternity benefits should be calculated based on this principle. LLC "Pravo" calculated the benefit based on the calculation of the salary of a full-time staff unit with an eight-hour working day. Based on Article 285 of the Labor Code, the court recognized the actions of Pravo LLC as lawful and indicated that determining the proportional ratio of earnings to time worked when working part-time is not mandatory (Resolution of the Federal Antimonopoly Service of the Ural District dated April 14, 2010 No. F09-2327/10- C2).

To avoid questions from inspection bodies and employee complaints of discrimination, do not set different salaries for the same position (Article 2 of the Labor Code of the Russian Federation). If you want to pay a part-time worker a higher salary, enter categories by position into the staffing table or set a salary bonus.

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If the enterprise has several divisions, then the order must make a note about the assignment of the introduced positions to one of them. In the event that a new department is created from newly hired employees, this should also be indicated in this administrative document. Staff reduction Staff reduction is the removal from the staffing table of units that are not vacant. In this situation, the Labor Code requires employers to warn employees about layoffs 2 months in advance. This is a complex process that includes many nuances provided by the state to protect the rights of workers. The order to change the staffing table in this case must be general throughout the enterprise, with appropriate numbering and index.

Staffing: we solve emergency situations

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

Vote:

The staffing table (SHR or in common parlance - “shtatka”) contains a list of structural units, names of positions, specialties, professions indicating qualifications, as well as information on the number of positions (Decree of the State Statistics Committee dated January 5, 2004 No. 1). The same resolution also approved the unified form No. T-3, which is installed in all personnel accounting software products and, as a rule, is used by organizations and entrepreneurs.

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

Order to change the staffing table

Attention

Any company has a certain official composition, fixed by a special document, which, as is known, is called the staffing table. By making adjustments to it, management manages the company, debugging the remuneration system and optimizing the organizational structure.

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

Order for approval of staffing table

Well individual entrepreneur this work is performed by a personnel officer, an accountant (if there are any on staff) or directly by the entrepreneur himself. Changing the staffing table, increasing salaries As is known, the Labor Code does not allow changes in the wages of employees downward (except for the situations indicated in Art.
74
Limited Liability Company "Stroitel" ORDER No. 2-ShR dated January 21, 2015 On introducing changes to the content of the staffing table No. ShR-1, approved by Order No. 1 dated April 1, 2014. In connection with the change in the scope of work performed, I ORDER: To make the following changes to the content of the staffing table No. ШР-2: 1.

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

The document clearly states:

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

Moreover, if we are talking about commercial organizations, then they are free to assign any names to positions, but government agencies when determining a position, they must be guided by special classifiers. The document indicates both occupied and vacant rates, taking into account employees working part-time and those who carry out auxiliary activities in relation to the main production.

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

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

Therefore, the part-time worker’s employment contract must reflect his work schedule and payment terms. The working time worked by a part-time worker is reflected in the time sheet.

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

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

Order to change the staffing table (sample)

As a rule, most of such documents are justified with approximately the following reason: “Due to the difficult financial situation organization, as a measure to optimize labor costs.” Let's take a closer look at the content of the administrative part of the order to reduce staff: “Make the following changes to the content of the staffing table No. ШР-1 dated 04/01/2011: 1. From August 1, 2014, remove positions from the staffing table: 1.1. Senior engineer – 1 pc. unit. 1.2. Cashier – 1 pc. unit.

Responsible – economist Nezhnaya L.I. 2. From August 1, 2015, introduce the following positions into the staffing table: 2.1. Senior engineer – 0.5 staff positions. Responsible – economist Nezhnaya L.

I. 3. HR specialist Solovyova L.V.

Staffing in questions and answers

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

I am a beginner HR manager and I need your help and support. TATYANA Russian Federation, Moscow region #5 August 27, 2013, 10:28 In ShR it is the rates that are being refused, not specific employees.

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

In this case, the administrative part of the order will look something like this: “1. From August 16, 2012, remove the following positions from the staffing table: 1.1.

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

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

Staffing table (sample for 2018)

unit. 3. HR specialist L.V. Solovyova notify the 4th category driver I.I. Ivanov about the change and prepare the appropriate personnel documents.”

