Cool nominations for rewarding employees, women and men, friends

Part of your salary or in addition to it?

Labor Code of the Russian Federation in Part 1 of Art. 135 indicates that remuneration for labor also includes incentive payments, which include bonuses.

If the bonus is not awarded constantly, but depending on the results achieved, then this is no longer part of the mandatory payments, but a form of incentive (Part 1 of Article 129 of the Labor Code of the Russian Federation).

The bonus payment procedure must be documented in the local regulations of the enterprise. These items may contain:

in the collective agreement (part 2 of article 135);
in an individual employment contract (part 2 of article 57, 1 paragraph);
in a specially designated regulatory document, for example, Regulations on bonuses, Regulations on remuneration for labor (part 2 of article 135, part 1 of article 8);
order for the organization on bonuses for an employee or employees (Part 1, Article 8).

Conditions of annual bonus

Year-end bonus (13th salary) is an incentive payment accrued to an employee if he complies with specific conditions established in legal documents during the working year. Such conditions may be the achievement of certain indicators or the absence of negative aspects. In each organization, bonus conditions are developed individually and approved by management.

The document stipulating bonuses at the end of the year must contain the following information:

when is this type of bonus awarded?
requirements for those who count on this payment;
factors influencing the size of the premium (both increasing and decreasing);
conditions for the employee's bonus payment.

When is it more and when is it less?

The amount of the annual bonus is almost never fixed. It would be unfair to reward equally a “veteran” and a young specialist who has barely worked his first year, yesterday’s absentee with a disciplinary sanction lifted, and an impeccable employee who brought profit to the company. The employer usually varies the size of the bonus depending on:

employee qualifications;
his work experience;
working conditions;
complexity of the labor function;
time of actual employment;
quality indicators.

For example, the bonus can be increased if the employee saves the organization’s resources, introduces some useful innovation, achieves particularly high performance, etc. The decrease may be due to comments, reprimands, or errors in work.

REFERENCE! It is most convenient to “link” the size of the bonus to the average salary (monthly or annual) and operate with separately established coefficients.

What about the newbies?

If an employee has worked for the company for less than a year, then whether to pay him remuneration or not depends on the conditions specified in the relevant Regulations.

Some entrepreneurs give year-end bonuses only to employees who have worked the entire year.

Others prefer to encourage “green” employees by recalculating bonuses for the months actually worked.

The same practice applies to resigning employees.

They may not give it

The Regulations on the Prize must stipulate the conditions under which the bonus will not be paid. As we have already established. This is not an obligatory part of the salary, and they have no right to deprive or reduce its size on any grounds.

Specific conditions must be provided for depreciation, for example:

the presence of an outstanding disciplinary sanction;
loss caused by the fault of an employee;
errors in work that led to serious consequences (it must be specified which ones - for example, injuries, accidents).

Cool nominations for awarding men

Comic nominations for awarding men are a very original way for extraordinary congratulations.

Mister Brain. A cool nomination for wisdom beyond one’s years, for the ability to find the right use for one’s brains. We express our respect for wise and beautiful decisions at the right time.
Cute aristocracy. Interesting nominations to reward employees for extravagance, stunning beauty and impeccability in everything. In any situation you need to be fully prepared.
Serious nominations for rewarding employees - The Unattainable Colonel. The award is given to a person who is needed by everyone, but at the same time is as inaccessible as possible. You can’t get through to him, you can’t get through and you can’t make an appointment. At the same time, he is an irreplaceable employee and friend.
Impenetrable armor. The interests of the company come first. A cool nomination for perseverance and vigilance in any unclear situation.
In a healthy body healthy mind. Fizkult hello to the fittest employee. His athletic appearance always attracts attention and speaks for itself.

We reward the man

Commissioner Cattani. Nomination for bold innovative solutions and active participation in the life of the company. For the ability to evoke admiration in women and remain vigilant when performing any action.
Play seven-string guitar. A creative nomination to reward the ability to combine work process with entertainment. Recognizes a colleague who is not shy about trying on different roles.
Superhero. Cool nominations for rewarding employees who always save their colleagues from a crisis, from hunger, from their bosses and unforeseen misfortunes.
Ideal husband. A new title for the ideal family man who, like no one else, knows how to combine work and family life. There are always a couple of delicious sandwiches in his bag, and a couple of sweet SMS from his wife in his phone.

What if the company has losses?

If the company’s business is not going well this year, is it worth spending money on paying a bonus based on its results? It's up to the employer to decide.

