Every person has a need for recognition, for material values. Encouragement is aimed at fulfilling this need.

Using encouragement, you can get a double result: lead the team to conflicts up to its collapse and, on the contrary, unite and rally. Encouragement is carried out with the help of rewards. Reward is everything that a person considers valuable for himself. The concept of value varies from person to person. For a wealthy person, in some circumstances, a few hours of sincere friendship can be more valuable than a large sum of money. In an organization, we deal with two main types of rewards: internal and external. The internal reward comes from the work itself. These are feelings such as self-esteem, the significance of the work performed, its content, a sense of the result obtained, and others.

To ensure that employees receive internal reward, you need to create normal working conditions for him, providing him with everything necessary, and clearly set the task, define his rights and obligations, responsibilities.

Incentive Effectiveness Rules:

• encouragement should be applied at each manifestation of labor activity by a person with a positive result;
• it is expedient to use the whole range of incentive measures. Encouragement should be significant, raise the prestige of conscientious work;
• opportunity to receive promotion short time e.g. in a week. If an employee knows that he will receive an incentive, but only after ten years, then the effectiveness of this type of incentive is sharply reduced;
• encouragement publicity. Any encouragement raises the prestige, respect of the employee and is often valued by people much higher than material goods;
• incentive availability. Encouragement should be established not only for strong workers, but also for weak ones.

For exemplary performance of labor duties, increase in labor productivity, improvement of product quality, continuous and flawless work, innovation in work and for other achievements in work, the following incentives are applied:

• gratitude announcement;
• issuance of an award;
• rewarding with a valuable gift;
• awarding an honorary diploma;
• entry into the Book of Honor, on the Board of Honor.

The statutes and regulations on discipline may also provide for other incentives.

Types and forms of employee incentives for conscientious work, the employer determines independently or in agreement with the body trade union or with another representative body of employees.

For special labor merit in front of society and the state, employees can be presented for state awards or honorary titles.

Incentives are announced in an order or instruction, brought to the attention of the entire team of employees and entered into work book encouraged. Incentive measures should include a combination of material and moral incentives.

The use of incentive measures specified in the article is the right, but not the obligation of the administration. The employee is not entitled to these types of incentives. Such a right may appear provided that the organization has adopted a provision on bonuses, which sets indicators upon reaching which the employee has the right to a certain type of encouragement. In this case, the administration is obliged to apply the incentive measures specified in the provision on bonuses.

Indicators active work can be established in the employment contract (contract). In addition, it can also set the amount of the bonus that the employee will receive upon reaching these indicators.

Article 191 of the Labor Code of the Russian Federation names only a few types of incentives and determines that incentives are given to employees who conscientiously perform labor obligations, and for achievements in work, in which the employee must be encouraged. Such cases include:

Exemplary performance of labor duties implies encouragement for high performance discipline. The condition for exemplary performance of duties is high qualification. The basis for the promotion may be the performance of a stage of work that has independent significance.

An increase, as a rule, brings additional profit, therefore, in order to stimulate an increase in labor productivity, it is advisable to establish, where possible, a bonus in the form of a percentage of the income received, from the profit generated as a result of an increase in labor productivity.

Improvement, among other things, increases the prestige of the organization and is also a condition for obtaining additional profits.

Continuous excellent work is a form of activity that should be encouraged, since such work is not within the power of all workers. It is advisable to establish a certain period of work, which should be encouraged. For example, after every five years of excellent performance, an employee could be eligible for an incentive, the value of which may increase.

In addition to the types of incentives established in the Labor Code of the Russian Federation, other types of incentives can be provided for in the internal regulations, charters and regulations on discipline.

Incentive measures for success at work

Provides for a variety of incentives, which can be divided into moral and material. In accordance with Art. 191 of the Labor Code, the following rewards are applied to an employee for exemplary performance of labor duties, increasing labor productivity, improving product quality, continuous and flawless work, innovation in work and other achievements at work: announcement of gratitude; issuance of awards; rewarding with a valuable gift. This list is not exhaustive and can be expanded by sectoral internal regulations or the charter of labor discipline.

If practical, it is possible to combine several incentive measures, for example, an announcement of gratitude and the issuance of a cash bonus. The incentive is announced in an order or instruction, brought to the attention of the entire team and entered in the employee's work book in the "Information on incentives" section.

Employees who successfully and conscientiously fulfill their labor duties are provided with benefits and benefits in the field of socio-cultural and housing services (vouchers to sanatoriums and rest homes, improvement of living conditions, etc.). Such employees are also given an advantage in promotion at work.

For special labor merits, employees are awarded orders, medals, badges and confer honorary titles and titles of the best worker in this profession.

