Remuneration for performance of managerial duties

Payment for performing the duties of a manager

Therefore, the general director must appoint one of the employees by order to fulfill his powers.
If the chief accountant performs the duties of a cashier, you need to formalize the combination of E.M. Radko, Krasnodar Cashier goes on vacation. During this time, he will be replaced by the chief accountant, whose responsibilities do not include replacing the cashier. How to properly arrange a replacement in this case? : During the cashier’s vacation, you need to:

• conclude with the chief accountant:

- an additional agreement to the employment contract on the performance of the duties of a cashier, in which an additional payment should be established, and, if you consider it necessary, include in it a condition on full financial responsibility of Articles 60, 60.2, 151 of the Labor Code of the Russian Federation; - agreement on full financial responsibility.

2 hours 1 tbsp. 243, art.

Hello!

In your case, you must be guided by Art. 151 of the Labor Code of the Russian Federation - an employee who performs for the same employer, along with his main work stipulated by an employment contract, additional work in another profession (position) or acting as a temporarily absent employee without being released from his main job, must be paid additionally for combining professions (positions) or performing the duties of a temporarily absent employee.

Taking this into account, the amount of additional payment is established by agreement of the parties to the employment contract.

It is also necessary to be guided by Art. 60.2. Labor Code of the Russian Federation - Combination of professions (positions). Expanding service areas, increasing the volume of work.

Payroll calculation when performing the duties of a boss – Your Right

The cashier's salary is 17,000 rubles. We calculate the amount of payment for one working day: 17,000 rubles. How to calculate the combination of positions The staff gets acquainted with the order upon signature. In most cases, an additional agreement is concluded to the service contract.

If the combined position implies financial responsibility, an agreement on full individual financial responsibility is concluded.

How to determine the amount of payment Similar questions Complete or partial copying of materials is prohibited; with agreed copying, a link to the resource is required Calculation of salaries when performing the duties of a manager The organization develops and approves a Regulation on the possibility of combining various positions, the amount and timing of payments for additional work. Basically, duties that are similar in function are combined.

• I want to know everything: calculating the amount of compensation for vacation, No. 20
• I want to know everything: we are counting the number of days to pay compensation for vacation, No. 19
• When the vacation schedule is powerless, No. 16
• On annual additional leave for part-time workers, No. 16
• We arrange additional leave, No. 16
• Additional leave for temporary and seasonal workers, No. 16
• Vacation Passions, No. 12
• The employee requests leave at his own expense, No. 7
• Who is entitled to leave without pay as a benefit by law, No. 7
• Are combat veterans entitled to additional paid leave, No. 3
• 2012

• official salary - 5000 rubles;
• Accounting for combined work is not carried out in the time sheet, so it is advisable to keep it separately in the structural divisions of the organization. How to calculate the combination of positions Number of days of combination - 12. Important Number of working days - 24. Calculation of additional payment for the time of performance of duties: 25,000 rubles * 20% * 12 days / 24 days = 2,500 rubles. Calculated wages for March: 25,000 rubles + 2,500 rubles = 27,500 rubles. Salary for the main profession for November: 5,000 parts * 10 rubles = 50,000 rubles.

Additional payment for a temporarily absent director Question: Additional payment for a temporarily absent director - Does the deputy have the right?

directors in a budget organization receive additional payment for the director during his illness or vacation? User replies February 20 at 23:02 The chief engineer of an enterprise, institution or organization during the period of temporary replacement of an absent manager has no right to receive a difference in salaries. Thus, the work of a full-time deputy MUST BE PAID.

Additional payment for replacing a temporarily absent employee

• Holiday postponements: exploring the implications for vacations, No. 15
• Changing the vacation schedule, No. 15
• Is it necessary to recalculate April vacation pay due to a change in the average monthly number of days by 29.3, No. 14
• We provide and pay for leave for part-time work, No. 13
• We send the employee on vacation at the expense of the company, No. 13
• Vacations and vacation pay: results of the Internet conference, No. 12
• If, after transfer to a new position, the employee is entitled to leave of a different duration..., No. 12
• Is it possible to recover unearned vacation pay from a former employee, No. 2
• 2013

We arrange and pay for replacement during vacation

Category “Attention: error!” appeared in our magazine only in February of this year, but she has already managed not only to arouse interest among readers, but also to gain their trust. We came to this conclusion by reading your letters. We are pleased that we were able to convince you to treat various pieces of advice with caution and apply them in practice only after first checking with the law.

