The order for a surcharge is complexity and tension. II

Many organizations widely use the system of additional payments and compensations that supplement the salaries of employees. This allows you to vary payments from month to month, depending on the productivity of each employee, as well as on the issues that had to be resolved. After all, the volume of work, urgency and complexity of tasks can vary even in the same position. But, applying the system of surcharges, you need to know the features of their design and calculation. Let's see what the surcharge for the complexity and intensity of work can be in 2017.

From this material you will learn:

the amount of additional payment for the complexity and intensity of work;
registration of additional payments for the complexity and intensity of work;
in what cases the system of surcharges can be convenient.

The amount of additional payment for the complexity and intensity of work

Unlike a fixed salary, the additional payment for the complexity and intensity of work can be more flexible in size. This is established by the Letter of Rostrud dated March 19, 2012 N 395-6-1, which states that in the employment contract it is necessary to indicate the exact amount of only the tariff rate or official salary. The amount of surcharges and other payments may vary. At the same time, in comparison, for example, with bonuses and bonuses, the size of the additional payment for the complexity and intensity of work is set more precisely, and the conditions for its calculation are precisely prescribed. How to choose the best payment option? Let's look at the options:

Fixed amount of additional payment for a particular position or employee
The constant amount of additional payment provided for the full development of working time (implementation of the plan, etc.). In this case, in case of incomplete working, the surcharge can be calculated in proportion to the hours worked.
Several options for the amount of additional payment, depending on the quality of work, meeting deadlines, working time. Then the amounts and conditions for their payment should be specified in detail in the employment contract.
The dependence of the additional payment on the actual workload in a given month, performance, complexity of the tasks solved, and so on (as a percentage or based on a coefficient)

Note that a fixed surcharge is not beneficial for the employer company itself, since it will have to be paid to the employee in any case. With a more flexible approach, an additional payment can stimulate an employee, and on the other hand, become compensation for hard work.

Making additional payments for the complexity and intensity of work

The employer is obliged to stipulate the amount of wages, this is indicated in part 1. Art. 135 of the Labor Code of the Russian Federation. Be sure to note in the employment contract not only the size of the salary, but also various allowances (Article 135 of the Labor Code of the Russian Federation). But such an indication may not be direct, but a reference. That is, instead of specific amounts or calculation rules, you can give a link to a local regulatory act adopted by the organization. That is, the design of additional payments for the complexity and intensity of work can be different. The employer can:

Determine the exact amount or mechanism for calculating the allowance and reflect this in the employment contract with specific employee, or in standard contract for specialists of this profile (all employees of the organization)
Develop a local regulation, on the basis of which the organization will calculate allowances and other surcharges. In such a document, you can regulate in detail all the conditions on which the payment and the amount of the surcharge depend.
In the case of the development of a local regulatory act, labor contracts should provide references to this document, and employees should be familiarized with it separately.

In what cases the system of surcharges can be convenient

Like any payments, the amount of which is not fixed, the additional payment for the complexity and intensity of work allows you to tie the level of income of employees to the efficiency of their work, that is, to motivate them to Good work. In addition, paying for complexity and tension can be a reward for working under difficult conditions or with a large volume of complex tasks. In this case, the additional payment will help maintain the employee's loyalty to the company, or even stimulate his further work with the most challenging tasks(if there is such a need). So, when will the system of surcharges be useful?

In organizations and industries where it is difficult to plan the actual amount of work, and a fixed salary accrued according to general rules, will not be able to objectively correspond to the labor contribution of each employee
In situations where other forms of surcharges are inconvenient to apply. For example, in the field of sales, employees can be encouraged with an increased salary from the profits received. Where there is no material expression of labor efficiency, but it is possible to evaluate it, a flexible system of additional payments will be useful.

Paid to military personnel serving under a contract in the amount of up to 50% of the salary for a military position with an increase of 25% for service in the Armed Forces of the Russian Federation, but without an increase for service in remote and difficult climatic conditions areas and other enhancements.

A limit is set for the payment of the allowance on a quarterly basis. Money in the amount of 25% of the salary fund for the main military positions of the military personnel on the payroll (for completed positions). Establishment and payment of an allowance in excess of the limit is not allowed.

The allowance is established by order of the commander of a military unit (and to him by a higher commander), as a rule, for 1 year, indicating from what date it was established, within the limit of funds for these payments.

