Issues of employee incentives - we draw up regulations on bonuses in the company

Menu

Any company is, first of all, people who work for its benefit. The prosperity of an organization and its decline will directly depend on its employees. That is why today many employers are interested in motivating staff. Special systems are being developed for implementation at the enterprise, documents are being prepared, etc. All these actions are aimed at achieving a single goal - encouraging the effective performance of employees.

Personnel motivation is the most important tool that allows you not only to manage human resources, but also, ultimately, to confidently compete in a specific struggle in your market. In times of crisis, the established system allows us to obtain excellent results at minimal cost. Issues of motivation are not regulated by legislation.

All points are determined in local documents valid within the same enterprise. One of these acts is the provision on personnel motivation. The regulation on staff motivation is a local act that is developed by the employer.

In the Labor Code of the Russian Federation, Art. 8. The regulation is adopted in order to increase the efficiency of departments, groups of workers and each employee in particular.

With the implementation of this document, the employer abandons the idea that additional funding for staff work is a cost. Instead, an understanding comes that motivation, including material motivation, is an investment.

This provision may stipulate not only bonuses and other monetary rewards, but also non-material incentives. According to research by experts, the latter are no less effective.

Before formalizing the regulation, it is necessary to carry out preparatory work, including collecting information and documents about the company itself, its employees, the incentive measures that are currently in effect, analyze this data and create a document based on it.

This is painstaking work that will create a truly effective position. Why draw up a position? The employer can work without it.

The law does not establish the obligation to create such a document.

What benefits does the provision on bonuses and material incentives give to employees and managers?

Basic concepts of the regulations on personnel motivation. The Corporation means a legal entity, all legal entities included in it during the period of validity of this provision, with their assets and liabilities, income and expenses from their economic and other activities. This provision on personnel motivation regulates social and labor relations between the employee and the Corporation. The Corporation has established the following categories of job positions:. The remuneration system is based on the following principles:.

Regulations on non-material motivation

You are here 1. General provisions 1.1 Basic principles of non-material motivation of personnel in 1.1.1 JSC "CHI" uses the labor of shareholders, owners of the enterprise and employees who are not owners of shares.

The work of all employees is paid and rewarded on equal terms, according to the same rules.

1.1.2 JSC “CHI” has adopted a system of moral and other non-material incentives. All employees can be rewarded for conscientious work and achieved economic, material, financial and other results. 1.1.3. At JSC "CHI", along with material incentives and in addition to them, individual incentives are used for individual employees for stable success in work, as well as non-material remuneration of employees based on the results of work for the reporting period.

1.1.4 The allocation of funds to encourage individual employees and material rewards are provided for in the distribution of profits by directing part of the profits to a special fund for non-material incentives for employees. If there is no profit in the Company, a non-material incentive fund is not formed.

1.1.5 These Regulations are considered at a joint meeting of shareholders and management of the company and are adopted by a simple majority of votes. If necessary, changes and additions may be made to it. 1.2 Purpose of the Regulations 1.2.1 This document describes the principles and rules for the distribution of non-material remuneration and the procedure for forming a compensation package in the part consisting of non-material incentives for various categories of employees.

1.2.2 The motivation process is aimed at creating incentives for employees, stimulating loyalty, increasing productivity and increasing job satisfaction for all groups of employees. By creating certain corporate conditions that will encourage company personnel to be committed to corporate values ​​and share the common values ​​of the organization, the company is building a reliable foundation for long-term cooperation with hired personnel.

Regulations on bonus payments to employees (sample)

Copyright: Lori's photo bank For excellent work results and achievement of certain indicators in work activity, the organization has the right to reward the employee. As a rule, the incentive is a cash bonus.

The organization is not required to draw up regulations on bonuses and material incentives for employees.

However, if the company uses a bonus system, then it is advisable to develop this local document to justify the expenses incurred.

Regulations on bonuses, in particular, are developed and approved if employment contracts with employees provide for the payment of bonuses, but the procedure for receiving and calculating bonuses, the grounds and conditions for payment are not specified in the employment contracts. If the organization does not have a provision on bonuses (a regulation on personnel motivation or another local act regulating the payment of benefits to employees), the bonus procedure can be fixed, for example, in employment contracts or.

If the employer decides to develop and approve a local regulatory act and set out in it all the conditions for bonus payments to employees, it is necessary to develop a draft document. The unified form of the regulation has not been approved, so the employer independently develops a draft of such a regulation.

must contain the following information:

1. Objectives of bonuses at the enterprise;
2. The procedure for paying bonuses;
3. Conditions under which the employee may be employed in whole or in part. For example, an employer has the right to determine, as one of the conditions for receiving a bonus, the absence of disciplinary sanctions in the period for which it is paid.
4. Composition of employees to whom the provision applies;
5. The provision on motivation or bonuses must necessarily disclose the procedure according to which bonuses are calculated;
6. , for the achievement of which employees will be awarded bonuses or other conditions for receiving a bonus;
7. Types of bonuses (monthly, quarterly, annual, one-time, etc.);

The main part of the document is divided into logical parts: sections, subsections, paragraphs, etc.

