The fundamental document that regulates the relationship between employer and employee is the employment contract. It reflects all the obligations and rights of the parties.
In addition, the document contains clauses on liability for violations of the terms of the employment contract.
In our article we will look at how to draw up an additional agreement to an employment contract on salary changes in 2020. The reader can also find a sample of the completed document on this page.
The need for an additional agreement to the employment contract
In the employment contract between the employer and the employee, there is one of the most important points - the determination of the salary amount. Please note that indicating the salary amount is a mandatory requirement for the content of the document.
Thus, any change in an employee’s salary must be accompanied by the signing of an additional agreement between the parties to the labor relationship. In this case, it does not matter at all whether the salary increases or, conversely, decreases.
The signing of an additional agreement is evidence that the change in salary is voluntary and occurred by mutual agreement of the parties. In most cases, this means salary, as a permanent part of the employee’s salary.
We add that some payments to employees that are not considered permanent income do not require the conclusion of an additional agreement, namely:
- bonuses;
- allowances and so on.
There is no need to stipulate these payments in an additional document.
What to pay attention to when registering
The law does not impose any special requirements on the content of the document or its execution, so an additional agreement can be drawn up on an ordinary A4 sheet or on company letterhead. It is permissible to write the agreement either by hand or print it on a computer (the second option, of course, is much more convenient).
The main condition is that the document bear “live” signatures of both parties (the use of facsimile autographs, i.e. printed in any way, is completely unacceptable).
It is necessary to certify the form with a seal or stamp only if this norm is established in the internal regulations of the company (from 2020, legal entities may not use stamps when endorsing their documentation).
The agreement is always printed in two copies , one of which is handed over to the employee, the second remains with the employer.
https://youtu.be/xN_TxwRrmes
Registration of amendments to the employment contract
It should be noted that an employee’s salary can change not only upward, but also downward. A salary increase is usually perceived positively by employees and there are no problems in preparing related personnel documents.
A salary reduction, on the contrary, causes a negative reaction and often leads to conflicts with the management of the organization. As a result, the employee may refuse to sign the necessary documents that reflect downward changes in salary.
Based on para. 5 hours second art. 57 of the Labor Code of the Russian Federation, salary is a fixed part of the salary, which is necessarily prescribed in the employment contract between the employer and the employee. In this regard, to change the salary it is necessary to conclude an additional agreement.
There will be no problems if the employee agrees to a salary reduction. But most often, a reduction in salary leads to the fact that employees do not agree to sign an additional agreement to the employment contract on changing the salary.
How to formalize a salary change due to a decrease in salary
The employer has the right to change the salary downward if the enterprise faces adjustments regarding organizational and technical conditions. But even in this case, you cannot pay wages below the minimum wage. Otherwise, the worker’s situation worsens, and the Labor Code of the Russian Federation does not allow such an outcome.
Reducing employee salaries has clear legal restrictions
As for the manager’s actions, they will be as follows:
- Issuing an order stating changes to the staffing table. Each employee must be familiarized with the order and signed.
- Notifications indicating the reasons for the salary reduction are sent to employees no later than two months before the actual changes. Separately, opportunities to resign are provided for those who do not agree with the new provisions. The director is obliged to offer another suitable position to those who are not at all satisfied with the new salary. If the other party refuses the proposed options, the manager has the right to terminate the agreement.
- An act of refusal is drawn up if the citizen does not agree to sign documents or get acquainted with them. The document is also required for situations where there is a refusal to perform work under new conditions.
- An additional downgrade agreement is drawn up for those who agree. And also you cannot do without an order regarding changes in salary.
We suggest you read: Taking a child under guardianship in Belarus
The salary increase procedure occurs at the same moment when an employee is transferred to a new position. And in this case, you cannot do without an additional agreement. It describes the new position along with the amount of remuneration for the work.
Once the parties sign the agreement, a final order is issued. For this, forms T-5 or T-5a are used. It is necessary to indicate the exact size of the bet after the increase. Information on the transfer is entered into the work book.
In most cases, salary reduction is a legal action that does not violate applicable regulations. The main thing is that the employer himself complies with all the rules specified above. It is permissible to reduce wages both for one employee and for all at once.
A downward change in salary is permissible if the following conditions are met:
- Reorganization of an enterprise when the technical and organizational conditions for performing work change.
- Demotion of employees.
- A real decrease in the company's income. In this case, the manager reduces salaries to avoid a complete shutdown of production.
