State regulations determine the main list of documents, the presence of which is mandatory for every employer, regardless of the organizational and legal form. The list of these documents also includes the staffing table. Although there is no direct indication of this in the legislation, the staffing table is mentioned in several articles of the Labor Code of the Russian Federation, which indirectly confirms the need for its existence.

What is staffing

The staffing table is one of the fundamental documents of all organizations. It contains information about the structure of the enterprise, positions and number of staff units.

In those organizations where the remuneration system is limited only to salaries, this is the main document for calculating wages.

On what basis is it filled in?

If the organization has just started its activities and the staffing table is being drawn up for the first time, then it would be advisable to first think through the list of required positions and draw up a document regulating wages.

Responsible for compilation

The staffing table is drawn up by any employee assigned to it. As a rule, this is a personnel department employee or an accountant.

Familiarization with this document

Since the staffing table is not a local regulatory act of the organization (paragraph 7 of the letter of Rostrud dated May 15, 2014 N PG/4653-6-1), the employer is not obliged to familiarize employees with the staffing table.

Primary requirements

The staffing table is in the list of unified forms, where it goes under the letter T-3. Most organizations use this form because it contains all the necessary fields and columns.

But the use of this form is not mandatory; it is only advisory, although there has been a lot of controversy about this. This issue was finally put to rest by the Letter of Rostrud dated January 23, 2013 N PG/409-6-1. It directly states that organizations have the right to develop their own forms of this document and use them, the main thing is to take into account the requirements of the law.

In particular in Art. 15, 57 of the Labor Code of the Russian Federation states that the employee’s labor function is determined in accordance with the position and profession indicated in the staffing table. That is, the names of the positions must be included in this document.

How to correctly fill out the staffing table for LLCs and individual entrepreneurs

Requisites

• the full name of the organization must be indicated in full accordance with the constituent documents;
• OKPO is an 8-digit organization code. These data are contained in the information letter of the statistical authorities, which should be available at every enterprise;
• staffing number. There are no clear requirements here. You can use continuous numbering, you can start each year with the number 1 and indicate the year through a fraction, you can use any other numbering method.
• Date of preparation. The actual date of compilation is indicated; it may differ from the date of entry into force of the staffing table (for example, a staffing table drawn up in December of the current year comes into force on January 1 of the next year);
• the period of validity of the staffing table is indicated, most often 1 year, and from what date it comes into force;
• in the upper right corner the stamp “Approved” is placed and the details of the approval order and the implementation of the staffing table are indicated. As a rule, the stamp of the organization is placed on top of the “Approved” stamp, although this is not enshrined in law.

Staffing form 2020

The form can be downloaded from any legal system, such as Consultant or Guarantor. As a rule, the format offered for download is Word or Excel; there is no fundamental difference here, but it is more convenient to maintain in a tabular form, since formulas can be entered into the appropriate cells and the document itself will calculate the number of staff units and the wage fund.

Procedure for filling out form T-3

Column 1 “Name of structural unit”

Structural divisions include branches, representative offices, workshops, departments, etc.

They usually start with senior management departments, then accounting and financial services, production, and business services.

For example: board, finance and investment department, economic department, sales department, etc.

Column 2 “Division code”

Here, coding is assigned according to the same principle that is used in the first column and indicates the subordination of structural units. For example, the finance and property department is code 02; the accounting and economic departments subordinate to it will have code 02.1 and 02.2, respectively. This column is rarely filled in, mainly at very large enterprises. And it can be excluded from the document altogether.

Column 3 “Position (specialty, profession), rank, class (category) of qualifications”

Positions are entered in the nominative case and singular, in full, without abbreviations.

The employer has the right to determine the names of positions, except for those associated with difficult and harmful working conditions and receiving government benefits (early retirement). These positions must be entered in accordance with the qualification and tariff reference book, or professional standards, which are currently only being developed.

Column 4 “Number of staff units”

The number of staff units for each position is indicated here; it can be either an integer or a fraction, for example 05 or 0.25 of the rate, this means that the amount of working time for such a position is reduced by two or four times.

Note: when indicating positions and staffing units, the employer has the right to indicate any number, regardless of the actual number of employees. That is, he can add 3 accountant units to the staffing table, but hire 2, and the 3rd unit can remain vacant for as long as desired.

The exception is the staffing position, which is allocated for a quota for people with disabilities. Its vacancy must be reported to the employment authorities.

Column 5 “Tariff rate (salary), etc., rub.”

It all depends on the remuneration systems adopted in the organization. This can include a salary, tariff rate, or various percentages and coefficients.

If it is not possible to enter specific numbers, then you can simply indicate the form of remuneration “piecework”, “chord”. But then in the following columns there should be a link to the Regulations on Remuneration or another document that describes the calculation of wages.

Columns 6,7,8 “Additional allowances, rub.”

Filled out in accordance with the Regulations on remuneration and other local regulatory documents. This is usually included:

• bonus for night work;
• cleaning of bathrooms;
• northern allowances;
• other additional payments and allowances.

In these lines, you can simply indicate the document in which all this is stated, especially if there are a lot of allowances. The only thing that is not indicated in these columns is the allowances that are accrued on the entire salary. For example, a bonus, which is paid in the amount of a certain percentage of all previously accrued amounts (salary or tariff rate plus allowances).

Column 9 “Total per month”

This column can be filled out only if in columns 5-10 the amounts are written in rubles and for the same period of time (rubles/day, rubles/hour), otherwise either a dash is entered or the amount of only the salary multiplied by the number of staff units.

Column 10 “Note”

Here a local regulatory act regulating wages may be indicated, the minimum wage if it is established (for example, piecework payment, and the note indicates: “not less than 10,000 rubles.”)

As mentioned above, the employer can exclude columns that are unnecessary to him.

Sample of filling out the staffing table form T-3

Things to remember

When filling out column 5 of the staffing table, you need to remember that the so-called “fork” of remuneration cannot be entered in the staffing table. Since it is legally established that for equal work there is equal pay (Article 22 of the Labor Code of the Russian Federation).

That is, if there are 2 accountant positions in one department, then the salary or tariff rate should be the same. But you can set individual surcharges and allowances.

Who signs

Form T-3 requires two signatures under the staffing table: the HR department employee and the chief accountant. If some category is missing, then you can get by with one signature, or by an appropriate order for the organization to appoint other persons.

