Tariff system of remuneration in the commercial and public sector. Nuances and rules for using the tariff scale by category
1. General Provisions
1.1. This Sectoral Tariff Agreement in the housing and communal services of the Russian Federation (hereinafter referred to as the Agreement or UTS) is concluded in accordance with the current legislation of the Russian Federation.
1.2. This Agreement is a legal act that regulates social and labor relations and establishes general principles for regulating related economic relations between authorized representatives of employees and employers of Organizations covered by the Agreement, regardless of the form of ownership of Organizations, general conditions for remuneration, labor guarantees and employee benefits, as well as defining the rights, duties and responsibilities of the parties to the social partnership. The agreement is aimed at improving the system of relationships and coordinating interests between employees, public authorities, local governments, employers on the regulation of social and labor and other related economic relations in the housing and communal sectors, as well as at improving the efficiency of housing and communal organizations. economy (hereinafter - Organizations), for the implementation of socio-economic, labor rights and legitimate interests of workers in this industry.
1.3. Housing and communal services - a type of economic activity aimed at ensuring the vital activity of the population, creating comfortable living conditions for citizens in their homes and in landscaped areas; housing and communal services include the types of activities, services, works named in the qualification characteristics of the types of activities in the Order of the Ministry of Construction of Russia dated April 27, 2016 No. 286 / pr. "On approval of the collective classification groupings of the housing and communal services industry" (A complete list of Organizations by types of economic activity, services and works in the housing and communal services is given in and to this GTC).
1.4. Organizations of housing and communal services - legal entities engaged in the types of economic activities, services, works specified in and to this Agreement. The data of the Housing and Communal Services Organization are subject to the Agreement, in case of their accession to the Agreement in the manner prescribed by the current legislation and this Agreement.
1.5. Goals and objectives of the Agreement:
Assistance in the reform and modernization of the country's housing and communal services, maintaining social stability in the Organizations of the industry;
Establishment and implementation of social and labor guarantees for employees of Organizations; creation of conditions and mechanisms conducive to the implementation in the Organizations of the norms of the labor legislation of the Russian Federation;
Involvement of employees in the management of the Organization;
Increasing the competitiveness of the Organization, increasing the professionalism and qualifications of employees, securing a skilled workforce;
Development of social partnership, initiatives and competitions in the labor collectives of the Organizations;
Ensuring the interests of the parties of social partnership in the industry in the formation of tariffs for housing and communal services, as well as ensuring the interests of organizations engaged in unregulated activities.
In accordance with the social projects of the Russian Federation "Income of the state treasury", "People's control", "Personnel for the national economy", "Quality mark "Made in Russia", "For a high social standard", "Care", "For a decent wage ”, as well as the requirements of the Federal Law “On Independent Assessment of Qualifications” No. 283-FZ of July 3, 2016. and Decree of the Government of the Russian Federation dated June 27, 2016 No. 584 “On the application of professional standards in terms of the requirements that are mandatory for the application of state extra-budgetary funds of the Russian Federation, state or municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and economic companies, more than fifty percent of the shares (stakes) in the authorized capital of which are state-owned or municipally owned" The Parties to the Agreement shall participate in solving the following tasks:
Creation and development of a sectoral system for assessing professional qualifications;
Implementation of professional and public accreditation of educational programs of educational institutions for compliance with their industry professional standards;
Formation of the optimal quality of the composition and number of labor resources necessary for the development of housing and communal services;
Creation of conditions for improving the level and quality of social guarantees for employees of housing and communal services, including through the involvement of socially responsible businesses, other non-state sources of financing;
Improving the efficiency of the functioning of organizations in the industry, including increasing labor productivity with an adequate level of its quality, the effectiveness of managerial decisions and implemented production and investment programs, which are the main factors in maintaining a decent level of wages and the possibility of its growth and guarantees for the payment of compensation;
Raising the prestige of the industry, attracting and retaining qualified employees in accordance with the requirements of professional standards;
Formation of reasonable, transparent and understandable mechanisms for differentiating the levels of regulation of social and labor relations in various Organizations, taking into account their financial capabilities, the situation in regional labor markets, the degree of development of industrial relations in the system of social partnership at the local level; ensuring the interests of the parties of social partnership in the Organizations in the formation of prices (tariffs) for products, works and services of the Industry Organizations;
Assistance in increasing the efficiency of the Organizations' activities based on the implementation of the current legislation and regulatory and technical requirements, the introduction of effective management systems.
1.6. This Agreement is concluded between employers and employees of the Organizations represented by their authorized representatives (parties):
All-Russian Industry Association of Employers in the Sphere of Life Support "OOOR ZHKK", created in accordance with the norms of the Federal Law of November 27, 2002 No. 156-FZ "On Employers' Associations" (as amended by Federal Laws of July 2, 2013 No. 185-FZ, of November 24, 2014 No. 358-FZ, dated November 28, 2015 No. 355-FZ), acting on the basis of the Charter of OOOR ZhKK, OGRN No. 1167700069790 dated November 1, 2016 and registered by the Ministry of Justice of Russia (account No. 7714120011 dated November 9, 2016);
From workers - the All-Russian Trade Union of Life Support Workers (hereinafter referred to as the Life Support Trade Union), acting on the basis of the Federal Law of January 12, 1996 No. 10-FZ “On Trade Unions, Their Rights and Guarantees of Activity”, the Charter of the Life Support Trade Union (registered on August 26, 2010 in the Ministry of Justice Russia (account number 0012110145), certificate No. 278, state register No. 1037739338450 dated January 31, 2003).
1.7. Direct regulation of social and labor relations in the Organizations is carried out on the basis of collective agreements concluded in accordance with this Agreement by the parties to the social partnership of the Organizations. In the event that a collective agreement is concluded in the Organization on the basis of this Agreement, the provisions of the Agreement shall apply to the parties to the social partnership of the Organization in full. Collective agreements concluded in the Organizations, as well as regional OTS, must comply with the legislation of the Russian Federation and this Agreement.
1.8. The Agreement is mandatory for use when concluding collective agreements, regional industry agreements and individual labor agreements for the Organizations to which it applies. Collective agreements in the Organizations cannot include conditions that worsen the position of employees in comparison with the conditions provided for by this Agreement. This Agreement does not limit the rights of Organizations in expanding social guarantees to employees at their own expense.
In the absence of a collective agreement in the Organization, this Agreement has direct effect.
1.9. In accordance with the legislation of the Russian Federation, the expenses of employers provided for by this Agreement are taken into account by the federal executive authorities of the Russian Federation, executive authorities of the constituent entities of the Russian Federation, including authorities in the field of state regulation of tariffs for water supply, gas supply, electricity, heat energy, local governments when establishing regulated tariffs for housing and communal services, as well as for relevant services provided by organizations engaged in unregulated activities.
In the event that tariffs for water supply, gas supply, electricity and heat, other housing and communal services are established by regulatory authorities without taking into account the costs of employers provided for by this Agreement, employers have the right to adjust labor costs, taking into account existing regional agreements, collective agreements and local regulatory acts of organizations. At the same time, the employer must ensure that the level of the minimum wage for an employee who has fully worked out the norm of working hours for this period and fulfilled the norms of labor (labor duties) is not lower than the amount of the minimum wage established by the regional agreement on minimum wages.
1.10. Organizations in accordance with this Agreement, in order to improve the skills and protect the rights of employees of the Industry, organize the assessment and assignment of professional qualifications of employees in the manner established by the Council for Professional Qualifications in Housing and Communal Services, in accordance with the labor legislation of the Russian Federation, as well as the requirements of the Federal Law “On the Independent Assessment of Qualifications” No. 283-FZ of July 3, 2016 and Decree of the Government of the Russian Federation of June 27, 2016 No. 584 “On the Application of Professional Standards in Part of the Requirements Mandatory for the Application of State Extra-Budgetary Funds of the Russian Federation, State or Municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and business entities, more than fifty percent of the shares (stakes) in the authorized capital of which are in state ownership tvennosti or municipal property”.
1.11. Laws and other regulatory legal acts adopted during the period of the Agreement, which improve the socio-economic situation of employees, supplement the effect of the relevant provisions of the Agreement from the moment they enter into force.
1.12. In cases where several Agreements apply to employees at the same time, the terms of the Agreements that are most favorable for employees are applied.
1.13. This Agreement enters into force on January 1, 2017 and is valid until December 31, 2019 inclusive.
2. Pay
2.1. The system of remuneration and incentives for work, additional payments and allowances of a compensatory nature (for night work, weekends and non-working holidays, overtime work and in other cases) are established directly in the Organizations in accordance with agreements, collective agreements, local regulations.