Without the reasons described above, employers have no right to reduce wages.
Attention! Important: the notification must indicate all vacancies for which the employee may apply!
After receiving the notification, events may develop as follows:
- the employee agrees with the demotion and signs an additional agreement;
- the employee will not agree to the demotion, but may agree to the transfer (if there are vacancies);
- the employee will not agree to either a salary reduction or a transfer.
In the latter case, he can be dismissed under clause 7 of Article 77 of the Labor Code.
Remuneration or wages is a fixed monetary reward to an employee for work done. The concept of salary is familiar to everyone and it seems that this concept is inextricably linked with the labor relations between the parties in principle.
This is true. If you read Article 57 of the Labor Code, you will notice one interesting detail. In accordance with this regulatory act, the mandatory conditions specified in the employment contract (the act on labor relations between the employee and the employer) include the establishment of wages.
Thus, we can conclude that remuneration is an important component of the interaction between the parties in the field of labor, which means that any change in its value or terms of payment should be reflected in the corresponding document - an appendix to the employment contract.
How to compose?
It often happens that within an organization a number of positions have their responsibilities changed. There are significantly fewer labor functions, which means wages are significantly reduced.
The salary reduction must be commensurate with the reduction in the number of duties performed by the employee. Only in this case is a wage reduction allowed.
If the employer decides to reduce the salary, but does not relieve the employee of a number of functions, this is a direct violation of the rights of the subordinate, for which one can be brought to court.
The Labor Code, in Article 74, Part One, regulates this issue and also reminds us of the proportionality of the reduction in wages to the reduction in work responsibilities.
Article 74 of the Labor Code in part two talks about how and when an employee is notified of changes that are made to his wages and labor functions. The employer must notify the employee verbally or in writing (the second option is preferable) no later than two months in advance that his salary is being reduced and a number of previously performed functions are no longer relevant.
If the employee is on vacation at this time, a notification letter is sent to him at his residence address or a telephone call is made from the employer.
It often happens that the new low salary does not suit the employee. However, he does not want to quit because of this and demands a solution to the problem. What can an employer do? The Labor Code does not allow severing relations with such an employee until he is offered the corresponding position. This is explained in paragraph 3 of Article 74 of the Labor Code.
Thus, the employer must offer a place with a similar salary and functions that the employee can perform with his education, qualifications and health status.
We invite you to familiarize yourself with: Sample land survey agreement
If the subordinate refuses this position, then the employer has the right to dismiss him under Article 77 of the Labor Code, Part 7.
All employees are notified of the upcoming salary reduction 2 months in advance.
Notice of the upcoming salary reduction is sent to all employees whose salary will be reduced.
After the agreement is signed by the employee, the director of the enterprise is obliged to draw up an order indicating the planned changes, the list of employees, as well as the reasons that caused them.
Salary reduction
The need to reduce employee salaries can arise in almost any organization. The reasons for this may be different. Most often, a downward revision of salaries may be required if:
- unstable financial situation;
- the need to change the technological process.
But regardless of which reason it is necessary to reduce employees’ wages, it is mandatory to sign an additional agreement to the employment contract.
The exception is one of the grounds prescribed in Art. 74 Labor Code of the Russian Federation:
- change or introduction of new technologies used in production;
- change or emergence of new technology;
- changing the structure of the enterprise (including management);
- improvement of workplaces;
- change in workload between departments.
In these cases, it is not necessary to obtain the employee’s consent to reduce the permanent salary.
In addition, a reduction in salary is considered a change in the terms of the employment contract, which means that the employer must notify the employee in advance in writing two months before the event occurs.
If, after notifying the employee of the salary reduction, he refuses to continue to perform his duties under the new conditions, then he can be fired. If an employee expresses a desire to continue working on the terms proposed by the employer, it is necessary to conclude an additional agreement to the employment contract.
Please note that an employer cannot simply reduce an employee's earnings. If there is a reduction in salary, then not only working hours, but also the employee’s work responsibilities must be proportionally reduced.
Let us add that any agreement that acts as an addition to the employment contract and contains a condition for reducing wages, while not changing the working conditions, is obviously unlawful. If, in the event of an inspection of an organization by a labor inspectorate, it is revealed that the employee’s working conditions have not changed and the salary has been reduced, then this will be classified as a gross violation of the employee’s rights and the requirements of the Labor Code of the Russian Federation.