Terms and place of storage

The original staffing table is stored in the personnel department or in the accounting department, this is determined by the document flow of a particular organization. In any case, if the original is in the personnel department, then there should be a copy in the accounting department and vice versa.

According to paragraphs. "a" Art. Section 71 1.2 “Organizational foundations of management” of the List of standard management archival documents generated in the process of activities of state bodies, local governments and organizations, indicating storage periods (approved by Order of the Ministry of Culture of the Russian Federation of August 25, 2010 N 558), the staffing table is stored in the organization permanently.

Alteration

The legislation does not establish the validity period of the staffing table, so it can be the only one throughout the entire life of the enterprise, and all changes and additions will be formalized in separate orders to change the staffing table.

The employer himself makes the decision to change the data in the staffing table; in this case, he is not limited in the time and number of changes. Exceptions are cases provided for by law, for example, holding events. In this case, the deadline for making the change is established by the Labor Code.

Results

The staffing table is one of the main documents of an enterprise of any form of ownership, containing important documents. Since there are no analogues to this document in the document flow, maintaining a staffing table is not only mandatory, but also necessary for the optimal organization of the enterprise’s work.

Video - how to create a staffing table for an enterprise in the 1C program:

Forum of the community of personnel management specialists HR-League > Labor legislation and personnel records management > Personnel documentation > Full-time - full-time and part-time, how to write it down?

View full version: Full-time - full-time and part-time, how to write it down?

Dear colleagues, help me figure it out, otherwise I’m completely confused.
The director and I had a dispute regarding staffing levels.
In my view everything should look like this:

And the director tells me that everything should normally look like this:
in the column the number of staff units is 1, in the official salary column - 700 UAH (for example), and in the wage fund column - 700 UAH. , but according to the order, we accept a person at 0.5 rate and already from the accounting department it will be clear that we pay 350 UAH, but this should not be displayed in the state.
And then he added, well, I don’t know for sure, find out from someone, and then we’ll decide what’s right)))

Help, please, otherwise I’m already exhausted from the staff 🙁

If our company provides for a certain position only 0.5 salary, that is, 0.5 staffing unit, then in the staffing table it will be written - in the column the number of staffing units - 0.5, in the official salary column - 700 UAH (for example), and in the wage fund column - 350 UAH.
It’s so good, it’s simply wonderful! res It’s nice to read the literate information.
Look on this portal for a library of articles, it seems like I studied ShR there.

Everything you imagine is correct. If you have a 0.5 rate, write as usual. If you do what your director thinks is right, you will have a vacancy, even if it’s only 0.5 staff positions. And, in principle, you must notify the central locker about this, because For these vacant 0.5 rates, for example, a disabled person, or a student, or any registered unemployed person who corresponds to this position and agrees to work part-time can be accepted. Talk to your director about this, I think he will agree that you are right. 🙂

some kind of evidence…. Iren@, how can we understand your words: “It’s so good, it’s simply wonderful! It’s nice to read a literate message”? What is literal, what is figurative? 😆

It’s just that your idea is more important to me 🙂 I’m thinking correctly, why would it be better to look for the answer? 😕

Tuchka, I wrote broadly - you think correctly. :handshake:
There is a catch here in another way - on the forum there is a sign of ShR with mercy in this column, which you need (in the row for the plumber). 🙄 http://hrliga.com/uploads/930_pic1.jpg Well, why... the fakhivtsi have mercy. 😐

Thank you very much for your confirmation, Iren@, 🙂

I’ve already stressed more than once in the staff schedule that it’s necessary to show 0.5 of the rate, a full salary, and the fund - half.
And I have food - because I have two accountants who work on the rate, and one on half.

Rules for filling out the staffing table

Menu show 1.5 rates?

Tatiana K.

06.02.2009, 15:18

If you have three accountants and they all work for 0.5 tbsp. — that’s 1.5.
If only two accountants work at full rate, and one at 0.5, then 2.5.

For maximum winnings in sports betting, you should take into account that the highest odds for both pre-match and LIVE bets are offered by the bookmaker 1XBET, which can be easily verified by visiting its website.

A handicap is an initial advantage intentionally provided by a bookmaker to one of the parties in a competition in order to equalize the chances of winning given the different strengths and capabilities of the competitors, in order to equalize the odds.

You can learn more about what a handicap is in football here.

Handicap +0.5 (plus 0.5) in football

A bet with a +0.5 handicap (a bet including a +0.5 handicap) is equivalent to a bet that the team on which it is placed will not lose. Those.

Part-time staffing sample

the player who made such a bet will be satisfied with the victory of the team on which the bet was made with a +0.5 handicap (with any score), or a draw. In other words, a bet with a +0.5 handicap is the equivalent of a double chance bet: 1X (“the first one will not lose”) or X2 (“the second one will not lose”).

To settle a bet with a handicap, you must add the handicap (if the handicap is positive) or subtract it (if the handicap is negative) to the total number of goals of the team on which such a bet is made. In this case, the number of goals of the other team remains unchanged. Based on the score obtained in this way, a calculation is made - which of the teams won, taking into account the handicap. (If the result calculated with a handicap turns out to be a draw, then the bet amount will be returned to the player. But for a handicap of +0.5, as well as -0.5, -1.5, -2.5, +1.5, +2.5, the bet on any outcome will either win or lose, because . a draw outcome based on the results of calculations with such handicaps is impossible).

An example of calculating a bet with a +0.5 handicap:

Match Napoli - Roma. Part of the bookmaker's line with handicap odds will look like this

This means that bets on Napoli with a +0.5 handicap are accepted with odds of 2.20.

Let's say a bet is made on Napoli taking into account the handicap H1 (+0.5). (In order to place a bet on the bookmaker’s website, you need to hover over the field with the odds, in this case 2.20, and click on it, and then enter the bet amount in the field that opens and confirm the bet). If the game ends in Napoli winning with any score or in a draw, then such a bet will win, and if Roma wins with any score, it will lose. And its calculation, for example, if the match ends in a draw, with a score of 1:1, will be as follows:

1) The number of goals of the team on which the bet is placed, taking into account the handicap, is determined:

1 (real number of Napoli goals) +0.5 (handicap value) = 1.5 (number of Napoli goals according to the calculation result);

2) The number of goals of the other team (in our example it is Roma) does not change; in the example under consideration it is equal to 1.

