New edition Art. 143 Labor Code of the Russian Federation

Tariff wage systems - wage systems based on the tariff system of differentiation wages workers various categories.

The tariff system for differentiation of wages of employees of various categories includes: tariff rates, salaries (official salaries), tariff scale and tariff coefficients.

Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

Wage category - a value that reflects the complexity of work and the level of qualification of the employee.

Qualification category - a value that reflects the level vocational training worker.

Tariffication of work - the assignment of types of labor to tariff categories or qualification categories, depending on the complexity of the work.

The complexity of the work performed is determined on the basis of their billing.

Tariffication of work and the assignment of tariff categories to employees are carried out taking into account a single tariff qualification handbook works and professions of workers, a unified qualification directory of positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government Russian Federation.

Tariff systems of wages are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing norms labor law. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages.

Commentary on Article 143 of the Labor Code of the Russian Federation

As we said above, the remuneration for the work of an employee is set depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Differentiation of wages according to these indicators is provided, as a rule, on the basis of tariff system wages.

Article 143 Labor Code RF tariff system of remuneration includes:

tariff rates;

salaries (official salaries);

tariff scale;

Tariff coefficients.

The main element of the tariff system of remuneration are tariff rates. Tariff rate - a fixed amount of remuneration of an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time without taking into account compensatory, incentive and social payments.

The tariff rate of the 1st category determines the minimum wage for unskilled labor per unit of time. The tariff scale is a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

At the same time, the tariff category is a value that reflects the complexity of work and the level of qualification of an employee, and the qualification category is a value that reflects the level of professional training of an employee.

The tariff coefficient establishes the ratio of the tariff rate of this category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category. With the help of the tariff rate of the first category and the corresponding tariff coefficients, the tariff rates of the remaining categories are determined. For example, if the tariff rate of the first category is 1100 rubles (today it is the minimum wage), then, knowing the tariff coefficient, say, of the tenth category (let's say - 2.047), it is easy to calculate the tariff rate of the tenth category by multiplying the tariff rate of the first category for the corresponding tariff coefficient - 2251.7 rubles.

Thus, the tariff scale is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation of wages. The type, remuneration system, the size of tariff rates, salaries, bonuses, other incentive payments, organizations determine independently in collective agreements and local acts. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, remuneration in the public sector is set centrally - on the basis of the so-called Unified tariff scale(ETS).

The tariff system of remuneration of employees of the public sector is based on the Unified Tariff Scale, approved by Decree of the Government of the Russian Federation of October 14, 1992 N 785 "On Differentiation in the Levels of Remuneration of Employees of the Public Sector on the Basis of the Unified Tariff Scale". The Unified Tariff Scale (UTS) is a unified tariff scale for the remuneration of workers and employees. It covers all groups of employees of institutions, organizations and enterprises that are on budget financing (with the exception of representative and executive authorities). It contains 18 bits. Previously, the ratio of tariff categories of this tariff scale was set at 1:10.07, i.e. wages in the highest XVIII category exceeded wages in the first (lowest) category by 10.07 times. However, since December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified tariff scale for remuneration of employees of public sector organizations has been set at 1 to 4.5.

The size of the tariff rate of the 1st category is established by the Government of the Russian Federation and cannot be lower than the minimum wage. With an increase in the minimum wage (minimum wage), the Government of the Russian Federation issues a corresponding decree on an increase in UTS tariff rates.

Each category of the grid corresponds to a tariff coefficient, which shows how many times the tariff rates of workers of the second and subsequent categories are higher than the rates of workers of the first category. These coefficients increase with an increase in the tariff category (from 1 to 4.5). Currently, the tariff coefficients for calculating the remuneration of employees of federal state institutions are established by Decree of the Government of the Russian Federation of April 29, 2006 N 256 "On the size of the tariff rate (salary) of the first category and on inter-digit tariff coefficients of the Unified tariff scale for remuneration of employees of federal state institutions ".

The categories of wages in the UTS reflect the complexity of the work performed. The dependence of wages on working conditions is provided by various kinds of additional payments and compensations (for work with difficult or harmful working conditions in difficult climatic conditions, at night, etc.).

Tariffication of various jobs, professions, specialties, depending on their complexity, is carried out on the basis of tariff-qualification reference books. The Tariff and Qualification Handbook establishes the requirements that an employee must meet, i.e. what knowledge, skills and abilities he must have to perform a particular job, depending on its complexity. At present, the Unified Tariff and Qualification Directory of Works and Professions of Workers (UTS) is in force, the approval procedure for which is indicated in Decree of the Government of the Russian Federation of October 31, 2002 N 787.

The UTS establishes the tariff and qualification characteristics of working professions in the form of job characteristics (which this job includes) and the necessary knowledge of the employee ("should know").

The qualification directory for the positions of managers, specialists and other employees was approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This qualification directory contains three sections: "Job Responsibilities", "Must Know" and "Qualification Requirements". The "Job Responsibilities" section lists labor functions to be performed by the person holding the position. The "Must Know" section includes knowledge requirements, necessary for the employee to carry out their official duties. The "Qualification Requirements" section provides for the minimum level of general and special training required to perform this work (level and profile of education, work experience).

The billing of workers is carried out according to eight categories (from I to VIII). However, according to the Decree of the Government of the Russian Federation mentioned above "On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale" dated October 14, 1992 N 785, heads of institutions, organizations and enterprises that are on budget financing, were granted the right to set monthly rates and salaries some employees with advanced qualifications. Thus, for highly qualified workers employed in important and responsible work in accordance with the lists approved by the ministries and departments of the Russian Federation, monthly rates and salaries can be established based on the IX and X categories of the ETS, and for especially important and especially responsible work according to the list approved by the Ministry Labor of the Russian Federation (now - the Ministry of Health and social development RF), based on the XI and XII categories of the Unified Tariff Scale.