In the supplement to the employment contract, it is necessary to indicate the date from which changes to the employment contract come into force.
Who creates the document
Usually, either an employee of the enterprise’s human resources department, or a lawyer, or a secretary is directly involved in drawing up additional agreements, depending on whose job responsibilities this function is included in.
But regardless of who exactly forms this document, it is important that this person knows the basics of the Labor and Civil Code of the Russian Federation, as well as the rules for drawing up such documents.
This is important to know: Additional compensation for early termination of an employment contract
Salary increase
If an organization has sufficiently wide financial capabilities, then it can increase the salary of both individual employees and all employees. As with the salary reduction, changes must be made to the main employment contract.
The standard algorithm for making changes to an employment contract when increasing employee salaries looks like this:
1. The employee’s supervisor draws up a memo to the head of the organization. The note justifies the need to increase the salary of a specific employee. The following may be indicated as grounds:
- high professional qualities;
- merits and achievements;
- performing an increased amount of work, etc.
2. The head of the organization issues an order to change the staffing table items relating to the salary of a specific employee on the basis of a memo. The staffing table, to which changes have been made, will be the legal basis for signing an additional agreement to the employment contract.
In the additional agreement to the employment contract, it is enough to state the clause on the employee’s wages due in the new edition.
It should be taken into account that the date of entry into force of the additional agreement must coincide with the date of changes made to the organization’s staffing table.
You can download a sample additional agreement to an employment contract on changing an employee’s salary using this button:
The procedure for changing salary
In most cases, a proposal to increase the salary of a particular employee of an enterprise is made by his immediate superior, who writes a memo to the director of the company indicating the reasons for such a recommendation.
Further, on the basis of this note, the manager issues an order to change the salary, which reflects all the conditions for increasing or decreasing the salary, indicates the employee who is affected by this change, and also appoints the persons responsible for the execution of this order (as a rule, this is a personnel officer and an accountant).
Then adjustments are made to the current staffing table and an additional agreement is concluded with the employee.
How to change an employee's salary unilaterally?
In accordance with Article 74 of the Labor Code of the Russian Federation, a change in the salary amount in an additional agreement may be associated with a change in technological or organizational working conditions (for example, production automation has occurred or the organizational structure of the enterprise has changed).
In such situations, the employee’s salary can be changed unilaterally at the initiative of the employer. According to the norms of current Russian legislation, the employee must be informed about this at least two months in advance.
Based on Part 2 of Article 74 of the Labor Code of the Russian Federation, the employer must give the employee a notice in writing. This document can be compiled in any form. It indicates the reasons for the changes, and also reflects the amount by which the salary will be reduced and the date.
If the employee refuses to receive notice from the employer, then it is necessary to draw up a report in the presence of witnesses (two or three people). The contents are read aloud to the employee. The two-month warning period begins to count from the date of drawing up the act.
It is worth considering that changes in salary must be included in the staffing table by issuing an order from the manager (in any form). If the employee agrees to work under new conditions, an additional agreement to the employment contract is drawn up.
After this, it is necessary to issue an order to reduce the employee’s salary, which can also be drawn up in free form. Next, the employee must be familiarized with the order against signature.
In accordance with Part 3 of Art. 74 of the Labor Code of the Russian Federation, if an employee does not agree with changes in wages, then the employer must offer the employee available vacancies (in writing). The employer can offer not only vacancies that match the employee’s qualifications, but also other, lower-level positions.
The employer has the right to dismiss the employee if he refuses the transfer or if there are no vacancies, on the basis of Part 4 of Article 74 of the Labor Code of the Russian Federation. The employee is entitled to severance pay (in the amount of two weeks' average earnings).
Reduction of wages by agreement of the parties
In the event of a wage reduction, the employer’s action plan is similar to that given in the first block of our article:
- issuing an order to change the staffing table;
- notifying the employee about changes in working conditions;
- signing an additional agreement (if the employee agrees to these changes);
- issuing an order to change the salary of specific employees.
IMPORTANT! If the employee does not agree with the new working conditions, the employer is obliged to offer him other vacant positions that currently exist in the organization. If the employee refuses them, then the employment relationship with him is terminated under clause 7, part 1, art. 77 Labor Code of the Russian Federation.