3) Thus, calculated taking into account the +0.5 handicap, the result for this match will be 1.5:1 in favor of Napoli.

This means that a bet on Napoli, taking into account the +0.5 handicap and the match score is 1:1, wins and the player who made it receives a win in the amount of the bet multiplied by the odds. So, for example, with a bet of 1000 rubles, the winnings will be 1000 rubles. x 2.20 = 2200 rub.

Below is shown How is a bet with a +0.5 handicap calculated? according to the most common results in football:

Consider a football match Team 1 – Team 2.

When betting on a handicap (+0.5) on Team 1 (T1(+0.5)), depending on the result of the match, it will be calculated as follows: result 1:0, 2:0, 3:0, 2: 1, 3:1, 3:2, 0:0, 1:1, 2:2 – winning the bet; 0:1, 0:2, 0:3, 1:2, 1:3, 2:3 – bet loss.

Those. In this case, the player is satisfied with Team 1 winning with any score or a draw. If Team 1 loses, the bet H1(+0.5) will be lost.

When betting on a handicap (+0.5) on Team 2 (T2(+0.5)), depending on the result of the match, it will be calculated as follows: result 1:0, 2:0, 3:0, 2:1, 3:1, 3:2 – bet loss; 0:0, 1:1, 2:2, 0:1, 0:2, 0:3, 1:2, 1:3, 2:3 – winning the bet.

Those. In this case, the player is satisfied with Team 2 winning with any score or a draw. If Team 2 loses, the bet H1(+0.5) will be lost.

Everything said above about bets with a +0.5 handicap in football also applies to similar bets in other sports (for example, tennis with a handicap on games, volleyball on points, hockey on goals, handball on goals, etc.).

Other articles on this topic:

Handicap -0.5 (minus 0.5)

Handicap in football betting

Handicap in hockey

Handicap in basketball

Handicap in tennis

The number of units in the staffing table - what is it?

Staffing table

(Form N T-3)

It is used to formalize the structure, staffing and staffing levels of an organization in accordance with its Charter (Regulations). The staffing table contains a list of structural units, names of positions, specialties, professions indicating qualifications, information on the number of staff units.

When filling out column 4, the number of staff units for the relevant positions (professions), which provide for the maintenance of an incomplete staff unit, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, is indicated in the appropriate shares, for example 0.25; 0.5; 2.75, etc.

In column 5 "Tariff rate (salary), etc." the monthly salary is indicated in ruble terms according to the tariff rate (salary), tariff schedule, percentage of revenue, share or percentage of profit, labor participation coefficient (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization.

Columns 6 - 8 "Additions" show incentive and compensation payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for an academic degree, etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or working conditions).

If it is impossible for an organization to fill out columns 5 - 9 in ruble terms due to the use of other remuneration systems in accordance with the current legislation of the Russian Federation (tariff-free, mixed, etc.), these columns are filled in in the appropriate units of measurement (for example, percentages, coefficients, etc. .).

Approved by an order (instruction) signed by the head of the organization or a person authorized by him.

Changes to the staffing table are made in accordance with the order (instruction) of the head of the organization or a person authorized by him to do so.

Sample staffing schedule for part-time work

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=== Download file ===

PRODUCTION CALENDAR

The document is not mandatory, but desirable: sample HOA staffing schedule

Now you can immediately make an online payment for a subscription to the HR Practitioner magazine. Remember me on this computer Forgot your password? Write in more detail the answer for each column of the staff. Unistaff Payroll Solutions Newbie Messages: An employer is required to establish a part-time shift or part-time work week at the request of a pregnant woman, one of the guardian's parents, a caregiver with a child under the age of fourteen, a disabled child under the age of eighteen, as well as a person carrying out caring for a sick family member in accordance with a medical certificate issued in the manner established by federal laws and other regulatory legal acts of the Russian Federation. If part-time working time is established for a specific period determined by agreement of the parties, then the wording of the additional agreement may be as follows: The specific working time regime is also indicated here, that is, the length of the working week, the start and end time of the working day, breaks, etc. The agreement is drawn up in two copies and signed by the employee and the employer. Then one copy is given to the employee, about which a mark is placed on the employer’s copy, certified by the signature of the employee, Art. The staffing table does not provide for any changes; the number of staff units is indicated there, but the working time sheet indicates the number of hours worked by each employee for each working day in the month. Unistaff Payroll Solutions has been successfully operating in the business process outsourcing market for more than 15 years, specializing in providing payroll services and personnel records management. SetContent content ; else window. Unsubscribe from messages from the forum. The opinion of the forum administration may not coincide with the opinion of the forum participants. The forum administration is not responsible for messages posted by forum participants.

Is it possible to set a rate of 0.5 units in the staffing table...

Dear colleagues, in this chat you can discuss personnel issues online. Now you can immediately make an online payment for a subscription to the HR Practitioner magazine and on the same day get access to a large reference database, a bookshelf, a course on HR administration and all tests! Remember me Registration Forgot your password? We welcome you to the forum of HR professionals and newcomers to HR, dear colleagues! Our forum has already answered more than most of the questions. Our forum is for pleasant professional communication, cooperation and mutual assistance. If employees have now been transferred to part-time work, then how to properly draw up the staffing table and what documents are needed? By agreement between the employee and the employer, a part-time shift or part-time work week can be established both upon hiring and subsequently. Electronic newspaper on personnel records management up to 3 times a week Labor legislation news Notifications about discounts and promotions Site news KadroVIP for professionals For managers. Personnel advice in favor of the employer Both the reader and the reaper, and well done in the personnel for those on whom the personnel was ‘hung’ in addition Summer easy course in the basics of personnel records management for beginners. We have opened for you an issue of the magazine ‘HR Practitioner’. Some were found in a garbage container, some came on their own, some were brought by their mother who was unable to feed them, and some were brought by the police. Bypassing storks and cabbages, they ended up in a shelter. Have you committed violations in the content of the employment contract? The employer was fined for non-payment of wages. The employee drained fuel from the employer's car. The employee demands that she be transferred to part-time work, since her child will go to first grade. Nuances Is it possible to change the shortening of a business trip when the employee is already on a business trip? Can he find a job with another employer at this time? An interesting experience for you! The workers agree to the new conditions. When can we switch to the new schedule? Is it necessary to wait two months? News for subscribers of the magazine 'HR Practitioner'. Have you committed violations in the content of employment contracts with employees? A self-instruction manual of step-by-step instructions for personnel work. The practice of dismissal. Work books: We have opened for you an issue of the magazine 'HR Practitioner'. The employer was fined for non-payment of wages.

