Refusal to hire can be challenged in court.

reproductive (source of funds for expanded reproduction of labor); nominal salary is a monetary expression of wages received by the employee; real salary is a set of material and spiritual benefits that can be realized for a nominal salary. stimulating (s / n is a tool to ensure highly efficient work); regulatory: s / n can serve as a tool in the redistribution of labor, taking into account market conditions; social – ensuring social justice.

Principles of remuneration:

by the quality and quantity of products; outstripping growth of labor productivity in comparison with growth of salary; differentiation of wages of different groups and categories of workers. It is carried out depending on the industry affiliation, working conditions (normal, harmful or especially harmful), the form of remuneration (the dispatcher has a higher rate), qualifications.

Tariff system – the basis of the organization of wages

The size of the salary depends on the complexity of the work, working conditions and quantity, the results of work. All these differences are taken into account by the tariff system, which serves as a tool in the differentiation of wages depending on the conditions. In particular, the tariff system takes into account the complexity and working conditions. The tariff system consists of the following elements:

tariff-qualification directory contains qualification characteristics of works and https://123helpme.me/write-my-lab-report/ professions, which are grouped into sections by islands and types of work. Serves for tariffing of works, assignment of qualification ranks to workers and formation of programs for preparation and advanced training of workers. The guide, which operates in Ukraine, consists of 72 issues and allows you to rate 5,000 occupations of workers and their work. qualification directories of positions of managers, specialists and employees are general industry and contain qualification characteristics, which indicate job responsibilities, requirements for the level and profile of training of managerial specialists and employees; salaries are also set for them here. the only tariff grid that contains tariff rates by categories is a scale of qualification categories and the corresponding tariff coefficients, by means of which the direct dependence of salary on qualification is established. The tariff coefficient is the ratio between the wages of workers of the 1st and higher levels.

Hourly tariff rates.

Discharge

AND

ІІ

III

IV

V

VI

Tariff coefficient

1.0

1.09

1.20

1.33

1.50

1.72

Clocks

normal conditions

1.0

1.09

1.2

1.33

1.50

1.72

harmful conditions

1.25

1.36

1.5

1.66

1.88

2.15

Dispatchers

normal conditions

1.20

1.31

1.44

1.60

1.80

2.06

harmful conditions

1.40

1.53

1.68

1.86

2.10

2.41

Forms and systems of remuneration

There are hourly and piece-rate forms of remuneration. The hourly form provides for payment in proportion to working hours and the level of qualification of the employee.

In the piece-rate form of remuneration, the calculation is based on the number of work performed and the unit price.

Both hourly and piece-rate forms of remuneration have several varieties. At the hourly form distinguish simple hourly, hourly-bonus system and system of official salaries.

The percentage of surcharges depends on the% of delivery of products from the 1st presentation (for the main worker).

The salary system provides for the existence of monthly tariff rates. These are the so-called salaries, which take into account the quality and length of service. In addition, there are daily and hourly rates.

In terms of the piece-rate form of remuneration, the following systems are distinguished:

Scale for setting% price increase:

% overfulfillment of the original base

1 – 10

11 – 25

26 – 40

≥41

% price increase

25

fifty

75

one hundred

The coefficient of labor participation is set for all employees, approved by the council of the labor collective, which decides the frequency of its determination. The calculation of salary is carried out in the following sequence:

find the number of points earned by each employee, which is defined as the product of actual time worked, the coefficient of labor participation and qualification level; find the total amount of points earned collectively; find the share of the payroll, which is 1 point: the amount of the payroll is divided by the total amount of points; find the salary of each employee separately: the number of points earned is multiplied by the share of the payroll, which is 1 point.

Accrued remuneration is applied when the performer (performers) is paid for a certain job performed. The specificity of this system of remuneration is that the assigned work must be performed in a timely manner; at the same time, the time spent on the assigned work has no special role for the calculation of salary.

June 16, 2011

Motivation of the worker at the enterprise. Abstract

Motivation of work at the enterprise. Part-time work. Women’s pay. Documentation of payroll calculations. Awarding. Remuneration regulation

Motivation of work at the enterprise

The result of the enterprise largely depends on the formation of a system of staff motivation, which is to carry out an objective quantitative and qualitative assessment of the employee’s work activity and determine the appropriate remuneration. Remuneration can be moral and material, its shape and size should correspond to the effort expended, and only then can we talk about the incentives for further effective work of the employee.

Moral ways of motivation meet the psychological needs of employees through public recognition before management and the team of special results, skills, abilities, knowledge and efforts of the employee. To do this, use: greetings from management, diplomas, listing the best employees of the company and more. Sometimes the influence of moral incentives is amplified by material ones: a personal bonus, payment of health or tourist vouchers, referral to study or internship. If the company is known and recognized in this region for its economic results and social activities, then each employee receives a moral incentive because of their belonging to it.

Material stimulation of labor satisfies, first of all, the primary (physiological) needs of workers in food, clothing, housing, education, as well as materialized psychological: a prestigious car, an expensive resort, concerts of famous artists and more. Material incentives are reflected in the size and components of wages.

Part-time work

Specialists and employees of state enterprises, institutions and organizations have the right to work part-time, ie to perform, in addition to their main, other work under an employment contract. On a part-time basis, employees may work at the same or another enterprise, institution, organization or citizen in their free time from their main job. The consent of the administration at the place of the main work is not required for part-time work.

Restrictions on part-time work may be imposed by the heads of state-owned enterprises, institutions and organizations together with trade union committees only on employees of certain professions and positions engaged in heavy work and work with harmful or dangerous working conditions, additional work which may adversely affect the state of their health and safety of production. Restrictions also apply to persons under the age of 18 and pregnant women.

Legislative acts prohibit the work of heads of state enterprises, institutions and organizations, their deputies, heads of departments and their deputies (except for scientific, teaching, medical and creative activities).

The duration of part-time work may not exceed four hours a day and full-time on a day off. The total duration of part-time work during the month should not exceed half of the monthly working hours.

Remuneration of part-time workers is made for the work actually performed. Labor books are kept at the place of main work. Records of information on part-time work are made at the request of the employee by the owner or his authorized body.

Women’s pay

There are a number of peculiarities in the remuneration of women in our country. They are primarily related to the provision of benefits that should ensure that women fulfill their maternal responsibilities.

It is forbidden to deny women employment and reduce their wages on the grounds of pregnancy or having children under the age of three, and single mothers – if they have a child under the age of fourteen or a child with a disability.

If these categories of women are refused employment, the owner or his authorized body must notify them of the reasons for refusal in writing. Refusal to hire can be challenged in court.

Dismissal on the initiative of the owner is not allowed, except in cases of complete liquidation of the enterprise, institution, organization, when dismissal with compulsory employment is allowed.

According to Article 178 of the Labor Code, pregnant women and women with children under the age of three must be transferred to a lighter job if they have not been able to perform previous work. At the same time, the average earnings from previous work should be maintained until the child reaches the age of three. If the earnings for lighter work are higher than the previous one, the actual earnings are paid.

Based on the medical report, the company is obliged to provide women with paid leave in connection with pregnancy and childbirth lasting 70 calendar days before childbirth and 56 (in case of birth of two or more children and in case of complications – 70) calendar days after childbirth, starting from the day of birth.

The duration of maternity leave is calculated in total and is 126 calendar days (140 calendar days – in case of birth of two or more children and in case of complications of childbirth).