At the same time, a reduction in wages cannot be dictated solely by the desire of the employer. It must be justified by changes in organizational or technological working conditions, for example, changes in equipment and production technology, improvement of workplaces based on their certification, structural reorganization of production, and should not worsen the position of the employee in comparison with the terms of the collective agreement (clause 21 of the resolution Plenum of the Armed Forces of the Russian Federation dated March 17, 2004 No. 2).
How to change an employee's salary when transferring to another workplace?
As we have already noted, any change in the terms of the employment contract must suit both the employee and the employer. This also applies to changes in an employee’s salary in connection with a transfer to a new workplace.
The employee must be notified of the transfer in advance - no later than two months. If the employee agrees to the transfer, then he should sign an additional agreement to the employment contract regarding the clauses of the contract that are subject to change (including changes in salary).
The obligation to draw up an additional agreement to the employment contract when the employee’s salary changes lies with the employer. It is necessary to draw up and sign two copies of such an agreement (one for the employee and the other for the employer).
Key points when changing salary
Salary is the unchangeable part of the salary. Usually for different categories of employees it is established by a separate order of the director of the company, fixed in the staffing table and then remains unchanged for a certain period of time.
However, due to any circumstances, the management of the enterprise may decide to increase or decrease the salary - the law does not limit the employer’s right in any way.
The only condition that must be met is to notify those employees who are affected by the salary change in advance and in writing.
If the employee agrees with the proposed salary, it is necessary to conclude an additional agreement with him.
The salary can be changed as often as you like, the main thing is that it is not lower than the minimum wage established by law. A change in salary can affect both a group of employees and a particularly distinguished employee, while the size of the change is also strictly individual.
How to compose additional an agreement to increase wages with an increase in the minimum wage and indexation?
Based on Art. 133 of the Labor Code of the Russian Federation, when changing the minimum wage, all employers are obliged to bring the wages of low-paid workers in line with the new minimum wage. If an organization has a salary-bonus system, this can be done by increasing bonuses. With employees receiving only a salary, an additional agreement must be concluded to increase the employees' salary.
In a situation where the minimum wage was increased retroactively, the organization needs to draw up an additional agreement to the employment contract on an increase in salary with the date when it became known about the change in the minimum wage. In this case, the agreement must be extended to earlier periods and the wages of employees must be recalculated.
In addition to changes in the minimum wage, workers' wages are also affected by their indexation. In case of indexation, additional agreements on changes in wages should be concluded with employees. Based on Art. 134 of the Labor Code of the Russian Federation, the procedure for indexation by commercial organizations is prescribed in local regulations (for example, in the regulations on wages and bonuses).
Please note that it is impossible to index the wages of employees without concluding an additional agreement, due to the fact that the terms of the employment contract are changing.
Salary
Remuneration or wages is a fixed monetary reward to an employee for work done . The concept of salary is familiar to everyone and it seems that this concept is inextricably linked with the labor relations between the parties in principle.
This is true. If you read Article 57 of the Labor Code, you will notice one interesting detail. In accordance with this regulatory act, the mandatory conditions specified in the employment contract (the act on labor relations between the employee and the employer) include the establishment of wages.
Thus, we can conclude that remuneration is an important component of the interaction between the parties in the field of labor, which means that any change in its value or terms of payment should be reflected in the corresponding document - an appendix to the employment contract.
How to draw up a sample additional agreement on salary changes 2020
Organizations that quite often change employee salaries should develop a sample additional agreement. As we have already mentioned, the document can be drawn up as an appendix to the regulations on remuneration and bonuses.
An additional agreement is concluded in the same manner as an employment contract. Please note that the additional agreement must reflect the specific amount of the salary, from what date the salary will change and how much it will be, as well as the details of the employment contract to which changes are made.
In addition, the additional agreement on salary changes must be assigned a serial number. The preamble to the agreement must include the following information:
- last name, first name and patronymic of the employee;
- last name, first name and patronymic of the employer's representative.
Next, indicate on the basis of which document the representative of the organization acts (this can be a power of attorney or charter). The document is marked with the date and place of drawing up the additional agreement. It is signed by both the employee and the employer. Then the document is certified with the seal of the organization (if any).
One copy is with the employer, the other (for signature) is with the employee.
Let us remind you that wages must not be lower than the minimum wage established at the local level. Very often this level is higher than the federal minimum wage. From 01/01/2020, the federal minimum wage is set at 12,130 rubles.