2.2. Employers provide:
a) remuneration of employees in accordance with professional qualifications, the complexity of the work performed (professional standards), the quantity and quality of labor expended, in accordance with this Agreement;
b) billing of works and assignment of professional qualifications to workers, specialists and employees according to the current Unified Tariff and Qualification Directory of Works and Professions of Workers, Tariff and Qualification Directory of Works and Professions of Workers in Housing and Communal Services, Qualification Directory of Positions of Managers, Specialists and Employees and/or professional standards, taking into account the qualification level of employees (the list of professional standards approved in accordance with the current legislation is given in this Agreement).
c) adoption of local regulations regarding remuneration and working conditions, taking into account the opinion of the elected trade union body of the employees of the Organizations, as well as timely communication to employees of information on the applicable remuneration conditions;
d) timely conclusion of collective agreements, improvement of rationing and working conditions.
2.3. The minimum monthly wage rate for workers of the first category who have fully worked out the norm of working hours and fulfilled their labor duties (labor standards) is established in accordance with this Agreement and cannot be less than the minimum wage established by current legislation.
2.3.1. In the event of a discrepancy between the date of establishment of the minimum monthly wage rate for workers of the first category, provided for by this Agreement, and the date of change in the actual level of tariffs for gas, electricity, heat energy, water supply and sanitation, in accordance with the decision of the Government of the Russian Federation, the employer has the right to synchronize the date of establishment of the minimum monthly the tariff rate of a worker of the first category with the date of change in the actual level of tariffs.
2.3.2. Depending on the financial and economic condition of the Organization, the employer has the right to establish a minimum monthly tariff rate in the Organization in an amount exceeding the amount provided for in this paragraph.
2.3.3. The size of the minimum monthly tariff rate is the basis for the annual (quarterly) indexation of the wage fund and the differentiation of wages for all professional and qualification groups of employees, taking into account the prevailing sectoral proportions in wage levels.
If the employer does not have funds to increase wages, the indexation of the wage fund is carried out from July 1 of the current year simultaneously with the increase in tariffs for the services provided, based on the size of the minimum monthly wage rate for a worker of the first category, established according to the consumer price index for goods and services for the past quarter.
2.3.4. In order to improve the qualifications and protect the rights of workers in the industry, the employer has the right to organize the assessment and assignment of professional qualifications of employees, as well as the determination of the appropriate tariffication in the manner established by the Council for Professional Qualifications in Housing and Communal Services, in accordance with the labor legislation of the Russian Federation. At the request of the employer or the primary trade union organization, any of the parties to the Agreement has the right to send recommendations agreed by the parties on tariff scales and tariff coefficients. The recommended tariff scale for the tariffing of the labor activity of employees and the creation of a remuneration system in the organization for 2017-2019 is given in.
2.4. The minimum monthly wage rate for a worker of the first category is specified by the parties at the end of the year and is set in accordance with the consumer price index in the Russian Federation based on data from the Federal State Statistics Service.
If regional agreements or collective agreements of Organizations provide for quarterly indexing of the minimum monthly wage rate for a worker of the first category, then its size can be set in accordance with the recommendations of the LLC ZHKK and the Life Support Trade Union, adopted on the basis of consumer price indices for goods and services for the past quarter, determined by the Federal State Statistics Service.
If the amount of indexation of the minimum monthly wage rate for workers of the first category, in the tariffs for gas, electricity, heat energy, water supply and sanitation, in accordance with the decision of the Government of the Russian Federation, is set in a different amount from the consumer price index in the Russian Federation, the employer has the right to challenge the level indexation at the level set in the tariffs. If the Organization's own funds are not sufficient to meet such requirements, the elected trade union body and the employer shall protocolly approve the agreed deadline for the implementation of this provision of the JTS.
2.5. Organizations independently establish a bonus system for employees, which takes into account, as a rule, in aggregate:
a) production efficiency and improvement of financial and economic performance;
b) absence of accidents and increase in incidents in the reporting year compared to the previous calendar year;
c) no increase in injuries in the reporting year compared to the previous calendar year;
d) absence of fatal accidents at work;
e) timely receipt of the organization's readiness passport for the autumn-winter period;
f) absence of violations of production discipline, labor protection and safety rules;
g) participation in public work and management of the Organization (Art. 52, Art. 53, Art. 46, Art. 41, Art. 165 of the Labor Code of the Russian Federation).
h) the presence of a level of qualification, confirmed by the Certificate of Professional Qualification;
i) participation in competitions of professional skill.
At the same time, the average monthly salary and remuneration of managers should not exceed eight times the size of the corresponding average monthly salary and accruals to employees of the Organization.
2.6. Payment for downtime through no fault of the employee is made in the amount provided for by the legislation of the Russian Federation.
If there are financial possibilities, the Organization may provide for payment of downtime through no fault of the employee in the amount of his average monthly salary.
2.7. Employers' expenses for remuneration of employees and other expenses due to labor relations, for inclusion in tariffs, are formed taking into account:
a) expenses (funds) for wages;
b) other expenses associated with the production and sale of products and services;
c) expenses associated with the execution of the terms of this Agreement;
d) expenses stipulated by other documents regulating relations between employers and employees.
2.8. The costs (funds) allocated for wages are calculated based on the standard number of employees, taking into account the standard number for newly commissioned facilities, and include:
2.8.1. The tariff component of expenses (funds) allocated for wages, which is calculated on the basis of the sum of monthly tariff rates (official salaries).
2.8.2. Payments of a compensatory and incentive nature (compensation, bonuses to employees, additional payments, allowances and other payments), included in the funds for remuneration of employees, are established by collective agreements, local regulations of the Organization and include:
2.8.2.1 surcharges (surcharges) to tariff rates and official salaries of a stimulating and (or) compensatory nature related to the mode of work and working conditions - in the amount of at least 12.5 percent of the tariff component of the costs (funds) allocated for labor remuneration. This category includes the following surcharges (surcharges), payment and payments:
a) for work at night - in the amount of 40 percent of the hourly tariff rate (official salary) for each hour of work;
b) for work with harmful and (or) dangerous working conditions - according to the results of a special assessment of working conditions, but not less than 4% of the employee's rate (salary);
c) for work with a 40-hour working week for employees whose working conditions at their workplaces, according to the results of a special assessment of working conditions, are classified as harmful working conditions of the 3rd or 4th degree or dangerous working conditions in the amount, in the manner and under the conditions established by the collective agreement of the Organization; compensation for additional paid vacation in excess of 7 calendar days is made in amounts not lower than for the days of unused vacation;
d) for traveling nature of work;
e) for combining professions (positions), expanding service areas or increasing the volume of work performed (for high intensity and intensity of work), performing the duties of a temporarily absent employee without releasing from his main job are established by agreement of the parties to the employment contract, but not less than 20 percent of the tariff rates (official salary) for the main job;
f) for work on weekends and non-working holidays - at least twice the amount;
g) for overtime work - at least twice the amount or provision of additional rest time, but not less than the time worked overtime;
h) for the leadership of a brigade to foremen from among workers, foremen who are not released from their main work - in the amount, depending on the number of people in the brigade, at least 10% of the tariff rate (or a fixed amount);
i) additional payment for work according to the schedule with the division of the shift into parts - in the amount of at least 30 percent of the tariff rate for the time worked in the shift;
j) in the case of a summarized accounting of working time, remuneration for work on a weekend and non-working holiday in excess of the work schedule of a particular employee - in double the amount or, at the request of the employee, another day of rest is provided;
k) payment of time for shift acceptance by employees of the Organizations working on equipment operated in non-stop mode;
The specific duration of time and the procedure for its payment are established directly in the Organizations;
l) other payments related to the mode of work and working conditions provided for by local regulations, collective agreements, labor contracts, which the employer has the right to attribute to labor costs on the basis of the legislation of the Russian Federation;
2.8.2.2. Compensatory payments for work outside the place of permanent residence or in areas with special climatic conditions, carried out in accordance with the legislation of the Russian Federation:
a) allowances for the rotational method of work (in Organizations where it is applied);
b) payments related to the provision of guarantees and compensations to employees engaged in labor activities in the regions of the Far North and equivalent areas, including:
Payments according to regional coefficients and coefficients for work in difficult natural and climatic conditions in an amount not lower than established by the legislation of the Russian Federation;
Percentage bonuses on all wages for continuous work experience in the regions of the Far North and other regions with severe natural and climatic conditions in an amount not lower than established by the legislation of the Russian Federation;
Expenses for travel of employees and persons who are supported by these employees to the place of use of vacation in the territory of the Russian Federation and back (including expenses for the transportation of luggage for employees of organizations located in the regions of the Far North and areas equivalent to them) in accordance with the procedure approved by the Organization;
Other compensation payments related to work in special climatic conditions and provided for by the legislation of the Russian Federation.
2.8.2.3 additional payments (allowances) of an incentive nature, the amount and procedure for establishing which is determined directly by the Organization, including:
a) personal allowances for workers for professional skills, advanced training and high achievements in work;
b) personal allowances for managers, specialists and employees (technical performers) for a high level of qualification that meets the requirements of professional standards;
c) personal allowances to employees for leave for high achievements in public work;
d) other incentive payments provided for by collective agreements, local regulations, employment contracts, which the employer has the right to attribute to labor costs on the basis of the legislation of the Russian Federation;
2.8.2.4 bonuses for the main results of production and economic (financial and economic) activities - in the amount established by the collective agreement, local regulatory act within 50% of the tariff component of the costs (funds) allocated for wages. If financially possible, the employer may increase the amount of the bonus.