Issues of employee incentives - we draw up regulations on bonuses in the company

Why do we need a provision on staff motivation? A sample valid for a year, where can I download it for free? It is no secret that the success of an individual entrepreneur’s organization depends not least on the established working team. If employees work conscientiously, the likelihood of success increases. To set employees up for fruitful work, you need a Regulation on Personnel Motivation. We offer a ready-made sample that can be downloaded for free on our website. Proper staff motivation is a powerful weapon in the competition. Agree, the team whose players are more motivated and determined to win has a higher chance of winning.

Approve regulations on the motivation of specialists and workers in the sales department and warehouse. 2. subordinate personnel by the 5th day of each month.

Regulations on non-material motivation of employees

Search by topic: career communications corporate culture Leadership training and development payment and motivation organizational efficiency personnel selection management team building REGULATIONS ON NON-MATERIAL MOTIVATION OF EMPLOYEES Download Downloads: 409 1. General provisions on non-material motivation of personnel 1.1 Basic principles of non-material motivation of personnel in XXX company 1.1.1 OJSC "xxx" uses the labor of shareholders, owners of the enterprise and employees who are not shareholders.

The work of all employees is praised and encouraged on equal terms, according to the same rules.

1.1.2 OJSC “xxx” has adopted a system of moral and other non-material incentives. All employees can be rewarded for conscientious work and achieved economic, material, financial and other results. 1.1.3. At OJSC "xxx", along with material incentives and in addition to them, individual incentives are used for individual employees for stable success in work, as well as non-material remuneration of employees based on the results of work for the reporting period.

1.1.4 The allocation of funds to encourage individual employees and material rewards are provided for in the distribution of profits by directing part of the profits to a special fund for non-material incentives for employees. If there is no profit in the Company, a non-material incentive fund is not formed. 1.1.5 These Regulations on non-material motivation of personnel are considered at a joint meeting of shareholders and managers of the company and are adopted by a simple majority of votes.

If necessary, changes and additions may be made to it. 1.2 Purpose of the Regulations for non-material motivation of personnel 1.2.1 This document describes the principles and rules for the distribution of non-material remuneration and the procedure for forming a compensation package in the part consisting of non-material incentives for various categories of employees.

1.2.2 The motivation process is directed

Structure of the non-material motivation system

4.1 System participants

4.1.1 Subjects - the company, owners and managers who are entrusted with the right and at the same time the obligation to distribute intangible benefits in accordance with the rules established in this provision. At the same time, hired managers and working owners are included in the xx class of motivation objects, which are subject to the rights to use additional non-material benefits.

4.1.2 Objects - employees who are subject to this provision, to whom the rules and regulations of non-material incentives are applied and who participate in the system of distribution of non-material benefits;

4.2 Resources

4.2.1 Funds – monetary, material, administrative and other means that are used to implement the program of measures for non-material incentives for employees.

4.2.2 External providers are enterprises attracted to implement activities planned in non-financial motivation programs. Their services are used in cases provided for by the budget for the implementation of non-financial motivation programs.

4.2.3 Non-material motivation fund - part of the profit allocated for the implementation of non-material motivation programs during the distribution of profits. Formed based on the results of each financial year and approved by the general meeting of shareholders and management of the company.

Regulations on personnel motivation sample

Manufacturing enterprises, educational and medical institutions, retail chains, and other types of organizations are interested in competent and loyal personnel.

Profit, recognition of a production or brand name, and customer recognition are directly related to the actions of employees. Management and owners of companies must implement a system of motivating employees for achieved performance and quality of work.

Its essence is set out in the regulations on bonuses and material incentives for personnel, which each company develops independently based on suitable samples and templates.

We recommend reading: Riddles about etiquette for preschoolers

Modern methods of labor productivity management use motivation and stimulation of workers. Qualified personnel committed to the company form the basis of an organization's competitiveness.

The location, respect, trust, and efficiency of employees are formed by a clear and effective employee reward policy. The employer, who provided for the principles of moral and material reward in the collective agreement, internal regulations and orders, took real steps towards high staff productivity. Documenting the principles of employee incentives allows you to:

1. increase labor costs;
2. reduce the scope of the employment contract and do not describe incentive aspects for each employee
3. nullify questions from inspection bodies regarding payment of sick leave;
4. reduce income tax;
5. provide bonus indicators;
6. tie bonuses and financial incentives to the results of the employee and the company;

The head of the company has the right to entrust the development of regulations on bonuses and material incentives for employees (Regulations) to the personnel service.