This is exactly what our regular reader did, responsibly and professionally, when she came across a sample of one document in a publication on personnel topics. This is what she wrote to us. Dear Colleagues! I am an experienced personnel officer; I have been heading the personnel service of a metallurgical plant for more than ten years. During this time, I was firmly convinced that there are no trifles when working with personnel documents.

• How to assign the duties of a temporarily absent employee to another and pay for additional work
• Calculation of salaries when performing the duties of a manager Additional payment for a temporarily absent director Question: Additional payment for a temporarily absent director -

• Additional payment for a temporarily absent director

• User responses
• Similar questions

• Calculation of salaries when performing the duties of a manager

• Additional remuneration Remuneration for combining professions and performing the duties of a temporarily absent employee

How to assign the duties of a temporarily absent employee to another and pay for additional work - negotiate with the employee about its payment.

Source: https://spb-pravo78.ru/raschet-zarplaty-pri-ispolnenii-obyazannostej-nachalnika/

Additional payment for performing the duties of a director

Fulfilling the duties of a temporarily absent employee without release from work specified in the employment contract

With the written consent of the employee, he may be entrusted with performing, during the established duration of the working day (shift), along with the work specified in the employment contract, additional work in a different or the same profession (position) for additional pay (Article 151 of this Code).

Additional work assigned to an employee in another profession (position) can be carried out by combining professions (positions). Additional work assigned to an employee in the same profession (position) can be carried out by expanding service areas and increasing the volume of work. To perform the duties of a temporarily absent employee without release from work specified in the employment contract, the employee may be assigned additional work in either a different or the same profession (position).

The period during which the employee will perform additional work, its content and volume are established by the employer with the written consent of the employee.

The employee has the right to refuse to perform additional work ahead of schedule, and the employer has the right to cancel the order to perform it ahead of schedule, notifying the other party in writing no later than three working days in advance.

Home / Documents / Publications / Is it necessary to pay a full-time deputy to perform duties for a temporarily absent boss?

Is a deputy entitled to additional payment for temporarily replacing a director?

Details in the System materials: 1. Answer: How to formalize the temporary performance of duties of an absent employee by another employee (temporary replacement) The difference between temporary replacement and combination How temporary performance of duties differs from combination The difference between combination and temporary replacement is that the combination of professions (positions) is established when the corresponding staff position in the organization is not filled (vacant) for some reason. Temporary replacement assumes that the absent employee is registered in the organization, but is not able to perform his job duties.* For example, in connection with vacation, illness, business trip, advanced training, etc. It will be useful for you to learn about the additional payment for combining positions in the material link.

Do I need to pay a full-time deputy to cover a temporarily absent boss?

Recently, this question has become very relevant - is it necessary to pay a full-time deputy for performing the duties of a temporarily absent boss and how much?

In accordance with the provisions of Art. 15 of the Labor Code of the Russian Federation, labor relations are relations based on an agreement between the employee and the employer on the personal performance by the employee for payment of a labor function...

The employee’s labor function consists of performing work in a relevant position in accordance with the staffing table or in a specific profession or specialty indicating qualifications, or in performing a specific type of work entrusted to the employee.

A position is an established set of responsibilities and corresponding rights that determine the place and role of an employee in a particular organization.

The main labor function of the employee is defined in the employment contract. In turn, the job description, as a rule, is an integral and necessary part of the employment agreement, which complements and clarifies it.

By putting his signature on the job description sheet, the employee, in essence, agrees with the rights and responsibilities that are specified in it.

A legitimate question arises: is it necessary to pay a full-time deputy or other employee for performing the duties of a temporarily absent boss, if this is written down in his job description, and if so, how much?

There are clarifications from the State Labor Committee of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated December 29, 1965 N 30/39 “On the procedure for paying for temporary substitution” (as amended on December 11, 1986), which today are in force insofar as they do not contradict the Labor Code of the Russian Federation,

Previously, in accordance with sub.

Additional payment in the amount of % of salary or in the amount of the difference in salaries

We, at one time, also puzzled over this. Then it turned out that 1Ska accepts option 1 well: % of the salary of an employee performing a combination or increasing the volume of work for a certain period. That's what we do now. The inspection was carried out by both labor inspection and tax inspection; there were no complaints.