With the growth of the qualification (rank) of the employee, his tariff rate also increases. Assignment of categories to employees of the public sector is carried out according to the results of certification. Attestation of public sector employees is carried out in accordance with the Basic Provisions on the procedure for attestation of employees of institutions, organizations and enterprises that are on budget financing, approved by the Decree of the Ministry of Labor of Russia and the Ministry of Justice of Russia dated October 23, 1992 NN 27, 8/196. In accordance with these Basic Provisions, for each employee subject to certification, no later than two weeks before the start of certification, his immediate supervisor prepares a submission containing a comprehensive assessment of: the compliance of the employee’s professional training with the qualification requirements for the position and the category of remuneration for his work; his professional competence; attitude to work and performance of official duties; indicators; performance indicators for the past period. The attested employee must be familiar with the submitted materials in advance, at least two weeks before the certification. Part attestation commission includes the chairman (as a rule, the deputy head of the institution, organization, enterprise), secretary and members of the commission. The attestation commission includes heads of departments, highly qualified specialists, representatives of trade union organizations. The attestation commission considers the submission, hears the person being certified and the head of the department in which he works. Heads of institutions, organizations, enterprises are certified in commissions organized by higher authorities according to their subordination. Evaluation of the employee's activity and recommendations of the commission are adopted by open voting by a majority of votes. The head of the organization, taking into account the recommendations of the attestation commission, within a month, makes a decision on establishing the appropriate categories of wages for employees. The results of certification after their approval by the head are entered into work book employee indicating the category of payment according to ETC.

Tariff wage systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms. Tariff systems for remuneration of labor are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, as well as taking into account state guarantees for wages.

Another commentary on Art. 143 of the Labor Code of the Russian Federation

1. Art. 143 of the Labor Code of the Russian Federation gives a legal definition of the concept of "tariff system of remuneration" and its elements, which was previously enshrined in Art. 129 of the Labor Code, the procedure for charging work and assigning tariff categories to employees, as well as the procedure for establishing a tariff system by the employer, is fixed.

The tariff system of remuneration is a set of rules enshrined in regulatory legal acts, collective agreements and agreements designed to reflect the content, complexity and working conditions, employee qualifications, production features and its natural and climatic environment in wages. It allows you to differentiate the size of wages depending on its quantity and quality, the qualifications of the employee and the complexity of the work performed, i.e. implement the requirements of Art. 132 of the Labor Code of the Russian Federation.

2. In accordance with Art. 143 of the Labor Code of the Russian Federation, the structure of the tariff system includes tariff rates (salaries, official salaries), a tariff scale, and tariff coefficients. For practical application Tariff system also requires tariff-qualification reference books.

The tariff rate is a fixed amount of remuneration of an employee for the fulfillment of a labor norm (labor duties) of a certain complexity (qualification) per unit of time. Depending on the chosen unit of time, there are hourly, daily and monthly tariff rates. The tariff rate is set depending on the complexity, intensity, working conditions, as well as its economic and social significance. The main calculated value is the tariff rate of the first category, which determines the minimum wage for the simplest work. The monthly tariff rate of the first category cannot be lower than the minimum wage established by the state.

Salary is a fixed amount of monthly wages, which is set for managers, specialists and employees, as well as for those workers whose work cannot be rationed. The amount of the monthly salary cannot be less than the established minimum wage.

To determine the size of the tariff rate of the second and subsequent categories, the tariff scale is applied. It establishes the ratio of wages depending on the complexity of the work and the qualifications of workers. The parameters of the tariff scale are: the number of tariff categories, tariff coefficients, the range of the tariff scale. The first category corresponds to the simplest work, the last - the most difficult.

The most common in terms of the number of digits is the 6-digit tariff scale. In more complex industries, a 7-bit (oil and gas production, rolling and pipe production of ferrous metallurgy, railway transport, etc.) and an 8-bit (locksmith, fitter-assembly and welding work, blast furnace and steelmaking, shipbuilding and ship repair, etc.) grid.

3. The billing of work is the assignment of types of labor to wage categories or qualification categories, depending on the complexity of the work.

Assignment of salary categories to employees is carried out in order to assess the qualifications of the employee and the complexity of the work performed by him, and qualification categories - in order to assess the level of professional training of the employee.

Tariffication of work and assignment of tariff categories to employees is carried out on the basis of tariff and qualification reference books. Tariff-qualification reference books include tariff-qualification reference books of works and professions of workers and a unified qualification reference book for the positions of managers, specialists and employees. The procedure for approving directories is established by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003) "On the procedure for approving a unified tariff-qualification guide for jobs and professions of workers, a unified qualification directory for the positions of managers, specialists and employees" , and the Procedure for the use of reference books - by Decree of the Ministry of Labor and Social Development of the Russian Federation of February 9, 2004 N 9 (BNA. 2004. N 14).

The Unified Tariff and Qualification Directory of Works and Professions of Workers consists of tariff and qualification characteristics containing the characteristics of the main types of work by professions of workers, depending on their complexity and the corresponding tariff categories, as well as the requirements for professional knowledge and skills of workers; The Unified Qualification Directory for the positions of managers, specialists and employees consists of qualification characteristics for the positions of managers, specialists and employees, containing official duties and requirements for the level of knowledge and qualifications of managers, specialists and employees.

Until recently, tariff-qualification guides, approved in the prescribed manner, were mandatory. They are currently recommended.

The Unified Tariff and Qualification Handbook of Works and Professions of Workers currently in use was approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions in 1983. In accordance with the Decree of the Ministry of Labor of Russia of May 12, 1992 N 15a (BMT RF. 1992. N 7 - 8) this handbook is used in all organizations located on the territory of the Russian Federation, and the necessary changes and additions to it are made by the Ministry of Labor and Social Development of the Russian Federation.

The qualification directory of positions of managers, specialists and other employees was approved by Decree of the Ministry of Labor and Social Development of the Russian Federation on August 21, 1998 N 37. It contains two sections: industry-wide qualification characteristics of positions of employees employed at enterprises, institutions and organizations (positions of managers, specialists and other employees), and qualification characteristics of employees employed in research institutions, design, technological, design and survey organizations (positions of managerial, scientific and engineering workers common to research institutions, design, technological, design and survey organizations ; positions of management and engineering and technical employees of design, technological, design and survey organizations; positions of employees of editorial and publishing departments). Each qualification characteristic contains three sections: "Job Responsibilities", "Must Know", "Qualification Requirements".