According to the law, the payment of bonuses must depend on the indicators that were included in the Regulations on Bonuses when formulating the conditions. If the indicators are exclusively production, then losses will deprive the opportunity to bonus employees. But if other factors are included in the conditions, and the funds make it possible to find funds to pay incentives, then even in the event of losses, employees can receive their 13th salary, which should encourage them to work more efficiently next year.

Award for good work wording

It is important to know that the subjective distribution of money from the incentive fund by management is a violation of the law.

However, there are still reasons why the payment may be reduced or withdrawn altogether. They usually depend on a specific work result, which, for subjective reasons, the employee did not achieve. That is, the ideal option is when a person, no matter what position he was in, having access to bonus provisions, knew that for such and such actions he could be deprived of an incentive payment.

The wording in documents must be clear.

There is no need to reassure the person so that later you don’t have to explain to him why the bonus was not given. An example is the following case: the bonus clause states that the payment is given to everyone at the end of the month or year. All employees are looking forward to this joyful event.

But suddenly it turns out that those who are on leave (annual, maternity, child care, sick leave) will not receive a pleasant increase in salary.

Premium and taxes

The bonus is income, therefore, there is no reason to cancel the income tax. However, the law provides for some exceptions and limitations. There is no need to pay personal income tax on bonuses at the end of the year if:

the amount of all additional payments, including bonuses, is less than 4,000 rubles. per year per employee;
The prize was awarded for outstanding achievements in the field of culture, science, education and other areas listed in the list approved by the Government of the Russian Federation (clause 7 of Article 217 of the Tax Code of the Russian Federation).

FOR YOUR INFORMATION! The accounting code for calculating personal income tax on annual bonuses is 2000 “remuneration for labor duties.”

Order on bonuses

It serves as the basis for paying money to the employee. There are no formal requirements for the form of this order; when drafting, you should be guided by the usual business norms. It is convenient to develop your own form for such an order for the organization or use ready-made ones (order to encourage an employee T-11 or T-11a). You can draw up an order for each employee individually or write one collective order - this issue is at the discretion of management. The text of the order must contain:

personal data of the award recipient (name, department, position);
document number and date of preparation;
the reason for the accrual in accordance with the conditions given in the Regulations on bonuses;
the fund from which funds for payment are taken;
signature of the head of the organization;
employee visa for familiarization with the order.

Award according to the Labor Code of the Russian Federation

While performing his duties, a company employee must receive a salary to pay for the work he performs. However, this is not the only type of payment he can count on. Sometimes management considers it right not to limit itself to salary, but to make additional payments, which can sometimes be important.

According to Article 129 of the Labor Code of the Russian Federation, bonus payments are the amount given to an employee in order to motivate employees.

Article 191 of the Labor Code of the Russian Federation describes what incentives can be applied to employees. Can be used: bonus, declaration of gratitude, awarding a diploma or gift of honor, payment of a bonus. The list of rewards can be supplemented by other types, for example, by awarding an honorary title.

The reasons for additional payments and their order are based on the company’s documents. Here are examples:

inner order rules;
regulatory acts of the enterprise;
collective agreement;
other papers.

There are two types of payments:

Employees receive them for outstanding performance or when they perform their duties conscientiously.

Incentive payments are made to increase employee motivation to be productive.

Incentives are recognition of an employee’s success by management and the workforce. Incentives may count toward career advancement.

According to Article 129 of the Labor Code of the Russian Federation, remuneration for labor consists of three parts:

Payment for work performed.
Compensation payments.
Incentive payments.

Bonus rules are being developed at the enterprise gradually. When talking about labor success, the average values of indicators are taken. Bonuses are usually given based on the numbers received per month.

If an employee is awarded a personal bonus, the payment of incentive amounts is not time-based, but is made in connection with specific successes.

How to encourage a selected employee and influence the team

The first rule of proper encouragement is to create an example.

To some, this advice may seem banal. Soviet collective farms with labor banners rewarding the best milkmaids or "employee of the month" signs at McDonald's appear before our eyes. However, from a psychological point of view, it really works.

There should be a leader among the staff who will help solve any problem. Often, the company owes this employee an increase in profits, the overall qualifications of the team and the timely implementation of plans. Employees will consider it fair to reward this employee, because it is on him that the entire team rests.

Reward frontline employees

Let your subordinate feel that the company cares about him. Overtime, strict deadlines that were met, a creative approach to solving problems, successfully launched projects and more or less decent behavior at corporate events - the employee will be pleased that all this was noticed. It will be even more pleasant when the employee’s efforts are appreciated with a bonus in the form of a paid trip to a Polish ski resort, a hike along the Lycian Way, or a relaxing vacation in Italy.

