The main components that are included in an employee’s salary. basic salary - the amount of remuneration of an employee, calculated as the product of the basic unit and the basic coefficient. Purpose of the basic salary

30.12.2023

Governor of the Smolensk region S.V. Antufiev Appendix No. 1 to the Resolution of the Administration of the Smolensk Region dated October 22, 2008 No. 595 BASE SALARY (basic official salaries) for professional qualification groups of industry-wide positions of managers, specialists and employees (Appendix as amended as of December 26, 2014 - see the previous edition) No. Name of professional qualification group Qualification level Amount of base salary (basic official salary) (rubles) 1. Industry-wide positions of first-level employees 1 qualification level 3064 2nd qualification level 3196 2. General industry positions of second-level employees 1st qualification level 3597 2nd qualification level 4248 3rd qualification level 4528 4 qualification level 4794 5 qualification level 4860 3.

How is salary determined?

PKG, approved by order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n: List of positions Recommended salary (official salary), rubles Names of positions assigned to the PKG “General industry positions of first-level employees” At least 1221 Names of positions assigned to the PKG “General industry positions of employees second level" No less than 1548 Titles of positions assigned to the PCG "General industry positions of employees of the third level" No less than 2278 Titles of positions assigned to the PCG "General industry positions of employees of the fourth level" No less than 3197 Employees carrying out activities in the professions of workers in government bodies, salaries are set depending on the qualification ranks assigned to them in accordance with the ETKS, unless otherwise provided by departmental regulatory legal acts.

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Industry-wide positions of third level employees 1 qualification level 5061 2 qualification level 5128 3 qualification level 5194 4 qualification level 5327 5 qualification level 5728 4. General industry positions of fourth level employees 1 qualification level 5194 2 qualification level 6061 3 qualification level 6526 Appendix No. 2 to the resolutionAdministrator ations of the Smolensk region from 10.22.2008 No. 595 BASE SALARY for professional qualification groups of general industry professions of workers (appendix as amended as of December 26, 2014, see.

previous edition) No.

Name of professional qualification group Qualification level Base salary (rubles) 1. Industry-wide professions of first-level workers 1 qualification level 3064 2 qualification level 3196 2.

Salary

Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Process engineer (technologist) 3885 - 4269 (as amended by Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Labor protection engineer 3885 (as amended by Order No. 133 of the Federal Drug Control Service of the Russian Federation dated March 23, 2009)
Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Other positions equivalent to qualification level 3501 - 3885 (as amended by Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) 2 qualification level Accountant II category 3885 - 4269 Document specialist II category 4269 - 4379 Engineer Category II 4269 - 4379 Category II software engineer (category II programmer) 4379 - 4809 (as amended.

Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Process engineer of category II (technologist category II) 4379 - 4809 (as amended by Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Other positions equated to the qualification level 3885 - 4379 (as amended .

Basic salary (basic position salary)

The base rate is also called the minimum salary. The basic salary is established for employees of municipal and state organizations working by profession. The wages of public sector workers consist of the minimum wage, as well as various payments, regional allowances and social charges.

The salary depends on:

Education;
Positions;
Work experience in the specialty.

Salary scheme Salary schemes are developed either at the level of the entire industry or at the enterprise itself. The first option is relevant for organizations with a high share of government control, the second – for private companies.

Attention

Accordingly, the source of financing can be the budget or the capital of the enterprise. Drawing up staffing schedules is typical for private enterprises, and tariff schedules are typical for public enterprises.

What is the basic salary for a teacher?

Professions of workers in culture, art and cinematography of the first level - 3,196 2. Professions of workers in culture, art and cinematography of the second level 1 qualification level 3,597 2 qualification level 3,730 3 qualification level 4,263 4 qualification level 4,794 Appendix No. 7 to the resolution of the Administration of the Smolensk region dated 22.10 .2008 No. 595 BASIC SALARY (basic official salaries) for professional qualification groups of positions in education workers (appendix as amended as of December 26, 2014, see.
previous edition) No. Name of professional qualification group Qualification level Amount of base salary (basic official salary) (rubles) 1. Positions of first-level educational and support staff - 3196 2.

Name of professional qualification group Qualification level Amount of base salary (basic official salary) (rubles) 1. Positions of second-level specialists providing social services - 5043 2.

