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How to fill in the staffing table 0.5 rates. How to draw up a staffing table? The number of units in the staffing table - what is it

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 by position, including 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, work at 0.5 rates means work on a part-time basis

If the full duration of the working day for the 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 mode of work of an employee in your situation is obviously different from general regime in the organization, in connection with which it must be described in the employee's employment contract. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation.

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

The employee’s remuneration in both the employment contract and the order should 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 of the Labor Code of the Russian Federation. Thus, the calculation and wages and premiums 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 - indicate the full salary for the position, and in column 9 you will receive the amount of proportional wages (column 4 x (column 5 + colum 6 + column 7 column 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
compiling
REGULAR SCHEDULE 15 29.08.2014 APPROVED
Order of the organization dated « 29 » august 20 14 No. 90
for a period of 1 year With « 1 » September 20 14 G. State in quantity 28 units
Structural subdivision
Name Code Job title
(speciality,
profession), rank,
class (category)
qualifications 		Quantity
staff 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 working 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 Human Resources Head of Human Resources E.E. Gromov
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), then we take into account the following features of admission:

Employment contract and order :

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

Consider an example of when you are ready accepted part-time worker by 0.5 bets (to simplify calculations):

In this case, you set the employee part-time when hiring. Working at 0.5 wages actually means that the employee per week will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). In the time sheet, you reflect the time actually worked by the employee as a fractional number: 4 hours. But an employee may also have an individual schedule, in which on some days he works more, and on other days he does not work.

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

1. It is necessary to describe the mode of work of the employee, for example: “The employee is assigned part-time work (20 hours a week) - part time (4 hours)

The employee is set a 5-day work week with 2 days off - Saturday and Sunday. The start time is 09:00, the end time is 13:00.

In accordance with Federal Law No. 125-FZ dated June 18, 2017 “On Amendments to Labor Code Russian Federation» a break for rest and meals with such a short working day (4 hours or less) does not need to be set.

2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 20 000 rub hours worked". You can also specify the share of the rate: “The employee is set monthly salary 20,000 rubles. Salary is calculated based on hours worked (0.5 rate)»

3. If the employee is accepted as a part-time worker, then it must be indicated that he is accepted as a part-time worker.

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

This is what the job application will look like:

date
Recruit With 06.02.2015
By _
Personnel Number
Ivanova Elena Vasilievna 18
Full Name
IN Administrative department
structural subdivision
office cleaner
position (specialty, profession), category, class (category) of qualification
At the same time,

If you do not have a part-time job, then do not indicate this phrase in the order

Full-time, part-time (20 hours a week) - part-time (4 hours), the Employee is set a 5-day work week with 2 days off - Saturday and Sunday. The start time is 9:00 am and the end time is 1:00 pm. with payment in proportion to hours worked (0.5 rate)

The share of the bet can be omitted
conditions of employment, nature of work
with a tariff rate (salary) 20 00

Salary must be full

 rub. 00 cop.
in numbers
allowance – rub. – cop.
in numbers
with a trial period 3 months

Specify if it is stipulated by the employment contract

 month(s)
Base:
Employment contract dated « 6 » February 20 15 Of the year № 35-TD

Details in the materials of the System Personnel:

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 the general case, there is no framework in the law to divide one bet into parts. The only exception is part-time workers, they can take up to 0.5 rates.

Work in a position during standard working hours - 40 hours a week is considered one full 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 per week to the norm of 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 draw up the staffing of an organization, use staffing. If the employer establishes incomplete staff positions for the position, then he can indicate the number of staff positions in the appropriate shares in the staff list. For example 0.25; 0.5; 1.75, etc. (section 1 of the instructions approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1). This is possible if the 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 that he takes. 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 the general case, 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 take up to 0.5 rates.

Thus, a part-time employee can be accepted at any fraction of the rate, such as 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 set, for example, 0.6 or 0.8 rates.

Nina Kovyazina

© Material from KSS "Kadry System"
Ready-made solutions for the personnel service 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 in the employment contract must be reflected in full.

The official salary should be understood as a fixed amount of remuneration of an employee for the performance of job duties of a certain complexity for a calendar month, excluding 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 norm of working time established for this category of employees (Article 57 of the Labor Code of the Russian Federation).

Employees with part-time work do not work out a monthly rate, therefore they are paid only a part of the salary established in the employment contract for the month. This part is determined in proportion to the hours 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 paid in part upon actual working. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.

Nina Kovyazina, Deputy Director of the Department of Medical Education and personnel policy in health care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel

What salary should be indicated in the staff list if the employee is hired at 0.5 rates?

