You will need

- - report card;
- calculator or program "1C".

Instruction

1

To calculate

**salary**for**recycling**, follow the instructions provided by article 152 of the labour code. Watch processing count based on the difference between the actual exhaust for hours and hours, which should be used in the billing period in accordance with the labor laws. If the employee in the employment contract indicated that irregular working day, in accordance with article 119 of the LC RF hours of processing the payment is not subject to as irregular working day is an additional holiday.2

Payment processing calculate the cost of one hour work of an employee in a payroll period. For this salary, divide by the number of hours in the billing period multiplied by the number of processed hours and two. With the salary amount received add to the salary, add the award and a regional coefficient, subtract 13% and the advance is issued. The end result will be the salary for the current month.

3

If the employee has expressed a written desire instead of the double payment to get an extra day off, all hours of the count processing in single size. If an employee receives a salary, then calculate the cost of one hour of work in a specified way, multiply by recycled watches, add to the salary, add the district factor and the premium, deduct income tax and issued a part of the salary advance payment.

4

If the employee receives hourly rate, the calculation is more simple. Multiply the tariff rate for processed watch, separately calculate the payment for the required hours of work in a payroll period, add the district factor, the award and subtract the down payment.

5

Don't forget that by recycling you can attract employees only with their written consent. Only urgent and emergency work in excess of can be carried out without the consent of the workers. You can't attract in excess of more than 120 hours per year and 4 hours for two days.

# Advice 2: How to calculate the salary

Your business is growing, you hire new employees. Just a year ago you got together with a partner and Secretary and now contain already a small office. The work must be paid adequately, but at the same time, it makes no sense to pay the employee more than he deserves, just not gone. Consider how to calculate the salary of employees of the company and to leave enough profit on development business and themselves.

Instruction

1

It is believed that money is a primary motivating force in Russia. The quality of work for an employee depends on how much he gets. We have people in the same position can get very different compensation depending on the company. For example, a lawyer with experience of 5 years in a small firm can earn in the region of 40,000 roubles, and in a large enterprise or consulting company with a worldwide reputation - in the region of 300,000 rubles. Of course, the amount of monetary compensation is important, but not paramount.

2

When payroll is usually the following questions arise:

- is it worth it to pay the salary only money or additional services (the"social package"). Do you need a social package at all? And if needed, how and for whom?

- should the salaries consist of fixed and variable parts? As they should соотноситься7

- do I need to pay the premium bonuses?

- is it worth it to pay the salary only money or additional services (the"social package"). Do you need a social package at all? And if needed, how and for whom?

- should the salaries consist of fixed and variable parts? As they should соотноситься7

- do I need to pay the premium bonuses?

3

Social package has one weak point: everyone needs money, but the services included in the benefits package is only part of the employees. If your office is located outside the city, that secretaries will be happy to use corporate transportation, and the Director of the sales Department it is not necessary because he has his own car. Despite the fashion for healthy lifestyles, corporate fitness interesting not to all. So it makes sense to provide a social package only those services that are really necessary and convenient, both for you and for your employees. Sometimes the business owner a little cheaper to raise the salaries of employees, rather than to participate in the program LCA.

4

With regard to the structure of the salary, it all depends on the type of work. If the employee directly depends on the result of an action (e.g., sales managers), the variable part of the salary to enter just need. Then a successful sales Manager will be motivated to sell more of your products and services and careless employees, you will be able to pay less. The variable part can be up to half of the salary, as to assign too little makes no sense (not motivates) as too much (it would be difficult to find people willing to work almost bare interest). Secretaries makes no sense to set the variable part of the salary because they are responsible for the workflow of the office, and a direct result of their activities (for a profit of one or another form of work) is not in principle.

5

If the company is interested in successful employees remained in their seats as long as possible, it is necessary to provide appropriate mechanisms in the compensation plan - bonuses and awards. They will be a nice indication that the employer values the employee. This is something that could "bind" a successful employee for your company. The same role play and prizes. Their size depends on the capabilities of the company and employees. Makes no sense to give bonuses to everyone, to encourage better always for something for successful completion of the project, for example. Equal bonuses to all just "work in", not have a special motivating force.