Anna goes on vacation. Vika will perform her duties as well. What additional payment does Vika need to establish: 1. Additional payment for combinations in the amount of 10% (20%, 30%. ) of Anna’s official salary? 2. Additional payment for combination in the amount of the difference in the official salaries of Anna and Vicky? By the way, by local act the additional payment can be established as a percentage of the salary for the MAIN position (Wiki) (Option 3). Then Anna’s personal data about her salary will be protected. And as a general rule, the calculation of additional payments depends on the methodology approved by the organization, but taking into account the provisions of the Labor Code of the Russian Federation. Therefore, you can set an additional payment in the amount of 10-30% of the salary, and in the amount of the difference in salaries, and in the amount of a fixed amount, if this does not contradict the local regulations of your organization. And one more thing: previously, Resolution of the USSR Council of Ministers of December 4, 1981 N 1145 “On the procedure and conditions for combining professions (positions)” was in force, which established the maximum amounts of additional payments for combining professions (positions). This procedure limited the amount of additional payments. But this Resolution became invalid on March 31, 2009 due to the adoption of the Government of the Russian Federation Resolution No. 216 dated March 10, 2009 “On amendments and invalidation of certain acts of the Government of the Russian Federation.”

Read more: What document is issued when purchasing a plot of land?

Is the deputy obliged to perform the duties of a temporarily absent manager?

“a” clause 1 of the above Explanation, the replacement employee was paid the difference between his actual salary and the official salary of the replaced employee only if the replacement employee is not a full-time deputy or assistant to the absent employee.

However, by the Decree of the Cassation Board of the Supreme Court of the Russian Federation dated March 11, 2003 N CAS 03-25, this subparagraph was declared invalid in the part prohibiting the payment of the difference between the official salaries of an absent employee and his replacement full-time deputy or assistant, as well as the chief engineer of an enterprise, institution or organizations.

In turn, on the issue of the amount of additional payment, one should be guided by Art. 151 of the Labor Code of the Russian Federation, which establishes that the amount of additional payments for combining professions (positions) or performing the duties of a temporarily absent employee is established by agreement of the parties to the employment contract.

Thus, at the moment, a full-time deputy has the right to receive additional payment for combining positions in the amounts established by agreement of the parties.

The replacement must be completed as follows:

Temporary performance of duties in the position of an absent employee, as well as combining professions (positions), is assigned to another employee by order (instruction) of the manager. The order specifies the position for which the employee will perform the work, the volume, timing of the work performed and, necessarily, the amount of additional payment.

In accordance with Article 4 of the Labor Code of the Russian Federation, performing work to replace a temporarily absent employee without pay is equated to forced labor.

If you believe that your rights to wages have been violated, seek advice and protection from the trade union committee of the Electric Trade Union at the enterprise or in the regional Electric Trade Union.

Chairman of the regional committee "Electrotrade Union"

A.V. Sachkov

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On the merits of the question asked, we report the following.

In accordance with Art. 20 of the Labor Code of the Russian Federation, an employer is an individual or legal entity (organization) that has entered into an employment relationship with an employee. In cases provided for by federal laws, another entity entitled to enter into employment contracts may act as an employer.

The rights and obligations of the employer in labor relations are exercised by: an individual who is an employer; management bodies of a legal entity (organization) or persons authorized by them, other persons authorized to do so in accordance with federal law, in the manner established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of constituent entities of the Russian Federation Federation, regulatory legal acts of local governments, constituent documents of a legal entity (organization) and local regulatory acts.

Based on practice, the employer is represented by the head of the organization. The manager has the right to transfer the right to conclude an employment contract with employees to other persons of his organization only if this is enshrined in the constituent documents of the organization or in the order of the manager. In addition to issuing an order to delegate powers to another person, it is necessary to conclude an additional agreement that specifies all the basic rights and obligations.

Thus, the acting director can exercise the rights and obligations to hire and dismiss employees only if his powers are properly formalized, namely: 1) issuing an order appointing him to the position 2) concluding an additional agreement to the employment contract, which will spell out the right for the hiring and dismissal of employees.

Acting salary changes or not

Compose a written notice in any form, since there is no standardized form for this document. In the notice, indicate the date of the reduction in wages, how much you are reducing the salary, for how long and for what reasons.