At the same time, military personnel who arrived and were assigned to military positions, as well as those who are at their disposal, admitted to the performance of vacant positions after the first day of the month of the quarter for which the unit commander approved the cash limit for paying bonuses for complexity, tension and special mode service, the specified allowance during this quarter can be established from the date of taking office in the amount of up to 25% for their main (temporarily performed) position without changing the cash limit for the current quarter.

The allowance may be reduced (increased) when the conditions of service are changed on the basis of the order of the commander of the military unit. In the event that a soldier receives disciplinary action for omissions in service, the payment of the allowance stops in without fail.

A special procedure for paying bonuses is established for commanders of military units, as well as for commanders of units who have achieved excellent and good results based on the results of winter and summer training, to inspectors and auditors, military personnel performing tasks in a state of emergency and in armed conflicts, who have the primary right to establish an allowance in excess of the cash limit.

For servicemen of the prosecutorial and investigative staff of the military prosecutor's office, an allowance for complexity, tension and a special regime of service is established for the entire period of service in the relevant military positions in the amount of 50% of the salary for a military position.

Servicemen - full-time investigators (senior investigators) of all bodies of the military prosecutor's office are also paid an allowance in the amount of 25% of the salary for a military position for the specifics of work in the investigation of crimes, ensuring the safety of federal property and compensation for damage caused to the state.

For military personnel who, along with their functional duties, perform military positions of temporarily absent military personnel, the allowance is set, as a rule, in the amount of at least 35% of salaries for military positions, within the limit of funds.

The payment of the allowance is made from the day determined by the order of the commander of the military unit, but not earlier than the day the serviceman takes office. Upon dismissal from the position held, the payment of the allowance ceases from the day following the day of dismissal from the military position.

Servicemen who perform vacant military posts during the period at their disposal, or perform tasks in a state of emergency and in armed conflicts, the allowance is payable for the period of performing these posts and performing tasks.

The premium for complexity, intensity and special service regime is not paid:

cadets and listeners of the military educational institutions MO RF;

cadets of ensign schools, technicians, training units, divisions, courses, training detachments and training centers;

military personnel sent abroad to provide technical assistance and perform other duties, who are paid salaries for military positions in foreign currency and monetary allowances in Russian rubles according to established norms.

VIII. Awards to military personnel for personal contribution and results achieved in combat training, development curricula, fulfillment of special tasks of command and conscientious performance of official duties.

Bonuses are established depending on the categories of military personnel and are paid in the calendar year in the following amounts:

a) military personnel doing military service under a contract in military units - 3 monthly salaries;

b) cadets and students of military educational institutions who have concluded the first contract for military service before enrolling in training, depending on the results of the last examination session or entrance exams;

having only excellent grades - 3 salary salaries;

having only good and excellent grades - 2 salary salaries;

having satisfactory grades - 1 salary salary;

c) cadets and students of military educational institutions who do not have officer ranks and who have concluded the first contract for military service, respectively, during the period of study and when enrolling for training, depending on the results of the last examination session or entrance exams - 50% of the amount of the bonus established for cadets and students who signed the first contract for military service before enrolling in training.

For cadets and students acting as commanders and deputy commanders of training platoons, foremen of training companies (batteries), courses (faculties) and commanders of training groups, departments, who conscientiously fulfill the duties assigned to them by the relevant charters, regulations, manuals and instructions, the bonus can be established in maximum sizes (i.e. 3 ODS or 1.5 ODS) subject to successful training.

The bonus is paid quarterly in the amount of 1/4 of the annual bonus (75%, 50% or 25%, respectively, of the monthly salary) in April, July, October, for the fourth quarter in December, based on the order of the commander of the military unit.

The bonus is calculated from the salary according to the military rank and the salary according to the military position, increased by 25% for service in the Armed Forces of the Russian Federation, but without an increase for service in remote areas and with severe climatic conditions, received by military personnel on the first day of the month following the expired quarter, and for the IV quarter - on December 1 of the calendar year.

The commanders of military units have the right to reduce the size of the bonus to military personnel or to deprive the bonus completely for omissions in service, in studies and violations of military discipline, which is announced in the order of the commander of the military unit, indicating specific reasons.