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Staffing: we solve emergency situations Enterprises of private ownership are based on financial capabilities, but not lower than the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc. Important Data is indicated in rubles. Section 6-8 “Allowances and additional payments” Contains data on incentive payments, compensation (bonuses, additional payments) established by the legislation of the Russian Federation (“northern”, for an academic degree) and introduced at the discretion of the organization (related to working conditions).

In the order approving the staffing table, what salary should be indicated for the 05th rate?

For unification, the State Statistics Service approved the T-3 form. Staffing form T-3 At enterprises it is used to formalize the number of employees, their composition and structure. How to correctly draw up the staffing table In column 5 “Tariff rate (salary)” of the staffing table, the monthly salary is indicated in ruble terms at the tariff rate (salary), depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective contracts, employment contracts, agreements and local acts of the organization.

In column 9 “Total per month” of the staffing table, an amount equal to the product of column 4 and column 5 is indicated, which determines the employee’s salary taking into account working hours.

Staffing: we solve emergency situations

In particular, this applies to changes in the employment contract for reasons related to: Changes in organizational or technological working conditions Changes in the employment contract for reasons related to changes in organizational or technological working conditions include, for example:

• changes in equipment and production technology (for example, the introduction of new equipment, which led to a reduction in the employee’s workload);
• structural reorganization of production (for example, exclusion of any stage of the production process);

• other changes in organizational or technological working conditions that led to a reduction in the employee’s workload.

At the same time, it is prohibited to change the employee’s job function. This is stated in Part 1 of Article 74 of the Labor Code of the Russian Federation.

How to correctly reflect 0.5 salary in the staffing table?

For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise. Allowances are set as a percentage of the salary. Additional payments are a fixed payment. Section 9 “Total” Columns 5 - 8 are summed up. All expenses during the month are indicated. Section 10 “Note” Changes and clarifications are made to the column according to the staffing table.

Attention

How to correctly reflect 0.5 salary in the staffing table? The work of each enterprise is based on legislative acts of various levels of subordination. Local documents adopted and published for the enterprise itself play a major role in the life of any organization. Below are the features and design features of this important document. What kind of document is this? The staffing table is a local normative act.

How to properly draw up a staffing schedule

A change in the terms of an employment contract determined by the parties is possible for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation) (for more information on this, see additional materials). If there are such reasons, the employer’s algorithm of actions will be as follows: 1. An appropriate order is prepared in free form about the upcoming changes, which may look like this: “Alpha” INN 7708123456, KPP 770801001, OKPO 98756423 full name of the organization ORDER No. 72 on making changes to the staff schedule due to changes in organizational working conditions.

What salary should be indicated for an employee hired according to the staffing table at 0.5 rates?

Important

The organization is obliged to notify the employee against signature about upcoming changes related to changes in organizational or technological working conditions, as well as about the reasons that necessitated the need for such changes. This must be done no later than two months before the introduction of such changes. This is stated in Part 2 of Article 74 of the Labor Code of the Russian Federation.

Order to change the staffing table

For example, in column 4 the number of staff positions is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (RUB 20,000 x 0.5). 2. Question: If an employee leaves and a new one arrives, we want to give him comfort according to the employee’s expectations, it is more than what we have on staff. What should I write in the subject line of an order to change staffing? Due to higher qualifications, set the salary for the position..... such and such? Or I can simply change the salary without writing anything, because... is the rate free? A change in salary levels in the staffing table entails a change in the terms of employment contracts on remuneration. This follows from the analysis of the provisions of paragraph. 5 hours 2 tbsp. 57 Labor Code of the Russian Federation and para.
Section 3 “Staffing table” of the Instructions for the use and completion of forms of primary accounting documentation for recording labor and its payment, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1.

Staffing table: how to arrange it according to all the rules in 2018

Info

There are documents that are maintained without fail, and there are those that are created out of necessity. To the question “Is the ShR a mandatory document?” it is impossible to give a definite answer. This is due to the fact that the labor code does not require the presence of a labor force at an enterprise.

In fact, the presence of this document makes life easier not only for inspectors, but also for managers, human resources and accounting departments.

Staffing in questions and answers

The staffing table (SHR or in common parlance - “shtatka”) contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of positions (Decree of the State Statistics Committee dated January 5, 2004 No. 1). The same resolution also approved the unified form No. T-3, which is installed in all personnel accounting software products and, as a rule, is used by organizations and entrepreneurs. Form T-3 for staffing Please note that it is not mandatory for non-governmental organizations.

The Federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.

Time-bonus wage system With a time-bonus system, a bonus is provided in addition to the rate (hourly, daily) or salary. Its size can be set as a fixed amount or as a percentage of the rate (salary). The bonus is paid if the employee fulfills (or exceeds) the production task.

The procedure for calculating wages in this case is the same as with a simple time-based system. However, in addition to the salary, the employee will need to receive a bonus. Partial month worked (161.51262) If an employee whose monthly salary is set has not worked the entire month, calculate his salary using the formula: Salary = Employee salary: Number of working days in a month × Number of days worked Use the above formula to calculate the employee’s salary , whose pay is increased within a month (for example, official salary).

It is required to formalize the transfer of an employee (or several employees) to a new position. Changing the name will entail making adjustments and additions to the employment contract, the work book and the employee’s personal card. Thus, such innovations not only require notification, but also consent from employees.

In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, without missing the mandatory notification to the employee two months before the adjustments. You can use this sample order to change the staffing table. Download Adjustment of salaries or tariff rates This is a change in the terms of remuneration agreed upon in the employment contract.

Therefore, it requires mandatory agreement with the employee even if the salary increases. In case of refusal of the employee, the employer should be guided by Art. 74 Labor Code of the Russian Federation.

An employee is hired at 0.5 rates. The staffing table establishes a salary of 6,000 rubles. and in the “Total” column the amount is 3,000 rubles. Is it correct? In the employment contract, in the paragraph “Terms of remuneration”, I

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

The employment contract and employment order must establish how the employee’s remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is hired at 0.5 times the rate and the full salary for this position (6,000 rubles). It is also necessary to establish the exact duration of working hours (20 hours per week).