2 Provide a notice to each employee whose salary you are going to reduce, against signature. 3 If there is a trade union at the enterprise, obtain a decision from the trade union leaders on changes in wages.

To do this, they should hold a general meeting with the keeping of minutes and make a decision at the general meeting (Article 135 of the Labor Code of the Russian Federation). 4 After two months, draw up an additional agreement to the employment contract with all employees who agreed to work for the salary specified in the notice (Art.

72 of the Labor Code of the Russian Federation). In this document, indicate all the points that have changed in the main agreement. If the salary has changed for a certain period, then indicate it.

Important

This, in turn, requires the consent of the employee. Let us turn to the explanations of the Supreme Court. Resolution No. 16 states that if an employer transferred an employee without his consent, and he, in turn, began working voluntarily, then this action can be recognized as legal.

Therefore, the employee will be considered holding the position from the 1st day of transfer. Establishing a specific deadline for fulfilling duties for a vacant position has no legal significance for regulating labor relations. Such a temporary appointment of an employee must be considered a permanent transfer to another place (subject to his consent) in accordance with Article 72 of the Labor Code.

Calculation of salary for an acting official

Among these reasons can only appear those that are associated with changes in working conditions - organizational or technological.

Such conditions may include changes in equipment and technology in production, improvement of the workplace (confirmed by certification of workplaces), and reorganization of the production structure.

At the same time, in order to change the salary downwards, the volume, complexity of the work or labor costs of the employee must decrease. Otherwise, you risk worsening the employee’s situation, and this is unacceptable according to the Labor Code.

Attention

In practice, it is quite difficult to implement and correctly formalize a salary reduction. Firstly, you must have documentary evidence for all changes in the work process, which is precisely what in most cases is the stumbling block when registering a reduction in wages.

Fulfillment of duties for a vacant position: order, deadline

Example An institution has a five-day, 40-hour work week (8 hours per day) with two days off (Saturday and Sunday). The standard working time in August of the current year is 168 hours. The employee combines duties in another position. He completed his normal working hours in full.

A written agreement establishes that for the performance of combined duties, an additional payment in the amount of 50% of the tariff rate (salary) of the latter is accrued. Situation 1 An employee has a salary of 15,000 rubles. For the combined position, the salary is determined in the amount of 12,000 rubles.

The salary in this case will consist of: - official salary - 15,000 rubles; — additional payments for combining — 6,000 rubles. (RUB 12,000 x 50%). The total salary will be equal to 21,000 rubles. ((15,000 + 6,000) rub.).

Situation 2 An employee has an hourly rate of 115 rubles/hour.

Labor Code of the Russian Federation). Moreover, a valid reason is not required. According to Art. 21 of the Labor Code of the Russian Federation, an employee has the right to payment of wages in full in accordance with his qualifications, complexity of work, quantity and quality of work performed. By virtue of Art.

135 of the Labor Code of the Russian Federation, an employee’s salary is established by an employment contract on the basis of the remuneration systems in force for a given employer.

Remuneration systems, including tariff rates, salaries (official salaries), additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, systems of additional payments and incentive allowances and bonus systems, are established by collective agreements, agreements, local regulatory acts in accordance with labor legislation and other regulatory legal acts containing labor law norms. Additional payment for a temporarily absent director Question: Additional payment for a temporarily absent director - Does a deputy director in a budget organization have the right to receive additional payment for a director during his illness or vacation? User replies February 20 at 23:02 The chief engineer of an enterprise, institution or organization during the period of temporary replacement of an absent manager has no right to receive a difference in salaries. Thus, the work of a full-time deputy MUST BE PAID. The second point is also important. Everyone is familiar with the situation when people are listed as acting for years. Those who are interested will read it. November 24, 2018 at 08:33 Similar questions Full or partial copying of materials is prohibited; for approved copying, a link to the resource is required - deputy heads of organizations; — chief specialists of organizations; — heads of structural units, departments, workshops, services and their deputies.

If your company has financial difficulties, then you have the right to reduce the salaries of all employees and shorten the working day or week for up to 6 months (Article 93 of the Labor Code of the Russian Federation). But format everything exactly as indicated.