What do you think?
What documents did you use to establish the time limit? First of all, make changes to them taking into account the recommendations of dear Anatoly :;)

Column 9 of the staffing table when working at 0.5 rate

Thanks for the help! 🙁 Well, why are you immediately “climbing into the bottle”? :acute:
Let's think together:reverie:
What document do you use to establish the time system:
1. Collective agreement
2. Payment Regulations
3. Nothing

anatol_ua

13.10.2009 16:45

M.A. answered questions. Kokurina, lawyer

Staffing: we solve emergency situations

Strictly speaking, according to Qualification directory positions, a labor economist should be involved in drawing up staffing Qualification reference book for positions, approved. Resolution of the Ministry of Labor dated August 21, 1998 No. 37. But it happens that such a position does not exist even in large company. Therefore, the preparation of this document is entrusted to both personnel officers and accountants. After all, it is these people who have information about the structural divisions of the company, the positions available in them and their status (occupied/vacant), the number of staff units and salaries for each position.

So, if your manager has assigned you to draw up the staffing table or make changes to it, do not be alarmed. We have prepared for you a sample of filling out the staffing table in the “Document Flow” section on. And we provide answers to some questions from our readers who have already taken up this matter.

It is not necessary to familiarize employees with the staffing table

THEM. Pekareva, Novosibirsk

We don't have a staffing table. And one dissatisfied employee began to threaten that he would complain to the labor inspectorate because he was not familiarized with this document when he was hired. Should we have done this?

: According to Rostrud, the staffing table is a local regulatory act (LNA), which fixes clause 1 of Rostrud Letter dated March 22, 2012 No. 428-6-1:

• the existing division of labor between workers;
• conditions of payment for their work.

The Labor Code of the Russian Federation obliges the employee to familiarize himself with those of the LNAs who are “directly related to labor activity employee" Art. 68 Labor Code of the Russian Federation. Therefore you are not required to show the employee a staffing table if:

• there is his signature that before signing the employment contract he was familiarized with both the job description and the LNA containing the rules for determining the amount of payment for his work (for example, this could be a provision on remuneration) Art. 68 Labor Code of the Russian Federation;
• the size of his salary, surcharges and allowances specified in the employment contract Art. 57 Labor Code of the Russian Federation.

The staffing table is kept by whoever is responsible for it

M.A. Markulov, Kazan

Is it correct that our staffing table is kept by personnel officers? And how long should staffing tables that are no longer valid be kept?

: You can store the staffing table wherever it is convenient - no special requirements are established by law. If, according to your document flow regulations, the HR department is responsible for making changes/additions to the staffing table, let it be stored there.

But the company needs to store the schedule itself and orders that change it permanently, that is, indefinitely. clause 71 of the List, approved. By Order of the Ministry of Culture dated August 25, 2010 No. 558.

Positions that are filled temporarily can be included in the staffing table

I.T. Plekhanov, Podolsk

From time to time we need to hire a quality specialist. The specialist we need does not want to work on the basis of a civil contract. Can we introduce a temporary position into our staffing table, for example for 3-4 months, in order to hire him under an employment contract for this period?

: You can:

• <или>simply add such a position to the staffing table and not indicate in any way that it is temporary;
• <или>indicate in the staffing table that the position is temporary or is filled for a certain period. For example, you can indicate this in column 10 “Note” of form No. T-3.

But keep in mind: even if you indicate in the staffing table the temporary nature of the position, you cannot conclude a fixed-term employment contract on this basis alone. If you hire a specialist temporarily, in his employment contract you must indicate the reason for the “urgency” provided for by the Labor Code of the Russian Federation. Let’s say he comes to do temporary or seasonal work. Art. 59 Labor Code of the Russian Federation.

Choose the method of changing the staffing schedule yourself

THAT. Lorkovic, Moscow

Can I increase salaries for several positions and approve a new staffing table in one order?

: Any changes to the staffing table are made by order of the head of the organization. Special rules No. You can make such an order.

ORDER No. 13-5
on increasing salaries and approving staffing levels

I ORDER:

1. Establish from 04/01/2013 salaries for the following positions:
- production site foreman - 35,000 rubles;
- assistant foreman of the production area - 28,000 rubles;
- production site technologist - 38,000 rubles.

2. Approve the new staffing table You can do it differently - indicate the following in the above order: “To make changes to the staffing table No. 2 of 01/31/2010 from 04/01/2013, taking into account the increase in salaries for the positions specified in paragraph 1.” But this option is suitable only if changes to your staffing schedule are rarely made.
It is more convenient, of course, to assert each time new edition staffing table. This way it’s easier to see the current situation in the staff than to look for innovations under various orders with the heading “On amendments to the staffing table” No. 3 dated 02/27/2013 (attached) and put it into effect from 04/01/2013.

And do not forget, before approving the new staffing table, to conclude with the employees whose salaries are being changed, additional agreements to employment contracts.