Positions of third-level specialists in healthcare institutions and providing social services 1st qualification level 5327 2nd qualification level 5461 3rd qualification level 5860 3. Positions of managers in healthcare institutions and providing social services - 6061 Appendix No. 5 to the resolution of the Smolensk Region Administration dated October 22, 2008 No. 595 BASIC SALARY (basic official salaries) for professional qualification groups of positions in culture, art and cinematography (appendix as amended as of June 2, 2014, see.

Basic salary amount

Full name of the employee) on setting the salary in the amount of (amount of the new salary) from (date of salary change).

The inspector of the HR department (full name of the HR department employee) familiarizes himself with this order (full name of the employee) against signature.

Info

If an employer wishes to establish a bonus for an employee in the absence of conditions for establishing a mandatory additional payment, then such a bonus will be considered personal and is established on an individual basis. A personal allowance can be established for employers for:

employee's work experience;
professional excellence;
working with trade secrets;
knowledge of a foreign language;
academic degree;
work results.

The bonus can be set as a fixed amount (for example, 1000 rubles to the salary) or as a percentage (for example, 15% of the salary).

In any case, the amount of any additional payment must be reflected in the employment contract. In some cases, it is permissible to refer to a document defining the procedure for calculating a personal bonus to an employee’s salary.

The higher the level of the professional qualification group and the qualification level within the PKG, the higher should be the salary (official salary), the wage rate of a particular employee. The distribution of employee positions and (or) worker professions among professional qualification groups and (or) qualification levels is carried out precisely for the purpose of differentiating the levels of remuneration of employees.

Appointment to a position, determination of an employee’s suitability for the position held, assignment of tariff categories to workers, qualification categories to employees and other issues must be resolved on the basis of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (USC) and the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) . Also, according to the PKG, in some cases additional wage payments are established.
ORDER of the Federal Drug Control Service of the Russian Federation dated 08/28/2008 270 (as amended on 03/23/2009) ON APPROVAL OF THE SIZE OF OFFICIAL SALARY (TARIFF RATES) OF EMPLOYEES... Relevant in 2018<* Профессиональные квалификационные группы общеотраслевых должностей руководителей, специалистов и служащих определены в соответствии с Приказом Минздравсоцразвития России от 29 мая 2008 г.

N 247n “On approval of professional qualification groups of positions of managers, specialists and employees” (registered with the Ministry of Justice of Russia on June 18, 2008, registration N 11858) as amended by Order of the Ministry of Health and Social Development of Russia dated December 11, 2008 N 718n “On amendments to professional qualification groups for industry-wide positions of managers, specialists and employees, approved by the Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008.

Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Artist 3885 Other positions equivalent to qualification level 3153 - 3885 (as amended by Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) 2 qualification level Warehouse manager 3010 - 3153 Housekeeping manager 3010 - 3153 Senior administrator 4269 - 4379 Senior dispatcher 3501 Senior inspector 3501 Senior laboratory assistant 3501 Technician II category 3501 Other positions equivalent to qualification level 3010 - 3885 3rd qualification level Hostel manager 3501 - 6245 Production manager (chef) 3885 - 6245 Table manager oh 4269 - 6747 Technician I category 4269 - 4379 Commodity specialist I category 4379 - 4809 Line - Excluded. (as amended by Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) Artist I category 4379 - 4809 Other positions equivalent to the qualification level 3885 - 4809 (as amended

The Constitution of the Russian Federation guarantees the right to work of citizens. Every worker has every right to hope for a good assessment of his work and receive money as a reward for it.

The organization is interested in ensuring that remuneration for work is clear and fair, and also motivates workers for excellent performance of their duties. The salary structure includes several parts, which we will discuss in detail in this article.

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Structure according to the Labor Code of the Russian Federation

There have been some changes in legislation (No. 90-FZ), in particular in Article 129 of the Labor Code Russian Federation, and wages are currently synonymous with .

Wages (employee remuneration) are remuneration for work, which depends on its qualifications, quality and complexity.

Compensation charges are also included in the concept of wages, including for work in difficult conditions, as well as payments motivating work (additional payments and bonuses).

This structure consists of the following parts (see diagram):

basic (main) part;
compensation payments;
incentive payments.

Basic part determined from the basic system of payment for work.

Its amount cannot be less than the minimum wage.

The base part is salary basis and its size is not affected by the number of sales, income received and other nuances. The basic salary is determined for the actual period of time worked, or for the results of work performed according to official salaries.