6

Exactly how much to pay each employee, depends, of course, primarily on the capabilities of your business. There is a dependency from the labour market - despite the fact that the average Secretary gets 20,000 to 40,000 rubles, it makes no sense to pay him, for example, 60,000 rubles, even if your company can afford it. It is important to understand that the wage depends not only on positions and responsibilities, but also on how a particular worker can do the job. Paying two sales managers the same salary, despite the fact that one of them is more successful, a business owner will make just two mistakes: he's not going to motivate a more successful Manager and will be too high to pay for the work is less successful. The result is falling sales.

# Advice 3: How to calculate salary per month

Salary per month depends on the amount of waste you days + bonus + regional factor + amount of recycled watch minus the amount of tax of 13%. Therefore, how long you have worked, how it worked, will depend on the amount that you will receive.

Instruction

1

The amount of your salary divide by the number of working days this month. You will receive an amount of remuneration for one working day.

2

In order to learn the amount earned for one hour of work, divide the amount of your salary on the number of hours you need to work in a given month.

3

Watch for processed beyond the number of hours in a given month, you are eligible for double payment. It turns out that for all recycled watch you get double pay or extra day off, which will be paid.

4

Not finalized required in a given month the hours will be deducted from wages.

5

Now consider. Amount for one hour of work in a given month multiplied by the number of hours you worked, to the sum add the amount of the premium and the regional factor. From the resulting sum deduct the amount of tax, representing 13% of all earned money. Consider the following example:

Your salary is 100,000 rubles.

In the month of 20 working days, then 160 working hours (labour code of RF).

One day of work get 500 rubles (10000:20=500).

One hour of work get 62 rubles 50 kopecks.

You worked every day. Turns out the wages you will be paid in full, that is 10,000 rubles.

Area ratio, for example, is 15% (each area ratio). 10000+1 500=11500.

If the premium was 20%, the sum of 11500+2000=13500.

From this amount, subtract the amount of tax of 13%. It turns out 13500=1755=11745. This will be the amount of your salary for a month. When additional hours worked, you need to the amount of basic salary add double the amount of processing. For example, it looks like this:

Additionally worked 40 hours. Multiplied by the amount of pay per hour of working time and add to the amount of the basic salary. In this example, 40 hours equals 2500 (40*62,5=2500). 10000+2500+1500+2000=16000 = this earned amount. 16000=2080=13920, is the amount you will receive.

Your salary is 100,000 rubles.

In the month of 20 working days, then 160 working hours (labour code of RF).

One day of work get 500 rubles (10000:20=500).

One hour of work get 62 rubles 50 kopecks.

You worked every day. Turns out the wages you will be paid in full, that is 10,000 rubles.

Area ratio, for example, is 15% (each area ratio). 10000+1 500=11500.

If the premium was 20%, the sum of 11500+2000=13500.

From this amount, subtract the amount of tax of 13%. It turns out 13500=1755=11745. This will be the amount of your salary for a month. When additional hours worked, you need to the amount of basic salary add double the amount of processing. For example, it looks like this:

Additionally worked 40 hours. Multiplied by the amount of pay per hour of working time and add to the amount of the basic salary. In this example, 40 hours equals 2500 (40*62,5=2500). 10000+2500+1500+2000=16000 = this earned amount. 16000=2080=13920, is the amount you will receive.

# Advice 4: How to execute a processing

Processing is work in excess of the statutory schedule of hours of an employee in a given work month. It is possible to attract and to issue it in accordance with the rules of labor legislation of the Russian Federation. Some employees, to recycling, to not draw under any circumstances. Overtime need to document and pay double the amount or provide an extra day off.

Instruction

1

The employer has the right to bring to work overtime without written consent of the employee during emergency, accidents and emergency situations at the enterprise. As you can not attract pregnant women, women with children under 3 years of age, minors, the disabled and employees for health reasons to submit a doctor's certificate of inability to work extra hours. This category of staff can be involved in overtime work in emergency situations at the enterprise only with their written consent.