That is, notify everyone on receipt 2 months in advance, draw up an additional agreement, issue an order. When an employee is hired for a job, an employment contract is drawn up, which specifies the salary regulated by Article 135 of the Labor Code of the Russian Federation, and all working and rest conditions.

Any changes in wages are documented in a clear sequence specified in the Labor Code. You will need

• — written notice;
• - additional agreement;
• - order;
• - notification to the accounting department.

Instructions 1 To arrange a salary increase, notify the employee two months before the event. Sources:

• Changing the job title: formatting it correctly

In the process of labor relations with employees, some employers increase salaries. This is done, for example, when receiving a rank, higher education, or simply to improve labor productivity. One way or another, these actions must be formalized correctly. Instruction 1 A salary increase is a change in one of the terms of the employment contract.

Therefore, first of all, two months before the fact, notify the employee about further actions - send a written notice to him. In the document, indicate the reason for the increase, the effective date of the order and the salary amount. On this document, the employee must put the date of signing and his signature, which will mean his agreement with the above information.

2 Draw up an order for a salary increase.

It should be taken into account that the employer does not have the right to transfer the employee to another job without his consent and release from his main activity. If an employee wishes to combine work responsibilities, he must give written permission to do so.

Additional payments An employee who has agreed to combine work, in accordance with Article 151 of the Labor Code, has the right to additional payments. The amount of additional payment is established by agreement of the parties. According to current regulations, additional payments may be received by a full-time deputy of an employee who is temporarily absent from work.

Explanations of the Supreme Court Previously, a provision was applied according to which the amount of additional payment was determined as the difference between the official salaries of employees if the replacement employee is not a full-time assistant (deputy) of the absentee. However, by the decision of the Supreme Court Collegium, this rule was recognized as violating the labor rights of employees.

Additional payment for replacement (VRIO) - an employer’s obligation or a right? Please advise: our director and chief accountant, who have the right to sign documents, often go on vacation (go on business trips). In this case, an order is drawn up with the stipulation that the Deputy Director (for the Director) and the Financial Director (for the Chief Accountant) are appointed during the absence.

They sign that they are familiar with the order. As far as I know, when an employee goes on vacation in accordance with (Art.

151 of the Labor Code of the Russian Federation) when expanding the duties of a replacement employee, payment for the performance of the duties of a temporarily absent employee is stipulated in an additional agreement and can be made for actual work performed or calculated in proportion to the time worked. How to understand the word CAN in this context: may or may not pay for temporary replacement or may set the surcharge percentage (i.e.

Local regulations defining remuneration systems are adopted by the employer taking into account the opinion of the representative body of employees.

The terms of remuneration stipulated by the employment contract cannot be worsened in comparison with those established by labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, and local regulations.

Source: https://2440453.ru/ispolnyayushhij-obyazannosti-menyaetsya-oklad-ili-net/

The manager may be absent from work

The head of the organization, like all other employees of the company, has the right to annual paid leave (Article 274 of the Labor Code of the Russian Federation). The duration of vacation must be at least 28 calendar days. The sequence of staff vacations is established by the vacation schedule. This document is approved by the head of the organization, taking into account the opinion of the trade union organization, and is mandatory for both the employer and the employees (Parts 1, 2 of Article 123 of the Labor Code of the Russian Federation).

For more information, see “Vacation Schedule 2020: Smart Form in Excel.”

The manager can also go on sick leave. After all, all norms of current labor legislation apply to him. In such situations, the question arises about additional payment to the deputy director for the period of the director’s vacation.

Vacation is granted specifically for the working year, which, in general, is an annual period starting from the moment of employment. Obviously, the length of service for the purposes of calculating vacation depends specifically on the employee’s working year, and not the calendar year. The fact is that the dates of employment in the organization are different for all employees, and it would be illogical to be tied to the calendar year when calculating the length of service that gives the right to leave.

For more information, see “Granting leave: calendar or working year.”

In most cases, the substitute is the deputy director or one of his deputies, if the director has several assistants. Is additional payment made to the deputy director for administrative and economic work if he takes on the functions of the chief?

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If an employee performs additional work within his working time while remaining in his main position, then in this case we can talk about combining positions or increasing the amount of work.

According to Article 60.2 of the Labor Code of the Russian Federation, the employer is obliged to pay the employee extra for performing additional labor functions.

Payment for combining positions under the Labor Code must be fixed by an appropriate agreement between the employer and employee in order to avoid misunderstandings and disputes.