The bonus is accrued on the tariff rate (official salary), taking into account additional payments and allowances in accordance with the current legislation, including in accordance with Decree of the Government of the Russian Federation dated February 21, 1990 No. 66 / 3-138 “On improving the organization of wages and introducing new tariff rates and official salaries employees at the expense of own funds of enterprises and organizations of housing and communal services and public services”.
2.8.2.5 based on the results of work for the year based on the results of activities in the reporting period, according to the collective agreement, within 33% of the tariff component of the costs allocated for wages (3.96 official salary for the full year);
2.8.2.6 monthly remuneration for the length of service, according to the collective agreement, within 15% of the tariff component of the costs allocated for wages;
2.8.2.7 other types of bonuses for employees, including those based on the indicators provided for by this Agreement;
2.9. Additional payments for classiness to drivers working in the Gas Sector Organizations, as well as in other housing and communal services organizations, are made in the following order: for first-class drivers - not less than 25%, for second-class drivers - not less than 10%.
2.10. Remuneration of labor of managers, specialists and employees is made on the basis of official salaries established in accordance with the position and qualifications of the employee.
The remuneration of labor of the heads of Organizations is made in accordance with the current labor legislation and other normative legal acts containing labor law norms.
The change (increase) of the official salary of the head is carried out simultaneously with the increase in the tariff rates of the Organization. Bonuses for the heads of Organizations that do not have a profit can be made at the expense of funds for wages attributable to the cost of work (services).
The specific procedure and amounts of bonuses are determined by the local regulations of the Organization.
2.11. Wages are paid every half a month on the day established by the internal labor regulations of the Organization, the collective agreement, the labor contract.
2.12. Delays in the payment of wages are not allowed and are a violation of the law, this Agreement and entail the responsibility of the employer in accordance with the legislation of the Russian Federation.
In the event of a delay in the payment of wages for more than 15 days, the employee has the right, by notifying the employer in writing, to suspend work for the entire period until the payment of the delayed amount. The suspension of work in the event of a delay in the payment of wages for a period of more than 15 days is paid in the amount of average earnings.
It is not allowed to suspend work by employees whose labor duties include the performance of work directly related to ensuring the life of the population (energy supply, heating and heat supply, water supply, gas supply, removal of solid waste), as well as servicing equipment, the stoppage of which poses a direct threat to the life and health of people.
2.13. The introduction and revision of labor functions, norms and standards, the introduction of new or change in wage conditions is carried out by the employer in agreement with the elected body of the primary trade union organization within the time limits stipulated by collective agreements.
Employees must be notified of changes no later than two months in advance.
3. Working time and rest time
3.1. The mode of working time and rest time is established by the internal labor regulations of the Organization.
The normal working hours of employees may not exceed 40 hours per week.
For employees whose working conditions at their workplaces, according to the results of a special assessment of working conditions, are classified as harmful working conditions of the 3rd or 4th degree or dangerous working conditions, a reduced working time is established - no more than 36 hours per week.
On the basis of the collective agreement of the Organization, as well as the written consent of the employee, drawn up by concluding a separate agreement to the employment contract, the working hours specified in this paragraph may be increased, but not more than 40 hours per week with the payment to the employee of a separately established monetary compensation in the manner, amount and on the terms established by the collective agreement of the Organization.
With a five-day working week, employees are given two days off, with a six-day working week - one day off per week.
3.2. For workers employed in jobs with harmful and (or) dangerous working conditions, where reduced working hours are established, the maximum allowable duration of daily work (shift) cannot exceed:
With a 36-hour work week - 8 hours;
With a 30-hour work week or less - 6 hours.
The collective agreement of the Organization, as well as with the written consent of the employee, drawn up by concluding a separate agreement to the employment contract, the maximum allowable duration of daily work (shift) for these employees can be increased subject to the maximum weekly working hours established in accordance with parts one - the third article 92 of the Labor Code of the Russian Federation:
With a 36-hour work week - up to 12 hours;
With a 30-hour work week or less - up to 8 hours.
The amount, procedure and conditions of compensation cannot be worsened or reduced in comparison with the procedure, conditions and amount of compensation measures actually implemented in relation to these employees as of the day the changes were made based on the results of the SAUT (Article 15 of the Federal Law “On a special assessment of working conditions”.
3.3. In Organizations, the suspension of which is impossible due to production and technical conditions or due to the need for constant continuous service to consumers of housing and communal services, days off are provided on different days of the week in turn to each group of employees according to shift schedules approved by the employer, taking into account the opinion of the elected body of the trade union organization.
3.4. When, due to the conditions of production (work) at an individual entrepreneur, in an organization as a whole or in the performance of certain types of work, the daily or weekly working hours, it is allowed to introduce a summarized accounting of working hours so that the working hours for the accounting period (month, quarter and other periods) do not exceed the normal number of working hours. The accounting period cannot exceed one year, and for accounting the working time of employees employed in work with harmful and (or) dangerous working conditions, three months.
If, for reasons of a seasonal and (or) technological nature, for certain categories of workers employed in work with harmful and (or) dangerous working conditions, the established working hours cannot be observed during an accounting period of three months, a collective agreement may provide for an increase in the accounting period for recording the working time of such employees, but not more than up to one year.
The normal number of working hours for the accounting period is determined on the basis of the weekly working hours established for this category of employees. For employees working part-time (shift) and (or) part-time working week, the normal number of working hours for the accounting period is reduced accordingly.
The procedure for introducing the summarized accounting of working time is established by the internal labor regulations.
3.5. In addition to the annual additional paid holidays provided for by the legislation of the Russian Federation, if there is a financial opportunity, employees are granted additional paid holidays on the following grounds:
a) the birth of a child;
b) own wedding, wedding of children;
c) death of a spouse, family members (children, parents, siblings).
A mother (father) or another person (guardian, guardian) raising a child - a student of elementary grades (grades 1 - 4) is provided with an additional one-day paid leave on Knowledge Day (September 1).
The procedure and conditions for granting vacations provided for in this paragraph are established directly in the Organizations.
3.6. Annual additional paid holidays are granted to employees whose working conditions at their workplaces, according to the results of a special assessment of working conditions, are classified as harmful working conditions of the 2nd, 3rd or 4th degree or dangerous working conditions.
The minimum duration of the annual additional paid leave for the above employees is 7 calendar days. Compensation for additional paid vacation in excess of 7 calendar days is made in amounts not lower than for the days of unused vacation.
The duration of the annual additional paid leave of a particular employee is established by the employment contract on the basis of the Organization's collective agreement, taking into account the results of a special assessment of working conditions.
On the basis of the collective agreement of the Organization, as well as the written consent of the employee, drawn up by concluding a separate agreement to the employment contract, part of the annual additional paid leave in excess of 7 calendar days can be replaced by monetary compensation in the manner, in the amount and on the terms established by the collective agreement Organizations.
The procedure for granting additional paid vacations provided for in this paragraph shall be established directly in the Organizations.
3.7. Annual additional paid holidays are granted to employees with irregular working hours. The duration of vacations is determined by a collective agreement or a local normative act and is adopted taking into account the collective agreement and the opinion of the elected body of the primary trade union organization.
3.8. The duration of seasonal work in the life support systems of the population is determined by the period of provision of the relevant services. The peculiarity of such seasonal work is provided for by regional industry tariff agreements and collective agreements of the Organizations.
This Agreement establishes the List of seasonal works, which can be carried out during the period (season), which includes:
a) production, transmission and sale of thermal energy (heating period);
b) ensuring the safety of property and equipment for the production, transmission and sale of thermal energy (non-heating period).
The heating period is approved by the executive authorities of the constituent entities of the Russian Federation. Non-heating period - the period of work outside the heating period.
3.9. The Organizations celebrate professional days and holidays established by the legislation of the Russian Federation.
4. Labor protection
4.1. Employers provide in the field of labor protection:
4.1.1. Compliance with norms and rules, carrying out activities in the field of labor protection in accordance with the legislation of the Russian Federation, including the implementation of the "Rules for labor protection in housing and communal services", approved by order of the Ministry of Labor of Russia dated 07.07.2015 No. 439n, registered by the Ministry of Justice of Russia on 11.08. 2015, No. 38474.
4.1.2. Compliance of the regulatory and technical documentation of the Organization for labor protection with regulatory legal acts containing labor protection requirements containing the requirements for the functioning of labor protection management systems (hereinafter - OSHMS). In order to minimize criminal, administrative and civil liability, the implementation and certification of an OSMS in the implementation of the mandatory requirements of the law, safety and security of life and health of citizens.