Along with individual forms of encouragement, collective ones have become widespread. Labor collectives apply measures of public encouragement for success in work, put forward an employee for moral and financial incentives; express opinions on candidates submitted for state awards; establish additional benefits and benefits at the expense of funds allocated in accordance with the established procedure for these purposes, for innovators and leaders in production, as well as persons long time conscientiously working at the enterprise, in the organization.

Encouragement of employees who conscientiously fulfill their labor duties

In accordance with Art. 191 of the Civil Code of the Russian Federation "employer encourages employees conscientiously fulfilling their labor duties. The above wording of the law allows us to conclude that the employer is obliged to encourage a conscientious employee, and the employee, due to the conscientious performance of the duties assigned to him by the employment contract, has a subjective right to a one-time (single) encouragement. In fact, Art. 191 of the Labor Code of the Russian Federation does not oblige, but gives the employer the right to encourage a conscientious employee. The assessment of the conscientiousness of the employee in the process of labor is carried out by the employer. In the Labor Code of the Russian Federation of 1971, such an assessment took into account the opinion of the relevant elected trade union body of the enterprise, institution, organization. The employer was obliged to coordinate his opinion (assessment) on the promotion of the employee with the elected trade union body. According to Art. 132 of the Labor Code of the Russian Federation, measures to encourage employees were applied "by the administration jointly or in agreement with the relevant elected trade union body." This procedure, to a certain extent, excluded the subjectivity (personal discretion) of the employer in the process of one-time incentives for employees.

The grounds for a one-time promotion can be distinguished as general and special. General the basis for encouraging an employee is a high level of compliance with his labor duties, labor discipline in the organization. The general basis of promotion can be used not only together with a special one, but also independently. Special the grounds for a one-time incentive are the achievement of outstanding success in labor (increasing labor productivity, improving product quality, innovation, invention, rationalization, etc.); long-term work in one organization; training; a comprehensive assessment of the work of an employee or team. Such grounds may be provided for in the rules of internal work schedule, collective agreement, other local regulatory legal acts. Incentive measures and the procedure for their application are also fixed there. Special grounds for promotion are applied if there is a general ground. An undisciplined, dishonest employee is not rewarded even if there is a special reason, for example, for success in rationalization, invention, etc.

There are moral and material measures of one-time (single) encouragement. In Art. 191 of the Labor Code of the Russian Federation, their open list is fixed: gratitude, prize, valuable gift, certificate of honor, title of the best in the profession. Other measures to encourage employees for success in work, as already noted, are fixed in the collective agreement, internal labor regulations, as well as charters and regulations on discipline. For special labor services to society and the state, employees can be presented for state awards (part 2 of article 191 of the Labor Code of the Russian Federation).

AT market conditions economic measures of moral encouragement are usually applied in combination with material. Some incentives combine both material and moral incentives for conscientious work (a valuable gift, promotion at work, promotion, etc.).

Among the measures to ensure labor discipline, an important place is occupied by the encouragement of employees. Conscientious work must be marked by the employer. If well-performing and unscrupulous workers are in an equal position, then the incentive for successful work is sharply reduced.

promotion This is a public recognition of the results of the work of employees.

The use of incentive measures is one of the manifestations of the disciplinary power of the employer. The choice of specific incentives, the provision of various benefits and benefits is the right of the employer, although in modern market conditions it largely depends on his financial capabilities.

Undoubtedly, encouragement plays a peculiar role of a “perpetual motion machine”. Recognition of the labor merits of the best employees increases the satisfaction with the work of the most encouraged and has an impact on other members of the team, stimulating the latter to improve the results of their work. Moreover, in the legislation, encouragement is understood only as a form public recognition progress, which expresses the official recognition by the employer of the merits of the employee (usually on general meeting in a solemn atmosphere, with the obligatory issuance of an appropriate order) and rendering him public honor.

Therefore, incentives for work are the most important means of ensuring labor discipline.

The nature of incentives can be divided into material and moral.

The incentive, which has a moral character, has a positive ethical impact on the employee and brings him moral satisfaction. In turn, material incentives always have a monetary value and, along with moral satisfaction, allow the employee to receive additional material income.

At the moment, leaders of organizations do not attach much importance to the moral types of rewards. There are significant reasons for this. Such types of moral encouragement as a certificate of honor, declaration of gratitude, entry into the Book of Honor and the Board of Honor, according to the author of the article, have largely discredited themselves in past years, when this was often done for the sake of a “tick”, in droves and without any reinforcement. or financial incentives.