How are combined positions paid? Please note: There is a difference between combining and part-time positions.

In this case, the labor function

To pay the difference in salaries during the period of leave of the head of the department, are bonuses awarded to employees of budgetary organizations - for length of service, personal bonus, hazard bonus and on what basis?

Entire site Legislation Standard forms Judicial practice Explanations Invoice Archive In accordance with Resolution of the Ministry of Labor of Russia dated 03/04/1993 N 48, which approved Explanation dated 03/04/1993 N 4 “On the procedure for establishing additional payments and allowances for employees of institutions, organizations and enterprises receiving budgetary funding » the amount of additional payments and bonuses of an incentive nature, including for the performance of work not included in the scope of the employee’s main duties, within the limits of funds allocated for wages, are determined independently by institutions, organizations and enterprises receiving budgetary funding. The amounts of additional payments and bonuses for employees are not limited to maximum amounts and are determined depending on the quality and volume of work performed by them.

It should be borne in mind that the qualifications of workers and the complexity of the work they perform (presence of a qualification category, honorary title, academic degree, etc.)

How to formalize the temporary performance of duties of the General Director?

The order must specify the specific responsibilities of the employee replacing the manager. For example, signing personnel orders, invoices, etc.

d. (, approved,). The procedure for temporarily replacing a manager can be prescribed in the organization’s charter (,). The charter, in particular, may provide for the procedure for electing (appointing) a new head of the organization during the absence of the old one (for example, in the event of his arrest).

A question from practice: is a separate order necessary for the temporary performance of the duties of a manager if the specialist’s job description contains a clause stating that he replaces the manager during his absence (during vacation, illness, etc.)

p.) Yes, it is necessary. A clause in a specialist’s job description about temporarily performing the duties of a manager during his absence cannot replace an order for replacement.

Be careful: there is an acting man at the helm!

Art. speaks about this. 60.2 Labor Code of the Russian Federation. However, our case is not entirely ordinary, because, in fact, the deputy director is hired to replace management during his absence and he cannot refuse this.

But in order for everything to be “according to the law,” the obligation to replace the manager must be specified in the employment contract and/or the job description of the deputy director.

That is, the deputy thereby gave his consent in advance by signing these documents when applying for a job. If such wording is not there, then the deputy has the right to refuse substitution, guided by Art.

60.2 Labor Code of the Russian Federation. Is it necessary to issue an order in this situation? Need to. Firstly, according to the Explanation of the State Labor Committee of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated December 29, 1965 N 30/39 “On the procedure for paying for temporary substitution” (hereinafter - the Explanations), the temporary performance of duties in the position of an absent employee is assigned to another employee by order (instruction) of the organization.

What should be the amount of additional payment to a deputy for replacing a director during vacation?

It is designed to regulate the organization’s external relations (in particular, relations with counterparties).

If the power of attorney does not specify a term, it will be valid for one year from the date of its issuance.

Such rules are established in Article 186 of the Civil Code of the Russian Federation*.

The principal may revoke the power of attorney at any time.

Need to pay extra

During the absence of the director, someone must perform his duties. This, whatever one may say, is an additional burden (Article 151 of the Labor Code of the Russian Federation). Therefore, the replacement person is entitled to an additional payment for performing the duties of a director during the vacation (for a sample order on the transfer of powers of the general director, see the article “Appointment of an acting director: sample order 2018”).

The head of the organization may be absent from his workplace for one reason or another. Since the director is a key figure in the company, someone must perform his duties in his absence.

In general, the responsibilities of the general director, which is quite logical, are assigned to his deputy. However, if the position of deputy director is not provided for on staff, then the duties of the manager can be delegated to any employee of the company.

Let us note that the law does not provide for additional payment for the performance of the duties of a director by a deputy director if such functionality is provided for in his employment contract. It turns out that these are the usual duties of the employee, so he is not entitled to additional payments (Article 60.2 of the Labor Code of the Russian Federation, letter of the Ministry of Health and Social Development of Russia dated March 12, 2012 No. 22-2-897, appeal ruling of the Moscow Regional Court dated May 28, 2014 No. 33-11581/2014 ).

It is clear that additional payment for performing the duties of a branch director is made in the same manner as payment of remuneration for performing the work of the head of the parent organization.