4. The main principle of tariff regulation of remuneration is that the development of all conditions for remuneration, including the determination of the size of tariff rates and official salaries and their differentiation by categories, professional qualification groups and positions, is carried out at the local level. The tariff wage system is introduced in organizations (with the exception of those financed from the budget) on the basis of a collective agreement, agreements that apply to this organization, as well as local regulations. At the same time, state guarantees for wages must be observed (see article 130 of the Labor Code of the Russian Federation and commentary thereto).

5. In connection with the adoption of the Federal Law of April 20, 2007 N 54-FZ "On Amendments to the federal law"On the minimum wage" and other legislative acts of the Russian Federation "it is not allowed to reduce tariff rates, salaries (official salaries), wage rates, as well as compensation payments(surcharges and allowances of a compensatory nature, including for work in conditions deviating from normal, work in special climatic conditions and in territories subjected to radioactive contamination, and other compensation payments), established before the day it enters into force (the Law enters into force effective from September 1, 2007).

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1. Unified tariff scale for remuneration of public sector employees

The unified tariff scale (hereinafter referred to as UTS) in different options has operated in Russia since 1992. And even earlier, in Soviet times, the level of wages largely depended on similar principles. The tariff scale subdivides all employees of the public sector into 18 categories. Such a system was convenient in times of high inflation in the country, as it made it possible to quickly index the salaries of all state employees. But ETS also has negative sides- this is a very rigid structure, if there is an increase, then at the same time for everyone, regardless of the situation in each individual industry. Consequently, each indexation required serious budget spending. But most importantly, the ETS did not take into account the specifics of professions, equating the work of a school teacher with the work of a doctor in a district clinic or a circus performer. It is difficult to undertake an assessment of the complexity and usefulness of a particular profession, but one should adhere to an individual approach to remuneration of public sector employees. There is an opinion about the moral obsolescence of the UTS, about the need to rate the salaries of state employees based on objective realities today.
Formally, since 2005, the subjects of the Russian Federation were asked to develop their own systems. However, it was not possible to get rid of a single grid at that time: in fact, most regions, without bothering to develop differentiated payment schemes, continued to focus on the UTS and the salaries of regional state employees. The unified tariff scale, which operated in a unified manner throughout the country, did not take into account the peculiarities associated with the functioning of a particular industry.
_________________________
Egorsheva N., Russian newspaper. October 4, 2007
According to Appendix N 1 to Decree of the Government of the Russian Federation of October 14, 1992 N 785 (lost force - Decree of the Government of the Russian Federation of 27.02.1995 N 189), the size of the tariff rate (salary) of the first category is established by the Government of the Russian Federation. The rates (salaries) of employees of other categories of the Unified Tariff Scale are established by multiplying the tariff rate (salary) of the first category by the corresponding tariff coefficient.
Professions of workers are charged in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers from 1st to 8th categories of the Unified Tariff Scale. Highly qualified workers engaged in important and responsible work and in especially important and especially responsible work may be set tariff rates and salaries based on 9-12 categories of the Unified Tariff Scale according to the lists approved by the ministries and departments of the Russian Federation and the Ministry of Labor of the Russian Federation.
Official salaries of deputies are set at 10-20 percent lower than the salary of the corresponding head.

Unified tariff scale:

for industry-wide positions of employees
(Appendix 2 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

Categories of remuneration of the unified tariff scale
on the main positions of employees of public sector sectors
(Appendix 3 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

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on wages of employees of federal state institutions.

Inter-category coefficients are the coefficients by which the rate of 1 category of the tariff scale is multiplied to determine the rate of the corresponding category.

Tariff scale by categories for 2017-2018

For example, the rate of the 15th category is 6982.8 rubles. (2300 rub. H 3,036).

The tariff rates (salaries) of employees from the 2nd to the 18th category of the UTS for the remuneration of employees of federal state institutions are determined by multiplying the tariff rate (salary) of the 1st category by the corresponding inter-digit tariff coefficient.

The size of the tariff rate (salary) of the deputy head is set one or two categories lower than the tariff rate (salary) of the corresponding head.

In the period from September 1, 2007 to December 31, 2008, new wage systems will be introduced for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is based on the UTS, in accordance with Decree of the Government of the Russian Federation of September 22, 2007 No. 605 " On the introduction of new remuneration systems for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is based on the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions.

During the period of preparation for the introduction of new wage systems in order to create motivation to improve the quality and productivity of labor, from September 1, 2007, all categories of employees of federal budgetary institutions and civilian personnel of military units were assigned incentive bonuses of 15% to the tariff rates (salaries) determined by in accordance with Decree of the Government of the Russian Federation of April 29, 2006 No. 256 (Order of the Ministry of Health and Social Development of Russia of October 19, 2007 No. 660 “On approval of the clarification on the increase from September 1, 2007 of the remuneration of employees of federal budgetary institutions in which new wage systems have not been introduced”) .

download Tariff scale selection (this is a combination of digits and its range). We determine the range of the discharge, what the type of discharge will be, what the tariff coefficients will be.
For workers, 6 or 8-digit wage scales are most often used.

At one time, they used the tariff scale (18-bit) for budget organizations recommended for other industries. She has her pluses, her minuses.

What is the difference between a 6-bit or 8-bit grid, 18-bit?
We are trying to introduce into the 18-bit grid all types of work in the enterprise, in the organization, including the work of a physical, mental nature, and of a manager.
In this case, trying to fit everything into one grid is not entirely correct.
Most often, where pay scales are used, the pay scales of workers (6-8 categories) are taken as the basis, for specialists and employees their own pay scale, their own grade classes are developed (they can be called classes, whatever; for example, a first-class engineer; this can be called a category; there is no difference, it is still an attempt to divide all employees according to a certain attribute, first of all, the attribute is the complexity of the work performed by the employee, and the complexity of the work lies in determining the wage scale.
Sectoral tariff scale, taking into account the specifics of the industry. It is most often developed by an industry tariff agreement. In this case, almost all enterprises in the industry use this grid.
Regional tariff scale: if we take the living wage as the rate of the 1st category, then we must take the living wage for the region.
Since the cost of living changes, the price level can also be different, in this case it turns out that the regional grid is a reflection of the specifics of the region. Not the fact that it is used, it can be used.
The factory, firm, tariff scale is what is reflected in the collective agreement of the enterprise, where it is first of all fixed. Why can a company have its own tariff scale? It may have its own specifics. Differentiation of complexity of works can be different. Multi-product enterprise. The specifics must be reflected.
Then there is the specifics of developing your own tariff scale.
For some reason, businesses like the grading system more.
Work billing. Before the tariff scale is introduced, the tariffing of work at this enterprise is carried out. That is, all types of work carried out at this enterprise, we must describe and evaluate the complexity of the work, take some work as a standard. For a single vector, and from it to make billing of works.
For billing works, one should use the analytical method for assessing the complexity of work, which is based on assessing the complexity of a certain set of factors using a points system, etc.
We align the works, analyze, rank from the least simple. First, work is charged, then only workers and employees.
We are building a table. Some work is taken as a unit vector.