Taking into account the specifics today the employer can develop their own types of moral incentives, which will be very effective in stimulating staff. As an example, we can cite representative offices of foreign companies operating in Russia, where, along with a rigid system of disciplinary sanctions and financial incentives, there is an extensive system of moral incentives for employees.

One example of moral encouragement is the early removal of a previously imposed disciplinary sanction, as well as inclusion in the reserve for promotion to a higher position.

Article 191 Labor Code Russian Federation(hereinafter referred to as the Labor Code of the Russian Federation) provides for the following incentive measures that the employer uses to encourage employees who conscientiously perform their labor duties, which can be divided into moral and material measures:

Measures of moral encouragement:

Declaration of gratitude;

Awarding an honorary diploma;

Submission to the title "Best in profession";

Measures of financial incentives:

Issuance of an award;

Rewarding with a valuable gift.

The list of incentive measures given in the Labor Code of the Russian Federation is not exhaustive. It provides only the main types of incentive measures that are widely used in practice.

The collective agreement, internal labor regulations, as well as charters and discipline regulations may provide for other types of incentives. For example, additional paid holidays, compensation for annual vacation costs, personal allowances, interest-free loans for the purchase of residential premises, the assignment of additional, in addition to those provided for by the Labor Code of the Russian Federation and other regulatory legal acts, honorary titles for employees (for example, “Honored Worker of LLC “…””), sending an employee to special conferences, seminars, exhibitions , creating more comfortable working conditions for the employee, and so on.

Thus, the list of incentives can be supplemented depending on the needs and capabilities of a particular employer.

In addition, for special labor services to society and the state, employees can be nominated for state awards. That is, two more types of rewards can be distinguished - for conscientious work and for special labor merits to society and the state.

The first is applied directly by the employer; the second - goes beyond the scope of the labor collective and is already acquiring social and state significance, therefore, for special labor merits, employees are awarded by the relevant authorities state power and local government. For special labor services to society and the state, the President of the Russian Federation awards state awards of the Russian Federation, confers honorary titles (paragraph "b" of Article 89 of the Constitution of the Russian Federation). The list of honorary titles and Regulations on honorary titles of the Russian Federation were approved by Decree of the President of the Russian Federation dated December 30, 1995 No. 1341 “On the establishment of honorary titles of the Russian Federation, approval of the regulations on honorary titles and description of the badge for honorary titles of the Russian Federation”. The procedure for initiating applications for awarding state awards and presenting employees for awarding a certificate of honor is determined by the Regulations on State Awards of the Russian Federation, approved by Decree of the President of the Russian Federation of March 2, 1994 No. 442 "On State Awards of the Russian Federation" and the Regulations on the Certificate of Honor of the Government of the Russian Federation, approved by Decree of the Government of the Russian Federation dated May 31, 1995 No. 547 “On the diploma of the Government of the Russian Federation”.

Representation to the title of the best in the profession is the new kind employee incentives, introduced by the Labor Code of the Russian Federation on February 1, 2002, while at the same time the legislator abolished such incentive measures as “enrollment in the Book of Honor, on the Honor Board”, and nothing was said about “benefits and benefits in the field of socio-cultural and housing - consumer services", "advantage in promotion at work", which were provided to employees who successfully and conscientiously fulfill their labor duties in accordance with the previously valid Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation).

At the same time, since the list of types of incentives for employees is open, the employer has the right to provide for such types of incentives and benefits in the collective agreement or in the internal labor regulations.

The title of "Best in Profession" is an industry award for special labor merits. As a rule, the assignment of branch, honorary titles is carried out on the recommendation of the employer by the heads of ministries with the participation of the relevant trade union bodies.

One of the varieties of material incentives for employees for conscientious work is rewarding with a valuable gift. The maximum value of a valuable gift is not limited by law and is determined by the employer at his discretion based on the personal merits of each employee.

One-time cash bonuses are a common form of material incentives for conscientious work. They should be distinguished from those paid under current wage systems.

Speaking about the subject composition of the use of incentives, they can be divided into individual and collective. Most often, incentives are applied individually. However, at the discretion of the employer, in some cases, incentives may be applied to teams of brigades, sections, departments.

According to the circle of persons to whom incentives apply, general and special types of incentives can be distinguished. General incentives set labor law and apply to all employees, regardless of the field of activity in which they work. Special incentive measures apply to certain categories of employees and are established by special laws, as well as industry regulations and disciplinary charters. For example, article 55 federal law dated July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation" established incentives and rewards for civil servants:

"one. For an impeccable and efficient civil service are applied the following types promotions and awards:

1) announcement of gratitude with the payment of a one-time incentive;

2) awarding an honorary diploma of a state body with the payment of a one-time incentive or with the presentation of a valuable gift;

3) other types of encouragement and rewarding of the state body;

4) payment of a one-time incentive in connection with entering the state pension for long service;

5) encouragement of the Government of the Russian Federation;

6) encouragement of the President of the Russian Federation;

7) assignment of honorary titles of the Russian Federation;

8) awarding insignia of the Russian Federation;

9) awarding orders and medals of the Russian Federation”.