4.1.3. Timely conduct of a special assessment of working conditions with measurements of the parameters of harmful and dangerous factors, the development of measures and the adoption of measures to reduce the parameters to standard values.
4.1.4. Informing employees about working conditions at workplaces and compensation for work with harmful working conditions.
4.1.5. Training employees in safe methods and techniques for performing work, timely briefings and checking knowledge of the requirements of labor protection standards and rules.
4.1.6. Issuance of certified overalls, footwear and other personal protective equipment to employees in accordance with established standards. A specific list of mandatory for the issuance of overalls, safety shoes, including warm, other personal protective equipment, as well as the norms for their issuance are established in the collective agreement. Work without appropriate overalls, safety shoes and other personal protective equipment is prohibited.
4.1.7. The issuance of milk or other equivalent food products to employees in accordance with the order of the Ministry of Health and Social Development of Russia dated February 16, 2009 No. 45n “On approval of the norms and conditions for the free distribution of milk or other equivalent food products to employees employed in work with harmful working conditions, the procedure for making compensation payments in the amount equivalent to the cost of milk or other equivalent food products, and the List of harmful production factors, under the influence of which, for preventive purposes, the use of milk or other equivalent food products is recommended.
4.1.8. Carrying out mandatory preliminary and periodic medical examinations of employees in accordance with the requirements of the law.
4.1.9. Analysis of the causes of accidents and occupational diseases, development and implementation of preventive measures to prevent them.
4.1.10. Investigation and recording of accidents at work in accordance with applicable law and timely reporting of accidents to the territorial organizations of the Life Support Trade Union.
4.1.11. Implementation of compulsory social insurance of employees against industrial accidents and occupational diseases.
4.1.12. Prevention of employees of established categories from performing their labor duties without undergoing mandatory medical examinations, as well as in case of medical contraindications.
4.1.13. Taking measures to prevent accidents, preserve the life and health of workers in the event of such situations, including the provision of first aid to victims.
4.1.14. Consideration of submissions and implementation of instructions of officials of state supervision and control over compliance with labor protection requirements within the time limits established by law, as well as technical labor inspectors of the Life Support Trade Union.
4.1.15. Consideration of the submissions of the commissioner for labor protection of the primary trade union organizations in accordance with collective agreements or local regulations.
4.1.16. Training of authorized persons performing labor protection functions and being on the staff of the Organization, at least once every three years, providing them with regulatory and technical literature, rules and instructions on labor protection.
4.1.17. Preservation of the place of work, position and average earnings for the employees during the suspension of work due to violation of labor protection legislation and regulatory requirements for safety through no fault of theirs.
4.1.18. Together with the primary trade union organizations, holding competitions for the title of "The Best Occupational Safety Commissioner".
4.2. Primary trade union organizations in the field of labor protection:
4.2.1. Organize control over the observance of the legitimate rights and interests of employees in the field of labor protection through the relevant commissions and commissioners for labor protection.
4.2.2. Provide annual control over the development and implementation of agreements on labor protection and the functioning of the OSH.
4.2.3. They provide consultative assistance to employees on issues of working conditions and labor protection, on the provision of benefits and compensation for harmful working conditions, as well as in case of injury as a result of accidents at work.
4.2.4. Contribute to the implementation of measures aimed at improving labor protection conditions and reducing industrial injuries.
4.3. Employers ensure the effectiveness of the functioning of the OSMS, the provision of the following benefits, guarantees and compensations to employees in the manner and on conditions determined directly in the Organizations:
4.3.1. Payment of a lump-sum allowance in the following cases:
a) the death of an employee at work due to the fault of the employer and the absence of the fault of the employee for each of his dependents (children under the age of 18, spouse in the absence of independent income and disabled dependents of the employee) in the amount of the annual earnings of the deceased, but not less than 500 thousand rubles for all dependents in the aggregate (the allowance is distributed in equal parts for each dependent);
b) the establishment of disability as a result of an injury due to the fault of the employer and the absence of fault of the employee or occupational disease in the amount of:
Disabled people of the 1st group - at least 75 percent of their annual earnings;
Disabled people of the 2nd group - at least 50 percent of their annual earnings;
Disabled people of group 3 at least 30 percent of annual earnings.
4.3.2. Additional payment to the labor disability pension for a non-working disabled person who received a disability as a result of an injury due to the fault of the employer and no fault of the employee, children under the age of 18 of the employee who died at work.
4.4. The employer, in accordance with the established procedure, bears the costs of ensuring normal, safe working conditions, the implementation of labor protection and safety measures provided for by the legislation of the Russian Federation, including:
4.4.1. Expenses associated with the purchase and free distribution of special clothing, special footwear and other personal protective equipment, flushing and neutralizing agents (at rates not lower than those provided for by the legislation of the Russian Federation).
4.4.2. Expenses associated with the purchase and free distribution of milk and other equivalent food products (at rates not lower than those provided for by the legislation of the Russian Federation).
4.4.3. Expenses associated with the implementation of measures for a special assessment of working conditions.
4.4.4. Expenses in the amount of at least 0.2 percent of the cost of production (works, services) associated with the implementation of measures aimed at improving working conditions and labor protection.
4.4.5. Expenses related to mandatory medical examinations (examinations) of employees.
4.4.6. Expenses for sanitary and household and medical and preventive maintenance of employees in accordance with the requirements of labor protection.
4.4.7. Other expenses related to ensuring safe working conditions for employees.
5. Employment
5.1. Employers, with the participation of primary trade union organizations, pursue an employment policy based on increasing labor mobility within the Organization (including combining professions and positions, internal part-time work), the effectiveness of professional activities and the constant growth of the professional and qualification level of each employee in accordance with professional standards, the development and preservation of human resources in economically viable jobs and to promote the employment of laid-off workers. At the same time, it is possible to involve migrants in labor activity in accordance with the current legislation of the Russian Federation for work that citizens of the Russian Federation do not agree to.
Employers do not allow unreasonable job cuts.
5.2. Employers provide:
5.2.1. Saving the average monthly salary for the employee for the entire period of training when sending him to vocational training, retraining and advanced training with a break from production, including for compliance with the requirements of professional standards.
5.2.2. Provision of work in the specialty to graduates of educational institutions of primary, secondary, higher vocational education in accordance with the concluded training agreements and the obtained assessments of professional qualifications in accordance with the requirements of the federal law of 03.07.2016 No. 238-FZ "On the independent assessment of qualifications" (hereinafter - Federal Law No. 238).
5.2.3. Using the following opportunities to minimize the reduction in the number or staff of employees with compensations established in collective agreements:
a) natural outflow of personnel (own desire, retirement, etc.);
b) retraining of personnel, their movement within the Organization.
5.2.4. Providing employees dismissed from branches, representative offices and other separate structural divisions of the Organization in connection with a reduction in the staff or number of employees, information about vacancies in other branches, representative offices, other separate divisions of this Organization.
5.2.5. Providing redundant employees with the opportunity to retrain in new professions before the term of termination of the employment contract with the preservation of the average wage for the entire period of training.
5.2.6. Providing employees warned of dismissal in connection with the decision to liquidate the Organization, downsizing or staffing, information on sending, in accordance with the procedure established by law, a written notice to the employment service authorities about taking appropriate measures to assist in their employment, as well as paid time to search for work in the order established directly in the Organizations.
5.2.7. Providing opportunities for retraining, employment and the establishment of preferential conditions and working hours for employees who have lost their ability to work due to injury or occupational disease, in accordance with medical recommendations.
5.2.8. Preservation for employees who worked before conscription (entry) for military service in this organization within three months after dismissal from military service, the right to enter work in the same organization, and for those who served in military service on conscription (including officers called up for military service in accordance with the decree of the President of the Russian Federation) - also the right to a position not lower than that held before being called up for military service (clause 5, article 23 of the Federal Law of May 27, 1998 No. 76-FZ "On the status of military personnel") subject to the financial capacity of the Organization.
5.3. Primary trade union organizations undertake:
5.3.1. Conduct mutual consultations with the employer on employment issues.
5.3.2. Facilitate explanatory work on the implementation of measures taken during the reform of the housing and communal services, on the social and labor adaptation of employees of the Organizations and the provision of psychological support to them.
5.4. The criterion for the mass dismissal of employees in the event of a reduction in the number or staff of the Organization's employees is the dismissal of more than 10% of the employees of the Organization at a time.
5.5. When reorganizing Organizations, the procedure for continuing labor relations is applied, provided for in Part 5 of Art. 75 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). When the Organizations are reorganized or the owner of the Organization's property is changed, labor relations continue with the consent of the employee, termination in these cases of the employment contract at the initiative of the employer is possible only in accordance with applicable law.