Justification of the principle of increasing tariff coefficients is absolute and relative:

1. equal (uniform): 1, 1.05, 1, 1.1, 1.15, 1.2; 1.0, 1.05, 1.15, 1.45
2. progressive-regressive (associated with social protection); the tariff rate of the first category is so small that it is difficult to find an employee for the 1st and 2nd category. Examples: 1.0; 1.05; 1.1; 1.45; 1.9; 2.7. As the discharge increases, its growth rate increases. And vice versa: 1.0; 1.5; 1.9; 2.2.

The factory tariff scale is developed primarily for workers, then for managers, specialists and employees.

The choice of forms of remuneration

The use of piecework and time-based forms of remuneration depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production (sales, services).

Two forms of wages. The choice of the form itself depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production. IN modern conditions the use of only one form of remuneration is limited.
Usually both forms of remuneration are used.
Grid:

Average tariff rate: 135 rubles.
Category average workers: P (workers) \u003d SUM (number of workers of a given category * category number) / SUM (number)
Category average work: P (work) \u003d SUM (labor intensity of work * category number) / SUM (total labor intensity)
Category of average works: P(works) = SmallestAnd LargestBetween Which is the TariffRate(m) + (TariffRate(medium) - TariffRate(small))/(TariffRate(large) - TariffRate(small))
The category of average work: P (work) \u003d Smaller AND Larger Between Which Is the Tariff Rate (b) + (Tariff Rate (large) - Tariff Rate (medium)) / (Tariff Rate (large) - Tariff Rate (small))
Rwork = 3 + (135-130)/(140-130)
You can also use the odds, because knowing the rates, we can use the odds.
TariffRateAverage = SUM(Tariff Rates * HeadcountOr Labor Intensity) / AMOUNT(NumberOr Labor Intensity)

1. K(s) = SUM(K*Number)/SUM(Number)
2. K (s) \u003d SUM (K * Labor intensity) / SUM (Labor intensity)
3. K(c) = K(m) + (K(b) - K(m))/(P(s) - P(m))
4. K(c) = K(b) + (K(b) - K(m))/(P(b) - P(s))

Tariff wage system

Labor rationing is the establishment of scientifically based labor costs and its results: norms of time, number, manageability of service, output, normalized tasks.
The tariff system is a combination of various regulatory materials, with the help of which the enterprise sets the level of wages of employees depending on their qualifications ...
The main elements of the tariff system are:

1. pay scales,
2. tariff rates,
3. tariff and qualification guides,
4. job salaries,
5. tariff directories of positions of employees,

Tariff rate - expressed in monetary terms, the absolute amount of wages per unit of working time.

On the basis of the tariff scale and the tariff rate of the first category, the tariff rates of each subsequent category are calculated. According to…

Daily and monthly rates are calculated:

[hourly rate] * [number of hours per work shift - daily] * [average monthly hours worked per month - monthly]

Tariff and qualification guides are regulatory documents with the help of which ...
Simple wage systems form the employee's earnings depending on one indicator of accounting for the results of labor: working hours (time-based wage systems) or the amount of manufactured products (piecework wage systems).
A simple time-based system generates an employee's earnings according to his tariff rate and the actual hours worked. Accordingly, tariff rates are also applied: hourly, daily and monthly. When applying hourly and daily tariff rates, the amount of an employee's earnings is determined by the formula: W(n) = C(t) * T(f).
What happens? For example, the number of hours an employee owes: 180 hours, for example. Hourly tariff rate = 20 rubles. at one o'clock. The employee worked 150, respectively, we are 150 * 20. Why do the salaries differ?
This month: 20 business days, next month: 22 business days. Let's deliver a report: 20 tr. A specialist worker worked 15 days in the first month, and 20 days in the second.
Employee's monthly salary:

Z(n) = (C(t) * T(f)) / T(rp)

We need: a time sheet, a tariff rate.
The size of the hourly wage rate of the employee (the employee has a monthly salary of 10 thousand rubles)

Annual working time fund for 2006 with a 40-hour working week (1980 hours).

Average monthly working hours of an employee: 1980: 12 months. = 165 hours

Hourly wage rate of an employee: 10 thousand rubles. : 165 hours = 60.606 rubles

During the month, the employee actually worked 180 hours:
The wage rate was:

60606 rub. * 180 hours = RUB 10,909.08

Time-bonus system:

Salary accrued for the hours actually worked (month, quarter), supplemented by a percentage allowance (monthly or quarterly bonus)

(Tariff rate established for the employee; Timesheet; Regulations on Remuneration (On bonuses))
Example 2: The terms of the collective agreement provide for the payment of a monthly bonus in the amount of 25% of the employee's salary, provided that the organization meets the monthly production plan. The salary of an employee is 10 thousand rubles. The employee worked in the billing month all the days according to the schedule.

Accrued to the employee:

RFP - 10 thousand rubles.

Prize - 10,000 rubles. * 25% = 2,500 rubles.

Monthly salary: 10,000 + 2,500 = 12,500 rubles.
In the billing months, the employee worked 15 working days out of 20.
Accrual:

Salary - 10,000 rubles. : 20 days * 15 days = 7500.

Premium 7500 * 25% = 1,875 rubles.

Monthly salary: 7500 + 1875 = 9375.

The employee was twice called to work on weekends. Overtime work with time wages, their payment is prescribed in the collective agreement, although the Labor Code says that you need to calculate at an increased rate. Most often used: the first two hours at 1.5 rates; subsequent hours: double. The employee is charged:

ZP: 10000: 20 days * 15 days = 7500

Pay for work on weekends: 10000: 20 days * 2 days * 2 = 2000

Premium: (7500 + 2000) * 25% = 2375 rubles.