The decision to pay a bonus, deprive or reduce the size of the bonus is made by the unit commander on the basis of the reports of commanders (chiefs) submitted by command at the end of the first, second and third quarters and at the end of November with petitions for payment of bonuses to subordinate military personnel. In reports with petitions to reduce or deprive a serviceman of a bonus, they indicate the specific reasons that served as the basis for such a petition. For military personnel who have served and actually performed their positions for an incomplete corresponding quarter, the bonus is calculated for the period from the date of joining, to the day of handing over cases and positions, inclusive, by dividing the total amount of the bonus for the quarter by 90 days and multiplying the amount received by the actual calendar days performance of a military post in the corresponding quarter.

For cadets and students of military educational institutions, the amount of the bonus is calculated based on the established amounts in the above order from the day they are enrolled for training, but not earlier than the beginning of the academic year and until the day the order for graduation from the military educational institution is signed, and for cadets who do not have the period of training of officer ranks of students - until the day of signing the order on conferring an officer rank.

Servicemen leaving the military unit in connection with the transfer of service, dismissed from military service, the payment of bonuses is made upon decrease on the basis of the order of the commander of the military unit.

The payment of a bonus to them at a new place of service (in the military commissariat) for the period of military service in the military unit from which they left is not made.

The premium will not be paid:

soldiers and sergeants undergoing military service on conscription;

cadets and non-officer students of military educational institutions before the conclusion of the contract;

cadets of ensign schools, midshipmen, technicians, training parts and units, courses, training detachments and training centers;

military personnel for the period of being at the disposal of the relevant commanders and chiefs (except for military personnel temporarily filling vacant positions, as well as performing tasks in a state of emergency and in armed conflicts);

servicemen who have not fulfilled (without good reasons) standards for physical training, test firing, etc., who have not passed tests in the disciplines provided for by the thematic plans for commander (professional) training based on the results of the corresponding period of training and inspections;

military personnel who, on the first day of the month following the expired quarter, have not lifted a disciplinary sanction;

military personnel who are serving in the military at enterprises and organizations of the RF Ministry of Defense, which operate bonus systems for the main results of production and economic activities, as well as in the field institutions of the bank;

military personnel sent abroad to provide technical assistance and perform other duties, who are paid salaries in foreign currency and monetary allowances in Russian rubles according to established norms;

Servicemen dismissed from military service for failure to comply with the terms of the contract, for committing an offense discrediting the honor of a serviceman, in connection with the imposition of a criminal penalty in the form of imprisonment and in connection with the deprivation of military rank, the bonus is not subject to payment.

In the event of the death of a serviceman, the bonus, calculated in the above manner in proportion to the time served in the relevant quarter, is paid jointly with him to family members living with him, as well as to persons who were dependent on the deceased.

2. The monthly allowance for complexity, intensity and high achievements in labor (hereinafter referred to as the monthly allowance) is established for employees in order to materially stimulate the work of the most qualified, competent, responsible and enterprising employees who perform their functional duties in conditions that differ from normal (complexity, urgency and improved quality of work, ensuring high combat readiness, special regime and work schedule, etc.).

3. The monthly allowance is established for employees for a year or for another period (month, quarter).

4. The main criteria for establishing a monthly allowance are:

performance functional duties workers in conditions other than normal;

involvement of employees in the performance of unforeseen, especially important and responsible work;

responsibility for maintaining High Quality activities of the military command and control body;

employees have state and departmental awards received for personal contribution and achievements in work, as well as academic degrees and academic titles.

Heads of military command and control bodies and structural units assigned to the central apparatus of the Ministry of Defense Russian Federation(hereinafter referred to as military command and control bodies), taking into account the tasks assigned to the military command and control body and its structural units, has the right to determine other criteria for establishing a monthly allowance in relation to the specific contribution of the employee to the solution of these tasks.

5. The monthly allowance is established by the order of the head of the military control body in the amount of 50 to 100 percent of the official salary per month.

The specific amount of the monthly allowance is set as a percentage of the official salary or fixed amounts (rubles) in such a way that total amount allowances paid during the year, taking into account the funds for the payment of a monthly allowance to the official salary for working with information constituting a state secret, did not exceed the amount of funds approved for these purposes in the annual wage fund for all full-time positions of the military control body, at the rate of ten officials salaries.

The order of the head of the military command and control body must indicate the grounds (criteria) for establishing a monthly allowance for a specific employee and the period for its payment.

6. By decision of the head of the military control body, the employee may be reduced the previously established amount of the monthly allowance or stop its payment before the expiration of the period specified by order if the criteria for its payment are not met, violations labor discipline and also in the absence of funds for these purposes.

The basis for reducing or terminating the payment of the monthly allowance is the order of the head of the military command and control body.