Labor economists, accounting, and the legal department, as a rule, take part in drawing up the internal act of the organization.

Sample documents on staff motivation

It is important for every owner or manager of an enterprise that the employee is interested in increasing his income by performing work tasks better and with better quality. At the same time, the employee must understand that certain efforts must be made to increase income. Material incentives are a set of methods and techniques that allow solving the problem of creating an employee’s need to increase wages by improving its quality. An employee’s income usually consists of two parts: salary and a variable part - bonus, bonus.

How to develop regulations on staff motivation and incentives

April 24, 2020 at 10:38 am Motivating and stimulating staff work is a set of measures to increase an employee’s interest in working in this particular company.

The employer uses labor legislation regarding bonus payments, taking into account the specifics of the structure, production and technological processes of the company.

In modern conditions, no enterprise aimed at a long and successful life can do without creating a system of employee incentives.

Let's figure out what incentive measures can be introduced and how to formalize this in the form of a regulation. Related articles Table of contents If you find an error in the text, please let us know by highlighting it and pressing Ctrl+Enter Typically, measures to motivate and stimulate staff are fixed by some local regulatory act, for example, the procedure for rewarding employees or regulations on additional incentives.

If the company uses only material incentives, then it is more convenient to reflect them in the regulations on remuneration and (or) bonuses.

But before moving on to the development of LNA, it is necessary to understand the terms and theory of the subject.

Let's define the terminology. Motive is a person’s internal motivation to perform some activity (study, work, etc.). Motivation is the process of motivating both oneself and others to perform an activity or achieve a goal.

There are several types of motivation:

• According to the methods used: normative (influencing an employee through persuasion, suggestion, etc.), coercive (using threats and coercion), stimulating (providing certain benefits (incentives) that indirectly affect people’s motives).
• By main groups of needs: material (desire for prosperity), status (desire to take a leadership position in a team, a higher position, etc.), labor (improvement of working conditions).
• According to the source of occurrence: internal (impact from the inside, from the person himself) and external (impact from the outside, from the environment).
• By direction: positive (encouragement) and negative (punishment).

Incentives are usually understood as factors that encourage a person to engage in a particular behavior.

Motivation Regulations

You are here Appendix 1 Regulations on additional material incentives for innovative projects and particularly important tasks in OJSC Novgorodenergo “ACCEPTED” by the Economic Management Commission of OJSC Novgorodenergo on February 21, 2003.

“APPROVED” General Director of OJSC Novgorodenergo ______________________ February 26, 2003 “TAKEN INTO ACCOUNT THE OPINION OF THE PC” Chairman of the trade union committee of OJSC Novgorodenergo ______________________ February 25, 2003

Increasing the efficiency of departments, groups of employees, or a specific employee through:

• Increasing the efficiency of staff by assessing the importance of the work performed.
• The transition from the costly ideology of financing personnel work to the investment ideology of material incentives.

The transition from the priority of stimulating positions, categories, and length of service to the priority of stimulating the effective performance of personnel through:

• Unlocking the human resources potential of employees.
• Saving the Company's financial resources
• Increasing the efficiency and quality of staff work.
• Introduction of a flexible system of material incentives for personnel.
• Stimulating initiative and creativity of staff.
• Involving managers at all levels in setting effective, innovative goals and objectives for staff.
• Increasing the efficiency of control and accounting for work planning and task execution.
• Introducing integration into the work of structural units (through the creation of informal groups - creative, working groups, commissions, councils, etc.).

(due to the refusal of external consultants and services). 1. Implementation of a financial incentive maneuver to increase personnel efficiency.

2. Setting clear goals and objectives for creative, working groups or individual employees. 3. Accounting and assessment of employee potential. 4. Involving managers in ongoing assessment of staff performance.

5. During periods of intense, creative work, increased payment is made to personnel involved in the business process.

Sample regulations on motivation of the organization’s personnel in 2020

For excellent work results and achievement of certain indicators in work activity, the organization has the right to reward the employee. As a rule, the incentive is a cash bonus.

The organization is not required to draw up regulations on bonuses and material incentives for employees. However, if the company uses a bonus system, then it is advisable to develop this local document to justify the expenses incurred.

https://youtu.be/6677lM2vkcE

Please note that the Regulations on Bonuses, in particular, are developed and approved if employment contracts with employees provide for the payment of bonuses, but the procedure for receiving and calculating bonuses, the grounds and conditions for payment are not specified in the employment contracts.

If the organization does not have a provision on bonuses (a regulation on staff motivation or another local act regulating the payment of benefits to employees), the bonus procedure can be fixed, for example, in employment contracts or a collective agreement. If the employer decides to develop and approve a local regulatory act and set out in it all the conditions for bonus payments to employees, it is necessary to develop a draft document.

