Advice 1: How to apply for a salary increase

The point about wages is the most important part of the employment contract. Any change must be agreed in a bilateral manner and place in accordance with the requirements of the Labour code. Labour legislation regulates only the rules of registration of change of wages, and when and how to increase it decided by the employer, depending on inflation or financial possibilities of the enterprise.
You will need
  • - written notice;
  • - additional agreement;
  • order T-5;
  • notification to the accounting Department.
Instruction
1
To increase wages, provide the employee against signature a written notice 2 months prior to the change of remuneration. In this document you can specify wage increases in fixed amount or as a percentage of the amount of salary. For example, "we Inform you that raising the wages will be such that the number, month and year to 10,000 rubles or 30% of the salary.".
2
Within the specified period will conclude with the employee an additional agreement. Set all the items in order that you modified in the main contract, the amount of increase in salary after increase. If in addition to salaries, changes of positions or duties, please indicate this in the additional agreement of the individual items explain which parts of the main contract to be considered changed. Sign the document on a bilateral basis.
3
Complete your uniform order form T-5 instructions. In order to write the reasons for the increase of salaries. The reasons you can relate a change in position, duties, obtaining the certificate of qualification, diploma, inflation, etc. Familiarize the employee with the order on receipt.
4
If you raise the salary to all employees execute all documents for each employee separately.
5
Send the accounting Department the notice of wage increase. The personnel Department submit the order and a supplemental agreement for changes in the personal card of the employee of the unified form T-2, and if the changed position, and in the work book.
6
Familiarize the employee with the new job responsibilities. If you made the wage increase to all employees and justified it with inflation (article 134 of the labour code), duties of all remain the same and to issue a document about the new responsibilities is not necessary.

Advice 2: How to make a change to the salary rate

Sometimes it happens in the lives of the employees of any company such a pleasant moment, as an increase in salary. Such happiness could fall on their head in two cases: if the worker was promoted (transferred to another position with higher pay) or just (scheduled or unscheduled) decided to raise the wage. With regard to the reduction of salary – this sad situation is quite difficult from the standpoint of proper design. But, nevertheless, the personnel worker in both cases you need to know how to make the change of salary documents.
You will need
  • the employment contract with the employee
  • personal card T-2
  • the account of the employee T-54
  • labor book of the employee.
  • sample supplementary agreement to the employment contract
  • unified form T-5 (T-5A)
  • knowledge of management
Instruction
1
If the employee was transferred to another position with higher pay, making change of salary occurs in parallel with the transfer to another position. In this case, the personnel officer must make an additional agreement to labour contract with the employee. In the agreement it is necessary to prescribe that a worker is transferred to a new position and specify the new amount of remuneration. On the basis of this agreement is the order to transfer to the new position (unified form T-5 or T-5A), which indicates the new salary. At registration of transfer of an employee to another position with increased salary, don't forget to record the transfer (but not the salary!) in the work book of an employee.
2
If the employee remains on the same positions, you need to understand – does the salary of the particular employee or changing the salary for the post he occupies. These cases involve different behavior for documenting changes in salary.
3
If changes to salary related to the position occupied, the employee must make the order about the change of staffing, and then the order approving the new staffing table with the new salary. This is followed by an additional agreement to labour contract with the employee and the order about increase of the salary on the basis of this agreement. For these orders, standardized forms do not exist.
4
If salary increases directly to the employee, it all begins with service record immediate supervisor of the employee to the Director General. This note explains the necessity of increasing the salary. On the basis endorsed by the Director-General notes, staff worker prepares a supplementary agreement to the contract with the employee. And on the basis of the additional agreement makes an order about increase of salary. The order and memo are issued in a free form, filling in all details taken by the administration rules for this type of documents.
5
Now let's talk about bad for the workers the situation change salary to decrease. The labour code stipulates a number of reasons that allow employers to reduce salary. Among these reasons may be only those associated with the changem working conditions – organizational, or technological. In these conditions there may be changes in equipment and production technologies, improvement of the workplace (confirmed by certification of workplaces), the reorganization of the structure of production. In addition, for changes in salary in the direction of reduction should decrease the volume, the complexity of the work or labor of an employee. Otherwise you risk to worsen the situation of the worker, and that under the Labor code is unacceptable. To implement and properly execute the reduction in salary is quite difficult. First, you have to all changes in the workflow to be documented, and this is in most cases a stumbling block when making the reduction of wages. In addition, there should be orders to change the staffing and approval. Second, you have two months (article 74 of the LC RF) to notify the employee in writing under the signature that he faces. Employee if such conditions are not satisfied, then the employer will need to offer him other suitable work. If that does not satisfy the employee, he is entitled to "leave" your organization. If the employee agrees, an additional agreement to the labour contract and the order about lowering the salary.
Note
Agreement to the employment contract should be framed as a demotion and a pay rise. If your organization has adopted the annual increase in salary and you want to avoid creating unnecessary documents, it is possible to conclude contracts with workers, which should include a paragraph about the annual salary increase by a certain amount or percentage (of the already established salary). However, remember that even in this case, it is mandatory to make orders to increase salaries and to make the information in form T-2 and T-54.
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Salary changes (and information about transfer to another job) must be entered in the personal card of the employee (unified form T-2). Information about change of salary shall be made also in the account of the employee (unified form T-54).
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