Only a vacant position can be deleted from the staffing table

ETC. Yudina, Pyatigorsk

The manager instructed me to remove from the staffing table the position occupied by an employee who was on maternity leave and then on maternity leave. But I doubted something, is it even possible to do this?

WE EXPLAIN TO THE MANAGER

If a woman on maternity leave wants to return to work before the child reaches the age of 3 years, she must be hired, even if her position is deleted from the staffing table.

: Your doubts are justified - “removing a position,” as you say, is possible only if it is vacant. Otherwise, we are talking about staff reduction.

When a woman goes on maternity leave/childcare leave before the child reaches 3 years of age, she retains her place of work. And her position cannot be reduced under any circumstances x Articles 256, 261 of the Labor Code of the Russian Federation. This position is considered occupied even if the duties for it are assigned to other employees.

Vacation pay should be indexed if salaries for the entire staff were increased

I.B. Lanina, auditor, Moscow

We are conducting an audit of a company where there is an order to change the staffing table due to the introduction of several new positions and an increase in salaries for old positions. How to correctly calculate vacation pay - taking into account the employee’s average earnings, increased by an increase factor, or not?

: First of all, look at whether the salaries of all employees of the company have been increased, individual employees or an entire structural unit (department, workshop, site, geographically separate branch or representative office of a company) clause 16 of the Resolution of the Plenum of the Supreme Court of March 17, 2004 No. 2). Depending on this, you act clause 16 of the Regulations, approved. Government Decree No. 922 dated December 24, 2007:

• <если>salaries were increased for all employees of one division or company without exception, then calculate the increase factor and increase earnings by it when calculating vacation pay;
• <если>Since salaries were increased for individual employees, there is no need to calculate the increase factor and index the average earnings to it to calculate vacation pay.

There may be vacant positions in the staffing table

M.A. Pushkareva, Pushkin

Our HR inspector quit, and his duties were assigned to an accountant by order of the director. How can this be reflected in the staffing table now? Is it possible to exclude the HR department from the staffing table altogether?

: Can. But first, check with your manager whether he plans to hire HR specialists in the future. If yes, then it is better not to touch the staffing table, let there be a vacant position.

If you take it to the company personnel workers is no longer planned, you can prepare for approval by the manager:

• <или>an order to change the staffing table in connection with the elimination of the personnel department;
• <или>an order to introduce a new version of the staffing table that does not contain personnel positions.

The staffing table includes full salary

S.E. Khorosheva, St. Petersburg

We are hiring two deputy directors. But one is full-time, and the other is part-time. How to reflect this in staffing units and what to write in the “Salary” column of the staffing table: the whole salary for the position or half?

: In your situation, the staffing table can be filled out as follows:

Structural subdivision		Position (specialty, profession), rank, class (category), qualification	Number of staff units	Tariff rate, salary, rub.	Allowances, rub.			Total per month (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4	Note
Name	code
1	2	3	4	5	6	7	8	9	10
...
Administration	01	...	...	...	...	...	...	...	...
		Deputy General Director	1,5	20 000	-	-	-	30 000	-

Or like this:

condition of payment in proportion to the time worked.

There cannot be different salaries for the same positions

T.D. Pashkevich, Moscow

Coming to us now new employee on vacant position specialist The director said that his salary would be higher than that of an employee who already works for us in the same position.
But I doubt it: is it possible to include two “specialist” positions with different salaries in the staffing table?

: It is forbidden Letter of Rostrud dated April 27, 2011 No. 1111-6-1. Usually, if a labor inspector discovers such discrepancies during an inspection, he will fine for the violation. labor legislation and issues an order to establish the same salaries for the same positions Determination of the St. Petersburg City Court dated November 14, 2011 No. 33-16864.

REMIND THE MANAGER

Set different salaries for people working in the same positions, it is forbidden. If you want to pay some employee more than others in the same position, you can either rename his position or give him some kind of bonus.

Therefore, discuss with your manager changes to the staffing table:

• <если>If your company's local regulations (possibly a payment regulation) provide for any compensatory or incentive salary bonuses, then assign the same salaries to these employees, and set bonuses for a higher-level specialist. Look at what suitable allowances are in the company’s internal regulations. For example, a bonus for knowledge of a foreign language, for professional excellence, for performing especially important tasks etc.;
• <если>If your company does not have any salary allowances, then write down different job titles in the staffing table. Let's say a specialist and a leading (senior, chief) specialist. And don't forget to prepare a separate job description leading specialist if you don’t have one.