The unified form of the regulation has not been approved, so the employer independently develops a draft of such a regulation. The regulations on bonus payments to employees (sample) must contain the following information:

1. Objectives of bonuses at the enterprise;
2. Conditions under which an employee may be deprived of a bonus in whole or in part. For example, an employer has the right to determine, as one of the conditions for receiving a bonus, the absence of disciplinary sanctions in the period for which it is paid.
3. Composition of employees to whom the provision applies;
4. Indicators for the achievement of which employees will be awarded bonuses or other conditions for receiving a bonus;
5. Types of bonuses (monthly, quarterly, annual, one-time, etc.);
6. The provision on motivation or bonuses must necessarily disclose the procedure according to which bonuses are calculated;
7. The procedure for paying bonuses;

The main part of the document is divided into logical parts: sections, subsections, paragraphs, etc.

Sample regulations on bonuses for LLC employees

VIDEO ON THE TOPIC: 7 ways to motivate employees
Based on the standards set out in Part. Please note! All of these types of incentives, the procedure and basis for their accrual and other information are indicated in the collective agreement, as well as in local acts of LLC Part. Internal rules should in no way worsen the position of employees in comparison with the legislation of Part. According to the terms of Part. Based on the provisions of Part. It is also possible to issue an individual act - an order from the manager regarding bonuses for one or more employees.

Letter from the Ministry of Labor of Russia from The specific timing of payment of bonuses must be specified in the local regulations of the enterprise, and if a specific date is set, this will not be a violation of Part. The main purpose of bonuses is to stimulate employees to successfully work in the LLC, they also help improve the quality of work , professional growth.

There is no separate chapter in the Labor Code of the Russian Federation dedicated to the bonus, the procedure for its accrual and payment. Accordingly, it follows that the procedure for calculating this type of incentive is at the discretion of the employer. This is confirmed by a letter from the Ministry of Labor of Russia from As it turned out above, the provision on bonuses is a local regulatory act; accordingly, its text is developed and approved by the management of the LLC.

The regulation on remuneration is also a local legal act. Its main task is to systematize and describe the mechanism for issuing and calculating wages, as well as bonuses and other additional and incentive payments. There are no clear recommendations establishing the need to combine the provisions on remuneration with the provisions on bonuses in one document.

Each employer acts at its own discretion when resolving this issue. The moment of entry into force of the provision on bonuses or provisions on remuneration can be specified in the text of the document itself. Moreover, if the validity period is not limited by any date, then it will be considered unlimited. The specified local regulatory legal acts are approved by the head of the enterprise, but taking into account the opinion of the representative body of workers. This requirement must be observed regardless of the size of the trade union organization, the ruling of the Leningrad Regional Court dated At the same time, according to the terms of Part.

Moreover, the peculiarities of bonuses for the director are caused by the uniqueness of his legal status in the LLC. If in relation to other employees he is the employer, then in relation to him the employer is the LLC itself in the person of its founders. Therefore, it is not allowed to issue a bonus by order of the director.

The grounds for bonus payments to directors are also set out in the employment contract or local act of the organization. Payment of a bonus based on the director's order may lead to the tax office challenging the reduction of taxable profit by the amount of the bonus. If the director is the only participant in the company, then he makes the decision on bonuses independently. The regulation on wages at an enterprise is an act that contains general information about the procedure for calculating wages and the mechanism for their payment.

In addition, this document may include the procedure for calculating various incentive payments, such as bonuses. If necessary, it is possible to draw up an independent bonus regulation. Both of these documents are approved by the head of the enterprise. Subscribe to news. Our groups. We will discuss below what payments to employees are considered bonuses and how bonus regulations are drawn up.

Photo: Lori Photobank. Sample Regulations on bonuses in an LLC. Sample Regulations on remuneration of LLC employees. The specified type of incentives can be established for the employee, for example, for the level of qualification, obtaining an academic degree, in the presence of a supporting document, etc.

Significant experience and length of service at a particular enterprise may serve as the basis for the calculation and payment of a bonus. This type of incentive can be determined either as a fixed amount or as a percentage of the salary. Incentive payments. Can be established one-time, for example: financial assistance to employees; benefits for those retiring; payment for vouchers when referred to sanatorium-resort treatment, etc.

Prizes, which we will discuss in detail below. The payment terms for bonuses may vary: monthly; 1 time per quarter; 1 time per year; bonus for a different period of work. By purpose: when achieving high performance results; performing a specific task.

According to the assessment of labor activity indicators: individual; collective. By method of calculation: absolute, t. By frequency: systematic bonuses paid regularly; one-time bonuses. According to established indicators, such as: for length of service; for a holiday or anniversary; at the end of the next working year for an employee at the enterprise. The employer is allowed to fix the bonus procedure in the following ways: Specify the specified conditions in the employment agreement with the employee.