When a manager displays the basic part of the salary, he must keep in mind the following data:

an employee’s salary can be determined based on his qualifications, volume of work and complexity of production tasks;
no discrimination should be allowed when determining the terms of payment for work;
payment must correspond to the work performed.

Payments compensatory, as well as stimulating ones are variable share of salary, and it in turn depends on the conditions and guarantees of accruals for work from a particular manager. These payments do not depend on remuneration for actual time worked or actual tasks completed.

Compensation payments are characterized by a method of local regulation. This applies to the greatest extent to incentive payments when basic rules are established by law. The legislation defines a list of compensation payments, and the manager must pay them:

for performing tasks under certain circumstances (working in difficult conditions, with hazardous substances, in areas with a specific climate);
for performing work in areas where radioactive contamination has occurred;
for work under circumstances that are not considered normal (performing additional tasks due to the absence of another worker, working at night, or working on holidays and weekends).

The amount of compensation payments is determined based on agreements and collective. The amount of these payments cannot be less than those established by law. Along with this, the legislation determines a higher payment for work for those citizens who work on a rotational basis or in the Far North.

Based on this, the main task of compensation payments is considered to be compensation for excessive labor costs employee, which depend on the work schedule and conditions for completing tasks. Compensation payments are made as an increase to official salaries and tariff rates.

Stimulating payments are considered to be the variable component of the salary, and it depends on the basic income, on the specific result of the employee’s work, and so on.

Incentive payments, as well as the bonus part, are not subject to regulation by law.

Making such payments is manager's right. It is necessary to make a note that if motivating payments are provided for in the remuneration regime, then the manager must implement them, and the employee can demand them if he fulfills the work plan.

It can be concluded that incentive payments fall under the characteristics of financial payments for the performance of specific work tasks.

Incentive payments are needed so that employees have incentive to achieve those results, for which the calculation of the basic salary is not enough, as well as encouraging the desire of workers to improve their skills and minimize staff turnover.

Incentive payments are assigned in the following cases:

for professionalism;
excellent qualifications;
years of production at the enterprise;
knowledge of foreign languages.

It should be noted that in order to motivate employees to work in enterprises, there is bonus system. Bonuses are paid as a reward for the quality performance of an employee’s work. The bonus system is divided into two parts:

Rewards that are included in payment for work.

The employee has the right to this remuneration, and this means that the manager must make this payment if the employee fulfills specific plans for which bonuses are due. Under other circumstances, an employee cannot ask for a bonus.

Incentives that are not specified in the salary plan.

Such payments are made in a lump sum at the request of the manager. Incentives are not paid every month, but are carried out for specific employee achievements. In this circumstance, the manager is not obliged to make such payments, but they can be made at his request.

What does the average monthly salary consist of?

From time to time it happens that in order to provide an employee with information or make payments that comply with the law, the manager resorts to tricks. Most often, it is to take into account only one salary, and additional payments remain aside. Of course, such actions do not occur in accordance with the law.

Is vacation pay part of your salary or not?

The calculation of the average salary of a worker includes all accruals that the manager makes to him. Also, these accruals must be taken into account in the list of taxes under the Unified Social Tax, which are transferred to the Social Insurance Fund of the Russian Federation.

According to the Decree of the Government of the Russian Federation (No. 375), Holiday pay is not included in the definition of average earnings.

When calculating average earnings, the following are also not taken into account:

number of vacation days;
business trip period;
period of incapacity;
maternity leave.

Watch a video about the employee’s income structure:

Salary for officials is always considered the main criterion when choosing a job. Its size may depend on many factors.

What it is

Salary is called permanent part of salary, the amount of which does not change if the employee did not miss a single day of work in a month, was not absent due to illness, was not on vacation or did not take time off.

This amount is transferred to the employee of the organization in any case and subject to zero labor results. This constant value, that is, the salary, is indicated in the employment agreement with the official. When it is necessary to make adjustments regarding salary, additional agreements are drawn up and signed by both parties.

Enterprise managers may well confuse and confuse the working staff, not finding differences in salary and rate. Both options are undoubtedly relate to wages.

But this issue should be understood regarding the influence of these two indicators on the amount of income. Bonuses may be added to the salary for additional work tasks performed. The employer is required to know the terms regarding remuneration.

There are several varieties: tariff-free, tariff and mixed. The listed options are divided into piece-rate and time-based salaries.