5.6. Employers undertake:
a) notify the elected bodies of the primary trade union organizations about the upcoming reorganization and provide them with information about the decision on reorganization made by the authorized management body of the Organization within 20 days from the date of the relevant decision, but not less than 2 months before the start of the reorganization;
b) submit to the elected bodies of the primary trade union organizations in writing information on the reduction in the number or staff of the Organization's employees no later than 2 months before the start of the relevant events, and in case of mass reduction - no later than 3 months before the start of the relevant events in in accordance with Art. 180 of the Labor Code of the Russian Federation;
c) in the event of a reduction in the number or staff of employees, the preferential right to remain at work is granted to employees with higher labor productivity and qualifications.
With equal labor productivity and qualifications, preference (preferential right) in leaving work is given to:
Family - if there are two or more dependents (disabled family members who are fully supported by the employee or receive assistance from him, which is for them a permanent and main source of livelihood);
Persons in whose family there are no other Self-Employed Employees;
Employees who received an industrial injury or occupational disease while working with this employer;
Disabled veterans of the Great Patriotic War and invalids of military operations for the defense of the Fatherland;
Employees who improve their skills in the direction of the employer on the job;
Employees of pre-retirement age two years before the statutory retirement date.
d) termination of the employment contract at the initiative of the employer on the grounds provided for in paragraphs. 2, 3, 5 st. 81 of the Labor Code of the Russian Federation, with an employee - a member of a trade union, to carry out taking into account the reasoned opinion of the elected body of the primary trade union organization (Article 82 of the Labor Code of the Russian Federation, clause 4 of Article 12 of the Federal Law of 12.01.1996 No. 10-FZ "On trade unions, their rights and performance guarantees).
The dismissal of the chairman of the primary trade union organization, his deputies is carried out in agreement with the elected body of the primary trade union organization (Article 374 of the Labor Code of the Russian Federation).
5.8. Primary trade union organizations undertake:
a) explain to employees the specifics of the procedure for continuing labor relations as part of the reform of the housing and communal services;
b) to promote the adoption by employees of decisions on the continuation of labor relations and their adaptation to work in the reorganized Organizations;
c) facilitate the adoption by the released employees of the Organizations of decisions on the possibility of retraining for new professions before the term for terminating the employment contract.
5.9. In the event of termination of an employment contract with an employee subject to dismissal due to a reduction in the number or staff, with the liquidation of the Organization, the employer pays him all types of remuneration due to employees of the Organization and of a quarterly, semi-annual, annual and other nature in proportion to the hours worked, and also makes compensation payments, monetary remuneration in the manner and on the terms set forth in compensation agreements or collective agreements in force directly in the Organizations:
a) dismissed employees - at least 3 times the average monthly salary;
b) to employees of pre-retirement age, but not more than two years before the statutory retirement date - payment of a monthly allowance in the amount of two times the minimum wage rate in the Russian Federation, but not lower than the subsistence minimum in the region until retirement age or the moment of employment ;
c) for employees of retirement age - in the amount of at least 3 times the average monthly salary, and for those dismissed from Organizations located in the Far North and equivalent areas - at least 9 times the average monthly salary;
d) dismissed employees with two or more children under the age of 18 - in the amount of at least 5 times the average monthly salary;
e) to laid-off workers, in whose family there are no other breadwinners - in the amount of at least 5 times the average monthly salary;
f) employees dismissed from organizations located in the regions of the Far North and areas equivalent to them - in the amount of at least 8 times the average monthly salary.
If an employee has the right to receive several payments provided for in this paragraph, only one payment is made at the choice of the employee.
The specified amounts of payments include payments established by the current legislation.
5.10. At the request of the employee, payments may be replaced by payment for his retraining, if the educational institution is located on the territory of the constituent entity of the Russian Federation where the employee lives, but not more than the costs determined by the specified payments.
5.11. Protection of employees in case of insolvency (bankruptcy), reorganization and liquidation of the enterprise:
5.11.1. The Parties will contribute in every way to the financial recovery of organizations, the preservation of existing and creation of new jobs, informing enterprises about the labor market in industries, including the prospective need for personnel, organizing vocational training, training and retraining of personnel, and professional consulting for laid-off workers.
5.11.2. In the event of a sharp deterioration in the economic situation of the organization, the head of the organization notifies the trade union committee about this, provides, at the request of the trade union committee, information on the financial condition of the organization and takes effective measures to improve the situation. The stabilization of the economic situation of the organization cannot be carried out by reducing the wages of employees.
5.11.3. Trade union committees of organizations have the right to exercise public control over the conduct of bankruptcy procedures.
5.11.4. The collective agreement remains valid in the event of a change in the name of the organization, termination of the employment contract with the head of the organization, reorganization of the organization in the form of transformation. In case of reorganization (merger, accession, division, spin-off) of an organization, the collective agreement shall remain in effect during the entire period of reorganization. When changing the form of ownership of the organization, the collective agreement remains valid for three months from the date of transfer of ownership. In the event of liquidation of an organization, the collective agreement shall remain in effect throughout the entire period of liquidation.
5.11.5. A change in the owner of the organization's property, a change in the tenant of the property, the conclusion of a concession agreement are not grounds for terminating employment contracts with employees of the organization, with the exception of the head of the organization and the chief accountant.
When changing the owner of the organization's property, it is not allowed to reduce the number or staff of employees until the moment of state registration of the transfer of ownership.
When changing the jurisdiction (subordination) of the organization, as well as when it is reorganized (merger, accession, separation, separation, transformation), labor relations continue with the consent of the employee.
5.11.6. When selling state or municipal property, leasing property or concluding a concession agreement on a tender, the parties shall take measures to include the following provisions in the conditions of the tender:
Preservation of jobs and conditions of remuneration of employees;
Retraining and (or) advanced training of employees;
Preservation of the profile of the enterprise.
6. Social protection
6.1. Payments of a social nature, based on the financial capabilities of organizations, can be made at the expense of the main and other activities, in the manner and on conditions established directly in the Organizations:
6.1.1. Partial (but not less than the subsistence level of the able-bodied population) or full compensation of expenses, confirmed by the relevant documents:
a) associated with the burial of deceased employees;
b) related to the burial of close relatives of employees (spouse(s), children, parents);
c) associated with the burial of veterans of the Organization (the procedure for classifying persons as veterans is determined directly in the Organizations).
6.1.2. Voluntary health insurance and long-term life insurance for employees.
6.1.3. Non-state pension provision and voluntary pension insurance of employees in accordance with the program of non-state pension provision adopted by the Organization.
6.1.4. Payment of financial assistance:
a) when the employee leaves for the annual main paid leave in the amount established by the collective agreement. Payment on this basis is made no more than once in one working year;
b) upon dismissal of an employee from the Organization at his own request after the establishment of an old-age labor pension (taking into account the length of service and the period of dismissal after the retirement age);
c) at the birth of a child - not less than the minimum monthly wage rate of a worker of the first category;
d) when registering a marriage (if the marriage is registered for the first time) - not less than the minimum monthly wage rate of a worker of the first category;
e) upon dismissal of an employee in connection with conscription for military service in the Armed Forces of the Russian Federation, other troops, military formations and bodies, as well as for the initial provision of households to citizens dismissed after military service by conscription and taken to their former place of work.
6.1.5. Partial or full reimbursement of verified employee expenses:
6.1.6. A one-time payment in excess of the norms established by the legislation of the Russian Federation in the event of the death of an employee from a general illness or an accident at home to the family of the deceased who submitted a death certificate, in the amount of at least 15,000 rubles.
6.1.7. Payment of a one-time remuneration to employees awarded industry awards and honorary titles.
6.1.8. Increase in monthly compensation for employees who are on paid parental leave until they reach 1.5 years, and from 1.5 to 3 years to establish and pay increased compensation.
6.1.9. Participation in improving the living conditions of employees on the terms of mortgage lending.
6.1.10. Partial compensation of the rise in the cost of food in workers' canteens, as well as the cost of travel to the place of work.
6.1.11. A 50% discount for employees of the industry on the established payment for housing and communal services in the manner and on conditions determined directly by the Organizations.
6.1.12. Provision of paid leave based on the tariff rate (official salary) for the period specified in the collective agreement: on the Day of Knowledge, at the birth of a child, one's own wedding or the wedding of children, as well as in cases provided for by this Agreement.
6.1.13. Provision of vehicles at the expense of the Organization for the organization of recreation for employees, as well as for cultural events. The procedure and conditions for the provision of these payments are established directly in the Organizations.
6.1.14. Provision of separate compensations and guarantees to employees - members of the trade union for certain activities, within the framework of the agreements provided for in paragraph 10 of Article 45 of the Labor Code of the Russian Federation.
6.2. The employer undertakes:
6.2.1. Provide state social insurance for all employees in accordance with applicable law.
6.2.2. Timely transfer insurance premiums to the Pension Fund of the Russian Federation, the Social Insurance Fund of the Russian Federation, the Federal Compulsory Medical Insurance Fund.
6.2.3. To freely provide information to employees on the accrual of insurance premiums to the Pension Fund of the Russian Federation, (Article 15 of the Federal Law of December 15, 2001 No. 167-ФЗ “On Compulsory Pension Insurance in the Russian Federation”), as well as other social funds.