Include rules on bonuses in the salary regulations. Introduce bonus regulations. When drawing up and introducing such a provision, it is necessary to take into account the following points: The bonus must be provided not only by the regulation, but also by the employment contract, i.e. An indication of the periodic payment of a bonus without criteria for accruing the latter actually means the employer’s obligation to accrue an incentive payment, regardless of the quality of the employees’ work, Leningradsky’s definition regional court from It is permissible to make the payment of the bonus dependent on the financial condition of the enterprise, otherwise the specified right turns into an obligation.

The courts have confirmed the fact that the financial insolvency of an enterprise is not accepted as an excuse for non-payment of a premium. Resolution of the Federal Antimonopoly Service of the Moscow District dated The sample regulation must include the following information: General provisions: its name as a document; an indication that the document is a local regulatory act developed in accordance with the norms of the current labor legislation; an indication of the name of the enterprise if the specified provision is developed for a specific department: sales, sales, etc.

Bonus indicators: list of grounds on which a bonus is subject to accrual; Main factors; the amount of the established premium; procedure for accrual and calculation; a list of grounds on which an employee may be deprived of payment. Submission for bonuses: payment procedure and deadlines; procedure for approving lists of employees for bonuses; procedure for issuing an order for promotion. Final provisions: procedure for document approval; procedure for making changes; duration of the provision.

The regulations on remuneration may consist of the following sections: General information regarding: the name of the enterprise in which it is accepted; the procedure for paying wages; making vacation pay; making deductions from wages; the procedure for paying wages, including in the event of the death of an employee or failure to perform official duties.

Information regarding the official salary: its size and determination procedure; the procedure and grounds for changing the salary rate; procedure for registering changes in monthly rates. Premium surcharges: list of existing surcharges at the enterprise; grounds for calculating incentive payments; payment procedure on weekends and holidays, at night.

The decision to pay a bonus to the director is made by the LLC participants and is confirmed by: the minutes of the general meeting of the company participants; decision of the sole participant of the LLC. If the director illegally paid himself a bonus, then the participants can: demand from him compensation for the damage caused Art. Comment 0.

Back forward. The general taxation system for LLCs is taxes and reporting. Everything new and interesting for a lawyer is in our e-mail newsletter! Leave a comment. Receive email notification of response. I agree with the terms of personal data processing. About the project Feedback.

Login Registration Forgot your password? Main menu. Are you here.

Proper development of employee bonus regulations will help you coordinate the reward system in the company. In addition, this act will serve as an excuse to the tax authorities for the expenses incurred. See the full set of rules and a sample of the year's regulations here. The bonus regulation is a document that reveals the system of incentive payments at the enterprise. It includes types of bonuses, their calculation, issuance procedure, conditions for receipt, etc.

Principles of motivation, material and non-material incentives for employees

Manufacturing enterprises, educational and medical institutions, retail chains, and other types of organizations are interested in competent and loyal personnel. Profit, recognition of a production or brand name, and customer recognition are directly related to the actions of employees. Management and owners of companies must implement a system of motivating employees for achieved performance and quality of work.

Its essence is set out in the regulations on bonuses and material incentives for personnel, which each company develops independently based on suitable samples and templates. Contents Modern methods of labor productivity management use motivation and stimulation of employees.

Qualified personnel committed to the company form the basis of an organization's competitiveness.

The location, respect, trust, and efficiency of employees are formed by a clear and effective employee reward policy. The employer, who has provided for the principles of moral and material reward in the collective agreement, internal regulations and orders, has taken real steps towards high staff productivity. Documentation of the principles of rewarding employees allows:

1. tie bonuses and financial incentives to the results of the employee and the company;
2. increase labor costs;
3. reduce the scope of the employment contract and do not describe incentive aspects for each employee
4. provide bonus indicators;
5. reduce income tax;
6. nullify questions from inspection bodies regarding payment of sick leave;

The head of the company has the right to entrust the development of regulations on bonuses and material incentives for employees (Regulations) to the personnel service. Labor economists, accounting, and the legal department, as a rule, take part in drawing up the internal act of the organization. It is necessary to involve the heads of all interested departments in drawing up regulations on employee incentives. Employer

Financial incentives

The Labor Code of the Russian Federation is the main document regulating material incentives for personnel. In particular, Article 191 of the Labor Code of the Russian Federation delegates the right to resolve these issues to the employer himself.

Art. talks about how this is done in practice. 8 of the same Labor Code of the Russian Federation. In particular, it is proposed to regulate the issues of incentives by local regulations. The main and recommended corporate document is the collective agreement. It should specify the conditions, amount and procedure for bonuses to staff.