In the first case, the result of work activity is assessed according to the production norm, at which it is possible to objectively evaluate labor indicators, by establishing, for example, production norms. In the time-based type, wages are calculated in accordance with the qualifications of the official and the time spent performing the work.

For both cases, different systems for calculating personnel salaries are adopted, according to the characteristics and factors that are important for production efficiency. Therefore, the amount of wages has direct dependence with the results of labor activity of both one work unit and the entire team.

Mixed and non-tariff types of salaries do not include certain information, as well as the results of employees’ work. They analyze cooperation, provided for the purpose of carrying out the production process, according to the results produced.

The procedure for calculating wages is always most convenient if it is simple and clear. Each head of an organization strives for maximum results of his own activities, so he must be able to competently compare the time and effort expended with the amount of reimbursable financial resources in the form of wages.

Salary Scheme

A salary scheme is a form of regulation of employee remuneration in relation to the value of certain coefficients of the organization’s work process and its size.

This scheme has common features with past administrative and planned economic policies. At that time, the salaries of managers, experts and those occupying other positions were approved by the state and were centralized.

At the moment only municipal and state companies use the salary schedule for payroll calculation. Other organizations use staffing tables.

Calculation procedure

To correctly calculate the amount of remuneration for an official, the employer must take into account following conditions:

income tax is deducted from the employee’s funds, but contributions to the insurance fund are transferred from the account of the head of the enterprise;
the worker has the right to receive an advance;
an employee may be required to pay child support or other payments in accordance with writs of execution;
employees' wages consist of additional allowances, coefficients, bonuses, compensations and other payments.

Calculation simple monthly salary working personnel are produced according to the formula:

Zm.po. = See / Melt. *Tf.

The monthly salary rate is divided by the number of work shifts in the billing month and multiplied by the number of days actually worked by the employee.

Hourly wage- this is the product of the employee’s hourly tariff rate by the hours he worked relative to the billing period.

Zpov. = Account *Tf.

Example: a company employee was assigned a monthly salary of 65,000 rubles with a 5-day work schedule. It is necessary to calculate the amount of his salary for 2018 in August and September.

He worked full time in August, but in September he was on unpaid leave from 9 to 13 due to family circumstances.

In this case, the amount of his salary for the entire August will be calculated as follows: the assigned salary is divided by 23 days worked and multiplied again by 23. This means that the employee’s salary for August will be 65,000 rubles.

The calculation of the employee’s salary for September will be different: the amount of the established salary is divided by 22 days in the month and multiplied by the number of days worked in September. The amount will be: 56,136.36 rubles.

Wages are usually paid to employees twice a month based on two methods:

Advance and payment of labor in accordance with the results of the month. During the first two weeks, the advance portion of the assigned salary is accrued. This value is recorded in the rank system, which is a table of tariffs. To receive an advance portion of the salary, the employee must work for two weeks. In the last days of the month, he is entitled to receive the remaining amount, which can be constant or dependent on the shifts actually worked, hours or the number of work tasks completed.
For the first and second weeks of the month. The monthly salary is calculated in two parts: in the first and second half. The basis is taken as actual time worked or the volume of work activity in periods equal to two weeks. If an employee has worked 11 or 12 working days, he is entitled to a salary for this time. At the end of the next two weeks, the employee is also paid for these days. This method must be specified in the labor or collective agreement.

Impact of the regional coefficient

In constituent entities of the Russian Federation with difficult working conditions associated with a harsh climate, terrain features in the territories or increased radiation, in addition to the employee’s salary, regional coefficient.

The Russian government approves in each region individual amount of additional payment to salary. This rule is not supported by one general normative act, and each subject has its own specific order.

The addition of the regional coefficient is provided not to the salary part, but to the actual salary, from the amount of which personal income tax has not yet been deducted.

Salary calculations in certain areas with special working conditions are made by adding to the salary all bonuses and allowances, excluding all one-time payments, namely, sick leave and financial assistance. The result of this operation is then multiplied by the regional coefficient.

An employee receiving wages very often wants to make sure the calculations are correct. This can be done using a payslip, which contains information on all basic operations related to the determination of wages and its calculation.

The payslip allows you to present in detail the algorithm for calculating wages based on the employee’s salary, including making an independent calculation and checking the result.

Thanks to these calculations, it is possible to identify an error by an employee of the accounting department and make corrections.