6.2.4. Carry out expenses for training, retraining and advanced training of employees, including mandatory training and retraining of production and technical personnel, based on the requirements of professional standards and assessment of professional qualifications.
6.2.5. Carry out expenses for the payment of benefits for temporary disability due to illness (with the exception of occupational diseases) in accordance with applicable law.
6.2.6. Carry out other expenses related to the production and (or) sale of products and services provided for by the legislation of the Russian Federation.
6.3. The employer bears expenses for improving relations in the field of social partnership in order to regulate social and labor relations, which include transfers of funds in the form of voluntary membership fees (including entry fees), as well as other expenses provided for by this Agreement, other agreements in the field of social partnerships, including regional industry agreements, collective agreements and local regulations of the Organization, employment contracts concluded with employees and exceeding the level of obligations established by the legislation of the Russian Federation.
6.4. Payment for the work of the head of the elected body of the primary trade union organization is made at the expense of the employer (Article 377 of the Labor Code of the Russian Federation).
6.5. Employers provide social protection for the labor of women and persons with family responsibilities in accordance with applicable law.
6.5.1. Women working in rural areas are provided, upon their written application, one additional day off per month without pay (Article 262 of the Labor Code of the Russian Federation).
6.5.2. In accordance with the Decree of the Supreme Council of the RSFSR dated November 1, 1990 No. 298 / 3-1 “On urgent measures to improve the situation of women, families, motherhood and childhood in the countryside”, a 36-hour working week is established in Organizations located in rural areas. At the same time, wages are paid in the same amount as for the full duration of weekly work (40 hours).
6.5.3. One of the working parents (guardian, trustee) to care for disabled children, upon their written application, is provided with 4 additional paid days off per month. Payment for each additional day off is made in the amount of average earnings at the expense of the Social Insurance Fund of the Russian Federation (Article 262 of the Labor Code of the Russian Federation).
6.5.4. When undergoing a mandatory dispensary examination in medical institutions, pregnant women retain their average earnings at their place of work (Article 254 of the Labor Code of the Russian Federation).
6.5.5. At the request of a pregnant woman, one of the parents (guardian, custodian) who has a child under the age of 14 (a disabled child under 18), or a person caring for a sick family member in accordance with a medical report, they are assigned a part-time job or part-time work. Remuneration in these cases is made in proportion to the time worked or depending on the amount of work performed (Article 93 of the Labor Code of the Russian Federation).
6.5.6. Provide conditions and labor protection for women and youth (teenagers), for which:
a) conduct a priority special assessment of the working conditions of the workplaces of women and adolescents in terms of working conditions;
b) to carry out measures for the mechanization of manual and heavy physical work to ensure the norms of maximum permissible loads for women and adolescents established by the Decree of the Council of Ministers - the Government of the Russian Federation dated 06.02.1993 No. 105;
c) limit the use of women's labor in hard work and work with harmful and dangerous working conditions (Article 253 of the Labor Code of the Russian Federation);
d) exclude the use of labor of persons under 18 years of age in work with harmful and (or) dangerous working conditions, in underground work, as well as in work, the performance of which may be harmful to their health (Article 265 of the Labor Code of the Russian Federation).
6.6. An employee with two or more children under the age of 14, an employee with a disabled child under the age of 18, a single mother raising a child under the age of 14, a father raising a child under the age of 14 without a mother, by a collective agreement additional annual leave without pay may be established at a time convenient for them, lasting up to fourteen calendar days. The specified leave, upon a written application of the employee, may be attached to the annual paid leave or used separately in full or in parts. The transfer of this vacation to the next working year is not allowed (Article 263 of the Labor Code of the Russian Federation).
6.7. Provide separate compensation and guarantees to employees - members of the trade union for certain activities, within the framework of the agreements provided for in paragraph 10 of Article 45 of the Labor Code of the Russian Federation.
6.8. Employers provide social protection for young people: they create the necessary legal, economic, living and organizational conditions and guarantees for the professional development of young workers, promoting their spiritual, cultural and physical development. Employers undertake:
6.8.1. Restore and improve the system of training, retraining and advanced training of young personnel, provide for the allocation of funds for these purposes in collective agreements.
6.8.2. Approve the Regulations on mentoring in the Organizations, assign mentors to all young employees no later than 6 months from the start of their work and pay mentors a salary bonus of at least 10% of the salary.
6.8.3. To provide young workers who combine work with training in educational institutions of vocational education, and workers entering these institutions, guarantees and benefits in accordance with applicable law.
6.8.4. To make underage workers with a reduced working day, wages in the amount, as well as workers of the relevant categories with the full duration of daily work.
6.8.5. Contribute to the creation of youth organizations in the Organizations (councils of young specialists, youth commissions of trade union organizations, other forms of youth self-government).
6.8.6. Provides material assistance to young workers at the request of the primary trade union organization of the enterprise.
6.9. Organizations, based on their financial capabilities, provide for the provision of the following benefits, guarantees and compensations in the manner and on conditions established directly in the Organization:
6.9.1. Providing young families from the Organization's fund with long-term preferential or interest-free loans, loans for the construction and purchase of housing, durable items for household use, for education on a paid basis in educational institutions.
6.9.2. Providing young parents raising two or more children (upon their application) with one free day from work every month with payment from the profit of the Organization in the amount of the tariff rate (official salary) of the employee.
6.9.3. Providing young workers and their families with the necessary conditions for physical education and sports, amateur art activities.
6.10. Primary trade union organizations undertake:
6.10.1. Contribute to the creation in the Organization of appropriate conditions for advanced training and the general educational level of young people.
6.10.2. Facilitate the creation of youth organizations and a youth fund in the Organizations and the attraction of funds to it.
6.10.3. Apply for additional guarantees, material assistance, benefits and compensations to secure young people at work in comparison with the current legislation.
6.10.4. Ensure full social protection of employees in accordance with collective agreements and OTS.
7. Social partnership, guarantees and foundations for cooperation between the parties
7.1. OOOR ZhKK and the Trade Union of Life Support:
7.1.1. They turn to the Ministry of Construction of Russia with a request for assistance in resolving the following issues:
7.1.1.1. On the sustainable socio-economic development of housing and communal services in the constituent entities of the Russian Federation and municipalities;
7.1.1.2. Balanced observance of the economic interests of economic entities operating in the housing and communal services, employees who have labor relations with these economic entities, and consumers of housing and communal services;
7.1.1.3. In organizing the creation of decent working conditions and remuneration for workers in the sphere of housing and communal services; promotes the development of social partnership in the industry and in municipalities, sets performance indicators for regions and municipalities according to the degree of their participation in social partnership.
7.1.1.4. Preservation and development of the personnel potential of HCS employees, including through the introduction of an industry-wide system of professional qualifications.
7.1.1.5. In control over the implementation of the Agreement in full through interaction with the Federal Antimonopoly Service of Russia, state bodies regulating price and tariff policy, the Ministry of Labor of Russia, Rostrud and other federal departments.
7.2.1. Exercise joint control over the execution of this Agreement.
7.2.2. Provide each other with the information necessary to analyze the implementation of this Agreement, consider amendments and additions to it, as well as develop subsequent agreements.
7.2.3. Consider issues not included in this Agreement, conduct mutual consultations.
7.2.4. Inform each other about the adoption of local regulations containing labor law norms.
7.2.5. Take measures to resolve collective labor disputes.
7.2.6. They interact in matters of presenting particularly distinguished workers for the awarding of state awards and the conferment of honorary titles of the Russian Federation, awarding diplomas of federal executive bodies, the Central Committee of the Life Support Trade Union.
7.2.7. Submit proposals to the Government of the Russian Federation on solving labor and socio-economic issues, taking into account the peculiarities of work and life of workers in the relevant fields of activity.
7.2.8. Participate in the manner prescribed by law in the preparation of draft regulatory legal acts on issues affecting the social, labor and economic interests of workers in the life support system of the population.
7.2.9. Participate in the development and contribute to the implementation of state programs and projects for socio-economic development and reform of the housing and communal services, attracting investment in this area, strengthening its material and technical base, as well as in the implementation of social projects of the Russian Federation "Income of the state treasury", "People's control”, “Personnel for the national economy”, “Quality mark “Made in Russia”, “For a high social standard”, “Care”, “For a decent salary”.
7.2.10. In accordance with the requirements of the Federal Law "On the Independent Assessment of Qualifications" No. 283-FZ of July 3, 2016 and Decree of the Government of the Russian Federation of June 27, 2016 No. 584 "On the Application of Professional Standards in Part of the Requirements Mandatory for Application by State Extrabudgetary Funds of the Russian Federation, state or municipal institutions, state or municipal unitary enterprises, as well as state corporations, state companies and business entities, more than fifty percent of the shares (stakes) in the authorized capital of which are state-owned or municipally owned "The Parties to the Agreement participate:
In the creation and development of a sectoral system for assessing professional qualifications;
In the implementation of professional public accreditation of educational programs of educational institutions for compliance with their industry professional standards;
In the formation of the optimal quality of the composition and number of labor resources necessary for the development of housing and communal services;
In measures to improve the quality and competitiveness of construction industry goods and housing and communal services for consumers, as well as to improve the financial situation of housing and communal services workers;
In creating conditions for improving the level and quality of social guarantees for employees of the housing and communal services, including by attracting socially responsible businesses and other non-state sources of funding.
