A remuneration agreement should contain information about the parties involved (employers and employees) and details of how the worker is compensated for his work, such as hourly wage, annual salary, commission, etc. The agreement must also include the frequency with which the employee receives his salary, for example. B months or every two weeks. Employees receive a salary increase of at least 50% for each hour of overtime. Workers who accept an exemption from compensation instead of a supplement are entitled to 1.5 hours of time instead of one hour of overtime. Many collective agreements also provide for higher increases for night, public holiday and Sunday work. The calculation of increases is generally based on the normal hourly wage (some collective agreements also have more favourable provisions). Labour remuneration is a system of relationships that concerns the establishment and provision of payments to workers for their work, in accordance with laws, other standard legislation, collective agreements, contracts, standard local laws and employment contracts. To set a minimum wage or minimum wage in a collective agreement, the types of work are classified according to different criteria. It is, on the one hand, a description of the work performed, which partly contains specific occupations. In addition, qualification (e.g.B. training) and work experience play a role. For employees, the recognition of previous periods of employment is another important factor in determining the level of wages.
Regional and territorial agreements shall be concluded in accordance with the general rule before the submission of the relevant budget submissions to the representative bodies of the subjects of the Russian Federation and to the organs of self-government. The employer shall carry out vocational training, retraining, professional development and apprenticeship in a second profession in the organisation and, where appropriate, in elementary, secondary, higher and complementary educational establishments, under the conditions and in the order laid down in the collective agreement, agreements and employment contract. The employer has the right to establish different premium schemes that promote additional payments and allowances, taking into account the opinion of the workers` representation. The above-mentioned schemes may also be defined by collective agreements. Collective agreements, agreements and employment contracts must not contain conditions that reduce the level of rights and guarantees for workers established by labour legislation. If such conditions are contained in a collective agreement, agreement or employment contract, they do not apply. At sectoral level, committees may be set up to conduct collective bargaining, prepare and conclude draft inter-trade agreements (inter-trade agreements). Industrial commissions may be set up both at the federal level and at the level of a subject of the Russian Federation. The conditions of an annual salary and the rights attached to it must be laid down in an employment contract between the employer and the employee. Negotiating a salary is common in most industries and is often essential to meet the needs of the individual and the company. Please note that the salary calculator also indicates other conditions of employment that generally apply to a given position, such as for example.
B performance content and restrictive covenants. It also provides an overview of staff performance that is usually position-related. The contract of employment or the contracts of employment annexed to it may define the essential responsibility of the parties. . . .