7. The monthly allowance, established in accordance with this Instruction, is paid simultaneously with the payment of wages for the past period.

8. Heads of military command and control bodies and financial bodies organize and keep records of the use of funds provided by the payroll fund for the payment of a monthly allowance to employees.

The amount of additional payment for the complexity and intensity of work

Fixed amount of additional payment for a particular position or employee
The constant amount of additional payment provided for the full development of working time (implementation of the plan, etc.). In this case, in case of incomplete working, the surcharge can be calculated in proportion to the hours worked.
Several options for the amount of additional payment, depending on the quality of work, meeting deadlines, working time. Then the amounts and conditions for their payment should be specified in detail in the employment contract.
The dependence of the additional payment on the actual workload in a given month, performance, complexity of the tasks solved, and so on (as a percentage or based on a coefficient)

Making additional payments for the complexity and intensity of work

Determine the exact amount or mechanism for calculating the allowance and reflect this in an employment contract with a specific employee, or in a standard contract for specialists of this profile (all employees of the organization)
Develop a local regulation, on the basis of which the organization will calculate allowances and other surcharges. In such a document, you can regulate in detail all the conditions on which the payment and the amount of the surcharge depend.
In the case of the development of a local regulatory act, labor contracts should provide references to this document, and employees should be familiarized with it separately.

In what cases the system of surcharges can be convenient

Like any payments, the amount of which is not fixed, the additional payment for the complexity and intensity of work allows you to tie the level of income of employees to the efficiency of their work, that is, to motivate them to do a good job. In addition, paying for complexity and tension can be a reward for working under difficult conditions or with a large volume of complex tasks. In this case, the additional payment will help maintain the employee's loyalty to the company, or even encourage him to continue working with the most difficult tasks (if necessary). So, when will the system of surcharges be useful?

In organizations and industries where it is difficult to plan the actual amount of work, and a fixed salary accrued according to general rules cannot objectively correspond to the labor contribution of each employee
In situations where other forms of surcharges are inconvenient to apply. For example, in the field of sales, employees can be encouraged with an increased salary from the profits received. Where there is no material expression of labor efficiency, but it is possible to evaluate it, a flexible system of additional payments will be useful.

Establishment

Compensation for the complexity and intensity of work is one of the types of compensation payments and is assigned either by a normative act (for employees of state bodies) or by a local act of the organization. In the article we will consider in more detail the issue of establishing a surcharge.

What is the premium for complexity and tension

Article 57 of the Labor Code of the Russian Federation refers to the number of conditions that must be contained in the text of an employment agreement, questions about wages, which include, among other things, various kinds of bonuses and payments.

Rostrud, in a letter dated March 19, 2012 No. 395-6-1, explains that the bonus clause can be included either in the text of the employment contract, or it may contain a reference to a local or regulatory act regulating this question. In the latter case, the employee must be familiarized with the contents of this act against receipt.

Why is such an allowance necessary? Stimulating employees to increase labor productivity is one of the important tasks of production. If the employer is interested in motivating the employee for better results, including financially, then the allowance for complexity and tension is an excellent help, since it can be “tied” to the implementation of any plans or made a reward for working in difficult conditions .

Thus, speaking of allowance for the complexity and intensity of work, it can be concluded that this is a kind of compensation payment, which is assigned to a certain circle of employees, and its size and the procedure for obtaining it must be prescribed in the act (normative or local).

Below we will consider how the amount of payments is set, as well as the question of the order in which it is assigned.

How is the additional payment for the complexity and intensity of work made?

If we are talking O commercial organizations not related to funding from the budget, the employer can set the allowance in one of the following ways:

Write a condition about it in labor agreement with an employee. In this case, it is necessary to specify its size and terms of payment.
Make a reference in the employment contract to the local act of the organization, which contains the procedure for appointment and payment allowances for the complexity and intensity of work(for new employees).
Issue a local act and draw up an additional agreement to the employment contract (for already employed employees).

Regardless of which option the employer chooses, the main thing is that the employee knows in which case he is entitled to a bonus and what its size will depend on. In other words, the employee gets acquainted with the local act against receipt either at the time of employment or after the issuance of the act.

When it comes to employees public sector, then the issue of assigning allowances, as a rule, is regulated by a regulatory act of a higher authority. For example, the order of the Investigative Committee of the Russian Federation “On approval ...” dated 08.08.2016 No. 73.