7.2.11. Work out in the relevant authorities issues to ensure timely financing of housing and communal services and the adoption of economically justified tariffs in terms of costs for wages, labor protection, social security, as well as other issues under this Agreement.
Document overview
The industry tariff agreement in housing and communal services is given.
The agreement is a legal act that regulates social and labor relations and establishes general principles for regulating economic relations related to them, general conditions for remuneration, labor guarantees and benefits for employees, as well as defining the rights, duties and responsibilities of the parties to the social partnership.
It is concluded between employers and employees represented by their authorized representatives (parties) in the form of the All-Russian Industry Association of Employers in the Sphere of Life Support "OOOR ZHKK" and the All-Russian Trade Union of Life Support Workers.
The agreement is mandatory for use when concluding collective agreements, regional industry agreements and individual labor contracts.
In the absence of a collective agreement, the agreement has direct effect.
1. Unified tariff scale for remuneration of public sector employees
The unified tariff scale (hereinafter referred to as the UTS) has been operating in Russia in various versions 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 the UTS also has its negative sides - it is a very rigid structure, if there is an increase, then everyone will do it at the same time, regardless of the situation in each individual industry. Consequently, each indexation required serious budget expenditures. 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 the objective realities of 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 single 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 skilled workers engaged in important and responsible work and especially important and especially responsible work can 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.
The official salaries of deputies are set at 10-20 per cent lower than the salary of the corresponding head.
Unified tariff scale:
| Pay grades |
Tariff coefficients |
| 1 |
1,0 |
| 2 |
1,30 |
| 3 |
1,69 |
| 4 |
1,91 |
| 5 |
2,16 |
| 6 |
2,44 |
| 7 |
2,76 |
| 8 |
3,12 |
| 9 |
3,53 |
| 10 |
3,99 |
| 11 |
4,51 |
| 12 |
5,10 |
| 13 |
5,76 |
| 14 |
6,51 |
| 15 |
7,36 |
| 16 |
8,17 |
| 17 |
9,07 |
| 18 |
10,07 |
for industry-wide positions of employees
(Appendix 2 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):
| |
Digit range |
| I. Technical executors |
|
|
Pass office on duty |
2 |
|
Copyist |
2 |
|
Contractor |
2 |
|
Timekeeper |
2 |
| 2 |
|
|
Forwarder |
2 |
| 3 |
|
|
clerk |
3 |
|
Secretary |
3 |
|
secretary typist |
3 |
|
Accountant |
3 |
|
Draftsman |
3 |
|
Archivist |
3-4 |
|
Cashier (including senior) |
3-4 |
|
Typist |
3-4 |
|
Freight Forwarder |
3-4 |
|
Collector |
4 |
|
Secretary |
4 |
|
Statistician |
4 |
|
Stenographer |
4 |
| II. Specialists |
|
| Dispatcher (including senior) | 4-5 |
| Inspector (including senior) | 4-5 |
| Laboratory assistant (including senior) | 4-5 |
| Technicians of all specialties and names | 4-8 |
| Accountant | 5-11 |
| Engineers of various specialties and titles | 6-11 |
| Translator | 6-11 |
| Fingerprint translator | 6-11 |
| Psychologist | 6-11 |
| Editor | 6-11 |
| Sociologist | 6-11 |
| Merchandiser | 6-11 |
| Physiologist | 6-11 |
| Artist | 6-11 |
| Economists of various specialties and titles | 6-11 |
| legal adviser | 6-11 |
| Architect | 6-13 |
| Constructor | 6-13 |
| Mathematician | 6-13 |
| Programmer | 6-13 |
| Technologist | 6-13 |
| Artist | 6-13 |
| Electronics | 6-13 |
| Accountant-auditor | 6-13 |
| III. Leaders |
|
|
Managers: |
|
|
storage room |
3 |
| 3-4 |
|
|
pass office |
3-4 |
|
copying and duplicating bureau |
3-4 |
|
photo lab |
3-4 |
|
household |
3-4 |
|
expedition |
3-4 |
|
office |
4-5 |
|
typing bureau |
4-5 |
| 4-6 |
|
|
Site foreman (including senior) |
6-11 |
| 7-8 |
|
|
Section manager (shift) |
7-12 |
|
Foreman (foreman), including |
8-11 |
|
Head of economic department |
7-8 |
|
Section manager (shift) |
7-12 |
| Foreman (foreman), including senior | 8-11 |
|
Department head |
11-14 |
|
Foreman |
11-14 |
|
Chief Specialist |
13-17 |
| Head of an institution, organization, enterprise | 10-18 |
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):
| Categories and positions of employees |
Digit range |
| SCIENCE AND SCIENTIFIC SERVICE |
|
|
Researcher |
8-17 |
| Leaders |
|
| Chief specialists: in departments, departments, laboratories, workshops | 12-14 |
| Chief engineer (designer, technologist, architect) of a scientific organization project | 13-15 |
| Head of the main structural unit, academic secretary | 13-16 |
| Branch manager (head, manager) | 13-16 |
| Head of an institution (organization) | 16-18 |
| EDUCATION |
|
| Pedagogical staff of public education institutions |
|
| Teachers of all specialties, teacher, teacher, accompanist |
7-14 |
|
Methodist, master of industrial training |
8-13 |
| Higher education institutions |
|
|
Teaching staff |
8-17 |
| Leaders |
|
| Institutions of public education |
|
|
Head of structural unit |
8-12 |
| Directors (heads): out-of-school institutions, pre-school institutions, schools, boarding schools, orphanages, lyceums, gymnasiums, vocational and secondary specialized educational institutions, colleges, industrial training rooms, etc. | 10-16 |
| Higher education institutions |
|
|
Head of the main structural unit |
13-16 |
|
Branch Manager |
16-17 |
| 17-18 |
< Раздел 1. ОТРАСЛЕВАЯ СИСТЕМА ОПЛАТЫ ТРУДА РАБОТНИКОВ СФЕРЫ ОБРАЗОВАНИЯ2. Принципы отраслевой системы оплаты труда >
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-digit) for budgetary 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.
| i1 | 1 | 1 | 1 | 1 | 1 | 1 |
| i2 | 1 | 2 | … | … | … | … |
Justification of the principle of increasing tariff coefficients is absolute and relative:
- equal (uniform): 1, 1.05, 1, 1.1, 1.15, 1.2; 1.0, 1.05, 1.15, 1.45
- 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.
Net:
| 1 | 2 | 3 | 4 | 5 |
| 100 | 120 | 130 | 140 | 150 |
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)
- K(s) = SUM(K*Number)/SUM(Number)
- K (s) \u003d SUM (K * Labor intensity) / SUM (Labor intensity)
- K(c) = K(m) + (K(b) - K(m))/(P(s) - P(m))
- 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:
- pay scales,
- tariff rates,
- tariff and qualification guides,
- job salaries,
- 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:
- Individual:
- Simple piecework
- piece-progressive
- Piecework regressive
- Piecework premium
- Indirect piecework
- Collective (brigade)
- chord
- 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 piece-rate system is very simple and understandable for the worker and excludes - with a high quality of rationing - equalization in pay.
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 the employee performs different types of work:
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:
- in proportion to hours worked;
- in accordance with the coefficient of labor participation;
- in proportion to the qualifications of employees, depending on the complexity of the work performed;
- 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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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. Various types of city pass and industrial transport interact with the UTS. The development of modes of transport as components of 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. almost all types of products manufactured in the countries of the former USSR are transported by transport, 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 road, 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 given 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
the weight in it of railway transport, which provides most of the most important interregional links, connects isolated sea and river basins, receives cargo from road and pipeline transport, and reserves other types of transport if necessary. 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. The average load density of a public railway in 1990 was 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 of main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of transportation makes it possible to use perfect and highly productive vehicles and to achieve great efficiency in 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 economies. The transport policy of these countries is based, as a rule, on the rational delineation of the functions of state transport management (through relevant legislation, taxes, subsidies, benefits, and other economic levers) and functions for the direct implementation of transportation, carried out completely independently in their economic activities by transport companies and enterprises .