Answer

Answer to the question:

1. The salary must be indicated in full (as in column 5 of the staffing table), but with the reservation of proportional payment, which is expressly indicated in Art. 93 of the 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, in the order, the salary must be indicated in full.

If 0.5 or 0.1 positions are enough for you, you should indicate in the staffing table as follows:

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
compiling
REGULAR SCHEDULE 15 29.08.2014 APPROVED
Order of the organization dated « 29 » august 20 14 No. 90
for a period of 1 year With « 1 » September 20 14 G. State in quantity 28 units
Structural subdivision
Name Code Job title
(speciality,
profession), rank,
class (category)
qualifications 		Quantity
staff units 		Tariff rate
(salary)
And
etc.,
rub. 		Allowances, rub. Total, rub.
((gr. 5 + gr. 6 +
gr. 7 + gr. 8) ×
gr. 4) 		Note
academic degree working 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 Human Resources Head of Human Resources E.E. Gromov
Job title personal signature full name
Chief Accountant A.S. Glebova
personal signature full name

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

If the full duration of the working day for the 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 an employee in your situation obviously differs 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 of the Labor Code of the Russian Federation. You still have to determine the work mode of the employee.

The employee’s remuneration in both the employment contract and the order should 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 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.

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

Employment contract and order :

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

Consider an example when you are ready to accept an employee at 0.5 rates:

In this case, you set the employee part-time when hiring. Working at 0.5 rates actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours a day. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). An employee can also have an individual schedule, in which he will have different working days in different weeks or different beginning and end of the working day on different days. In the time sheet, you reflect the time actually worked by the employee, including a fractional number.

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

1. It is necessary to describe the work mode of the employee, for example: “ ».

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

2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 40,000 rubles.(forty thousand rubles 00 kopecks). Salary is calculated based on hours worked". You can also specify the share of the rate: “The employee is set monthly salary of 40,000 rubles. (forty thousand rubles 00 kopecks). Salary is calculated based on hours worked (0.5 rate)»

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

This is what the job application 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), category, class (category) of qualification
Constantly, The employee is assigned part-time work based on a 20-hour working week: part-time work 4 hours a day from 09:00 to 13:00. With a five-day work week with two days off - Saturday and Sunday. There is no break for rest and meals . with payment in proportion to hours worked (0.5 rate)

The share of the bet can be omitted
conditions of employment, nature of work
with a tariff rate (salary) 40 000 rub. 00 cop.
in numbers
allowance - rub. – cop.
in numbers
with a trial period 3 months

Specify if it is stipulated by the employment contract

 month(s)
Base:
Employment contract dated « 6 » February 20 15 Of the year № 35-TD

Details in the materials of the System Personnel:

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

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

The official salary should be understood as a fixed amount of remuneration of an employee for the performance of his labor duties of a certain complexity for a calendar month, excluding compensation, incentives and social payments (). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire standard of working time established for this category of employees (.

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

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

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel

The employee is accepted at 0.5 rates. The staffing table has a salary of 6000 rubles. and in the column "Total" the amount of 3000 rubles is indicated. Is it correct? In the employment contract in the paragraph "Terms of remuneration" I

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

In the employment contract and the order for employment, it is necessary to establish how the employee's remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is accepted for 0.5 rates and the full salary for this position (6000 rubles). It is also necessary to set the exact duration of working hours (20 hours per week).

Option " Full name - from _____ 2015 to be accepted to the medical center for the position nurse external part-time at 0.5 rate from 20-hour working week with an official salary of 6000 (six thousand) rubles with remuneration in proportion to the hours worked' is more correct.

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

Staff scheduling

How to fill out the staffing form

The staffing table, in contrast to the staffing, 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 head after the approval of the schedule.

Do I need to indicate positions or other information about part-time workers in the staffing table

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

If the organization uses the unified form No. T-3. then it is not necessary to prescribe the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if the value of 0.5 is indicated in the staffing table in the column "Number of staff units", this does not mean that the rate is replaced by a part-time job. 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 a self-developed staffing form, then, if necessary, it can provide a special line in the form for entering information about part-time workers.

The order of acceptance to work

How to issue an order to hire an employee

Recruitment of an employee to work issue an order issued on the basis of a concluded employment contract.

Staffing, examples of filling out the T-3 form

Issue an employment order in the unified form No. T-1. approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1. or according to an independently developed form.

It is necessary to familiarize the employee with the order on his employment within three days from the moment he actually started work. The order is brought to his attention under the signature. Before concluding an employment contract, the employee must be familiarized (under signature) with the Rules work schedule, collective agreement and other internal documents regulating labor activity. This procedure is provided for by 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 worker: what is the difference between the design of labor relations?