Option " Full name - from _____ 2015, be accepted into the medical center as a nurse on an external part-time basis at 0.5 rates with a 20-hour work week with an official salary of 6,000 (six thousand) rubles with remuneration in proportion to the time worked" is more correct.

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

Drawing up staffing schedule

How to fill out the staffing form

The staffing table, unlike the staffing arrangement, is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the manager after the approval of the schedule.

Is it necessary to indicate positions or other information about part-time workers in the staffing table?

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

If the organization uses the unified form No. T-3. then there is no need to specify the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if in the staffing table in the column “Number of staff units” the value is 0.5, this does not mean that the rate is being replaced by a part-time employee. The main employee can also receive half the rate, for example, in the case of combining professions (positions) (Part 2 of Article 60.2 of the Labor Code of the Russian Federation).

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

The order of acceptance to work

How to issue an order to hire an employee

Hire an employee by order issued on the basis of a concluded employment contract.

Staffing table, examples of filling out the T-3 form

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

The employee must be familiarized with the order for his employment within three days from the moment he actually started work. The order is brought to his attention against signature. Before concluding an employment contract, the employee must be familiarized (with signature) with the Labor Regulations, the collective agreement and other internal documents regulating labor activities. This procedure is provided for in parts 2 and 3 of Article 68 of the Labor Code of the Russian Federation.

Nina Kovyazina

Article:

Part-time worker and main part-time employee: what is the difference between the formalization of labor relations?

We reflect part-time pay in the staffing table

The search for a new employee and his hiring is preceded by the appearance of 1 vacancy in the staffing table of the organization. If a part-time position is vacant, the employer has a choice: to hire a part-time employee or an employee who will work at the main place of work on a part-time basis. This difference is not reflected in the staffing table (sample below).

Example

When filling out the staffing table, in column 3 “Number of staff units” indicated the rate (0.5), in column 4 “Salary” - full-time salary (RUB 20,000), in column 5 “Total per month” - the product of column 3 and 4 (10,000 rub.). Thus, the salary according to the staffing table for a part-time worker or a main employee hired on a part-time basis will be 10,000 rubles.

Conclusion of an employment contract

The employment contract must indicate whether the employee’s work is the main one or a part-time job. Accordingly, in the contract with a part-time worker, include the wording: “The work under this employment contract is a part-time job for the Employee,” and in the contract with the main part-time employee, “The work under this employment contract is the main one for the Employee.”

Mandatory for inclusion in the employment contract with such employees is a condition on working hours, since for them it differs from the general rules in force in the organization (Article 57 of the Labor Code of the Russian Federation). The contract must specify the employee’s specific working hours.

In addition, the employment contract must specify the terms of remuneration (including the size of the tariff rate or salary, additional payments, allowances and incentive payments). When hiring an employee on a part-time basis, the salary is indicated in accordance with the staffing table, that is, in full, but payment is made in proportion to the time worked or depending on the amount of work performed.

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

Example

The Perm regional branch of the Federal Social Insurance Fund of Russia challenged in court the disproportionality of the salary of the lawyer of Pravo LLC, Yulia Shch., who works part-time. Yulia Shch.’s employment contract did not establish the principle of proportionality of remuneration to time worked. According to the organization, maternity benefits should be calculated based on this principle. LLC "Pravo" calculated the benefit based on the calculation of the salary of a full-time staff unit with an eight-hour working day. Based on Article 285 of the Labor Code, the court recognized the actions of Pravo LLC as lawful and indicated that determining the proportional ratio of earnings to time worked when working part-time is not mandatory (Resolution of the Federal Antimonopoly Service of the Ural District dated April 14, 2010 No. F09-2327/10- C2).

To avoid questions from inspection bodies and employee complaints of discrimination, do not set different salaries for the same position (Article 2 of the Labor Code of the Russian Federation). If you want to pay a part-time worker a higher salary, enter categories by position into the staffing table or set a salary bonus.

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If the enterprise has several divisions, then the order must make a note about the assignment of the introduced positions to one of them. In the event that a new department is created from newly hired employees, this should also be indicated in this administrative document. Staff reduction Staff reduction is the removal from the staffing table of units that are not vacant. In this situation, the Labor Code requires employers to warn employees about layoffs 2 months in advance. This is a complex process that includes many nuances provided by the state to protect the rights of workers. The order to change the staffing table in this case must be general throughout the enterprise, with appropriate numbering and index.

Staffing: we solve emergency situations

That is, the staffing table can initially establish the work of a part-time worker by indicating not “1”, but “0.5” for this position. Details in the Personnel System materials: As a general rule, the staffing table must indicate all staff units (including
h. part-time) regardless of who they will be employed subsequently: part-time workers or main part-time employees.
The main employee can also receive half the rate, for example, in the case of combining professions (positions) (Part 2 of Article 60.2 of the Labor Code of the Russian Federation).

Vote:

The staffing table (SHR or in common parlance - “shtatka”) contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of positions (Decree of the State Statistics Committee dated January 5, 2004 No. 1). The same resolution also approved the unified form No. T-3, which is installed in all personnel accounting software products and, as a rule, is used by organizations and entrepreneurs.

Form T-3 for staffing Please note that it is not mandatory for non-governmental organizations. The Federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.

Order to change the staffing table

Attention

Any company has a certain official composition, fixed by a special document, which, as is known, is called the staffing table. By making adjustments to it, management manages the company, debugging the remuneration system and optimizing the organizational structure.

Let's figure out how best to issue an order to change the staffing table so that it does not contradict the law and contains all the necessary positions. Reason for making changes So, what is the basis for updating the document? From whom should the signal come that changes need to be made to the staffing table? Of course, this is the prerogative of the head of the enterprise.

Order for approval of staffing table

Well, for an individual entrepreneur, this work is performed by a personnel officer, an accountant (if there are any on staff), or directly by the entrepreneur himself. Changing the staffing table, increasing salaries As is known, the Labor Code does not allow changes in the wages of employees downward (except for the situations indicated in Art.
74
Limited Liability Company "Stroitel" ORDER No. 2-ShR dated January 21, 2015 On introducing changes to the content of the staffing table No. ShR-1, approved by Order No. 1 dated April 1, 2014. In connection with the change in the scope of work performed, I ORDER: To make the following changes to the content of the staffing table No. ШР-2: 1.