Schedule" Automated information and analytical system "obverse:
1 … 6 7 8 9 10 11 12 13 … 22
BillingTo compile the tariffs for teachers, you need:
Billing managementControl PanelTariffing is managed using the buttons located on the control panel: Rice. Billing control panel Dialog BillingTariffication includes additional information about teachers not used in scheduling. The dialog is used to enter this data. Billing . The dialogue consists of two pages, Certification and Surcharges . To build a tariff table, it is not necessary to fill in all the fields on the dialog pages. The following will show you how to select the desired table columns. Consider a page Certification . Rice. DialogBilling, pageCertification Page Certification consists mainly of three groups of elements − Qualification , Pedagogical work experience and Education and Position . Note. The date formats in the dialog match the format specified in the Control Panel of the computer's operating system. You can change the format in Start/Settings/Control Panel/Date and Time. Date format in examples: year-month-day. If the length of service is calculated incorrectly, check the system date on your computer.
Let's move on to the second page of the dialogue - the page Surcharges . Rice. DialogBilling, pageSurcharges
|
The smallest category and increasing coefficients are established at the state level (by industry agreements, regional regulations). A commercial organization can develop its own tariff scale on its own, taking into account the collective, trade union opinion. It is only important to take into account that the lowest rate cannot be lower; in 2019, its size was 11,280 rubles.
Regional minimum wages may be higher than federal ones (in St. Petersburg, the minimum minimum wage from 01/01/2019 is 18,000 rubles, in Moscow from 10/01/2018 - 18,781), and business leaders should focus specifically on the indicators of their regions.
Unified tariff scale
The unified tariff system, as a state tool for managing the income of citizens, has gone into oblivion since 2008. It was replaced by a new wage system (NSOT) for state employees (Government Decree No. 583 dated August 05, 2008). It also defines a system of increasing coefficients (for the position, qualifications, length of service, labor intensity of work, and so on), but it is valid for one calendar year, and may be revised next year.
However, analogues of a single tariff payment are found in large commercial companies and industries that develop the tariff system on their own and consider it as a flexible management mechanism that allows them to quickly and accurately solve personnel tasks, such as the selection and placement of workers, certification, training, development and motivation of personnel.
Pay scale
The basis of the tariff assessment comes from the understanding of the fact that the higher the qualification of an employee, the more difficult and responsible the work he performs, the higher his salary should be.
When creating their own tariff system, HR specialists, together with the heads of departments, determine:
- the number of qualification levels of each profession and specialty;
- the maximum coefficient for the highest category in each specialty;
- intermediate indicators (they will grow evenly or progressively).
As a result, a tariff table is formed that allows you to evaluate (tariff) the work of each worker and employee and assign a fair wage that reflects the value of his knowledge and skills for the company.
Tariff scale in the commercial sector
If it is difficult to create tariff coefficients for the 2019 unified tariff scale on your own, you can “borrow” samples in industry agreements for the period up to 2019 - documents created by associations of specialized employers and approved by the relevant trade unions.
There are 13 qualification levels for transport workers; the tariff category of the driver of a tram and trolleybus - 6th or 7th (depending on the length of the train); the highest coefficient for the 13th category is 4.13, however, a fork is provided (from 3.90 to 4.13). By the way, in this way the Decree of the Government of the Russian Federation of December 10, 2016 No. 1339 is also implemented that (relevant for state and municipal institutions).
An example of how the coefficient turns into a salary
Calculation example for a tram driver in St. Petersburg.
Skill level - 5th. Fork coefficient - 1.63-2.06.
The minimum wage in St. Petersburg (salary for the 1st category) = 18,000.
We multiply the tariff rate of the 1st category (minimum wage) by the coefficient: we get the driver's salary: 29,340-37,080 (excluding allowances and compensations).
Tariff scale for state employees
Let's define the key bases for determining the tariff scale for public sector employees. So, for state and municipal institutions, the system of remuneration is determined by the intersectoral situation. In simple words, representatives of higher ministries and departments are lowering ready-made standards and rules for their subordinate institutions.
The structure of remuneration of state employees meets the same requirements. So, first of all, the base salary is determined for the tariff system. This is the minimum unit of wages to which increasing tariff coefficients will be applied. For example, the seniority coefficient, the bonus for qualifications, additional payment for processing, and so on.
An example of a tariff system for an educational institution.
Further, the following dependence is applied to the base salary - the availability of qualifications. The sectoral regulation can establish a bonus factor to the base salary in a simple form. For example, for the presence of qualifications, the salary increases by a certain percentage. Accordingly, if the employee has not confirmed his level of qualification, then he is not entitled to allowances for this category.
But a complex form can also be used. For example, when employees of one position can receive several levels of qualification, academic degrees, merits, awards and other distinguishing marks.
In addition to the base salary, other types of allowances may be applied. For example, the length of service coefficient for the total length of service, the allowance for the length of service at a given enterprise, territorial allowances and other factors that determine the type of activity of the employee.
The tariff system is one of the methods for calculating the remuneration of employees in an enterprise. It is built on the basis of rules developed either by government agencies or within an organization.
Calculations based on these principles should be invested in state norms, in particular, in the rules on. If industry norms regarding the tariff scale are adopted, they must be observed by everyone without exception. Tariffs can be approved and.
What does she represent?
The pay scale is a set of qualification categories and coefficients that determine wages. This form of payment is designed to take into account the nature of work (), intensity, weather conditions in which employees work, their professional level.
Grids are formed based on:
- labor intensity.
- Hazards (normal, severe, hazardous working conditions).
- The length of time worked at the enterprise or at the position.
- The sectoral principle of the formation of the wage system (different types of industry have their own categories).
The wage scale is based on hourly wages. Some workers or employees are charged on the basis of the generated volume, for example, in various industries. The planned volume is then broken down by the number of hours in a shift or working day. Thus, the hourly rate of the employee is calculated, regardless of the type of his activity.
The company may charge out-of-category rates or higher salaries.
The tariff scale contains a certain number of ranges - on average, a 6-digit grid is used. If there is a need, a system with a large number of discharges is created, usually this is due to the complexity of production. The second component of the system is the coefficient. Knowing them, you can calculate how much the employee will receive.
The differences between this system and the grading system are discussed in the following video:
How is it used in organizations?
The basic rules are laid down by labor legislation in Art. 143-145 of the Labor Code of the Russian Federation. As a general rule, remuneration is built on the basis of tariff and qualification reference books. State regulations are the basis, but other rules may be established, unless the law prohibits deviations.
Changes cannot lead to a reduction in the protection of people in the workplace. Take, for example, the minimum wage.
The payment system is established by order of the management. The employer and employees have the right to conclude a collective agreement and resolve all the nuances of tariffing in it.
Basically, private sector enterprises try to adhere to government regulations. The reason is simple: if problems arise, they may try to accuse the employer of the fact that the tariff scale does not comply with the law, in particular, such claims are made by the tax service. In addition, there is a well-established practice of applying these norms. This will protect against many difficulties in relations with regulatory authorities.
Unified tariff scale for state employees
Unlike private enterprises, government agencies and organizations are required to fully comply with government regulations in the field of wages.
A feature of the tariff system of payment in state and municipal structures is the availability of basic salaries. This is a kind of analogue of the minimum wage. All kinds of allowances are added to the base salary, which can be withdrawn as a punishment. In addition, the more a person works in the state structure, the more bonuses he has or the accrual coefficient increases (the so-called bonuses for length of service).
If we take into account the changes almost 10 years ago (2007), the unified tariff scale is formally cancelled.
In fact, it continues industry wage system. Each industry has its own base salaries and coefficients. For example, medical staff are paid based on their base salary.
In fact, the old system continues to operate in an altered state, and the name of the wage system has also changed. Formally, the ETS continues to apply to some categories of the federal civil service.
Wage regulation system
The government has developed a number of acts concerning the spending of the wage fund. In particular, the rules and grounds for the production of incentive payments. Gradually, state professional standards are being introduced, on the basis of which the effectiveness of the activity of one or another official or worker of a working specialty is evaluated.
The problem with the new system is that management has a tendency to abuse spending funds that are not prescribed by law. In addition, the legalized salary gap between managers and ordinary employees remains.
Some experts believe that the Resolution of 2007 is not final, and there will be further serious steps to change the existing rules.
Modern classification
Tariff scales can be classified on several grounds:
- industry;
- in state (municipal) and private enterprises;
- division within the system of state institutions.
For example, a separate payment system for medical personnel and employees of military organizations. In particular, physicians are paid according to the categories received, taking into account the base salary and the minimum wage.
Rates can be based on:
- on a centralized act (decision of a public authority or the administration of an enterprise);
- on a contractual basis (collective agreement).
In addition, if we strictly take into account changes in legislation, the tariff system of remuneration in its previous form is almost never used in the civil service, although the principle underlying it continues to be used.
Industry agreements are a separate category. Their essence is that employers and representatives of trade unions of the same industry reach an agreement on the rules of remuneration. The agreement cannot reduce wages below the state minimum. Typically, such principles are applied in industry, key sectors of the economy. There are no restrictions on the conclusion of intersectoral agreements by law.
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.
|
Discharge |
Tariff |
Discharge |
Tariff |
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) have been developed containing criteria for establishing a category.
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.
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