Typically, in this kind regulations it is stipulated what exactly are the criteria for assigning payments, for example, the intensity of work, involvement in the performance of important tasks, etc.

The allowance must be established from the moment when a citizen is appointed to a position, and is paid simultaneously with the salary.

The amount of additional payment for tension and complexity

Typically, when sizing allowances for the complexity and intensity of work The employer can choose one of several options:

the amount is assigned in a fixed amount for a position or a group of positions;
the amount of the additional payment is set as a percentage of the salary;
the allowance is paid only if the plan is fulfilled, etc.;
the amount of surcharges correlates with the load in the calendar month;
combination of several options for calculating payments.

The local act that establishes the allowance may specify the amount of payments as follows: “The monthly allowance for complexity and tension can be set as a percentage of the employee’s salary (from 20 to 100%).” And already the specific size is specified by the head of the organization in agreement with the immediate superior of the employee. In addition, you can specify that for the complexity bonus from the organization's budget, for example, no more than 10 salaries per position are allocated annually. Accordingly, the accounting department cannot go beyond this amount and the amount of the surcharge is set based on this criterion.

The employer has the right to change the amount of payments, as well as cancel them, by issuing an appropriate order and familiarizing the employee with it. At the same time, the local act should reflect the circumstances under which the employee loses the allowance.

Thus, despite the fact that the complexity bonus is an incentive payment, if it is included in the remuneration system, then its calculation is mandatory, with the exception of cases established by the legislator in regulations or the employer in local acts.

Regulations on the payment of bonuses for complexity and tension to employees of the company

"APPROVE"
CEO
OOO "_____________"

"___" _______ 201_

Regulation on the payment of surcharges for complexity,
tension and high achievements in work

1. This regulation on the payment of bonuses determines the procedure and conditions for paying a monthly bonus for the complexity, intensity and high achievements in the work of employees of ________________ LLC.

2. The monthly allowance for complexity, intensity and high achievements in work for employees is established for the purpose of material incentives for the work of the most qualified, competent, responsible and enterprising employees who conscientiously fulfill their functional duties.

3. For the payment of a monthly bonus for complexity, intensity and high achievements in work, funds are provided in the amount of one wage fund per year for all positions of employees provided for by the staffing of the Company.
4. A monthly bonus for complexity, intensity and high achievements in labor can be set for an employee for a year or for a certain period (month, quarter).

The main criteria for setting the allowance are:

- conscientious performance official duties an employee;

— involvement of an employee in the performance of urgent and responsible tasks;

— the competence of a specialist from among the employees in making management decisions, the responsibility of the technical executor in the work to maintain high quality technical support activities of the Society.

The listed indicators for establishing a premium for complexity, intensity and high achievements in labor can be clarified and specified.

5. The size of the allowance for complexity, intensity and high achievements in labor for an employee cannot exceed 100 percent.

The specific amount of the monthly allowance for complexity, intensity and high achievements in work is established (as a percentage of the tariff rate (salary), taking into account increases and promotions for employees in such a way that the total amount of allowances paid during the year does not exceed the amount of the annual wage fund for positions of employees.

6. Due to the fact that the monthly allowance for complexity, tension and high achievements in work is not a mandatory form of remuneration for each employee, the inclusion of funds for the payment of this allowance in the annual wage fund for all full-time positions is not a basis for establishing this allowances for each employee.

7. By order CEO The company's employee may be reduced the previously established amount of the allowance or stop its payment before the expiration of the period specified by the order if the criteria for its payment are not met, violations of labor discipline and internal regulations work schedule and also in the absence of funds for these purposes.

8. The funds provided by the annual wage fund for the payment of monthly bonuses for the complexity, intensity and high achievements in work on vacancies employees, can be used to pay the specified allowances to other employees.

9. The allowance established in accordance with this regulation on the payment of allowances is paid simultaneously with salary for the past period and is included in the average earnings for payment annual leave and in other cases established by law.

Head of Human Resources ______________
(signature)

Surcharge for work: what you need to pay employees in excess of the prescribed

At the level that the state regulates, the methodology and rules for using surcharges and allowances as employee incentives are determined by Ch. 21 of the Labor Code of the Russian Federation. But in practice there are a lot of questions on this topic. Mostly about the fact that some remunerations are regulated and established by law, while others require an official order from the employer.