You can download the additional agreement to the employment contract on salary changes using the button below:
The article has been edited in accordance with current legislation 10/11/2019
How to formalize a change in an employee’s salary: unified order form
If the employer decides that the employee’s salary does not correspond to the actions and responsibilities he performs, then the decision to change the payment is made immediately.
Most often, thoughts about changing wages come to the mind of the employee’s immediate superior. And he already reports his judgment to the immediate manager of the organization. A small meeting is held regarding the increase in wages, at which a final decision is made; if it is positive, then the procedure for amending the employment contract to change the salary begins.
So, now that you understand the importance and necessity of making changes in wages in the employment contract, let's talk about the correct execution of documents and forms.
Who composes?
A memo is the initial document that starts the process of increasing wages. This document is drawn up by the employee’s immediate superior, for example, the head of a workshop or the head of a department.
The memo must have its own strict form of drawing up t - 2. This document is drawn up on half an A4 sheet.
At the top of it it is indicated to whom it is sent, in particular to the head of the organization and from whom. Next, the employer begins to inform the employer about the person in respect of whom this note was drawn up.
At the end of the document the date of its preparation and signature are indicated. Do not underestimate the importance of writing this document; write correctly and without errors.
This note must be presented to the employee himself and if he agrees with its wording, it is transmitted directly to the manager’s secretary.
The employer gets acquainted with the document and decides to accept it. Upon acceptance, an order is drawn up, but we will talk about it much later.
Example wording
The note must provide the grounds on which the employee can expect a change in wages. For example, if we are talking about a salary increase, then you need to describe why this particular employee can count on an increase in funds.
After the note is accepted by the employer and executed, a corresponding order is drawn up. Let's consider the basic principles of its compilation.
Who is writing it?
The order is drawn up by the employer. This local regulation also leaves the stamp of the organization. The order can be drawn up either by hand or on a computer, but must have a serial number.
In what form?
The order is drawn up in a clearly approved form T - 5 on an A4 sheet. The name of the organization is indicated at the top. The date the document was compiled is also indicated.
The order contains approval of the proposal to change wages. It is also necessary to write what served as the basis for such a decision. In our case, this is a memo.
Next, the order must be passed on to all employees for review. To do this, he hangs himself on a notice board and remains there for some time.
The last step is to draw up an order or order regarding the salary increase. This document officially completes the procedure for changing the salary. The order is drawn up by the head of the organization.
True, the new changes will not come into force immediately, but only two months after the changes are made, in accordance with Article 74 of the Labor Code.
How to compose?
The order is drawn up on the organization's letterhead in a manner clearly established by local regulations in the above-mentioned form T - 5. It details which employee working in which position will have their salary increased. In addition, it must be noted how much the salary will increase.
At the end of the order there is the signature of the manager, the date the order was issued and a link to the additional agreement drawn up. All employees of the organization must be familiar with the order.
The first steps in the procedure are drawing up a memo, as well as getting this document approved by management. Then they ensure that changes are made to the staffing schedules.
The order is an order to change the salary
This is why the order itself is issued. It must describe exactly what changes are being made to the staffing table and in what order. It is also necessary to indicate what served as the basis for reducing or increasing the salary.
The procedure for making changes is completed after the salary is finally approved. It is mandatory for the employee to familiarize himself with the document. Afterwards, the personnel officer corrects the personal file. A copy of the order is sent to the accountants. Finally, an additional agreement is expected to be concluded with the subordinate.
It often happens that management decides to change salaries for all employees or for a certain group. If the salary increases, then no prior agreements will be required.
You just need to formalize an agreement that the working conditions are changing. For example, that wages are increasing. The document sets out the reasons for such grounds along with the period during which the changes will apply.
If one of the subordinates refuses, but the others do not, then for the first one it will be necessary to provide for a reduction in job responsibilities. Otherwise, the situation will look like discrimination to inspectors.
You will need to perform several steps:
- draw up an additional agreement;
- issue an order;
- make adjustments to the staffing table.
If a salary increase is relevant for several employees, then an order is issued separately for each. You should not combine the text into one whole.
This is a document that allows you to warn employees about planned changes. Usually processed and sent two months before everything is done. Articles 306 and 344 of the Labor Code contain exceptions related to this event.
Employees are required to be notified of salary changes in advance
The notice is handed to the employee, the latter must sign. You need to write about when adjustments will be made and on what basis. The possibilities of dismissal and transfer to another position in case of disagreement are described.
We invite you to read: How to properly rent out an apartment: rules and tips for renting out an apartment.