Total amount: 7500 + 2000 + 2375 = 11875.
Simple piecework wages are constructed in such a way that the worker's earnings depend on the piecework rate, which is the amount of payment for a unit of manufactured output (work performed), and on the amount of output produced (work performed).
The amount of earnings is determined by the formula: Z(sd) = R * q.
The piecework form of the RFP is characterized by a variety of ways to calculate piece rates and methods for establishing ...
In practice, the following systems of piecework wages can be applied:

1. Individual:
   1. Simple piecework
   2. piece-progressive
   3. Piecework regressive
   4. Piecework premium
   5. Indirect piecework
2. Collective (brigade)
   1. chord
   2. Using Labor Participation Rate.

The individual direct piecework wage system is characterized by the fact that the worker's earnings are determined by the results of his personal labor.

Unified tariff scale

This is expressed in the number of products (parts) manufactured by the worker or the number of operations performed by him for a certain period. In this case, a direct, immediate connection is established between the costs and results of the worker's labor and his earnings.

R = Average Tariff / Rate of Production or R = Average Tariff Rate * Rate of Time
Change in the size of the price (DeltaR) in%% with a change in the production rate (y):

DeltaR = (100 * y) / (100 + y) OR DeltaR(1) = (100 * y(1)) / (100 - y(1))

The direct individual piecework system is very simple and understandable for the worker and excludes - with high quality rationing - equalization in payment.
Any system of remuneration must be clear.
It is expedient where, according to the conditions of production, it is possible and justified ...
Organization of individual piecework wages in conditions of multi-machine service: if a worker-pieceworker works according to time standards on several machines, but within the limits of the service rate established for him, then piecework rates are determined by the formula:

R \u003d (Average Tariff Rate / Number of Machines) * H (vr)

If a worker-pieceworker works according to production rates on machines with different productivity or different nature of work within the established service rate, then piece rates are determined for each machine separately:

R (i) \u003d C (tr) / (n * H (vyr; i))

R (k) \u003d SUM from 1 to N (C (t; i) * (1 / (Brigade production rate))

R (kosv) \u003d C (t. Int.) / NormProduction (basic)

If an employee performs different types works:

ZPprogressive = R(n(1)Ky(1) + ... + n(L)Ky(L))

3Progressive = R * (n(1) / K(1) + ... + n(L) / K(L))
Progressive and regressive scales can be used: if we use piece-rate with a progressive bonus scale. What is meant? Either in the collective agreement, or in the provision on bonuses: if the company has fulfilled the monthly plan, then the employees are charged a 25% bonus from the salary. If the brigade overfulfilled ... If the brigade fulfilled the plan, then for the implementation of the plan he receives 25%, for each percentage of overfulfillment of the plan - 5% of the salary. If the % of overfulfillment exceeds 10%¸ then an additional 3%.
qplan + plan overfulfillment by 15% (15% q)
ZP \u003d ZPOklad + 25% of ZPoklad + 5% * ZPOklad_for_10% + 3% for 5%.
Collective forms of remuneration:

The lump-sum form of remuneration assumes that payment is made for the entire scope of work at predetermined rates, taking into account the maximum period of work. When applying the piecework form of remuneration (with a piecework contract), the entire scope of work is determined, the deadline for their completion and the amount of wages are set. There is no transaction fee.

In order to increase the interest in completing the chord task on time or even ahead of schedule, an additional bonus can be established.
Piecework earnings, calculated on the basis of the assessment of the piecework task, are distributed on the conditions determined by the team:

1. in proportion to hours worked;
2. in accordance with the coefficient of labor participation;
3. in proportion to the qualifications of employees, depending on the complexity of the work performed;
4. in other ways provided for in the collective agreement, regulation on remuneration, etc., or in the contract for the performance of work concluded with the employee.

Finished on slide 25.
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For workers, 6 or 8-digit wage scales are most often used.

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Unified Transport System (UTS)- technologically and economically balanced set of modes of transport that perform out-of-town transportation. The UTS includes rail, sea, river, road, air and pipeline transport. Interact with ETS various types urban pass, and industrial transport. The development of modes of transport as constituent parts The UTS allows the most complete use of the technical and economic features of each of them and thus provides the most effective solution to the country's transport problems. In 1990, in the total freight turnover and out-of-town passenger traffic in Russia and the country as a whole, the largest share was accounted for by rail transport.
Zh.-d. transport transports almost all types of domestically produced former USSR products, but the main part of its cargo turnover is bulk cargo: coal and coke, oil cargo, miner, construction, materials, ferrous metals, timber, ores. In the cargo turnover of maritime transport, goods of external cargoes predominate. trade. River transport transports preim. bulk cargo, primarily miner, builds, materials, timber (on ships and rafts), oil and oil products, coal. By car transportation is carried out mainly in local traffic, as well as the delivery of goods and passengers to the main lines of communication and the delivery of goods to places of consumption. In the transportation work of air transport, St. 80% falls on the pass, transportation. Crude oil is pumped through oil pipelines, light oil products are pumped through oil products. These features of modes of transport determine cf. the range of transportation on them and their share in the UTS.
The total freight turnover of the UTS of Russia and the USSR in 1990 amounted to 5.9 to 8.3 trillion, respectively. t-km net, extra-urban passenger turnover - 9.7 and 1.19 trillion. pass.-km. The length of the means of communication that the transport system had in Russia and the USSR is shown in Table. one.
Tab. 1. - Structure of the transport network in 1990

The unity of the transport system requires the coordinated development of all types of transport, the coordination of their operational activities, the mutual coordination of certain parameters of the rolling stock, the harmonization of tariffs and organizational measures. Until con. In 1991, this unity was based on public ownership of the means of production and was provided with appropriate planning targets and centralized leadership. In market relations, it is provided by transp. legislation providing for the creation of a single market for transp. services, and economic leverage.
A feature of the transport system in Russia is a large beat.