The right tool for material motivation is money

The incentive system develops a special provision on bonuses and motivation of employees. The development of regulations on employee incentives is carried out by the company’s personnel or legal department. In accordance with Art. 135 of the Labor Code of the Russian Federation, during this process the opinion of the representative body of the labor collective must be taken into account . The main requirement for a document is its compliance with the law. The name and structure of the provision on financial incentives are not regulated by any rules. All materials and developments on this issue are far from perfect and are advisory in nature.

You can read more about the development of a staff motivation system on our website:

In some companies, bonus issues have spontaneous and sometimes even emotional overtones and are not regulated in any way. Such companies should remember that the accrual of bonuses not specified in the governing documents may be considered controversial and therefore at any time protested by dissatisfied employees (Article 381, Article 395 of the Labor Code of the Russian Federation). That is why it makes sense to develop a corporate document regulating material incentives for personnel. An approximate structure of such a position is shown in the figure.

Approximate structure of the provision on financial incentives

Bonus algorithms

When drawing up corporate regulations on bonuses, it should be taken into account that bonuses are of two types:

1. Periodic payments based on the performance of the team.
2. One-time bonuses for achievements in work.

If periodic payments are a collective form of incentives, then a one-time bonus is rather individual in nature. In the process of developing local regulations, it is necessary to take into account the principles of incentives:

• The amount of remuneration should be proportional to the employee’s qualifications. The concept of qualification is defined by Federal Law No. 236 of December 3, 2012 and the established procedure for its application (Article 195 of Law 122-FZ of May 2, 2015). For budgetary organizations, the employee’s bonus depends on the tariff schedule (Resolution No. 32 of November 11, 1992). The amount of payments is not limited by law.
• Bonuses can be given based on the company's performance for the year, quarter, month, etc. The list of bonuses includes employees whose labor efficiency directly affects the results of the entire team.
• When determining the basis for bonuses, it is recommended to reward professionalism in all its manifestations. For example, with piecework wages, you can take into account the quality of work, and with time-based wages, you can take into account the volume of completed tasks.
• With regular bonuses, the main condition is often the absence of outstanding disciplinary sanctions against the employee. Although the legality of this point is controversial.
• The size of bonuses can be set either as a fixed amount or as a percentage of the main part of the salary.
• The calculation of the premium should be carried out as transparently as possible.

One-time bonuses can be paid:

• for labor rationalization and innovation;
• increase in labor productivity;
• professional development;
• for holidays and anniversaries, etc.

A bonus is an encouragement. It may be paid, but is not mandatory, unless otherwise stated in the collective agreement.

The bonus regulations of some companies specify the maximum amount of bonuses

Is it legal to deprive employees of bonuses?

There is a concept of “depreciation”. From a legal point of view, the term is not entirely correct, since in accordance with the Labor Code of the Russian Federation it is impossible to deprive an employee of a bonus for violating labor discipline. Article 192 of the Labor Code of the Russian Federation does not provide for this type of punishment. In practice, record keeping is often checked by accountants, not lawyers. Therefore, the question of the legality of such penalties is not urgent.

Often, employers who want to reduce their costs for paying bonuses actively implement a system of fines in the company. Some particularly zealous employers even manage to stipulate them in the collective agreement, which is completely illegal.

An employee can be deprived of a bonus only for serious disciplinary offenses, for example, absenteeism, deliberate damage to equipment, or appearing at the workplace in a state of drug or alcohol intoxication. The corresponding decision is formalized by order of the head.

Extract from the order on depreciation of the employee

Taxation of bonuses

Bonuses accrued and paid to employees are subject to taxation in accordance with Art. 255 clause 2 of the Tax Code of the Russian Federation . Personal income tax in 2020 is 13%. The amounts of withheld tax are reflected in the personal income tax certificate-2, which is issued to each employee upon request.

Premiums accrued at the expense of special-purpose funds or a targeted program may not be taxed (Article 270, paragraph 22 of the Tax Code of the Russian Federation).

The calculation of bonuses based on monthly work results can be considered using a simple example. The employee receives a fixed salary of 35 thousand rubles. The order provides for a bonus of 10%. The calculation scheme is simple:

• The bonus is: 35,000 * 0.1 = 3,500 rubles.
• Total accrued for the month: 35,000 + 3,500 = 38,500 rubles.
• Personal income tax: 38,500 * 0.13 = 5,005 rubles.
• Total payable: 38,500 – 5,005 = 33,495 rubles.

Any employee can perform this calculation for themselves.

A properly designed incentive program implies transparent calculation of bonuses and their regular payment.

Complaints regarding non-payment of bonuses are considered by the labor dispute commission, or through a lawsuit in court. The court will take into account labor legislation and approved local documents. Controversial issues not covered by the collective agreement may be interpreted in favor of the employee . Late payment of a bonus is equivalent to a delay in wages, which entails liability for the management of the enterprise . And in accordance with Article 237 of the Labor Code of the Russian Federation, the court may apply compensation for moral damage.