2

If the situation at the enterprise is not an emergency, disaster or emergency, to involve in overtime work only exceptionally written consent. The head of the enterprise shall order the involvement of employees to work overtime with a listing of all who are involved in this work and specifies in the order the reason for the necessary overtime work. Even if the order is not issued, it is not considered a gross violation. A gross violation is not to take from the employee a written agreement on the work over the schedule and to pay all

**processing**to double or not to grant the additional day off.3

To work beyond working hours can attract up to 4 hours for the two days that follow each other and not more than 120 hours per calendar year.

4

Work on the initiative of the employee without the consent of the employer is not considered to be processing and not paid double.

5

Employees, whose employment contract specified long working hours do not qualify for payment of overtime. They are given a monetary reward for a large duration of the working day.

6

Hours of processing are put in the account timesheet total with the main working time. The end of the calculation period is cumulative, it takes time, allotted according to the work schedule. The difference between the amounts obtained by processing paid double time or an additional day off.

# Advice 5: How to calculate salary per day

Wages for one

**day**of work have to rely for the payment of annual leave, maternity leave, sickness benefit or not fully the hours worked in the month. For each calculation takes a certain amount. Proceeding from it, is determined by the average daily salary.Instruction

1

To calculate the benefits for sick pay and the amount of maternity leave you must calculate the average wages for one

**day**of work on the basis of earnings over 24 months. The total amount of funds do not include payments for social benefits for the period calculated time. Take only the amount which was withheld and remitted income tax. Cash prizes and remuneration in the total estimated amount are recorded.2

Add up all money earned and divide by 730. Get the sum of the average wages for one

**day**of work, the basis for calculated payments on social benefits.3

To calculate the average wages for one

**day**of work to pay cash for the next holiday or payment for unused annual leave is taken the amount earned in the 12 months before the settlement period. The amount received in social benefits which are not calculated and do not mention income tax, in the amount of calculation are not accepted. All others received cash payments must be added and divided by 365. Get the sum of the average wages for one**day**of work that is counted when calculating payments for leave days.4

If you want to calculate the average wage for one

**day**of work to pay for an exhaust for a month is the average amount for one**day**of work in a given month. For the amount of salary divide by the number of working days in the month, put to work on schedule. Will the amount of average daily wages in a given month.# Advice 6: How to calculate the salary

**Salary**or wage rate is fixed pay the employee during the course of their employment for a certain complexity per unit time, in accordance with the Labour code of the Russian Federation. The grid tariff is the charging of remuneration of employees in organizations financed from the Federal budget on a Single tariff.

You will need

- The labour code, regular schedule, a single tariff schedule for organizations which are funded by the Federal budget.

Instruction

1

Determine the type of organization, for the employee whose salary is calculated. If it is an organization funded by the Federal budget, the wage is set by a Single pay scale. If the enterprise is commercial, the size of the salary established on the basis of financial capability, but not less than the statutory minimum wage.

2

For commercial enterprises, the salary is established in the staffing table, you can determine the amount of payment, taking the figure from the same position. It is also important to remember that the minimum wage is not taken into account allowances, bonuses, bonuses and other incentive payments, additional payment for hazardous or heavy working conditions and other social and compensation payments.

3

In addition to staffing for the calculation of the salary of the new position use the selected calculation method: grading method or method factors linked to the salary of key specialists.

Note

The amount of the salary or the tariff rate cannot be lower than the legally prescribed minimum in accordance with the Labour code of the Russian Federation.

Useful advice

In setting salaries, should use the requirements of the labour laws, local regulations: the Regulation on remuneration in the organization, Provision for bonuses, etc.

# Advice 7: How to calculate the processing

Processing time is considered to be in excess of the normal working time.

**Processing**is determined depending on which mode of working hours and the wage system. To calculate the processing, do the following:You will need

- the sheet of accounting of working time

Instruction

1

The sum of normal working hours. For example, a five-day working week duration of daily work shift is 8 hours, and a week - 40 hours. For the convenience of calculation elaborate annual production calendar. In the help search system Consultant Plus (in the section "reference information") has production calendars for the period from 1993 to 2011. For some categories of finds a reduction in working time. For example, for workers with harmful and dangerous working conditions — not more than 36 hours a week. This means that the shift is an average of 7 hours and 15 minutes, i.e. after this time is considered overtime.

2

Accurately reflect actually worked the number of overtime hours in the time sheet. The timekeeper notes the daily working time of each employee.