In this case, the manager immediately achieves several goals:

the best subordinate, who probably overworks, gets a well-deserved rest;
upon arrival, this employee begins his duties with a “fresh” head and interesting ideas;
and most importantly, such an example motivates the team to compete for the title of best employee and overall increase productivity.

By the way, about competitions. The second rule of proper encouragement is to use gaming methods to increase interest in work and speed up the implementation of a specific project. This approach involves the creation of internal competition, which, as we indicated above, increases productivity.

Use gamification

For gamification to work, it must have the following features:

presence of obstacles and challenges;
instant feedback and FAQ;
the presence of a points system and a leaderboard;
special badges for participants;
interaction and competition between participants (that is, interaction within an individual team and competition with others).

We roughly divide gamification into:

constant - a system of achievements;
temporary - specially prepared games that are limited to a certain period.

Constant is used throughout the entire life cycle of the company. In such cases, the employee receives “achievements” - achievements for special services to the company.

Achievements at internet marketing agency Netpeak

Temporary gamification works great for improving seasonal sales, accelerating the training of new recruits, and building team spirit. In such cases, themed games that allow employees to immerse themselves in the atmosphere of their favorite movie or game show excellent results.

For example, in 2020, the telecommunications company Yota decided to launch a corporate competition in the world of Star Wars. The employees were divided into competing factions, each of which sought to dominate its own galaxy (region). 14 coaches who worked throughout the country were involved in the game.

To win the race, you had to maximize your team's military potential. This required meeting sales targets, maintaining service standards, and diligent training.

The result was not long in coming - seasonal sales increased, employee motivation changed, and staff product knowledge significantly improved.

Location of ships in one of the galaxies

Most often, companies mix both types of gamification to achieve the best effect. However, do not forget that no matter what game methods of motivation you use, they will not work without worthy rewards.

If employees are not rewarded with worthy prizes, gamification will stop working, and this is a loss from its implementation.

Play sports together

The third rule of proper motivation is to play sports games and actively spend leisure time with your subordinates. This is fraught with consequences:

improving team cohesion;
a more friendly and pleasant atmosphere;
increasing labor productivity by improving employee health;
relieving work stress and sublimating negative energy, which leads to a decrease in the number of conflicts in the team.

The main question is which sport is most suitable. A low barrier to entry is required to engage the majority of employees. First of all, airsoft and laser tag are suitable. Easy to learn games where team tactics are important.

In order of increasing difficulty of entry, there will be classic football, volleyball, and basketball. In addition to playing skill, cooperation and communication between players are also important here. And, of course, don’t forget about extreme sports - hiking, bike rides, kayak racing, bungee jumping, parachute jumping.

Improve your employees' skills

More competent employees complete their tasks faster and better. Thus, they bring more profit to the company than their less skilled colleagues. Therefore, educational courses and business trips are an excellent opportunity not only to improve relationships with the team, but also to increase their productivity.

There are a couple of nuances that you need to know when motivating employees with educational programs:

employee interest in advanced training;
agreement with the employee on the choice of educational course;
if there is an ongoing training program, partial payment for subordinate courses (for example, in the ratio of 20% - employee, 80% - company). This way, only truly interested employees will complete the program.

Encourage the pursuit of education even when it is not directly related to the responsibilities of a subordinate. Expanding an employee's horizons can bring the most unexpected results.

What can you give an additional bonus for?

Typically, employees are given bonuses for the following reasons:

For the high intensity of the work performed.
For high performance indicators.
Sometimes bonuses are awarded for the high level of quality of work of a specific person.
For length of service at this company.
Incentive payments for achieving planned targets.

These payments are:

disposable;
monthly;
quarterly;
performed once a year.

Although the final decision on bonuses is made by the head of the enterprise, payments are not made arbitrarily, but in accordance with the rules.

Suppose a bonus was announced, but payment was not made or only partially made. The boss will bear the same responsibility for her delay as for non-payment of wages.

It must be taken into account that labor productivity is not the only reason for bonuses. The reason is recognized as other actions that the company considers as useful for itself. Here are some examples:

Strengthening market positions in relation to competitors.
Increasing the number of new clients for the company.
Actions that led to an improvement in the company's image.

The reasons for such bonuses follow from the specific interests of the company.