Salary is a condition associated with remuneration. Therefore, this condition must be included in employment agreements. This means that agreements must also be drawn up. The following wording is acceptable for this document:
- The proposal itself to make changes with the appropriate content.
- Description of the official salary that is established for further work.
- An indication that the additional agreement is drawn up as an addition to the Employment Agreement.
- Description of the number of copies of the document and its legal force. Each party must have at least one copy.
Changes in salary for a director are subject to similar rules.
An increase in salaries for staff may be forced or voluntary.
The first case assumes that the manager makes a decision independently, voluntarily. When changing the minimum wage, most often we are talking about the second situation. Indexation refers not to the rights, but to the responsibilities of the employer. The size of the increase depends on the official inflation rate. Promotions are available to all employees.
When the minimum wage increases, two options can be used to solve the problem:
- setting an additional payment that will bring the remuneration to the required level;
- tariff increase.
In both cases, a standard order is issued. It is imperative to write in the document why this or that action is being performed and on what basis.
No one will object to a salary increase, so the salary can be changed by agreement. In this case, the algorithm will be as follows: - an additional agreement is drawn up to the contract; - an order is issued to change the salary; - the staffing table is changed.
An additional agreement is a condition for changing the employment contract in terms of the salary amount. You can compose it according to this example.
There is no need to warn about a salary increase, because this is a voluntary agreement!
The agreement must include the following condition: “the monthly salary (or tariff rate) from such and such a date will be so much.”
For your information By the way: the basis for concluding an additional agreement can be either an internal memo or an order from the director.
Letters about salary increases are sometimes written by department heads in order to somehow encourage the work of conscientious workers. But the director himself can increase salaries - personally or for the entire team.
Both the above order and the additional agreement are all the grounds for changing the staff. In this case, the algorithm will be like this:
- by order we make changes to the staff;
- By another order we approve the schedule.
An order to amend the staffing table is a document on the main activity. Its text will be something like this: “In connection with the change in the cashier’s salary, make changes to the staffing table.”
Accordingly, a responsible person is appointed who is authorized to develop the staffing table.
After this, the schedule is approved.
This procedure is only possible if your company has undergone either a change in structure, for example, instead of one staff unit there are two, or if the production technology has changed.
You can give this example: before, a mechanic made some parts by hand, but now a machine does it, and the worker only needs to put consumables into the equipment and accept the finished products.
With this change, the work function of the mechanic was significantly reduced, and the production rate increased. Therefore, it is no longer profitable to pay him the previous salary and, according to Article 74 of the Labor Code, the salary can be reduced. But you need to follow the following algorithm:
- change the staffing table (based on changes in technology or structure of the company);
- warn employees about the salary reduction 2 months in advance.
Attention! Nuance: the date of approval of the staff will be today, but the schedule should come into force only when 2 months have passed from the moment the workers were notified!
This might also be useful:
- Model employment contract in 2020
- Employment contract between individual entrepreneur and seller
- Rules for drawing up an employment contract between an individual entrepreneur and an employee
- Entry in the work book about dismissal
- How to issue pay slips
- Order on approval of the staffing table
Is the information useful? Tell your friends and colleagues
Dear readers! The materials on the TBis.ru website are devoted to typical ways to resolve tax and legal issues, but each case is unique.
If you want to find out how to solve your specific issue, please contact the online consultant form. It's fast and free!
Text of the additional agreement on wages: download sample
The additional agreement itself, if it concerns only an increase or decrease in the level of remuneration, has a fairly simple structure:
- name of the document indicating its serial number, date of signing and details of the main agreement;
- main part: it is indicated that the parties have agreed to set out the terms of the TD regarding remuneration in a new edition, and the current version of the relevant provisions of the TD is also provided;
- the date of entry into force of the additional agreement;
- details and signatures.
You can download a universal template, on the basis of which an additional agreement on changes in wages can be drawn up, using the link below: Additional agreement on changes in wages - sample.
Such an additional agreement is drawn up in 2 copies having equal legal force - one for each of the parties. The test document should also indicate that from the moment of signing such an additional agreement becomes an integral part of the employment contract.
***
So, an additional agreement on changes in wages, both increasing and decreasing, must be drawn up in writing and signed by both parties to the employment contract. Such an additional agreement, when the increase in wages is caused by indexation of the amount of wages, is drawn up if the provisions of the employment contract do not contain conditions for such indexation.