Is it possible to establish part-time work in the staffing table?

The document clearly states:

• structural units,
• job titles,
• the number of employees,
• their working conditions (schedule, salary, etc.).

At the same time, if we are talking about commercial organizations, then they are free to assign any names to positions, but government agencies, when determining positions, are required to be guided by special classifiers. The document indicates both occupied and vacant rates, taking into account employees working part-time and those who carry out auxiliary activities in relation to the main production.

As for workers who are on a “deal”, i.e. have piecework wages - they are usually not mentioned in the document.

Staffing table: how to arrange it according to all the rules in 2018

Therefore, the part-time worker’s employment contract must reflect his work schedule and payment terms. The working time worked by a part-time worker is reflected in the time sheet.

Payment to a part-time worker is made in proportion to the time worked, depending on output or on other conditions determined by the employment contract (part one of Article 285 of the Labor Code of the Russian Federation). The terms of remuneration in the employment contract of a part-time worker can be established as follows, for example: “Payment is made in proportion to the time worked, based on the official salary for this position, 20,000 rubles” or “Taking into account the work schedule, the Employee is paid in the amount of 10,000 rubles.

based on the official salary for this position, 20,000 rubles.”

Order to change the staffing table (sample)

As a rule, most of these documents are justified with approximately the following reason: “Due to the difficult financial situation of the organization, as a measure to optimize labor costs.” Let's take a closer look at the content of the administrative part of the order to reduce staff: “Make the following changes to the content of the staffing table No. ШР-1 dated 04/01/2011: 1. From August 1, 2014, remove positions from the staffing table: 1.1. Senior engineer – 1 pc. unit. 1.2. Cashier – 1 pc. unit.

Responsible – economist Nezhnaya L.I. 2. From August 1, 2015, introduce the following positions into the staffing table: 2.1. Senior engineer – 0.5 staff positions. Responsible – economist Nezhnaya L.

I. 3. HR specialist Solovyova L.V.

Staffing in questions and answers

Life is beautiful!)) qKadr Russian Federation, Moscow #3 August 27, 2013, 10:27 I want to draw the moderator’s attention to this message because: A notification is being sent... “You’re not fat, I’m telling you!” Take two chairs and sit down with us!” Mamawka Russia, Taganrog #4 August 27, 2013, 10:28 Write the number of staff units as 0.5, Tariff rate (salary), etc. for example 5000 rubles. (rate) Total, 2500 rubles (0.5 of the rate). This is if there are no allowances. Form T-3 is available on the Internet. I want to draw the moderator's attention to this message because: A notification is being sent...

I am a beginner HR manager and I need your help and support. TATYANA Russian Federation, Moscow region #5 August 27, 2013, 10:28 In ShR it is the rates that are being refused, not specific employees.

You can have 1 piece in your ShR. units, and the employee can be registered at 0.5 rates. Those.
This can happen, for example, due to the regular occurrence of overtime, as well as an increase in the length of the working day, for the convenience of calculating wages and keeping records of hours worked. Again, such changes require justification, are made only in agreement with the employee, and should not reduce the amount of payments.

In this case, the administrative part of the order will look something like this: “1. From August 16, 2012, remove the following positions from the staffing table: 1.1.

Driver of the 4th category with a tariff rate of 9082.50 rubles. - 1 PC. unit. 2. From August 16, 2012, introduce the following positions into the staffing table: 2.1.

Driver of the 4th category with an hourly tariff rate of 55.04 rubles. - 1 PC.

Staffing table (sample for 2018)

unit. 3. HR specialist L.V. Solovyova notify the 4th category driver I.I. Ivanov about the change and prepare the appropriate personnel documents.”

What do you think?
What documents did you use to establish the time limit? First of all, make changes to them taking into account the recommendations of dear Anatoly :;)

Column 9 of the staffing table when working at 0.5 rate

Thanks for the help! 🙁 Well, why are you immediately “climbing into the bottle”? :acute:
Let's think together:reverie:
What document do you use to establish the time system:
1. Collective agreement
2. Payment Regulations
3. Nothing

Question:

How to correctly reflect the number of staff units in the staffing table if the organization has five employees in one position, registered at 0.2 rate (you need to indicate one staff unit or five)? What is the difference between part-time and part-time?

Answer:

If an organization has five people working in one position, each holding 0.2 parts of it, one staffing unit should be indicated in the staffing table.

Part-time work is part of the working time regime; The common name “part-time” implies an incomplete staffing position established by the staffing table or an employment contract with an employee (usually a part-time worker).

Rationale:

The structure, staffing and number of employees of the organization, indicating the amount of wages depending on the position held, are contained in the regulatory document of the organization - the staffing table. It reflects the existing or future division of labor between employees, described in job descriptions; is the basis for planning personnel costs.

A staffing unit is a unit from the list of positions in the staffing table, corresponding to one workplace.

The number of staff in an organization is determined by its needs for specific types of work, the urgency of their implementation, economic feasibility, etc. Therefore, it is quite possible that an organization does not need a full staff unit, but there is a need for an incomplete one.

Labor legislation does not prohibit organizations from introducing part-time staff into their staffing table.

By-law - Instructions for the use and completion of forms of primary accounting documentation for the accounting of labor and its payment (approved by Resolution of the State Statistics Committee of Russia dated 01/05/2004 N 1 simultaneously with the unified forms of such documentation) are directly established when describing the staffing form N T-3: “when when filling out column 4, the number of staff positions for the relevant positions (professions), for which the maintenance of an incomplete staff unit is provided, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, is indicated in the appropriate shares, for example 0.25; 0.5; 2.75, etc.”

From this we can conclude that an incomplete staffing unit is not the number of employees for one position (which cannot be fractional), but the required amount of work for it.

Sometimes a part-time staff position is called “part-time”, which does not seem entirely correct, since this concept is not contained in labor legislation. However, this term refers to part-time work with payment in proportion to the time worked.

That is, working in a part-time position presupposes that the employee works part-time: he spends less than the normal established time on its completion (no more than 40 hours a week - h.

2 tbsp. 91 of the Labor Code of the Russian Federation). Payment in this case is made in accordance with Part.