Sample order for bonuses

When placing an order for bonuses, the standard T-11 form is usually used. You will need to add the following information to the document:

Full name of the promoted employee indicating his position.
The exact wording of the reason for the bonus is given.
The specific form of bonus (money or valuable gift) is indicated.
The document justifying the payment is indicated. This could be, for example, an internal memo or an internal regulatory act of the enterprise.

Drawing up an order for bonuses is done in the following order:

A notice is sent to each department head with a request to collect information. It is necessary to indicate which employees, for what reason, must be included in the list for bonus payment.
These people conduct a study of the situation and find out which of their employees meet the criteria for receiving the bonus. Then the information is collected and given to the manager.
He reviews the resulting list, makes changes and sends it to department heads.
They make their comments and suggestions and together with them the final list is transferred to the boss for drawing up the final version.
Then an order is issued on the basis of which bonuses are awarded.

Procedure for obtaining an award

The main document that establishes an additional payment to an employee is an order for the payment of a bonus. The head of the organization has the right to independently, on the basis of his own decision, publish it; however, as a rule, its publication is preceded by the publication of local regulations, which serve as the basis for material incentives:

regulation on incentives for the organization, which sets out the rules and conditions for additional material incentives; it fixes the form of a local regulatory act, which then must be followed when assigning payments;
the memorandum on bonuses and the administrative act on rewarding, in this case, expresses the agreement of the organization’s management with the opinion of the immediate superiors of the distinguished employee on the need to reward him for success in his work.

One of the basic principles of labor law is remuneration of labor - the work of any employee is paid, and the most important condition of any employment contract is wages. In addition to the obligation to pay employees wages, the Labor Code of the Russian Federation gives employers the opportunity, at their discretion and if there are grounds for it, to additionally reward employees. Article 191 of the Labor Code of the Russian Federation mentions such types of awards as:

Gratitude;
certificate of honor;
nomination for the title of the best in the profession;
cash reward.

This list is not closed; the employer has the right to establish additional types of incentives through a collective agreement, PVTR, charters and regulations on discipline. To initiate the award process, a memo must be prepared.

Memo for the award

It is important to understand that the payment of the premium must have a basis. In this case, it is necessary to distinguish between regular and one-time bonus payments. In the first case, as a rule, the grounds are provided by a collective agreement or internal regulations adopted by the enterprise.

In the case of one-time payments, there must be a document stating that a certain employee needs to be paid a bonus for a certain reason. One option for such a document could be a memo from the head of the department sent to the management of the enterprise.

The legislation does not regulate a specific form of the document, which in the future will be the basis for payment of the premium. However, this document must contain the following information:

it is necessary to provide objective indicators that are the basis for receiving a specific type of bonus;
the wording is given, which indicates exactly what the reward is for;
registration of the document must be carried out on the basis of current regulatory documents.

Employee bonuses: registration rules

Sometimes the organization stipulates in the employment contract that the bonus is awarded according to the decision of the manager. However, this option is risky, and it does not guarantee that a tax expert will be loyal to such wording.

Two types of bonuses can be distinguished: 1. Bonuses that are provided by the remuneration system based on specific indicators and bonus conditions developed in the company.

Such bonuses are part of the material motivation of employees; they are stimulating in nature.

They are paid periodically (monthly, annual, quarterly, etc.) and are usually set in a certain amount. 2. One-time bonuses that are not included in the remuneration system.

Paid to an employee for certain achievements, many years of conscientious work, completion of an urgent and important task, or for significant events (for example, anniversaries and professional holidays). Payment of a one-time bonus is carried out at the unilateral discretion of the employer.

Reduction in bonuses

The procedure according to which the bonus is paid must be determined by the internal documents of the enterprise.

However, it must be taken into account that it must be determined in detail in what cases to apply and how exactly to implement:

deprivation of bonuses;
deprivation of the right to receive a bonus;
reduction of the bonus payment due to the employee.

In the first case, we are talking about the fact that this is a punishment in case of failure to fulfill the plan or any other offenses. For this purpose, it was decided that the employee was not entitled to receive this amount.

The second concept - deprivation of the right to a bonus - may have reasons not related to the employee. This could be, for example, the difficult economic situation of the enterprise.

In the third case, only a partial reduction in payment is made. This is usually used as a disciplinary measure.

Employee bonus algorithm

If we assume that an employment contract is concluded with an employee, then several important details need to be taken into account. According to , the terms of remuneration, including allowances, additional payments and incentive payments, are mandatory for inclusion in the employment contract. The employment contract must make it clear under what conditions and in what amount the bonus will be paid. In this case, how to correctly indicate the conditions for bonuses in the employment contract? There are two options:

The bonus is specified in the employment contract.