So, incentives can be divided into the following types:

By the nature of the impact on employees (moral and material);

subject composition (individual and collective);

By their social significance (used directly by the employer and used by the relevant authorities for special labor services to society);

· according to the circle of persons who are subject to incentives (general, applicable to any employees, and special, applicable to certain categories of employees if they are established by special laws, as well as industry regulations and disciplinary charters).

In accordance with Article 191 of the Labor Code of the Russian Federation, the basis for the application of incentive measures is conscientious performance employees of their work duties. Conscientious is the impeccable performance of labor duties in strict accordance with the requirements for employees provided for in employment contracts, job descriptions, tariff and qualification reference books, instructions and requirements for labor protection and other documents that determine the content of the performed labor function, in compliance with the current internal labor regulations.

As practice shows, this general basis is not enough to develop a system for encouraging and rewarding employees. Therefore, managers and personnel departments are striving to develop more specific indicators in relation to the specifics of production conditions and the organization of labor at a particular employer. At this stage, most of the difficulties arise. In the absence of normalizing indicators, the application of incentives to employees is usually very subjective and may ineffectively affect the functioning of the incentive system as a whole. In this regard, the issue of developing normalizing indicators of labor efficiency should be given the closest attention.

It is advisable to form a system of factors that serve as grounds for encouraging employees to different categories employees in different ways - taking into account the nature of the work performed, the procedure for accounting and standardizing the results of work various categories employees.

For example, it is advisable to define a different approach in the development of an incentive system for employees whose work rationing is based on financial and other indicators for the entire organization as a whole and for those categories of employees who have personal rationing indicators. Employees can be divided into the following categories:

1) The management team is the administration.

2) Middle and junior management - managers separate subdivisions, departments, workshops, working groups. For this category of workers, it is advisable to develop standardizing indicators of work efficiency, depending on the indicators of the managers they manage. structural divisions.

3) Specialists and technical performers.

4) Workers.

The grounds for the application of incentive measures can be supplemented and specified by a collective agreement or internal labor regulations in accordance with the assigned management tasks.

In addition, in the statutes and regulations on discipline, the grounds for the application of incentive measures, as a rule, are specified in relation to the specifics of working conditions in specific industries. So, according to Decree No. 621, employees railway transport encouraged for:

"Employees are encouraged to conscientious performance work duties, improving the quality of work, increasing labor productivity, innovation, initiative, ensuring the safety of transported goods and luggage, caring for other entrusted property, long-term and flawless work.

With skillful use, incentives can be a more effective tool for stimulating employees to conscientious work than penalties.

Encouragement can push, stimulate an unlimited number of people to commit an act approved by society, and the most encouraged person to repeat this act.

The legal status of an employer in accordance with the Labor Code of the Russian Federation includes the right to apply incentive measures. The procedure for applying incentive measures by labor legislation is partially defined, which means that it is largely determined by the employer.

In practice, the incentive is announced in an order or instruction, brought to the attention of the employee and the work collective, and a corresponding entry is made in the employee's work book.

The issued order indicates the motive for the promotion, the type of promotion, the form of the promotion, and in the case of awarding a valuable gift (premium), also its value. The employer is obliged to familiarize the employee with this order against signature. The form of the order (instruction) to encourage the employee was approved by the Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment” (hereinafter Decree No. 1) ( unified form No. T-11 and a unified form of a consolidated order on the promotion of employees T-11a).

Note.

The cost of a valuable gift is included in the total annual income of the employee. According to paragraph 28 of Article 217 of the Tax Code of the Russian Federation, they are exempt from income tax individuals(personal income tax) income of individuals not exceeding 4,000 rubles received in the form of gifts from organizations or individual entrepreneurs. It must be borne in mind that if the value of the gift exceeds 4,000 rubles, the excess amount is subject to personal income tax.

The basis for issuing an order (instruction) on promotion is a submission submitted for consideration to the head of the organization by the immediate supervisor of the employee or the personnel department of the organization. Since the procedure for submitting to promotion is not regulated by law, each organization uses its own.

In practice, the question often arises: does the employer have the right to apply incentive measures to the person represented during the term of the disciplinary sanction in relation to the same employee. The current Labor Code of the Russian Federation does not contain a rule prohibiting encouraging an employee who has disciplinary action during the term of the charge. Therefore, the decision on the possibility of encouraging such employees depends on the discretion of the employer.

