You will need
- - labor legislation;
- - documents of the company;
- - seal of the organization;
- - staffing;
- - documents of the employee;
- - labour contract with the employee;
- - the form of the order;
- - application form.
Ask the employee to write addressed to the sole Executive body of the company statement. In it, he should register his request for the assignment of payments in the amount of half the bet at his position. A statement dated and signed by the employee. The Director need to endorse the document in the upper left corner.
Based on the application of a specialist, make an agreement to his employment contract. It specify that the employee shall assign a surcharge in the amount of half of the bet (assuming he is working at a rate of the salary). And you need to refer to article 151 of the Labor Code, where it regulates the conditions under which increasing the amount of work. Sign the additional agreement signed by the authorized person, seal of the firm. The document puts his signature specialist, with which it concluded the. Number and date of the document, the employment contract does not need to change.
The basis for the issuance of the order serves as an additional agreement. "Cap" document contains company name, number, date, city location of your organization. The theme of order in this case will correspond to establishment of surcharges. The reason of writing should indicate this: "in connection with increase in volume of work." In the administrative parts list the personal data of the employee, the position he occupies, personnel number, and the amount of the Supplement you are installing, that is half the rate of salary. For the employee it is quite beneficial, as the award it is necessary to calculate the amount of salary and bonuses, that is at half rate. Guide the certification order signed by the Director or other authorized person, seal of the company. Familiarize the expert with the document. In the line of acquaintance he puts his signature and the date.
Advice 2 : How to take the employee on a 0, 5 bet
Quite often this happens when you need a person to get a job working on the floor rate. And often HR questions arise: how to formalize such an employee? how to count wages?
Placing the worker on the floorrates, remember that it is made under two documents: staffing and labor contract. In the former case, the employee must take full-time with salary, as determined in accordance with this rate and the employment contract must specify that the employee is accepted on certain conditions (specify which), but wages will receive, based on the number of hours worked. This situation is described in the article 285 of the Labour code of the Russian Federation.
Also in the employment contract must specify the exact schedule as hours and days. There is another option how you can make the employee to the floorrate. To do this you take on a job as a regular full-time unit full time with an appropriate salary. In order to receive point out the same numbers. And then enter into an additional agreement to the employment contract, which prescribe that an employee works for only halfthe bet and gets a salary proportional to the number of hours he actually worked.
Just don't forget to attach this document with a personal statement from the employee, in which he tells about his desire to work all day, and only a certain part of the working week. Usually this statement is written a month before the translation into a lightweight version of the employee. If the person who accepted the post with half the rate, will fulfill any particular time in excess of their quota (for example, during the week as if he works full-time), wages he must have it at the full rate for the period.
In addition, in connection with the transfer or adoption of the employee on the floorrates, there are often questions about his duties. Here you need to clearly delineate responsibilities and scope of work. Because when you work on a system of half a day, the duties remain the same, but the amount of work decreases significantly.
Advice 3 : How to apply for an increase in salary
With the employment of the employee is issued an employment contract, which specified wages, regulated by article 135 of the labour code, and the conditions of work and rest. Any changes to remuneration will be documented in a clear sequence specified in the Labour code.
You will need
- - written notice;
- - additional agreement;
- notification to the accounting Department.
To arrange an increase in salary, will notify the employee two months prior to this event. Although in practice the employer increases salary only orally warned the employee before the increase because of the increase in salary is unlikely anyone will complain to the labour Inspectorate. However, for non-compliance with change of salary specified in the labor laws, you may be liable to an administrative penalty, written notice therefore it is better to give anyone you plan to change the pay for work.
You can increase the salary and to adjust the increase in monetary amount or to specify what percentage increases in salaries. Most often the percentage is argued that inflation in the country and the growth of consumer prices for goods.
After the expiration of the two-month period, make additional agreement, where you specify all the amended terms of the employment contract and justify the reason for the salary increase. If you also change the name of the position or job function, all this in detail, point by point, describe in the supplementary agreement (article 72.1 of the LC RF).
After both parties have signed additional agreements, release orders to the unified form T-5. It specify the date of the salary increase, the reason. If changes were made to the names office, it is also describe in the order. If you raise wages in connection with growth of consumer prices and inflation in the country, to justify it is enough to specify article 134 of the labour code.
After increasing the salary submit a notice to the accounting Department for payroll in new ways.
The order give to the personnel Department. Responsible persons are required to make all changes in the personal card of the employee of the unified form T-2. If you changed the name of the position, the record is written in the workbook.