Tariff scale and categories to it

weight in it railway transport, which provides most of the most important inter-district communications, connects disconnected sea and river basins, accepts cargo from road and pipeline transport reserving, if necessary, other modes of transport. Direct railway communication is carried out between almost all regions of Russia, with the exception of the regions of the Asian north and northeast. There are double-track lines on most inter-district directions.
Another significant feature of the UTS of Russia is the high degree of concentration of traffic on highly equipped highways with a relatively low density of routes compared to other developed countries. Average load railway general use in 1990 amounted to 28.4 million t-km/km; on a significant part of the railway network, the average freight density was more than 50 million t-km / km. On a number of lines, the density of cargo traffic in one direction exceeded 100 million net tons per year with large volumes of traffic. The average traffic density of main oil pipelines and the load of the largest of them are comparable to the given indicators of the railway Multi-line systems main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of transportation allows the use of perfect and highly productive vehicles and achieve greater cost-effectiveness of transportation. Increasing the transportation capacity of the transport system, increasing the speed and reducing the cost of communications between different regions and points are factors contributing to the growth of business activity, increasing production efficiency, and improving the living conditions of the population. In this regard, it is necessary to systematically develop and improve the UTS, which must be balanced with the economic and social tasks to be solved, meet environmental, resource-saving and other requirements.
Much attention is paid to these issues in all industrialized countries with market economy. The transport policy of these countries is based, as a rule, on the rational division of functions government controlled transport (through relevant legislation, taxes, subsidies, benefits, and other economic levers) and functions for the direct performance of transportation, carried out completely independently in its own economic activity transport companies and enterprises.

Schedule" Automated information and analytical system "obverse:

1 … 6 7 8 9 10 11 12 13 … 22

Tariff scale - this is a scale of categories, each of which is assigned its own tariff coefficient, showing how many times the tariff rate of any category is greater than the first. The tariff coefficient of the 1st category is always equal to one.

The number of categories and the value of the tariff coefficients corresponding to them are determined in accordance with the collective agreement concluded at the enterprise between the administration and workers represented by the trade union. Its provisions, in turn, are developed on the basis of an industry-wide tariff agreement and should not allow a deterioration in the situation of workers.

The most widespread is the use of a single tariff scale for the organization wages all workers in the company. As a rule, the number of ranks assigned to workers remains the same - 6-8. The total, maximum number of digits in the grid can be determined at a particular enterprise, as well as the values ​​\u200b\u200bof the tariff coefficients corresponding to them, - arbitrarily. It is obligatory to fix this in the collective agreement. An example of such an organization of remuneration is the use of a single tariff scale for remuneration of employees of budgetary organizations. It can be recommended for everyone else.

Unified tariff scale(ETC) was introduced in accordance with the Decree of the President of the Russian Federation of August 19, 1992 (СAPP, 1992, No. 8, Art. 503) by Decree of the Government of the Russian Federation of October 14, 1992 No. 785 (СAPP, 1993, No. 16, Art. 1253) . It is enshrined by the Government of the Russian Federation in the following form (Table 1).

Table 1.

The purpose of introducing this grid is to streamline the ratios of wages depending on its complexity and qualifications of employees and create a mechanism for maintaining these ratios. The ranks are assigned by the attestation commission of an enterprise (organization) based on the use of a qualification directory for the positions of managers, specialists and employees for employees of general industry professions. Its third section, which includes qualifications, has been redesigned.

Now the requirements are given in it by ETC pay categories, for workers with professions that have a strictly defined industry affiliation (health, education, culture, etc.), specific regulatory qualification requirements(characteristics) containing criteria for establishing a discharge.

Enterprises that are not on budget financing, with the introduction of ETC, as a rule, for the certification of employees in order to assign them a rank, they develop their own qualification criteria, the basis for which are qualification directories for the positions of managers, specialists and employees. The tariff rate of the 1st category in the ETC for institutions and organizations of the public sector may not coincide with the value of the legally approved minimum wage.

Basically, enterprises use a six-digit grid, where the first category corresponds to the simplest jobs, that is, the lowest earnings, and the sixth to the highest. However, such a gradation is not predetermined; there are tariff scales with a much larger number of digits.

Tariff grids can be applied not only to workers of various specialties. For example, in the Russian Federation there is a single tariff scale for the wages of public sector employees. In this case, ranks arise, which is essentially the same thing. There are 18 ranks in the unified tariff scale of the Russian Federation. The bit coefficient of rank 18 in relation to the first is 4.5.

Tariff scale determines the rules for remuneration for workers of various qualifications within the group covered by this tariff scale. An enterprise can apply several tariff scales at the same time. For example, regular and "hot" - this is the name of the wage system for workers with difficult production conditions, in this case, in workshops with high temperatures in the workplace.

Interdigit coefficients- these are the coefficients that are calculated in relation to the previous category to determine the level of growth in wages with an increase in qualifications by one category. Usually a number of interdigit coefficients are close in value to each other.

An example of a tariff scale

Please note that the third and sixth digits on the grid of interdigit coefficients are "knocked out" of the series. Often this is due to purely local reasons. For example, the majority of workers at this enterprise have the third category, and there are not enough workers of the sixth category.

The tariff system of remuneration in terms of the Labor Code

Advantages and disadvantages of the tariff scale

The main advantage in the application of the tariff scale is the correspondence between the qualifications of the employee and the remuneration received. The ratio of remuneration is expressed by clear rules, understandable to the employees of the enterprise, and, therefore, the principle of material remuneration itself does not raise questions.

The described advantage is also the most important disadvantage. It is connected, first of all, with the domestic mentality. The pay scale assumes that employees work with the same stress and perform similar work. However, in the practice of applying this wage, the author of these lines has repeatedly observed that in fact there is a "leveling" when the qualification of the foreman, shift foreman and shop foreman as a manager (that is, a leader, and not in the sense of the word that is usually used) leaves much to be desired. As a result, workers with a "lumpenized" type of motivation quickly realize that, according to labor legislation, they are still "required" to pay a certain amount of wages. The intensity of their work is sharply reduced, which, in turn, demotivates their colleagues with other types of intrinsic motivation. In this regard, along with the tariff scale, enterprises use various incentive systems in the form of bonus payments for various actions.

In fact, the tariff scale, on the one hand, predetermines the maximum possible wages, on the other hand, labor legislation limits the minimum level - 2/3 of the wages for a downtime employee are guaranteed. In addition, this payment system atreads the quantity of labor, but does not take into account its quality. This means that two employees of the same category should receive the same salary after a certain time, if they have the same category under the current wage scale. As a rule, the qualification category determines labor skills and qualifications. But the presence of labor skills and qualifications does not guarantee the proper quality of work. Therefore, in order to differentiate the efforts of workers, assess the quality of their work, in addition to wage scales and qualification categories, enterprises use complex systems of additional payments and incentives.