2 tbsp. 93 of the Labor Code of the Russian Federation in proportion to the time worked or depending on the amount of work performed by the employee.

However, it is impossible to mix the concepts of “part-time staff” (in everyday life - “part-time”) and “part-time work”: there is no part-time staff without part-time work, but on the contrary, it happens quite often (possible cases of establishing such a regime are listed in Part 1 Article 93 of the Labor Code of the Russian Federation).

Information provided by the reference and legal system "ConsultantPlus".

HR Director of the Belaya Dacha group of companies

For more than two years now, a single form has been used in Russia full-timeschedules. Before the enactment of the Resolution of the State Statistics Committee of Russia dated 04/06/2001 No. 26, each organization compiled this local regulatory act in its own way. Until 2001, there was a legal act at the federal level that would establish the form and procedure drawing upfull-timeschedules for all organizations without exception, did not exist. For a long time, commitment full-timeschedules, especially for small and medium-sized companies, has generally been questioned.

In April 2001, personnel officers finally received an official answer to the question of what should be regularschedule. And with acceptance Laborcode Russian Federation, doubts about the binding nature of this document for the organization have completely disappeared.

Let's try to figure out together how to do it right draw upregularschedule and work with him.

What is meant by “staff” and “staffing”?

State- this is the composition of the organization’s employees, determined by management for a certain period.

Various sources give different definitions to the concept of “staffing,” but, in principle, their essence boils down to the following: staffing table- this is an organizational and administrative document that reflects the structure of the organization and contains a list of positions indicating their number and salary levels. Also, the staffing table 1 reflects the amount of allowances and additional payments that exist in a given organization in relation to specific positions.

Who should draw up the SR and make changes to it?

There is still no clarity on this issue. In different organizations, the functions of compiling staffing tables are performed by different structural units. When assigning responsibility for the formation of staffing to employees of any structural unit, management is often based on the size of the organization.

Column 9 of the staffing table when working at 0.5 rate

Today in Russia there are both large organizations with a staff of over 500 people, and small enterprises with no more than 50 employees. There are also entrepreneurs without a legal entity who employ employees. Since most small businesses and individual entrepreneurs do not have either personnel departments or departments for organizing and remunerating labor, accounting staff, managers or the entrepreneurs themselves are responsible for drawing up the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or personnel service and, accordingly, the functions of drawing up and making changes to the staffing table are transferred to them (but there are often cases when accounting staff are again involved in drawing up and changing the staffing table).

In large companies that include both human resources departments or personnel services, as well as labor organization and remuneration departments, the above-mentioned divisions are responsible for developing the staffing table.

It should be noted that the formation of a staffing table is a rather complex process, consisting of several stages and requiring the involvement of not only HR specialists, but also economists.

Where does the preparation of the ShR begin?

Before you begin drawing up a staffing table, you need to decide on the organizational structure of the enterprise. Organizational structure is a schematic representation of structural divisions. This document reflects all divisions of the organization and schematically outlines the order of their subordination. The organizational structure can also reflect both vertical and horizontal connections between departments.

It is problematic to clearly indicate where the boundaries of responsibility for drawing up the staffing table lie, but we will try to delimit some stages of drawing up the HR, and at the same time fill out the unified form No. T-3.

Where to start filling out the unified form?

Filling out the unified form T-3 “Staffing table” should begin with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents. In the case where an organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and controversial situations, it is advisable to establish the rules for filling out details in a local regulatory act on documentation and document flow (regulations, instructions).

Next is the document number. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example, “shr”).

The date of the document is entered in a specially designated column in the form “dd.mm.yyyy.” The date of the staffing table does not always coincide with the start time of its validity, therefore, the unified form contains the column “Staffing table for “____”_______ 20, i.e. on a certain date from which the staffing table comes into effect.

The resolution of the State Statistics Committee of Russia, which introduced the unified form No. T-3, provides for the approval of the staffing table by order of the head of the organization. To do this, the date and number of the order, the number of staff units and the monthly payroll are entered in a separate column.

What is the name of the structural unit?

The first column of the unified form is called “Name of the structural unit.” If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, except for the requirements for terminology and generally accepted concepts and definitions (it is undesirable to name structural divisions with poorly understood foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement depend on the name of the structural unit indicated in the staffing table (for example, medical and educational institutions, enterprises that include production facilities with hazardous working conditions). Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the HR department or the organization and remuneration department. To facilitate work in this direction, there are industry classifiers of hazardous industries or nomenclature of names of structural divisions, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, works, professions, positions and indicators in underground work, in work with particularly hazardous and especially hazardous difficult working conditions, employment in which gives the right to an old-age pension (old age) on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to an old-age pension ( old age) on preferential terms.

The names of departments are indicated by groups:

• management or administrative part (such divisions include the directorate, accounting, personnel department, etc.);
• production units;
• auxiliary or service units.

As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is for enterprises whose main business is trade. In such companies there are no production departments, but there are sales departments or commercial departments that are closely related to logistics departments (the latter in this case are service departments).

Supporting departments usually include the supply department, repair services, etc.

What is a “structural unit code”?

The structural unit code usually indicates the location of the structural unit in the hierarchical structure of the organization. It is also assigned for the convenience of document management (especially for large enterprises). By means of coding, the place of smaller units in the structure of large ones is indicated. For example, within departments there are directorates, within departments there are divisions, within departments there are groups. If a department is designated by the digital code 01, then the department within the department will, accordingly, be numbered 01.01. Departments and groups are designated in the same way.

How to fill out the “Profession (position)” column?

This column is filled out in strict accordance with tariff and qualification reference books and the All-Russian Classifier of Employee Positions and Worker Professions.

The sequence of filling out this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, the positions of the head of a structural unit, his deputies are located first, then leading and chief specialists, then the positions of performers. If a structural unit includes both engineering and technical personnel and workers, it is necessary to allocate engineers first, then workers.

What is a “staffing unit”?

Staff unit- this is an official or working unit provided for by the staffing table of the enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher-level organizations. The number of staffing units of a commercial enterprise is determined by its needs for certain types of work, the degree of urgency of their implementation and economic feasibility.

How to set the salary (tariff rate)?