Information about incentives is entered in the work book in accordance with part 4 of article 66 of the Labor Code of the Russian Federation. The basis for making an entry in the work book is the corresponding order (instruction) of the head (clause 10 of the Rules for maintaining and storing work books, preparing work book forms and providing employers with them, approved by Decree of the Government of the Russian Federation dated April 16, 2003 No. 225 (hereinafter referred to as the Rules for maintaining and storing work books).

According to paragraph 24 of the Rules for maintaining and storing work books, the following information about the award (encouragement) for labor merits is entered in the work book:

a) on the awarding of state awards, including the assignment of state honorary titles, on the basis of relevant decrees and other decisions;

b) on awarding diplomas, conferring titles and awarding badges, badges, diplomas, certificates of honor produced by organizations;

c) on other types of incentives provided for by the legislation of the Russian Federation, as well as collective agreements, internal labor regulations of the organization, charters and regulations on discipline.

Clause 10 of the Rules for maintaining and storing work books establishes a weekly period, no later than which the employer is obliged to make appropriate entries in work books.

The procedure for entering information about the award in the work book in accordance with the Instructions for filling out work books, approved by the Decree of the Ministry of Labor of the Russian Federation of October 10, 2003 No. 69 "On approval of the instructions for filling out work books", is as follows:

“in column 3 of the section “Information on the award” of the work book, the full name of the organization, as well as the abbreviated name of the organization (if any) are indicated in the form of a heading; in column 1 below, the serial number of the entry is put (numbering that grows throughout the entire period labor activity employee); column 2 indicates the date of the award; column 3 records who awarded the employee, for what achievements and what award; column 4 indicates the name of the document on the basis of which the entry was made, with reference to its date and number.

AT without fail information about incentives is also entered in the employee's personal card, in section VII "Awards (incentives), honorary titles" (unified form No. T-2, approved by Resolution No. 1).

Note!

No entries are made in the work book about bonuses that are not an incentive for the employee, but are integral part his earnings, i.e. provided for by the remuneration system or paid on a regular basis (clause 25 of the Rules for maintaining and storing work books). If the employee received the so-called "personal" bonus for a specific personal contribution to the work, then information about it should be entered in his work book.

Note.

Attention is drawn to the discrepancy between the wording of Articles 66 and 191 of the Labor Code of the Russian Federation. Article 66 of the Labor Code of the Russian Federation requires that information on awards for success in work be entered in the work book, and no entries are provided for other types of incentives. The aforementioned discrepancy between the concepts of “reward” and “encouragement” makes it difficult to apply the norms of labor legislation in the practice of issuing work books.

In this regard, two opposing points of view have arisen:

1. According to Article 66 of the Labor Code of the Russian Federation, the employer is not obliged to enter into the work book information about all employee incentives, but only information about his awards.

2. A broader interpretation of the term "encouragement" suggests that those incentives that are not essentially rewards, but also characterize the employee from a positive side, should be reflected in the work book in his interests.

Thus, the employee has the right to insist on making an appropriate entry in the work book about any of the types of incentives applied to him, if it has not been made.

In general, the documentation of the promotion procedure includes:

drawing up by the head of the structural unit in which the employee works, or by the head personnel service submissions of incentives addressed to the head of the organization, indicating the type of incentive in accordance with the Internal Labor Regulations or other local regulations;

· publication of an order (instruction) on encouragement (unified form No. T-11, T-11a) and its solemn announcement;

making the necessary entry in the personal card (unified form No. T-2) on the promotion of the employee;

Making an appropriate entry in the work book of the employee.

An example of documenting the application of incentives for work.

Director of Prima LLC

Derzhavin K.K.

Presentation on the promotion of Ivanov M.M., sales manager

Ivanov M.M., born in 1955, manager of the sales department, has ten years of continuous experience at Prima LLC. During this period of work, he always conscientiously fulfilled his labor duties and he was repeatedly thanked.

For the conscientious performance of labor duties, long and impeccable work, and also in connection with the anniversary date - his fiftieth birthday, I present to the encouragement of Ivanov M.M. I propose to encourage Ivanov M.M. in the form of a certificate of honor and a valuable gift.

Head of Sales Department ___________ /Vasiliev I.I./

Position, personal signature, transcript of the signature.

(name of company)

(order)
on employee incentives

For conscientious performance of labor duties, long-term and

award a certificate of honor and a valuable gift

A sample of entering information about the award in the work book.

Sample entry in the employee's personal card.

End of example.

Note!