This situation not only complicates the remuneration system at the enterprise, but also deliberately leads to the fact that the hourly wage rate according to the wage scales is deliberately maintained at the lowest possible level. True, there is another reason for this.

Periodically, there is a legislative increase in the minimum wage. There is nothing wrong with this, however, for an enterprise that imprudently "trusted" tariff scales, the situation can turn into a serious increase in production costs and financial problems. This happens according to the following algorithm - the minimum wage is converted into the minimum cost of a working hour. As a rule, an enterprise that has a union also has an "inter-industry agreement" that a coefficient of 1.2 is applied to this figure. The resulting figure is compared with the hourly tariff rate of the first category. If the new level of wages is higher, then the hourly wage rate must necessarily be increased. What's wrong? It's simple - tariff coefficients come into effect! As a result, the payroll for the whole enterprise grows by significant amounts.
0

INVESTMENT - CONSTRUCTION SPHERE

Tariffspaymentcorpse inconstruction

1. Tariff regulation of wages in construction

3P cm \u003d T cm × 3 slave

Where: 3P cm - wages of workers in the estimated cost of building an object, rubles; T cm - the average (estimated) tariff rate of remuneration of workers in the estimated calculation for a specific facility, rub./hour-hour; 3 slave - labor costs of workers according to the estimated calculation, h.-hour. At present, labor costs according to the estimate are determined in a generalized form, without dividing by specialties and qualifications of workers. working conditions ensures the differentiation of wages of workers in contract construction organizations. The principles of continuous planning and compliance of management functions in construction link these tasks into a single system through the wage rates of construction workers. The rule of unity of management functions provides that the actual costs attributed to wages must be equal (or close) to the planned amounts of funds for these purposes. The administrative-command provisions of tariff rationing have been retained by the State Construction Committee of the Russian Federation in Methodological provisions on determining the amount of funds for wages (MDS 83-1.99). The estimated system recommended by the Gosstroy of the Russian Federation is based on linking the estimated wage rates to the level of the subsistence minimum (poverty level) and to the 1986 tariff scale that is uniform for all construction workers (Decree No. On the improvement of the organization of wages and the introduction of new tariff rates and official salaries). Until now, the Soviet tariff system of remuneration in construction has remained unchanged, the range of the tariff scale, tariff coefficients and rank classification have been preserved. This situation not only does not meet the objectives of market pricing, but its application in practice has led to serious negative consequences in the development of the country's construction complex, the main of which are significant deviations of the planned in the estimates and the actual wages of workers in real construction. As a result of the introduction of administrative recommendations in the construction industry, part of the wages went into the shadow, semi-criminal area of ​​the economy, trust in estimates was lost, and corruption pressure in the industry increased. The problems of tariff regulation should be considered in unified system wages but separately on two levels: differentiation of wages at the enterprise and estimated planning of the wage fund in contract construction contracts. At enterprises, tariff systems are set in the organization itself based on its own interests, motivations and capabilities. At the same time, general scientific and methodological principles and rules for constructing tariff scales are used, as well as industry-wide and federal conditions and restrictions on the classification of work and working specialties. In the estimated rationing, the tariff rates of wages are determined by the agreement of the parties, and the methods for determining the contractual level of rates should take into account both the capabilities of the customer and the needs of the contractor, i.e. modern methods of monitoring the regional labor market should be used.

2. Tariff scales of wages for construction workers

Diagram 1

Factors of influence and priorities of the tariff system of remuneration

The main factor influencing the level of wages is the average level of the tariff system. According to the value of the absolute value of the average tariff rate (or average wage), on the one hand, it is possible to determine the estimated amount of wages for workers under the project, on the other hand, the calculated characteristics (tariff coefficients) make it possible to obtain unambiguous values ​​of the planned wage for workers of any specialty and qualification category within the established tariff system. The form and structure of the range of the tariff system is next to influence the level of wages of any worker in construction. The most important parameter of this level of influence is the determination of the ratio between the average level of tariffs and the boundary indicators - the minimum and maximum salary. The gradation of wages according to working specialties, professions and positions, in today's conditions, is the main parameter of the tariff system of remuneration, the most prone to market influence. It is possible to evaluate the work of workers of different specialties only on the basis of a comparison of the necessity and usefulness of their work in the labor market. This circumstance predetermines the mandatory conduct of a full-fledged market monitoring of wages by profession. The least influence on the level of wages in the tariff system is provided by the differentiation of wages by qualification categories. The possibilities of the rank grid in changing the level of wages are insignificant, are within the limits of the cost of labor in one specialty and practically do not affect the amount of wages for the construction object as a whole. However, at present, discharge tariff rates are the main category in determining both the amount of wages in the estimates of the cost of construction, and in the organization of wages in contracting activities. The traditional model of the tariff system, which has been in force to date, establishes a single wage scale for all professions of workers in construction with a range of 1.8 (the ratio of the maximum and minimum rates). Such a range in wages determines the egalitarian model of income differentiation of the population, which is used in the administrative-command system of public administration, and leads to "equalization" in wages, without stimulating the development of the country's economy. The moderate (market) model assumes a range of incomes of the population in the amount of (6-8): 1, which can be considered as a guideline in determining the range of the modern tariff wage system in construction. In the planned economy, unified tariff scales for wages were established for all sectors of the national economy. The tariff system of remuneration, specified in the resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR, the All-Union Central Council of Trade Unions of September 17, 1986 No. 1115, is still in force at the present time without change. In the estimated prices of the Gosstroy of the Russian Federation FER-2001 and TER-2001, the wage rates for construction workers are adopted according to this resolution, in which the range of wage differentiation coefficients is - 1.8. Today, tariff scales are applied in the country with big amount digits, for example, the 18-digit Unified tariff-qualification grid for budgetary organizations. Such tariff scales combine the wages of workers, employees, specialists and managers into a common system. Such a system is suitable for centralized distribution and management of wages, but is not acceptable and not possible in civil market relations, for contracting activities in construction, although Gosstroy of the Russian Federation in MDS 83-1.99 strongly recommended an 18-bit grid for construction. The idea of ​​unifying wage rates for the public sector and for civil law relations at free enterprise enterprises throughout the country as a whole is not new and returns the construction complex to the system of administrative command management, does not correspond to a market economy and directly contradicts the Constitution, Civil and Labor legislation. The optimal number of categories in the tariff scale, tested in practice in today's conditions and provided with a regulatory infrastructure, is 6-8 categories, traditionally accepted in construction. When developing branded conditions for remuneration, enterprises have the right to maintain previously developed and existing inter-digit ratios of tariff rates in a 6-digit tariff scale (table 1) or accept any other tariff conditions for remuneration.