We reflect the incomplete rate in the staffing table

The search for a new employee and his registration for work is preceded by the appearance in the staff list of 1 organization of a vacancy. If a part-time job 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" they indicated the rate (0.5), in column 4 "Salary" - full-time salary (20,000 rubles), in column 5 "Total per month" - the work of column 3 and 4 (10,000 rubles). Thus, the salary according to the staff list of a part-time worker or the main employee, accepted on a part-time basis, will be 10,000 rubles.

Conclusion of an employment contract

In the employment contract, it is necessary to indicate whether the work for the employee is the main one or part-time work. Accordingly, in the contract with a part-time job, include the wording: “Work under this employment contract is a part-time job for the Employee”, and in the contract with the main part-time employee, “Work under this employment contract is the main one for the Employee.”

Mandatory to be included in the employment contract with such employees is the condition on the 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 specific working hours of the employee.

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 an employee is hired on a part-time basis, the salary is indicated in accordance with the staffing table, that is, in full, but remuneration is made in proportion to the hours worked or depending on the amount of work performed.

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

Example

The State Institution Perm regional branch of the FSS of Russia challenged in court the disproportionate salary of the lawyer of Pravo LLC Yulia Shch., who works part-time. Yulia Shch.'s employment contract did not stipulate the principle of proportionality of wages to hours worked. According to the organization, the maternity allowance should have been calculated based on this principle. LLC Pravo accrued benefits based on the calculation of the wages of a full-time 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 hours worked when working part-time is not mandatory (Decree of the Federal Antimonopoly Service of the Urals District of April 14, 2010 No. Ф09-2327 / 10- C2).

To avoid questions from inspection bodies and employee complaints about 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 job a higher salary, enter categories according to the position in the staff list or set a salary increase.

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If the enterprise has several divisions, then in the order it is necessary to make a note about attributing the input positions to one of them. In the event that from again accepted workers a new department is being created, this should also be indicated in this administrative document. Downsizing Downsizing refers to the removal from the staffing 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 not an easy process, including 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 for the enterprise, with the appropriate numbering and index.

Staffing: we solve emergency situations

That is, the staffing table can initially set the work of a part-time job by indicating not “1”, but “0.5” for this position. Details in the materials of the Personnel System: As a general rule, all staff units (including
h. part-time) regardless of who they will be employed subsequently: part-time employees or main employees with part-time work.
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 colloquially - "staff") contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved unified form No. T-3, which is installed in all software products on personnel records 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 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 structure, fixed by a special document, which, as you know, is called the staffing table. By making adjustments to it, the management manages the company, debugs the wage system and optimizes 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 change So what is the reason for updating a document? From whom should the signal be received 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 the staffing table

Well, what about individual entrepreneur this work is performed by a personnel officer, an accountant (if any in the state) or directly by the entrepreneur himself. Changing the staffing table, increasing salaries As you know, the Labor Code does not allow changes in the wages of employees in the direction of reduction (except for the situations indicated in Art.
74
Society with limited liability"Builder" ORDER January 21, 2015 No. 2-ShR On amendments to the content of the staffing table No. SHR-1, approved by Order No. 1 dated 04/01/2014. In connection with a change in the scope of work performed, I ORDER: Schedule 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.).

At the same time, if we are talking O 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 employed and vacant rates, takes into account employees working on a part-time basis and those who carry out auxiliary activities in relation to the main production.

As for the 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, with the employment contract of a part-time worker, the mode of his work and the condition on remuneration should be reflected. 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 hours worked, depending on the output or on other conditions determined by the employment contract (part one, article 285 of the Labor Code of the Russian Federation). The condition of remuneration in the employment contract of a part-time worker can be set as follows, for example: “Remuneration is made in proportion to the time worked, based on the size of the official salary for this position of 20,000 rubles” or “Taking into account the mode of work, the Employee is paid a salary 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 these documents in the justification have approximately the following reason: “Due to the difficult financial position organization, as a measure to optimize labor costs. Let us consider in more detail the content of the administrative part of the order to reduce the staff: “Introduce 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 staff list: 2.1. Senior engineer - 0.5 staff unit. Responsible - economist Nezhnaya L.

I. 3. HR Specialist L. V. Solovieva

Staffing in questions and answers

Life is beautiful!)) qKadr Russian Federation, Moscow #3 August 27, 2013, 10:27 am 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 Number of staff units write 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. The T-3 form is on the internet. I want to draw a moderator's attention to this message because: A notification is being sent...