3

Calculate hours of processing over normal duration of working shift for each day.

4

Summarize worked in excess of hours in the current month. This is necessary for payroll. The law does not limit the processing in one month. Prohibits overtime exceeding 120 hours per year and four hours during two consecutive days. Bringing employee to work overtime beyond the established prohibitions is a violation for which administrative responsibility.

5

In the summarized record of working time:

- determine the normal number of working hours in accounting period (month,quarter);

from time actually worked, subtract the norm, thus you get a watch

processing.

- determine the normal number of working hours in accounting period (month,quarter);

from time actually worked, subtract the norm, thus you get a watch

processing.

Note

Juvenile workers processing is not allowed.

Useful advice

When scheduling a shift for a month need to come from normal working hours, it is impossible to plan ahead for recycling.

# Advice 8: How to calculate area ratio

When calculating wages, you may encounter such a term as district

**factor**- the so-called increased wage employees who work in the territories with difficult climatic conditions. Workers in different regions of our country live in different climatic conditions, different socio-economic conditions, to perform the same work they may require different labor costs, besides in different regions different rates.Instruction

1

It is important to note that these

**factor**s are used, on the basis of actual place of work, and do not depend on the location of the organization that employed the worker.2

Regional

**factor**may not establish a maximum limit the employee's wages, it does not constitute salary. Thus, if you want to calculate payments, which are formed on the basis of the tariff rate or salary, the district**factor**to consider is not necessary.3

When it is necessary to take into account regional

**factor**? It is necessary for the determination of the allowances for child care, in the calculation of unemployment benefits when calculating holiday pay, pension accruals, i.e., all calculations, which take into account average earnings.4

The size of regional

**factor**and for employees of organizations of the far North and equated territories established by the government of the Russian Federation. Moreover, it is mandatory for public-sector organizations, and commercial organizations. However, the subjects of the Russian Federation may set a higher**coefficient**s for institutions financed from the local budget.5

Today, the district

**coefficient**s may be from 1.15 (Omsk, Orenburg region etc.) to 2.0 (Kamchatka oblast, Yakutia, etc.). There is a**ratio**equal to 3.0, but it only applies to employees Antarctic expedition.6

In addition to the regional

**factor**s can also be used percentage allowance or the guarantee or of indemnity.7

So, how to calculate the employee's salary taking into account regional

**factor**and? For this, we the regulations on**the ratio of**Oh look what**the coefficient**is set to a specific region of the Russian Federation. For example, in Krasnoyarsk region it is 1.8. If an employee's salary is 20 000 roubles, taking into account**the coefficient**a, his wages will be 20 000 * 1,8, a total of 36 000.8

There is a peculiarity of calculation of payments for sick leave for employees of organizations. The company is located in the far North and equivalent areas. Accounting in the calculation of payments is obliged to take into account the district

**coefficient**, and all available allowances. To the employee, regardless of seniority, guaranteed 100% payment of the list of temporary disability. Thus, the accounting Department calculates the amount of sick-leaf (however, this amount has an upper limit which is also set by government decree) and it multiplies the "North"**coefficient**.# Advice 9: How to calculate a salary for a day off

Pay over the weekend, and for a nationwide non-working public holidays in accordance with article No. 153 of the Labour code of the Russian Federation. To make the calculation, it is necessary to calculate the average wage for one day or one hour in the billing period.

You will need

- calculator;
- the sheet of accounting of working time;
- - The program "1C:Enterprise".

Instruction

1

To attract to work on weekends or public holidays you can only by written agreement of employees; or without consent, in connection with an emergency situations or in the country. To emergency situations may include accidents, the need for production, emergency, martial law in the country, the elimination of natural disasters.

2

To calculate the payment for work weekends or nationwide holiday day employees that receive a salary, divide the salary by the number of working hours per payroll period. You will receive the cost of one hour of work in the accounting month. The resulting figure and multiply by the number of hours worked on weekends or public holidays, and multiply it by 2.

3

To calculate the cost of one day of work, divide the salary by the number of working days in the calculation period. The resulting figure and multiply by number of days worked on weekends or holidays, and multiply by 2.

4

If the employee is paid on hourly wage rate, multiply this figure by the number of hours worked in weekends and holidays, and multiply it by 2.