Bonus payments should not be the reason for the loss of the enterprise. Otherwise, during a tax audit, the premium amounts will be considered unjustified.

Order on bonuses

The basis for issuing a bonus to employees is an order for the enterprise, which defines the circle of persons indicating the basis for the bonus and the amounts to be paid. If the bonus procedure is not regulated by the company’s local documents, then the order is drawn up based on the representation of the heads of departments.

The form of such an order is regulated by Resolution of the State Statistics Committee No. 1 of January 5, 2004. In the case of individual bonuses, the order is drawn up in form No. T-11, and in the case of collective bonuses, T-11-a. The bonus order is entered into the employee’s personal card (form T-2).

The form for filling out an employee bonus order is standard

You can download the current 2020 bonus order forms in form T-11 and T-11-a using the current links.

Regulations on personnel motivation sample

At the present stage of economic development, the need to create a new motivational model that stimulates the introduction of advanced technologies, reducing social tension and preventing labor conflicts becomes obvious.

Let's consider this problem using the example of the limited liability company "Count Trans+". The main goal of the enterprise's activities is to most fully satisfy the needs of the population and enterprises for products, goods and services, as well as to make a profit in the interests of society participants; the enterprise's activities consist of: - transportation of goods; — transport services; — other types of activities not prohibited by current legislation.

We recommend reading: Posting information discrediting honor and dignity on social networks

In motivating the work activity of the personnel of Graf Trans + LLC, the object and subject are: - The subject is the general director of the organization, deputy director for personnel, deputy for production.

— The object is all employees of Graf Trans+ LLC. — The management entity of Graf Trans + LLC sets itself the following goal to increase the efficiency of work motivation: creating incentives for a person in which he has a desire to work in a way that would help achieve the goals of the Graf Trans + LLC organization, highly productive labor of workers.

The principles of motivation for work activity in Graf Trans + LLC: – flexibility – the ability to apply in conditions of dynamic organizational, economic, and external changes; – mandatory compliance by employees of any position level with the principles of the motivation policy enshrined in internal regulatory documents; – universality – focus on providing a set of measures to solve any production, professional and social situations; – continuous improvement of methods for managing work motivation based on modern concepts of motivation management; – efficiency – correspondence of costs to results obtained in terms of quantity and quality;

Regulations on bonuses for employees - sample 2020

Now the deployment of a new separate tank battalion as part of the 11th Army Corps of the Coastal Forces of the Baltic Fleet thus means a relatively significant increase in the tank fleet in the region. Documents are required here in a small amount (passport, any other document), proof of income, availability of work will be needed only in some cases.

However, the basic requirements for how long it takes to make repairs in an apartment are clearly defined. Make proposals to the chief nurse on issues of improving the organization of the operation of the operating unit, as well as on improving the organization of work of nursing and junior medical personnel.

An item of fixed assets acquired by a company is reflected in tax accounting with the definition of a specific depreciation group. And what do men themselves say about why they cheat but don’t leave? The Family Code specifies several situations in which you must file an application for divorce with the registry office, even if you have minor children.

Regulations on non-material motivation

Home — Business Organization — Personnel — There are many ways to encourage staff to work conscientiously.

If an employer is interested in finding ways to tie team members to their jobs, if he is able to captivate employees with the corporate idea, then such an enterprise will have minimal staff turnover.

Among the methods of stimulation, non-material ones are of particular importance.

They are part of compensation and are aimed at developing a team spirit and increasing staff loyalty. Contents: 1. Non-material incentives: options 2. Non-material incentives: individual approach 3.

Attention to staff is the most reliable currency 4.

Non-material incentives: encouraging creative potential 5. Non-material motivation: take care of employees 6. employees of the organization Non-material incentives: options The vast majority of team members will prefer an increase in wages or the payment of substantial bonuses as a reward for their work.

A company with a large authorized capital has no problems with this.

But even top companies practice methods of non-material reward. And for a small company, finding options for non-material interest of the team is a matter of survival.

Among all the ways to reward employees without financial payments, the most popular is the provision of additional days off. This should not be confused with donation days off.

All donors are already entitled to additional days of rest. But a couple of extra days off can be a really good financial incentive for workers.

Other methods of non-material motivation include: Promotion. Encouraging career advancement is a powerful incentive to stimulate the team.

And it’s not just that a higher position automatically means an increase in salary.

For

Examples of non-material motivation in Russian conditions

Perhaps the examples given in this section will inspire managers to develop original solutions for an incentive program. All of the methods listed below have been adopted by Russian businessmen. Some of them are definitely worth borrowing.