The employer rarely uses this option, since in this case he will be able to change the text of the employment contract only if he knows for sure that the employee will sign the changed version.

However, if the employer nevertheless decides to include a bonus in the employment contract, then he must indicate the size of the bonus: the amount or the procedure for determining it - a formula. This can be an amount that is multiplied by certain coefficients, depending on what work is performed by the employee and where he works (for example, in the Far North).

It is worth keeping in mind that if the bonus is specified in the employment contract, then the company does not have the right not to issue it. Otherwise, the employee may go to court.

The employment contract states that bonuses are paid in accordance with the collective agreement.

At the same time, the collective agreement specifies who is awarded how and for what. But a collective agreement is a rather complex document, changes to which are even more difficult than to an employment contract. Therefore, most organizations choose the third option - the Regulation on Bonuses. This document is convenient because it is not a two-sided document, but is signed by one person. But the employment contract must contain a reference to the Regulations.

Bonus systems

Article 135 of the Labor Code of the Russian Federation provides that the grounds for paying bonuses are determined by the enterprise independently. This is done by approving internal company documents, where such things are spelled out in detail.

What is important in this matter is what is said in the collective agreement at a given enterprise. However, if it is desirable to make clarifications or changes in it, then this can become a rather cumbersome procedure. A simpler option is to adopt internal documents on this issue.

The principles on the basis of which the employee bonus system is organized are usually important. In practice, there are several options in this area:

The most commonly used option is when bonuses are paid to the majority of employees on a regular basis. It can be deprived of those whose work performance is too low. In this case, the amount of the bonus may depend on the amount of salary, labor results, work experience or other parameters.
A fundamentally different approach is possible, when the bonus is given to those who have shown outstanding results in their work. In this case, bonuses are given selectively and are aimed at encouraging performance.
One of the possible forms of organizing bonuses could be holding various kinds of competitions with the payment of bonuses to those who win them.

In the first case, the payment system is aimed to the greatest extent at maintaining the existing level of labor intensity and productivity. However, in practice, the universal nature of incentives does not allow significantly increasing the amount of incentives for specific people.

In the second case, the amount of the incentive can be quite large, but it is possible that this amount will be greater than the salary the employee receives. The system rewards those who demonstrate maximum labor efficiency.

Cool nominations for New Year awards at corporate events

Every person wants to feel like a fairy-tale hero. Our comic award nominations will help transform the most original employees.

For staff

Alice from Wonderland. A cool nomination is awarded to the head of the most mysterious department. She always manages to get away with it. We can only guess what magical tools she uses.
Karabas-Barabas. He knows which strings to pull in order to achieve his goals. Don't be offended if you become a pawn in his game. The brilliant results of his work speak for themselves.
Fedot Sagittarius. Born under the sign of Sagittarius, he masterfully embodies his abilities in life. His arrows hit the target and lay the female half of the team in stacks. Nomination for hitting the target accurately both in work and in relationships.
The Snow Queen. Nomination for the most icy look and calculating approach to any issue. She may not be the queen of snow, but she is undoubtedly the queen of logistics. The order in her kingdom evokes cold delight.
Shamakhan queen. This man has everything in its place. She knows exactly how to beat the system while still keeping the process transparent and clear. The Shamakhan queen of accounting is awarded for professional management of Debit and Credit.
I don't want to. Awarded to the master of passing the buck. His permanent work status sounds like “I don’t want to,” but at the same time the nominee manages to solve the most difficult problems.
Tsar of All Rus'. His decisions are uncompromising and principled. A proud, high-flying bird. The cool nomination “Tsar of All Rus'” is awarded to the central link of our team.
Nutcracker. An employee who always takes his lunch break, but never misses a single detail in his work. “Nutcracker” nomination for quick answers to any questions.
Aladdin. This employee definitely has a magic carpet. You will never find him at work. And when he just has time to do his job.
Elena the Wise. There are no hopeless situations. Elena the Wise will help you find a way out of any impasse. She always knows more than others and is happy to share information.

Nominations for employee awards

Classification of types of stimulation

In addition to bonus payments, other types of incentives are possible:

Measures can be divided according to their target nature.
Inclusion in the standard bonus system or a special bonus.
Regular or one-time incentives.
Taking into account the reason for bonuses: whether it is related to labor results or not.
Participation in the calculation of income tax. Some payments are expensed and reduce income tax. Other payments are made from profits.