The legislator in the new edition of the Labor Code of the Russian Federation extends the general norms of labor legislation to all business entities - both legal entities and individuals. It can be stated that the fourteen-year infringement of the rights of individual entrepreneurs as employers and, most importantly, the employees hired by them, has finally been stopped. Employer - individual entrepreneur now apart from the conclusion employment contracts, is obliged to keep work books for all its employees, and also as an employer - (organization) to document personnel issues, including in the field of labor discipline.

The right to apply incentive measures belongs entirely to the employer and does not require, as was the case before, agreement with the relevant elected trade union body. In addition, the simultaneous application of several incentive measures is allowed. As a rule, in practice, this is a combination of moral and material measures (for example, announcing gratitude and issuing a cash bonus).

At the same time, the use of incentive measures can be quite subjective, since it is always associated with an assessment of the behavior of employees in the labor process. However, if local normative act, regulating the evaluation criteria, the grounds for promotion, the procedure for applying incentive measures, then the entire procedure associated with the application of incentive measures is within the framework of " legal field". As they say, the law is harsh, but it is the law. When the rule prescribed in the local regulatory act applies to an indefinite number of persons, then the employer, in addition to the rights, also has the obligation to apply incentive measures in the event of the occurrence of certain circumstances (implementation of the plan by the employee, department, organization as a whole, achievement of certain economic success and etc).

The norms that govern the entire procedure for applying incentives for conscientious work can be documented in the Internal Labor Regulations, but it is more expedient to do this in a special local regulatory act - the Regulation on Encouragement of Employees.

One of the important factors for the successful work of employees and, in general, for the growth of economic indicators is rational system employee incentives.

The development of a reward system is inextricably linked with the general personnel motivation system in place for a given employer, and is largely specific to each company. It is profile driven economic activity, the existing structural and industrial relations, management tasks. The system of employee incentives is influenced by the economic situation and the financial basis of the company.

Regardless of these features, it is still possible to recommend general approaches to the development of a reward system.

When developing a system of rewards for work, it is necessary to take into account the following provisions:

1) the basis for rewarding for success in work should be specific indicators that employees achieve by fulfilling their immediate official duties and which most fully characterize the labor participation of each employee in solving common problems; it is advisable to form a system of indicators, factors that serve as grounds for encouraging employees, taking into account the nature of the work performed, the procedure for accounting and standardizing the results of the work of various categories of employees (managers, specialists, technical performers, workers);

2) the employee must be sure that when the established results are achieved, he will definitely be rewarded;

3) incentive measures for work should be envy of the significance of labor achievements, that is, for higher performance, more significant incentive measures should be established accordingly;

4) motivate each employee to continuous improvement their performance indicators;

5) the incentive system should be open, transparent and understandable for employees;

6) the timeliness of the application of incentive measures should be taken into account.

The provision on encouragement can be a document with varying degrees of detail.

For organizations with established economic indicators, a common system of intra-corporate relations, a well-established system of standardization of labor efficiency indicators, both structural units and employees holding individual positions, a position with the maximum degree of detail can be recommended.

For small, dynamically developing companies in which the development of intra-corporate relations and the overall system of functioning of the organization are at the stage of formation, it may be more useful to have a local regulation with a lesser degree of detail, which reflects only the most general principles employee incentives.

Regardless of the level of detail of the document defining the principles of the incentive system, it is advisable that it contain the following basic information:

1) Principles of formation of the reward system.

2) Specific indicators of the application of incentive measures.

3) Forms and measures (types) of encouragement.

4) The procedure for presenting employees for promotion.

5) Competence of management for the application of incentive measures.

6) Legal basis for the application of incentive measures (order of the head of the organization, order of another official).

7) The procedure for conducting promotional activities.

8) Other information regarding the incentive system.

In the application of the incentive system, an important place is occupied by the mechanism for introducing employees to incentives.

For example, in the provision on incentives in force in the organization, the rights of managers at various levels to apply each type of incentive should be divided.

So, it seems quite logical that the head of a structural unit (department, workshop, and so on) uses incentive measures that are not associated with serious material costs of the organization, for example, announcing gratitude, speaking to the head of the organization with the initiative to early withdrawal from an employee of a previously imposed penalty, payment of bonuses (one-time bonuses) in small amounts to the best employee of the department, and others.

The head of the organization may have broader powers to apply incentive measures to employees. He ultimately decides on the amount of funds allocated to encourage employees. His powers can extend both to the use of incentives that are of an individual one-time nature (in relation to a specific employee), and to incentives in relation to a specific group of employees (workers of a shop, teams, and so on) or the labor collective as a whole.

It should be noted that the legislation does not regulate the procedure for the entry into force of the Regulation on the encouragement of employees. Therefore, the employer can independently determine the procedure for approving this document, taking into account the general system for the development and adoption of local regulations.