Under salary (tariff rate) in accordance with Article 129 of the Labor Code of the Russian Federation, it is understood as a fixed amount of remuneration for an employee for fulfilling a standard of work (job duties) of a certain complexity (qualification) per unit of time.

Tariff rates are a tool for tariffication of employee remuneration in organizations financed from the federal budget in accordance with the Unified Tariff Schedule. Commercial organizations set salaries based on their financial capabilities.

It should be noted here that the salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legally established minimum wage. It should also be taken into account that the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions deviating from normal ones, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.

When establishing official salaries or tariff rates, it is necessary to remember that the staffing table can only reflect the size of the salary or tariff rate, therefore it is completely impossible to take into account the wage fund. This is due to the fact that in enterprises with a shift work schedule, the wages of workers receiving an official salary are increased by the amount of additional payments for night work, and the labor of workers whose wages are calculated based on the tariff rate is paid depending on the number of hours worked at night. specific month and varies. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.

For workers whose work is paid according to the piece-rate system, the ShR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, is calculated using certain methods.

When setting a salary, one should be guided by the requirements contained in acts of labor legislation, as well as local regulations - Regulations on remuneration in the organization, Regulations on bonuses and others.

What are “allowances and surcharges”?

In the unified form No. T-3 there are several columns united by the common name “Allowance”. The current Labor Code of the Russian Federation does not contain clear definitions of the concepts of “allowance” and “additional payment”.

Guided by generally accepted guidelines, we can designate surcharges as payments accrued to employees in addition to salaries (tariff rates) for special working conditions or working hours. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. The specific amount of the additional payment is established by the employer taking into account the opinion of the representative body of employees or by a collective agreement or is stipulated in the employment contract. Currently, many budgetary organizations have industry-specific regulatory legal documents that regulate the amount of wage increases for industry workers.

Salary supplements- these are incentive payments in excess of the established official salary, which stimulate employees to achieve higher production indicators, improve professional skills and labor productivity. As a rule, bonuses are established based on the results of employee certification by decision of a qualification or certification commission.

Until definitions for the concepts of “allowance” and “additional payment” are introduced at the legislative level, it is difficult to distinguish or systematize this type of payment. The main thing that needs to be taken into account when creating a staffing table is the two main forms of payment of allowances and additional payments. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the salary (rate), the size of the bonus (additional payment) automatically changes. The second form of payment is an allowance or surcharge, set as a fixed amount. Such payment may remain constant even if the salary (rate) changes, unless otherwise provided by a collective agreement, employment contract or local regulation. When additional payments or allowances are established in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (addition) is established.

One of the most frequently asked questions is how to ensure that employees occupying the same positions receive a salary that corresponds to their level of qualifications, while at the same time observing the principles of equality laid down in the Labor Code of the Russian Federation? The solutions to this problem may be different - it all depends on the professionalism of the management team. When looking for your own solution, it is necessary to evaluate the existing remuneration system at the enterprise. But, basically, this problem is solved by establishing a “standard” salary for all employees working in a given position or profession, and remuneration for more qualified workers is made by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the bonus is established for the next period.

What is “monthly payroll”?

Monthly payroll- this is the total funds that are provided for by the staffing table and payment system in force at the enterprise for payment to employees.

When are changes made to the SR?

Changes to the staffing table are made when the number or staff of employees is reduced.

When reducing the number of employees, individual units are excluded, and when reducing staff, individual units are excluded. At the same time, employees filling reduced positions or working in reduced professions are subject to dismissal under the relevant articles of the Labor Code of the Russian Federation.

Is it possible to make changes to the unified form No. T-3?

As stated in the resolution of the Goskomstat of Russia dated March 24, 1999 “On approval of the procedure for using unified forms of primary accounting documentation,” an organization can, if necessary, enter additional details into the unified forms of primary accounting documentation (except for forms for recording cash transactions) approved by the Goskomstat of Russia. In this case, all details of the approved forms remain unchanged (including code, form number, document name); Removing individual details from unified forms is not allowed.

Changes made must be documented in the relevant organizational and administrative document of the company.

The formats of the forms indicated in the albums of unified forms of primary accounting documentation are recommended and are subject to change.

When producing blank products based on unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the significance of indicators, including additional lines (including free ones) and loose sheets for the convenience of placing and processing the necessary information.

Part-time employees on staff

A staffing unit is understood as a job unit established by the staffing table of an enterprise. According to Article 284 of the Labor Code, a part-time worker can work no more than 16 hours a week. If your company pays day on the 1st or 2nd, you will have to pay the April salary early on April 28th.

Is it possible that half of the position when drawing up a part-time employment contract may well be occupied by two people? They allow you to get to know you and receive information about your user experience. Why are online forums full of discussions about how to fill it out? And readers turn to our editors with similar questions quite often. It is preferable that all allowances have a single equivalent (cash, percentage or coefficients), but this is not always possible, so a mixed option is acceptable.

We are also searched for:

therefore, the staffing table is approved by order of the manager of the organization, and the filobal is provided with an extract from the approved staffing table or a copy thereof. When filling out column 4, the number of staff units for suitable positions (professions). And in the staffing table, how much to indicate the salary per chapter.

There must be or no part-time workers in the standard staffing table. The staffing table indicates all the units in which people work. First, let’s explain where the tradition of including not a whole staff unit, but part of it, came from.

Staffing table we solve emergency situations log

The staffing table must indicate all positions and professions necessary for the normal operation of the enterprise, including those held by part-time workers, as well as vacant positions.

Part-time staff

In column 1 of the staffing table, indicate the names of structural divisions (standard below).

We create our own staffing magazine

It is convenient to fill out this column in hierarchical order. The unified form of staffing table T-3 was approved by the resolution of the State Statistics Committee of the Russian Federation dated

Part-time employment contract - personnel affairs

So, should there be or not part-time workers on the staffing table? When calculating sick leave, social insurance said that in order to calculate the average for sick leave, in this case, wages must be taken from the staffing table, in the period before the sick leave.

standard for staffing. Please note that separate staffing tables cannot be drawn up for branch offices and representative offices!

The staffing table is a list of positions at the enterprise. Is it necessary to indicate the structural unit in the staff list? The unified form of staffing table T-3 has been approved. recorded by the Federal Service for Supervision of Communications, Information Technology and Mass Communications (Roskomnadzor) certificate of registration and the website uses cookies.

• Total wages Accounting for tickets in accounting