• Granting special powers.
  An employee appointed responsible for any area (project, site) acquires significance in his own eyes and in the eyes of his colleagues. Attitudes towards him change, he gets the opportunity to lead and can subsequently reflect on his resume the presence of managerial experience. By observing such an employee, management draws conclusions about whether he can be trusted to solve more serious problems. Some companies constantly practice this method: depending on specific tasks, one or another employee is appointed to the position of manager.
• Attendance at important meetings.
  When a boss invites his subordinate to participate in a meeting at the highest level, this is perceived by the latter as an expression of gratitude and trust. The fact of participating in such a meeting gives him a special status and guarantees the respect of his colleagues, even if he did not say a single word during the negotiations. There is a small chance that such an employee, after communicating with representatives of a competing company, will lose loyalty to management. But this is only possible if the climate in the team is unfavorable and the employee in question does not receive appropriate material remuneration for his work.
• Possibility to choose first.
  Encouragement, in its essence, is not so much recognition of merit as being distinguished from the general mass. Therefore, if a boss offers a distinguished employee the right to be the first to choose a project that he would like to implement, a place and mode of work (for example, in the case of opening company branches), and time for vacation, then this will certainly be appreciated. The rest of the subordinates will choose from what remains unclaimed.
• Please give advice.
  If an employee demonstrates competence in any area of ​​activity, then the manager can (and sometimes should!) turn to him for advice. The employee will feel that his opinion is valued.
• Public expression of gratitude.
  As you know, children should be praised in public, but scolded in private. The same rule applies to subordinates. Praise in front of colleagues is always more pleasant than in person.
• Improving the psychological climate in the team.
  If a leader understands how important a healthy atmosphere is, he will definitely make efforts to maintain or create one.

Competent non-material motivation of staff creates the basis for the normal development of the company: if you correctly develop a unique motivational program and are able to implement it, your subordinates will become more proactive and loyal over time.

Measures aimed at motivating staff

Approved by the General Director of Aktiv OJSC _________________ S.N. Kovalev “____” _____________ 2013 Contents: 1. General provisions. 2. Purpose and objectives of the provision.

3. Terminology. 4. Types of employee incentives. 5. Management competence. 6. Final provisions. 1.1.

This provision on employee motivation and loyalty to the company applies to employees of the open joint-stock company "Active".

1.2. The company uses the labor of employees, who, other things being equal, are paid and rewarded equally, according to the same rules.

1.3. The company has adopted a system of moral and material incentives. All employees can be rewarded for conscientious work and achieved economic, material and other results. 1.4. The company also applies individual incentives to individual employees for special achievements in their work, as well as material remuneration for employees based on the results of their work during the reporting period.

2.1. This provision describes the principles and rules for the distribution of material remuneration. 2.2. The process of personnel motivation is aimed at stimulating and rewarding employees, increasing the level of loyalty to the company, improving the social climate, increasing productivity and increasing employee satisfaction by creating certain corporate conditions that will encourage them to be adherents of corporate values. The company is building a reliable foundation for long-term cooperation with staff.

2.3. The personnel motivation system, the operating principles of which are fixed in the regulations, is designed to achieve the following goals: - achieving the strategic business goals of Aktiv LLC through encouraging employee activities with the help of a variety of attractive incentives for employees; — increasing the company’s profit by stimulating the efficient work of the company’s employees, applying a system of benefits and incentives in accordance with their needs; — ensuring stability in the company’s activities by providing employees with social guarantees aimed at increasing the level of team loyalty to the organization and achieving stable labor results in the long term;

Regulations on personnel motivation

Manufacturing enterprises, educational and medical institutions, retail chains, and other types of organizations are interested in competent and loyal personnel. Profit, recognition of a production or brand name, and customer recognition are directly related to the actions of employees. Management and owners of companies must implement a system of motivating employees for achieved performance and quality of work.

Its essence is set out in the regulations on bonuses and material incentives for personnel, which each company develops independently based on suitable samples and templates.

Modern methods of labor productivity management use motivation and stimulation of workers. Qualified personnel committed to the company form the basis of an organization's competitiveness. The location, respect, trust, and efficiency of employees are formed by a clear and effective employee reward policy.

The employer, who provided for the principles of moral and material reward in the collective agreement, internal regulations and orders, took real steps towards high staff productivity. Documenting the principles of employee incentives allows you to:

1. tie bonuses and financial incentives to the results of the employee and the company;
2. nullify questions from inspection bodies regarding payment of sick leave;
3. reduce the scope of the employment contract and do not describe incentive aspects for each employee
4. increase labor costs;
5. provide bonus indicators;
6. reduce income tax;

The head of the company has the right to entrust the development of regulations on bonuses and material incentives for employees (Regulations) to the personnel service. Labor economists, accounting, and the legal department, as a rule, take part in drawing up the internal act of the organization.

The employer uses labor legislation regarding bonus payments, taking into account the specifics of the structure, production and technological processes of the company.