I am a beginner recruiter and I need your help and support. TATYANA Russian Federation, Moscow Region #5 August 27, 2013, 10:28 AM In the SHR, wages are refused, not specific employees.

You can have 1 pc in SHR. units, and an employee can be listed 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 salaries 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, the following positions should be removed from the staff list: 1.1.

Driver of the 4th category with a tariff rate of 9082.50 rubles. - 1 PC. unit. 2. Starting from August 16, 2012, introduce the following positions into the staff list: 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. To notify the driver of the 4th category Ivanov I.I. about the change to the personnel specialist Solovieva L.V., to prepare the relevant personnel documents.

And what do you think?
What documents did you have set a time limit? First of all, make changes to them, taking into account the recommendations of the respected Anatoly :;)

Column 9 of the staffing table when working at 0.5 rates

Thanks for the help! 🙁 Well, why do you immediately "climb into the bottle"? :acute:
Let's think together :reverie:
By what document do you have a time-based system installed:
1. Collective agreement
2. Regulations on payment
3. Nothing

anatol_ua 13.10.2009 16:45

Hello Ines.

In the staffing table, it is necessary to indicate exactly the amount of working time that is determined in accordance with the terms of the employment contract, i.e. if this is 0.5 rates for an 8-hour working day, it will be 4 hours.

For example, if we take into account a full working 5-day work week:

30 days x 8 hours = 240 hours (at full rate)

30 days x 4 hours. = 120 hours. (at 0.5)

In this case, the form can be used as the State Statistics Committee of the Russian Federation of 01/05/2004 N 1, which is optional. both recommended and arbitrary developed by the employer themselves. the main thing is that everyone necessary details in the "staff" were indicated:

Filling recommendations individual columns, fields, staffing lines

In the field "Name of organization" enter the name of the organization in strict accordance with founding documents organizations.
Important! The organization code is required All-Russian classifier enterprises and organizations (OKPO). The OKPO code is an identification code of an enterprise or organization, consisting of 8 digits.
Between the name of the form of the document (“STAFFING PLATE”) and the approval stamp, the number and date of the staffing table are indicated in the present field. If the staffing table is compiled for the first time, as a rule, N 1 is assigned to it, then continuous numbering can be applied. The column "Date of compilation" indicates the date when the staffing table was actually drawn up.
The date of compilation and the time from which the staffing table is put into effect may vary. In the line "for the period ______ from" ___ "________ 20___" the period for which the staffing table is approved (usually for 1 year) is indicated, as well as from what date it begins to operate (for example: from January 1 to December 31 of the planned year) The staffing table is approved by order of the head of the organization.
The details of the order by which the staffing was approved are entered in the document approval stamp in the “Order of the organization from” field.
Directly below the approval stamp, in the field "State in quantity" in units, the total number of staff units of the organization is indicated. Filling in the staffing columns - In column 1 "Name" the name of the structural divisions of the organization is indicated.
Under structural divisions should be understood as branches, representative offices, as well as departments, workshops, sections, etc., and under another locality - an area outside the administrative-territorial boundaries of the corresponding locality.
As a rule, this column indicates all units in a hierarchical sequence, that is, starting with the management ("Administration") and further by subordination. -column 2 "Code" involves indicating the numbers of divisions in a manner that allows you to determine the subordination and structure of the entire organization -column 3 "Position (specialty, profession), rank, class (category) of qualifications".
If in accordance with federal laws with the performance of work in certain positions, specialties or professions, the provision of benefits or the presence of restrictions is associated, then the name of these positions, specialties or professions and qualification requirements to them must comply with the names and requirements specified in qualification guides approved in the manner established by the Government of the Russian Federation.
If the work is not related to difficult working conditions and the provision of certain benefits and guarantees (for example: additional holidays, reduced working hours, increased wages), then the name of the position, profession is determined by the employer.
column 4 "Number of staff units" indicates the number of staff units provided for in this organization for a specific position (specialty, profession). For example:
In column 3 "Position (specialty, profession), category, class (category) of qualification" the name of the position - "Accountant" is indicated, then in column 4 "Number of staff units" the number of staff units allocated in the organization for the position of "Accountant" is indicated, for example - 2 When filling out column 4 "Number of staff units" for the relevant positions (professions), for which the content of an incomplete staff unit is provided for, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, it is indicated in the appropriate shares, for example 0.25 ; 0.5; 2.75, etc. - in column 5 "Tariff rate (salary), etc., rub." monthly wages are indicated in ruble terms tariff rate(salary), tariff scale, percentage of revenue, share or percentage of profit, coefficient labor participation(KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization
Note! The tariff rate or salary does not include allowances (compensation and incentive payments), since other columns are provided for them. Filling in this column depends on the system of remuneration.
In other words, if a time-based remuneration system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the unit of time for which this tariff rate is provided is indicated (for example: 100 rubles / hour).
If a piecework wage system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the number of manufactured products for which this tariff rate is provided is indicated (for example: 100 rubles / piece).
In this case, in column 10 "Note", as a rule, the corresponding type of remuneration system is indicated.
For example: simple time-based wage system, time-bonus wage system, simple piecework wage system, piece-bonus wage system, piece-progressive wage system, indirect piecework wage system, indirect piecework wage system, piecework wage system.
At the same time, in column 10 "Note" it is also recommended to indicate the local normative act, which determines the procedure for establishing wages for a certain type of wage system, as well as its size for a certain rate of output.
For example, such indicators can be defined in the “Regulations on remuneration, bonuses and material incentives workers"
Note!
In accordance with Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value. In other words, it is forbidden to indicate a “salary fork” in the staffing table. If in one unit there are two full-time positions, for example, “accountant”, then in column 5 “Tariff rate (salary), etc., rub.” the same amount of salary, tariff rate, etc. must be indicated. See Letter of Rostrud dated 04/27/2011 N 1111-6-1 “On setting salaries for positions of the same name”
However, if it is necessary to pay, for example, one of the two accountants a larger salary, the employer can exercise this right by establishing additional payments or allowances for him, which are indicated in the section “Surcharges, rubles.” in columns 6.7 and 8. - in columns 6, 7 and 8 "Surcharges, rubles." incentive and compensation payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation, as well as introduced at the discretion of the organization, are indicated. Allowances are: -paid at the initiative of the employer organization (for example: for length of service; for knowledge foreign language and etc.); - established by law (which the employer is obliged to pay): - for the mobile nature of the work; -for traveling nature of work; -for work on a rotational basis; -for work in the conditions of the North; - for access to state secrets. Bonuses can be paid in a fixed amount (when the salary changes, the size of the bonuses can be both preserved and changed) or as a percentage (the size of the bonuses automatically changes if the salary changes).
If it is impossible for the organization to fill in columns 5-9 in ruble terms due to the use of other wage systems (tariff-free, mixed, etc.) in accordance with the current legislation of the Russian Federation, these columns are filled in the appropriate units of measurement (for example, in percentages, coefficients, etc. .) - column 9 “Total, rub. (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4 "In practice, there are several ways to fill in this column: 1. When in columns 6, 7 and 8" Surcharges, rub. " all indicators are indicated in rubles (without indicating percentages and coefficients). In this case, the indicator of column 9 is calculated by simply adding up the amounts (column 5 + column 6 + column 7 + column 8).