For more information on issues related to material and moral types of incentives for work, the development of the Regulations on the encouragement of employees, you can find in the books of the authors of CJSC " BKR-Intercom-Audit" "Incentives for work" and“Labor discipline. Legal regulation. Practice. The documents".

New edition Art. 191 Labor Code of the Russian Federation

The employer encourages employees who conscientiously fulfill their labor duties (announces gratitude, gives out a bonus, rewards with a valuable gift, a certificate of honor, presents them to the title of the best in the profession).

Other types of incentives for employees for work are determined by a collective agreement or internal labor regulations, as well as charters and regulations on discipline. For special labor services to society and the state, employees can be nominated for state awards.

Commentary on Article 191 of the Labor Code of the Russian Federation

Article 191 of the Labor Code of the Russian Federation indicates how an employer can reward an employee for conscientious performance of labor duties. Among the ways of motivation are gratitude, an award, a valuable gift, an honorary diploma, a presentation to the title of the best specialist. The list of incentives is not exhaustive. The employer can fix other ways of motivation in the collective agreement or internal labor regulations.

Another commentary on Art. 191 of the Labor Code of the Russian Federation

1. The legal personality of an employer includes the right to reward employees. Incentives are a fairly effective means of increasing labor productivity and ensuring labor discipline. Practice shows that incentives sometimes turn out to be a more effective tool for stimulating employees to conscientious work than penalties. The employer should strive to combine measures of moral and material incentives for employees for conscientious performance of duties under an employment contract.

2. The list of incentives contained in Part 1 of Art. 191 of the Labor Code is not exhaustive, but at the same time clearly demonstrates the possibility of encouraging employees both morally and financially. This list can be supplemented depending on the needs and capabilities of a particular employer. Additional types of incentives may be provided for by a collective agreement or internal regulations. Through local legal regulation it is possible to establish honorary titles for employees of the organization, provide additional paid holidays, various kinds incentives of a material nature: bonuses, payment for tuition by new promising professions, compensation for the cost of annual vacation, etc. The employer has the right to independently determine the choice of the form of securing additional incentives. Despite the fact that the law provides for the consolidation of additional incentives only in the collective agreement and internal labor regulations, one cannot deny and exclude the possibility of their establishment by orders (instructions) of the head of the organization.

3. Charters and regulations on the discipline of employees of certain sectors of the economy may provide for additional to those listed in Part 1 of Art. 191 of the Labor Code of the Russian Federation for promotion. So, for example, the Charter on the discipline of workers of the fishing fleet of the Russian Federation (SZ RF. 2000. October 2. N 40. Art. 3965) for conscientious performance of labor duties, increase in labor productivity, careful attitude to the entrusted property provides for the entry of employees into the Book of Honor, Book history of the ship and on the Board of Honor, awarding a badge of honor (clause 9 of the Charter). In addition to the above types of incentives, the Charter on the Discipline of Maritime Transport Workers (SZ RF. 2000. May 22. N 22. Art. 2311) provides for the awarding of the Certificate of Honor of the Ministry of Transport of the Russian Federation and the awarding of signs "Honorary Worker of the Marine Fleet", "Honorary Polar Explorer".

4. The employer has the right to present employees for state awards for special labor merits. The submission procedure is governed by the Regulations on State Awards of the Russian Federation, approved by Decree of the President of the Russian Federation of March 2, 1994 N 442 (as amended on June 27, 2000). In accordance with clause 4 of the said Regulations, petitions for awarding state awards can be initiated in collectives of enterprises, institutions, organizations of private, state, municipal and other forms of ownership. Heads of enterprises, institutions, organizations after agreement with the authorities executive power districts, cities send applications for awarding to the executive authorities of the constituent entities of the Russian Federation or, in agreement with them - to federal authorities state power.

Various ministries and departments are also working to regulate the procedure for submitting documents for awarding state awards. Thus, Order of the Ministry of Culture of the Russian Federation of December 13, 2000 N 756 approved the Procedure for Consideration in the Ministry of Culture of Russia of materials on awarding state awards and the Regulations on expert groups for considering award applications in structural divisions of the Ministry of Culture of Russia. Ministry of General and vocational education The Russian Federation, by letter of March 27, 1997 N 28-55-94in / 28-55 (Education in documents. 1997. N 11), also determined the procedure for submitting materials for awarding state and departmental awards.

5. State awards include: the title of Hero of the Russian Federation; orders and medals; honorary titles (for example, "People's Artist of the Russian Federation", "Honored Architect of the Russian Federation", "Honored Scientist of the Russian Federation", "Honored Lawyer of the Russian Federation", etc.); state awards of the Russian Federation, as well as awards of the President of the Russian Federation and awards of the Government of the Russian Federation.