Although bonuses to employees are largely an internal matter of the enterprise, registration must nevertheless be carried out in accordance with all legal requirements.

Business coach Anna Bocharova talks about proper motivation and bonuses for employees:

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A short test - checking with reality.

New Years is soon. Right? Right.

Your company has a tradition of rewarding the best employees at the end of the year. Right? Great! No? Badly. Start a new tradition immediately.

Coming up with an end-of-year reward for the best employee that will truly make him happy is not the easiest thing to do. Right? That's it.

We have collected for you the top 10 bonuses to reward key employees, having spotted them from clients, famous consultants, books and more. We collected awards using the example of sales managers. Why? Yes, simply because they are the ones who “feed” our businesses.

Encouraging freedom

The BDO Unicon group of companies practices incentives in the form of the opportunity for the employee to choose the most convenient schedule in order, for example, to take children to kindergarten and pick them up. Also, a good reward for an employee who exceeds the sales target will be receiving additional vacation days.

The best sales manager can be spared daily reports or given permission to not adhere to the dress code.

It sounds dangerous, but if the system is built, it is easy to let “air” into it.

Initiation into superheroes

This block could be called “career ladder,” but then with an 80% probability you would immediately jump to the third point, skipping this one as obvious.

You can start with the classics.

Create a ladder of multiple levels of advancement in your company. If the employee was a simple manager, make him a middle or senior manager. Even a minor promotion will set him apart from those around him and will be an excellent reason for personal pride. This technique was used by the father of modern animation, Walt Disney, who personally turned low-prestige jobs into prestigious ones.

Nominations for cool awards at a wedding

Presenting humorous nominations at a wedding will lift the spirits and delight your guests.

Tili-tili-dough. An honorary nomination for the bride and groom. They were made from what was there. The new union of two hearts is sealed with the nomination “Tili-tili-dough” - the bride and groom are awarded.
May the sun always shine. The parents of the newly-made wife deserve the nomination “Let the sun always shine.” A sign of gratitude for giving birth to and raising a sunny daughter.
Endless love. An honorary nomination to reward the groom's parents, as evidence that it was thanks to their strong love that a young and enviable groom was born.
Mister nobility. The brother of one of the newlyweds can be a contender for the “Mr. Nobility” nomination. Without his active participation in organizational matters, the holiday would not have taken place.
Charlie Chaplin. Nomination for the most cheerful and sociable guest. For an excellent sense of humor that gives cheerful laughter and sincere smiles.
Stunning generosity. Award for the largest bouquet or expensive presentable gift.
Santa Barbara. A cool nomination for the most distant relative. The groom has a mother, the mother has a sister, the sister has a niece whose daughter was born, and today it was she who honored us with her presence.
Inimitable voice. An award for excellent voice skills, which are not useful in everyday life, but are appreciated at a wedding. “So that your voice flows loudly and beautifully, learn to eliminate spasms and clamps!”
Moment of glory. The moment of glory is announced for guest X, who won all the competitions and stole the show with his outfit and spectacular hairstyle. An undeniable contender for the “Minute of Fame” nomination.

You can deservedly give a reward to your wedding guest

Jokes aside. The winner of the “Jokes aside” nomination is the guest who does not open his eyes from the festive table for a second – he actively eats and actively drinks!
Fantastic charm. The championship in this category goes to the guest who magnetically attracts the newlyweds' relatives to themselves.
A good dancer's body parts don't get in the way. A sign of attention for the best dancer at a wedding. For active support of the music program.
In full combat readiness. Nomination for the most gallant man who was able to pay attention to all the fair sex. A man of whom there are many today.
Sultan. This man got one wife and a million girlfriends. Wherever he goes, he will be listened to, fed and warmed. Comic nomination “Sultan” for the most advantageous position in society.
Mr. and Mrs. Smith. An interesting nomination for rewarding exemplary relatives. This couple has harmoniously chosen costumes, the same taste preferences at the table, and coordinated actions in all competitions.
My years are my wealth. Only the grandmother of the groom (bride) can look so beautiful at her age. A fit figure, a trendy outfit and a modern idea of life.
Cool guys. A funny nomination for rewarding the groom's friends. The lads who are always up for anything. In their environment you feel under reliable protection.
People's Choice Award. You just can't take your eyes off the bridesmaid. Smart, good and not yet married! The keeper of the bride's deepest secrets wins the People's Choice Award.