How to correctly reflect the “rates” of part-time workers in the staffing table (0.5 rates, 0.25 rates) and, accordingly, their salaries, is it correct, for example, to indicate in the staffing table in the column the number of staff units - 0.5 (0.25) , and in the column tariff rate (salary) - 1500 rubles. (550 rubles)?

Answer

Answer to the question:

Having considered your question, we can say that according to the Guidelines for the use and completion of primary accounting documentation on accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1, when filling out column 4 " Number of staff units "for the relevant positions, which provide for the maintenance of an incomplete staff unit, taking into account the peculiarities of part-time work in accordance with applicable law, staff units can be indicated in the appropriate shares (for example - 0.25, 0.5, 2.75) .

In accordance with Art. 129 of the Labor Code of the Russian Federation salary ( official salary) is a fixed amount of remuneration of an employee for the performance of labor (official) duties of a certain complexity for a calendar month, excluding compensatory, incentive and social payments.

In column 5 "Tariff rate (salary)" the staffing table indicates in ruble terms the monthly salary at the tariff rate (salary), depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local acts of the organization.

In column 9 "Total per month" The staffing table indicates an amount equal to the product of columns 4 and columns 5, which determines the salary of a part-time job, taking into account working hours. For example, in column 4 the number of staff units is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (20,000 rubles x 0.5).

Details in the materials of the System:

1. Situation: Do I need to indicate positions or other information about part-time workers in the staffing table

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

If the organization uses a unified one, then it is not necessary to prescribe the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if the value of 0.5 is indicated in the staffing table, this does not mean that the rate is replaced by a part-time job. The main employee can also receive half of the rate, for example, in case ().

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

<...>

Nina Kovyazina
Deputy Director of the Department of wages, labor protection and social partnership Ministry of Health and Social Development of Russia

14.01.2015

With respect and wishes for comfortable work, Svetlana Gorshneva,

Expert Systems Personnel


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