You will learn:

What you need to know about surcharges and allowances
What is the salary for employees working on weekends and public holidays?
How much to pay staff for night work, overtime and intensity
How is it regulated overtime work, traveling activities and work in the conditions of the Far North
Do I need to pay extra for an increased amount of work and for working on a computer

What is an additional payment for work, how does it differ from an allowance

In the process of assessing the payment for work by a company, it is the division of wages into fixed and variable that is of great importance.

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The permanent part is the monthly salary itself, or piecework wages, as well as a coefficient that is set by the state for certain areas.

The variable part of the salary consists of additional payments cash, bonuses, additional payments for working out or overfulfilling the plan, and others.

Any additional payments and allowances to the basic salary are usually carried out due to special conditions activities. They are stable and personalized, i.e. unique for each employee.

Some excess payments are mandatory for organizations. Payments of such funds are guaranteed by the government and are prescribed in the Labor Code. The level of other incentives is regulated directly by the organization itself, but the obligations for their implementation are also controlled by the government. The only thing that the enterprise has the right to control is the level of such payments, in some cases.

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By the nature of payments, additional accruals are compensatory and stimulating.

During the period when market economy has absorbed almost all companies, the state only cares about a few payments and guarantees that are paid when the required volume is met, which is considered a minimum. Thus, employees receive motivation to work in the form of an increase in the amount of payments for more work performed. Additional payments and allowances of a compensatory nature are guaranteed by the state for working conditions that deviate from normal. Today, there are about 50 different widely used payments that can be regarded as compensation for certain kind activities or work.

Compensation payments include:

for work in the period from 22:00 to 06:00;
payments are made for performance additional work employees;
compensation for time spent on weekends, as well as holidays spent at work;
for constant and frequent movements in the process of work, traveling;
employees under the age of 18;
workers performing work of lower qualification;
in case of non-fulfillment of production plans and the release of defective goods without the fault of the employee;
up to the average wage stipulated by the legislation;
employees whose working conditions are deviated from the norm;
for work according to the schedule, dividing the day into parts with breaks of at least 2 hours;
for high employment and a large number of shifts;
extra pay for working overtime, which exceeds the established working hours.

Indemnifications related to harmful and difficult working conditions are obligatory.

Incentive surcharges and allowances include payments:

highly qualified employees (for the level of qualification);
for professionalism (to employees);
to work with fewer employees;
for performing several different job duties at the same time;
for increasing the range of production at the enterprise, overfulfilling established plans, providing services;
for part-time work, during the replacement of an absent employee;
workers who are foremen, and at the same time perform work together with subordinates;
for accounting work on accounting, as well as office work;
for control and service maintenance technology.

Earlier it was said that the largest amount of payments is made due to the control and guarantees provided to employees of companies by the state. Additional payments and bonuses of a stimulating nature are set at the discretion of the management of enterprises. The amounts of such payments are determined and controlled directly by the director of the company. In the process of setting the amount of surcharges, the organization takes into account the current working conditions, the complexity and harmfulness of the work performed.

To determine the level of additional payments, the company also takes into account the position of the employee, his salary, or tariff rate, plus everything - hours worked, processing time, etc. However, the organization may simply set a fixed amount for certain people who commit miscellaneous work, and do not evaluate individually each employee.

Motivating payments, which are a percentage of a fixed rate, are prescribed in the local acts of the organization, as well as in the collective agreement.

Among other things, all additional payments must be specified in the employment contract, because all the conditions for remuneration for work are negotiated there, including the amount of additional payments, bonuses and everything else. This regulates paragraph 5 of part 2 of Art. 57 of the Labor Code of the Russian Federation.

Therefore, if a company chooses a method for calculating additional payments in the form of percentages of wages, salaries and other things, this must be recorded in the above documents.

Usually, the level of supplement, which is set as a percentage of the salary, is subject to change when the monthly salary or the tariff rate changes.

The accrual of additional payments continues during vacations, business trips and other things as long as the employee retains average earnings.

orders for the establishment of allowances and surcharges.

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How are changes made to the staffing table when the allowance for the complexity and intensity of work is changed under the contract?

The change in the size of the allowance for complexity and tension established by the staffing table is made in the same form as other changes (it is desirable to assign a number to each approved change). The name of the column is provided the same as in staffing. The change indicates the exclusion of the line with the position for which the amount of the allowance was provided, and this position is introduced, but with a new amount of the allowance. Then, taking into account the changes made in the staffing table, new results are summed up, which are approved in the prescribed manner.

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but I don’t think that this is the best option, by the way, it would be interesting to know the opinion of the luminaries on this matter

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