6. The Government of the Russian Federation (or, with its permission, ministries and departments) establishes departmental (industry) awards, for example, "Honorary Road Worker of Russia" or " Honorary Worker For example, the Ministry of General and Vocational Education of the Russian Federation, by Order No. 44 dated January 13, 1999 (as amended on April 1, 2002), approved the Regulations on industry awards, which include: the medal of K.D. Ushinsky; badges of honorary workers of various types of education, diploma of the Ministry, as well as gratitude of the Ministry.

7. The legislation does not establish any sequence in the application of incentive measures. An employer can apply several incentives at the same time (for example, announce gratitude and give out a bonus).

8. The right to encourage an employee is a subjective right of the employer, which he may use or not use based on his own assessment of the achievements and merits of the employee. The legislation does not link the promotion of an employee with any objectified circumstances (for example, reaching the age or having a certain length of service).

9. Incentives on behalf of the employer are applied by its officials. Competence officials employer (the head of the organization, his deputies, heads of structural divisions, etc.) is fixed in the internal labor regulations. On the application of incentive measures, the employer issues an order or instruction, which it is advisable to publish in any possible form.

Information about incentives can be entered in the employee's work book. Without fail, information about incentives is entered into the employee's personal card (form T-2, approved by the Decree State Committee according to the statistics of the Russian Federation of April 6, 2001 // Financial newspaper. 2001 (May). No. 20).

Incentives for work and disciplinary sanctions.

In a legal sense promotion - public recognition of labor merits, rendering honor individual employees and labor collectives in the forms established by law, collective-contractual and local-legal acts.

According to Art. 191 Labor Code of the Russian Federation incentives are applied for conscientious performance of labor duties. However, incentives can be applied for other labor achievements.

The current labor legislation defines only Sample list of incentives:

Declaration of gratitude;

Issuance of an award;

Awarding a valuable gift;

Awarding an honorary diploma;

Submission to the title of the best in the profession.

Other types of incentives for employees for work are determined by a collective agreement or internal labor regulations, as well as charters and regulations on discipline. Additional incentives are also established in a number of laws.

All incentives for success in work are divided into two groups: on measures moral and material measures. It is possible to apply several incentive measures to an employee at the same time, both moral and material: for example, an employee can be awarded a diploma and at the same time he is given a cash bonus.

Measures of encouragement for success in work, according to their grounds and according to who applies them, can also be divided into two kinds:

Applied by the employer for exemplary performance of labor duties;

applied by superiors government bodies on the recommendation of the employer for special labor services to society and the state.

Application of incentive measures, specified in the law is the right but not the obligation of the employer(its representatives). The employee is not entitled to these types of incentives. Such a right may, in particular, appear provided that the organization has adopted a provision on bonuses, which establishes indicators upon reaching which the employee has the right to encourage a certain type.

All incentives are announced in the order (instruction) of the employer and brought to the attention of the team of employees. Information about incentives should be paid in the personal card of the employee and his work book.

For special labor services to society and the state workers are introduced to awarding state awards. According to Art. 89 of the Constitution of the Russian Federation State awards are awarded by the President of Russia. The Commission on State Awards under the President of the Russian Federation is directly involved in these issues. The regulation on state awards of the Russian Federation was approved by Decree of the President of the Russian Federation of March 2, 1994 No. 442.

At present, in our country there is also a system honorary titles of the Russian Federation, awarded for special labor merits: "Honored Doctor of the Russian Federation", "Honored Lawyer of the Russian Federation", "Honored Power Engineer of the Russian Federation", etc. It is established Decree of the President of the Russian Federation of December 30, 1995 No. 1341.

For workers in some sectors of the national economy, special honorary titles and badges, for example, the badge "Honorary road builder of Russia".

For a great personal contribution to the implementation of the social and economic policy of the state, distinguished in accordance with Decree of the Government of the Russian Federation of May 31, 1995 No. 547 are awarded Honorary diploma Government of the Russian Federation. The highest recognition of the merits of scientists and cultural figures before society and the state are State Prizes in the field of literature and art, as well as in the field of science and technology, awarded on the basis of Regulations approved by Decree of the President of the Russian Federation of June 21, 2004, No. 785. The subjects of the Russian Federation have their own honorary titles and awards established by their legislation.

Employees who successfully and conscientiously perform their labor duties, local legal acts and collective agreements can also be installed benefits and perks in the field of socio-cultural and housing and consumer services: payment of expenses for advanced training, payment for vouchers to sanatoriums and rest homes; surcharges for children, etc.