5

To pay for weekend or all-Russian public holidays, workers of production, make the calculation of average daily pay for work in three months. To do this, add up all the earned amount in the billing period, divide by the number of hours worked in a given period or the number of working days. Thus, you will get the average daily or average hourly cost of one hour of work. Multiply this figure by the number of hours or days worked on weekends or public holidays and for 2.

6

All of the earned amount is considered as income of the employee and therefore taxable, that is, they have to calculate income tax of 13%.

7

If the employee expressed a desire to instead of double pay for work on weekends and public holidays, additional days of rest, all the work paid at single rate.

# Advice 10: How to calculate the premium to the salary

According to article No. 114 of the labour code, each company sets their own system of awarding of employees and frequency of payment of monetary reward or incentive. The payment of the premium directly depends on the results of the work of the team and its amount must be specified in the employment contract and internal legal acts of the enterprise as a solid or as a percentage of earnings.

You will need

- - employment contract;
- - internal regulations;
- - order form T-11 or T-11a.

Instruction

1

If your enterprise premium paid as a percentage of

**salary**, and each employee agreed to pay the same percentage, multiply the salary paid on a percentage of the award. To the resulting figure, which is equal to the premium, add the amount of the salary, over-charge regional coefficient, subtract income tax and the advance is issued.2

For employees by hourly wage rate, count the earned amount, multiply the percentage of the award, add salary, accrued regional coefficient, subtract income tax and the advance is issued. The remaining amount will be the salary for the current month with the prize.

3

For employees receiving a wage 4from production, calculate the amount of production for the current month, multiply by the percentage given prizes, add salary, regional coefficient, subtract income tax.

4

If the award is issued in fixed amounts, you need to add it to the

**salary**, to calculate the area ratio, subtract income tax and the advance is issued.5

Similarly, the charge of the quarterly and annual

**award**, if it is decided to pay in connection with the successful operation of the enterprise. To calculate add up all the earned amount for the billing period, multiply the percentage of the award. You will receive the amount to be paid as the prize.6

Before paying any prize, the Director is obliged to issue a uniform order form T-11 or T-11a. The first order issued for the payment of the award to the same employee, the second – the team of employees of the company, workshop or business unit.

7

If the percentage of premium to

**salary**or fixed cash amount is different for each employee, it is rational to issue a separate order form T-11 for each prize. If you decide to give the same percentage or fixed cash amount, regardless of position, you can arrange the order of the # T-11a.# Advice 11: How to pay for the processing

Processing is considered overtime work performed by an employee on behalf of and on the initiative of the employer. The delay on the work on their own initiative are not counted as overtime, at a higher rate is not paid for such work are not eligible for additional days otdyh.

You will need

- - report card;
- - primary accounting documents processing (written notice, consent, order, order);
- calculator or program "1C";
- - The labour code of the Russian Federation;
- - Letter to the Fes No. 658-6-0 March 18, 2008.

Instruction

1

To attract employees to work overtime you can only production needed. Pre-notify everyone who will be working beyond government-mandated standards, obtain the written consent, release order-an order with a list of all who are involved over and above the monthly norm.

2

In accordance with the labor legislation, even the production needed for overtime work cannot be brought more than 4 hours within two days. The total duration of work in excess of the monthly norm should not exceed 120 hours during one calendar year. If the employer violates established norms, it can involve in administrative responsibility under article 5.27 of the administrative code.

3

Under article 152 of the labour code the first two hours of processing pay at half rate, for the remaining hours charge double salary, hourly wage rate or double the size of the output.

4

In your collective bargaining agreement can specify other terms of payment of processed hours, but they can not violate the rights of workers and to be below the established norms of labor legislation.

5

At the request of the employee, you can give him an extra day off. In this case, all processing hours pay at single rate. The additional day off shall not be payable.

6

For payment processing employee on a salaried basis, calculate the cost of one hour in the accounting period. To do this, divide the salary by the number of hours in the settlement month. The first two hours count, based on factor of 1.5, subsequent hours are paid at a rate of 2 unless otherwise specified in the internal regulations of the enterprise and the collective agreement.

7

Staff from the development, use these coefficients according to the quantity of output.