For 2018, the minimum salary is 11,163 rubles and cannot be less than this value. Depending on the subject of the Russian Federation, the minimum wage may be different.

Differences from the rate, advantages and disadvantages

Many people believe that the terms salary and rate are not different from each other. But the rate is the total salary when tax deductions are not taken into account, but bonuses, coefficients and allowances are included.

In this case, the employee clearly represents his own income.

The scheme in the form of piecework and time-based wages for an employee is characterized by its pros and cons on the part of the head of the organization and the employee. TO benefits This system includes:

motivation for high work results;
flexible and efficient approach to payroll expenses.

But this option for calculating wages may cause difficulties for the accounting department. It is much easier to transfer the same amounts to the working staff every month than to check the relevance of data on additional payments to the salaries of some employees before the next payment.

Employees, in turn, are also not always satisfied with receiving only a salary, despite constant and good bonus payments. No one can foresee expected costs for a long time in advance, due to the difficulty in calculating wages for future months.

Often, wages are reduced due to a seasonal decline in successful activity. But it can, on the contrary, be increased with good labor results.

Additional information on the differences is presented in the video.

Features for the military man

The salaries of these categories of persons include the official part and the amount in accordance with the rank to the salaries by position and by rank. For military personnel on a contract basis, the income tax is the same as for civilians and is equal to 13% .

According to Article 218 of the Tax Code of the Russian Federation, the calculation of remuneration for military personnel looks like in the following way:

The salary for the position is added to the salary according to rank.
They add payments related to length of service, place of service, and others.
Qualifying tax deductions are given to certain military personnel.

So, an employee’s salary may differ in monetary terms every month. But all changes in wages must be supported by an order or an additional agreement to the employment contract. Otherwise, the employer, changing the salary portion, will act illegally.

What is better - a stable salary or work for interest? The answer to the question is in this video.

When hiring a new employee, the employer is obliged to formalize an employment relationship with him. This is done in the form of signing an employment contract. It must also indicate the amount of payment for performing your duties. Often the basis for its calculation is the official salary.

Concept

According to labor legislation, the official salary is a permanent and fixed part of the salary. The employer cannot pay the employee less than this amount for the time actually worked. The salary does not change if the employee was always at the workplace during working hours. It may decrease if the employee does not go to work (sick leave, vacation, etc.).

Various additional payments cannot be included in the official salary. All allowances, compensations and additional payments are not included in it. Thus, the official salary is the employee’s rate without additional payments.

Official salary and tariff rate

Both of these concepts are used to determine the minimum wage. When calculating an employee's salary, the actual results of his activities are not taken into account. He will receive it even in their absence. The use of a salary scheme is necessary in cases where it is impossible to establish evaluation criteria and objectively determine the amount of work done. An employee is paid for his overall contribution, and his performance depends on the work of the entire team.

Other criteria are used to determine the salary amount. This includes the qualifications of the employee, the complexity and scope of assigned responsibilities, and the requirements for the final result. The employer must evaluate the amount of mental and physical effort, the conditions of multitasking, and the need for initiative on the part of the employee. The more serious the requirements, the higher the salary.

When using the tariff rate, objective indicators of the employee’s performance are taken into account. There are two forms:

time-based;
piecework.

The first takes into account the time spent on performing a certain amount of work and the qualifications of the employee. The second form is used when there is a clear evaluation criterion. For example, manufactured parts. This form is usually used in industries where there are clear production standards. There, employees' salary directly depends on their personal performance.

Installation

In order to set the official salary, the employer must proceed from the total size of the wage fund. This must be done for each individual month. Please note that if there are holidays, salary costs may increase.

Next, you need to determine the gradation according to which salaries will change. All positions from cleaner to manager must correspond to a certain rank. This is followed by determining the amount of funds for each of them. Official salary rates are determined by dividing the amounts received by the number of employees of each rank.

It is also necessary to set some gaps in larger and smaller directions. This way the company gets the opportunity to influence the employee’s activities. These can be either incentive payments or deductions for negative indicators.

All calculations are carried out without taking into account the payment of necessary taxes. They will be calculated from the actual accrued salary.

It should be noted that salary schemes are used only in organizations with budgetary funding. They are used by state and municipal institutions. Companies that are self-financing use a staffing scheme. It contains a list of positions and the corresponding salary.

