What is the tariff rate and forms of payment?

One of the main motivations for the successful work of anyemployee is the level of wages. The interest in increasing it has a beneficial effect on the desire to achieve higher results. And the employer successfully uses this stimulating lever of influence, setting the employee a higher payment for certain achievements. He can do this in many ways, such as a higher salary, incentive surcharges, piece-rate pay, and so on. In ne

A moat variant under the salary is understood as the monthly tariff rate. Although it can be both hourly and daily and depends on the complexity of the work and the qualification level.

Calculate the monthly is simple: hour rate is multiplied by the average monthly number of hours of work (the norm of working time for the year is divided by twelve months). And the level of payment can not be lower than the minimum wage established by the Federal Law. In addition, to calculate the salary, a tariff scale is usually used, in which the wage rates are ranked in ascending order by multiplying by a certain factor, which depends on the industry of the enterprise. The remuneration of labor is divided into time-based (depending on the time worked) and piece-rate (on the number of products or operations). In turn, piecework consists of direct, chord and indirect.

When a direct employee is given a task (order) forperformance of a specific quantity of products. His salary is calculated as follows: the tariff rate of this category of work is multiplied with the time norm and the number of products produced. And if this rate is overfulfilled, yes without marriage, then the premium is also charged from above (this payment is called a piece-bonus). In addition, the employee can work on a piece-progressive system, when to the fact that it is performed above the norm, apply increased rates.

With a lump-sum system, the salary ispercentage of revenue. It means - you need to have time to fulfill the task (to realize the given volume of production) in a certain period, from this and you will get a contractual interest - your salary. Indirect apply for the accrual

wage payments to workers who do not participatedirectly in the production process, and they serve (supervise) equipped workplaces. To do this, the tariff rate is multiplied by the standard, then by the fact of output plus the premium. This means that if the equipment works without interruptions, then the output increases, and the employee is expected to have a stable salary with premiums for processing.

In some cases, when it is impossible to determine,the amount of work performed by a particular employee is perfectly suitable for such a form of payment as collectively-piecework. Suppose the team completed an object and received a certain amount for it, which was divided equally into all parts. What is good for this method of payment? Yes, even if the fact that there is no disagreement about the size of the salary, less delays, higher quality of work, and newcomers with the help of the entire team quickly delve into the matter. Therefore, it is not necessary to follow every employee to take into account what he did. And it's better to spend this time on control over work processes. Again, it is a relief for the accountant - when calculating the salary, he does not need a tariff rate. It is only necessary to multiply the total cost of the collective bythe actual output, to which the premium is added, if any. Then the total amount is divided into all employees. Simply and easily! By the way, most European countries have long preferred this system, using it quite successfully.

When there is no possibility to normalize the work of an employee,apply the time-based system. And the salary is calculated by the formula: the tariff rate of payment for the appropriate category is multiplied by the time worked - this is a simple time-based payment system. When an excellent quality is added to the premium, it is already time-premium. Although this list of payment systems does not limit employers, providing for individual forms of payment for some employees. With specialists of high qualifications, it makes sense to conclude a contract for contractual labor, if the enterprise is interested in retaining a good employee.

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