Table 1

Tariff digit grids of estimated and regulatory bases in construction

Diagram 2

Types of tariff scales with coefficients depending on the main parameters of the system

The most simple and understandable in the development and application are tariff scales of the and type, for which we present the complete scheme and formulas for calculating the parameters. Type 2 - linear dependence of changes in tariff coefficients. Uniform and constant growth of absolute values ​​of tariff coefficients. The value of tariff coefficients by categories (K ρ) is calculated by the formulas:

K ρ \u003d 1 + A × (P-1), A \u003d P max | P min -1,

Where: K ρ - tariff coefficient for the category (p) in the tariff scale; P - number of the current category in the tariff scale; P min - the number of the minimum category (1); P max - the number of the maximum category in the designed tariff scale. Type 4 - exponential dependence of changes in tariff coefficients. Uniform relative increase in coefficient values. The cost of increasing qualifications for each subsequent tariff category is calculated according to the principle of compound interest (exponential function). The tariff coefficient for each category (p) in the tariff scale is calculated by the formulas:

The tariff coefficients calculated in this way, for the accepted range - 1.8 in a 6-digit grid, correspond to the coefficients adopted in the 1984 estimate and regulatory base: K 6 \u003d 1.125 5 \u003d 1.8; K 5 \u003d 1.6; K 4 \u003d 1.424; K 3 \u003d 1.266; K 2 = 1.125; K 1 = 1.00 For the practical application of tariff scales for differentiation of wages in enterprises, an important indicator is the concept of an average category and an average tariff rate. In diagram 2, for the middle of the range in the variant, the skill level corresponds to the third tariff category, in the tariff scale option - to the fourth category, and in the tariff scale of the variant, the middle of the range of coefficients corresponds to the middle of the tariff scale (digit = 3.5). Thus, when comparing different tariff systems and when forming tariff scales for the purposes of salary planning (estimated tariff scales), it is necessary to focus on the middle of the range, and not on the average tariff rate, as is mistakenly done. The middle of the range and the average tariff rate (middle category) are the same only in grids with a linear dependence. There can be no categories with fractional indicators in production tariff scales. This is contrary to the concept of categorization and discrete change and measurement of the skill level of personnel. In practical work, average wage rates are often used, which can be obtained from the tariff coefficients of the designed tariff scales with reduction coefficients. The reduction coefficient is taken for the average value of the range, and the reduced tariff scale for average wage rates is calculated by dividing the tariff coefficients by the reduction coefficient calculated as the ratio of the tariff rate of the average tariff level construction works on the tariff rates of each category.

3. Tariff wage rates for workers

table 2

Table of firm tariff coefficients and rates by specialties of construction workers

Table 3

Tariff rates of wages according to the digit grid of the estimated regulatory base GESN-2001

4. The procedure for the development of branded tariff conditions for remuneration of workers

Table 4

Grid of firm tariff coefficients for the qualification categories of construction workers

Diagram 3

Branded tariff scales by qualification categories of wages

The average digits for tariff scales are taken for the middle of the range (according to diagram 3) with rounding to the nearest whole digit, because in industrial tariff regulation, the fractional value of the discharge does not make sense. Ranks 2-7 of the corporate tariff scale correspond to ranks I - IV of the traditional grid and the current characteristics of work and working professions in the ETKS, which allows them to be applied without changes. Category 1 of the branded 8-digit grid (for unskilled workers) makes it possible to include apprentices, trainees and, most importantly, "guest workers" - hired workers from other regions and foreign construction workers who do not have building licenses in the system of tariff regulation of wages. The level of the rate of an unskilled worker is set independently by the enterprise and is in the range of 0.5-0.7 of the wages of a qualified worker of the 1st category according to ETKS. The highest category in the proposed tariff scale is assigned individually to highly qualified craftsmen in their specialty. The level of such tariff rates is set outside the formula for calculating the coefficients for the remaining categories. 4. Calculation of tariff rates of remuneration for the current period for a worker of any specialty (s) and any qualification (p) is determined in the projected company tariff system according to the formula:

T s. R. \u003d T bases × K c × K p × K d,

Where: T cf - the tariff rate of a worker in the specialty (c) of the category (p), rub./hour-month; T bases - the base wage rate - the organization's average wages of workers for the planned period, rubles / hour-month; K c - the coefficient of the tariff scale for specialties, is taken according to table 2; K p - coefficient of the digit tariff scale, taken according to table 4 (for an 8-digit scale); K d is a coefficient that takes into account additional wages according to the systemic conditions of remuneration (stimulating and compensating payments). Coefficient (K d) allows you to adjust and include in the tariff rates of the corporate system additional payments for specific working conditions of individual specialists, for whom allowances are set by the administration of the enterprise. For example, the calculated rates are applied for time workers, and for piecework workers, a multiplying factor of 1.07 is introduced (7% is half the increase in the coefficients of the tariff scale). B coefficient (K d) you can include allowances for work in heavy and harmful conditions, work at height, allowances for mobile and mobile conditions for the production of work, etc. In the example of calculating the corporate tariff system of remuneration, a base rate of 10 thousand rubles was adopted. and the tariff coefficients of tables 2 and 4 were used. For the 1st category (unskilled workers) and the 8th category (highly skilled workers), the tariff rates are calculated for all specialties at the same level based on the characteristics of the digit grid according to diagram 3. Based on the accepted initial data, a firm tariff system of remuneration (table 5) for normal conditions for the production of construction work without stimulating and compensating wage payments.

Table 5

An example of a proprietary tariff system for remuneration of construction workers