Salary and wages

The official salary is part of the salary. It also consists of compensation, incentive payments and deductions. Compensation payments include additional payments for hazardous working conditions, overtime, and shift schedules. This also includes the regional coefficient. For each region, the Russian government sets a certain increasing index for labor compensation in difficult climatic or geographical conditions.

Incentive payments are everything an employer does to encourage the activities of its employees. This includes various bonuses, bonuses for fulfilling and exceeding the plan, and other rewards.

Typically, the employer strives to increase the gap between wages and official salary. Through bonuses, he stimulates the employee and intensifies his activities. In some industries, the salary is only 20% of the wages paid.

Calculation of allowances

An increase to the official salary recognizes the employee’s past achievements and motivates him for further successful work. There are mandatory and optional surcharges. Mandatory allowances include allowances for difficult working conditions, business trips, and shift work.

Optional payments include payments when the employer wants to recognize or reward an employee. Such allowances are set individually. These include payments for length of service, professional excellence, work results, academic degrees, etc.

All allowances must be reflected in the employment agreement. Sometimes reference to regulations is allowed.

Salary is used to calculate the amount of additional payments. Since they are most often set in the form of a coefficient, a basis for their calculation is necessary. Thus, the official salary is the basis for determining the size of the entire salary. The amount of bonuses is determined by multiplying the coefficient by the salary.

Change in official salary

Sometimes there are reasons for a salary increase. These may include length of service, passed certification, regularly exceeding the plan, and changes in job responsibilities. Another reason may be that the employee has improved his or her qualifications.

To increase the salary, the immediate supervisor writes a memo to his superiors justifying the increase. After that:

There is an agreement with the head or authorized person of the organization.
The HR department is preparing a separate order to change the employee’s salary and make changes to the staffing table.
All changes are reflected in an additional agreement to the employment contract and signed by both parties.

All changes and additions come into force immediately after signing. Drawing up an order and agreement is mandatory. Without them, all changes in the amount of official salary are invalid.

Salary- this is the amount that is clearly stated in the employment contract, (without taking into account bonuses, allowances or disability benefits), it is this amount that the employer is obliged to pay the employee for his work duties. Salary is the amount that is used to calculate the employee's salary. Salary size indicated both in the employment contract and in the order for employment. From the above, we conclude: salary is the main figure that is used for wage calculations.

Let's figure out what salary is different from wages, as mentioned above, the salary amount is indicated in the employment contract when applying for a job, the salary is calculated after the new employee has worked at the company for a month or upon his dismissal from his position. It is the salary that is used to calculate wages, and not vice versa.

Salary is the amount of money that an employee receives after calculating all allowances, bonuses or benefits, as well as withholding personal income tax. persons To calculate wages, the salary fixed in the employment contract is used, to which bonuses and compensations are summed up, including for harmful production, and personal income tax is withheld.

Tariff salary.

Tariff salary(official salary) is the amount of money that is included in wages. Labor salary is calculated for the employee’s fulfillment of work standards, completed work plans (for a certain time), without taking into account compensation, incentives or social payments. This payment is fixed and is the minimum guarantee of remuneration for an employee, below which he cannot receive, subject to the performance of job duties.

The Labor Code of the Russian Federation states that tariff salary(tariff rate) must be reflected in the employee’s employment contract, together with other mandatory terms of the employment contract.

Labor salary.

Salary- this is a figure that is fixed in the employment contract; the salary consists of the salary and those percentages, bonuses and deductions that are provided for by law and the terms of the employee’s employment contract.

The salary with all allowances and bonuses will be the employee’s wages, that is, the amount of money that he will receive after the end of the calendar month or upon his dismissal. The salary must be indicated in the employment contract, while the salary is a calculated indicator and is not indicated in any documents other than the salary payment sheet.

Minimum salary.

Minimum salary- this is the minimum, legally approved amount of money that the employer is obliged to disburse to the employee after the end of the calendar month or upon his dismissal. As a rule, changes in the law on the minimum wage occur once a year, but in 2016 this indicator was changed twice: From January 1, 2016, the minimum wage was 6 thousand 204 rubles. From July 1, 2016, the minimum wage was 7 thousand 500 rubles.

Minimum salary from 2000-2017 in Russia.

The date from which the minimum wage was introduced.	Minimum salary 2000 - 2017
from January 1, 2017	7800 rub.
from July 1, 2016	7500 rub.
from January 1, 2016	6204 rub.










since January 2005