How to make a change to the salary rate

If the employee was transferred to another position with higher pay, making change of salary occurs in parallel with the transfer to another position. In this case, the personnel officer must make an additional agreement to labour contract with the employee. In the agreement it is necessary to prescribe that a worker is transferred to a new position and specify the new amount of remuneration. On the basis of this agreement is the order to transfer to the new position (unified form T-5 or T-5A), which indicates the new salary. At registration of transfer of an employee to another position with increased salary, don't forget to record the transfer (but not the salary!) in the work book of an employee.

If the employee remains on the same positions, you need to understand – does the salary of the particular employee or changing the salary for the post he occupies. These cases involve different behavior for documenting changes in salary.

If changes to salary related to the position occupied, the employee must make the order about the change of staffing, and then the order approving the new staffing table with the new salary. This is followed by an additional agreement to labour contract with the employee and the order about increase of the salary on the basis of this agreement. For these orders, standardized forms do not exist.

If salary increases directly to the employee, it all begins with service record immediate supervisor of the employee to the Director General. This note explains the necessity of increasing the salary. On the basis endorsed by the Director-General notes, staff worker prepares a supplementary agreement to the contract with the employee. And on the basis of the additional agreement makes an order about increase of salary. The order and memo are issued in a free form, filling in all details taken by the administration rules for this type of documents.

Now let's talk about bad for the workers the situation change salary to decrease. The labour code stipulates a number of reasons that allow employers to reduce salary. Among these reasons may be only those associated with the changem working conditions – organizational, or technological. In these conditions there may be changes in equipment and production technologies, improvement of the workplace (confirmed by certification of workplaces), the reorganization of the structure of production. In addition, for changes in salary in the direction of reduction should decrease the volume, the complexity of the work or labor of an employee. Otherwise you risk to worsen the situation of the worker, and that under the Labor code is unacceptable. To implement and properly execute the reduction in salary is quite difficult. First, you have to all changes in the workflow to be documented, and this is in most cases a stumbling block when making the reduction of wages. In addition, there should be orders to change the staffing and approval. Second, you have two months (article 74 of the LC RF) to notify the employee in writing under the signature that he faces. Employee if such conditions are not satisfied, then the employer will need to offer him other suitable work. If that does not satisfy the employee, he is entitled to "leave" your organization. If the employee agrees, an additional agreement to the labour contract and the order about lowering the salary.