0.5 rate in the staffing table. Half-time staffing sample
Question:
How to correctly reflect the number of staff units in the staffing table if the organization has five employees in one position, registered at 0.2 rates (you need to specify one staff unit or five)? What is the difference between part time and part time?
Answer:
If an organization has five people working in one position, each for 0.2 of its part, one staff unit should be indicated in the staffing table.
incomplete work time- part of the working hours; the common name "partial rate" means an incomplete staff unit established by the staffing table or an employment contract with an employee (usually a part-time job).
Rationale:
The structure, staffing and number of employees of the organization, indicating the amount of wages depending on the position held, are contained in normative document organizations - staffing. It reflects the existing or prospective division of labor between workers, as described in job descriptions; is the basis for personnel cost planning.
Established unit - a unit from the list of positions in the staffing table, corresponding to one workplace.
The number of staff units in an organization is determined by its needs for specific types of work, the urgency of their implementation, economic feasibility, etc. Therefore, it is quite possible that the organization does not need a full-time staff, but there is a need for an incomplete one.
Labor legislation does not prohibit organizations from introducing an incomplete staff unit into the staffing table.
By-Law - Guidelines for the Application and Completion of Primary Forms accounting documentation on accounting for labor and its payment (approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1 simultaneously with unified forms of such documentation) are directly established when describing the staffing form N T-3: “when filling out column 4, the number of staff units for the relevant positions (professions) , which provide for the maintenance of an incomplete staff unit, taking into account the peculiarities of part-time work in accordance with current legislation Russian Federation, indicated in the appropriate proportions, for example 0.25; 0.5; 2.75, etc."
From this we can conclude that an incomplete staff unit is not the number of employees in one position (which cannot be fractional), but the required amount of work for it.
Sometimes an incomplete staff unit is called an “incomplete rate”, which does not seem to be entirely true, since this concept is not contained in labor legislation. However, this term refers to part-time work with pay in proportion to hours worked.
That is, part-time work assumes that the employee works part-time: he spends less than the normal time set for its implementation (no more than 40 hours a week - h.
2 tbsp. 91 of the Labor Code of the Russian Federation). In this case, payment is made in accordance with Art.
2 tbsp. 93 of the Labor Code of the Russian Federation in proportion to the hours worked or depending on the amount of work performed by the employee.
However, it is impossible to confuse the concepts of “part-time position” (everyday - “part-time”) and “part-time work”: there is no part-time position without part-time work, but on the contrary, it often happens (possible cases of establishing such a regime are listed in Part 1 article 93 of the Labor Code of the Russian Federation).
The information is provided by the legal reference system "ConsultantPlus".
HR Director of Belaya Dacha Group of Companies
For more than two years now, a single form has been used in Russia full-timeschedules. Prior to the entry into force of the Decree of the State Statistics Committee of Russia dated April 6, 2001 No. 26, each organization compiled this local regulatory act in its own way. Before 2001 legal act federal level, which would establish the form and procedure compilingfull-timeschedules for all organizations without exception, did not exist. For a long time, the obligation full-timeschedules, especially for small and medium-sized companies, was generally questioned.
In April 2001, personnel officers finally received an official answer to the question of what should be regulartimetable. And with acceptance Laborcode RF doubts about the binding nature of this document for the organization have disappeared completely.
Let's try together to figure out how to composeregulartimetable and work with him.
What is meant by "staff" and "staffing"?
State- this is the composition of the organization's employees, determined by management for a certain period.
Different sources give different definitions to the concept of "staffing", but, in principle, their essence boils down to the following: staffing- This is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and salaries. Also, the staffing table 1 reflects the amount of allowances and additional payments that exist in this organization, in relation to specific positions.
Who should draw up the SR and make changes to it?
There is still no clarity on this issue. V different organizations staffing functions are performed by different structural divisions. Giving responsibility for the formation of the staffing table to the employees of any structural unit, management often starts from the size of the organization.
Column 9 of the staffing table when working at 0.5 rates
Today in Russia there are both large organizations with more than 500 employees, and small enterprises, the number of which does not exceed 50 employees. There are also entrepreneurs without education legal entity who work wage-earners. Since in most small enterprises and individual entrepreneurs there are neither personnel departments, nor departments for the organization and remuneration of labor, accounting staff, managers or the entrepreneurs themselves are involved in compiling the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or a personnel service and, accordingly, the functions of compiling and amending the staffing table are transferred to them (but it is not uncommon for accounting staff to draw up and change the staffing table).
V large companies, having in its composition both personnel departments or personnel services, and departments of organization and remuneration, the named divisions are engaged in the development of the staffing table.
It should be noted that the formation of the staffing table is a rather complicated process, consisting of several stages and requiring the involvement of not only personnel service specialists, but also economists.
Where does the compilation of the SR begin?
Before proceeding with the preparation of the staffing table, it is necessary to determine the organizational structure of the enterprise. Organizational structure is a schematic representation structural divisions. This document reflects all departments of the organization, the order of their subordination is schematically drawn. V organizational structure it is also possible to reflect both vertical and horizontal links between departments.
It is problematic to clearly indicate where the boundary of responsibility for compiling the staffing table lies, but we will try to distinguish between some stages of compiling the SHR, and at the same time fill out a unified form No. T-3.
How to start filling out a unified form?
Filling out the unified form T-3 " staffing»should start with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents. In the case when the organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and disputes, it is advisable to fix the rules for filling in the details in the local regulatory act on documentation and workflow (regulations, instructions).
Next is the document number. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example, “shr”).
The date of the document is entered in a specially designated column in the form "dd.mm.yyyy." The date of the staffing table does not always coincide with the time when it began to operate, therefore, in a unified form, the column “Staffing for“ ____ ”_______ 20 years is provided, i.e. on a specific date from which the staffing table comes into effect.
The resolution of the State Statistics Committee of Russia, which introduced the unified form No. T-3, provides for the approval of the staffing table by order of the head of the organization. To do this, the date and number of the order, the number of staff units and the monthly payroll are entered in a separate column.
What is the name of the structural unit?
The first column of the unified form is called "Name of the structural unit". If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, apart from the requirements for terminology and generally accepted concepts and definitions (it is undesirable to call structural divisions with obscure foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement depend on the name of the structural unit indicated in the staffing table (for example, medical and educational institutions, enterprises that include production facilities with harmful conditions labor). Therefore, the task of correctly reflecting the names of structural divisions in the staffing table falls on the personnel department or the department of organization and remuneration. To facilitate work in this direction there are sectoral classifiers of hazardous industries or a nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, jobs, professions, positions and indicators in underground work, in jobs with especially harmful and especially difficult working conditions, employment in which gives the right to an old-age (old-age) pension on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to an old-age (old-age) pension on preferential terms .
The names of the departments are indicated by groups:
- management or administrative part (such units include directorate, accounting, personnel department, etc.);
- production departments;
- support or service departments.
As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is enterprises whose main business is trade. Such firms do not production units, but there are sales departments or commercial departments that are closely related to the logistics departments (the latter in this case are serving).
Auxiliary units usually include the supply department, repair services, etc.
What is a “structural unit code”?
The code of the structural unit usually indicates the place of the structural unit in the hierarchical structure of the organization. It is also assigned for the convenience of document management (especially for large enterprises). By coding, the place of smaller units in the structure of large ones is indicated. For example, departments have departments, departments have divisions, and departments have groups. If the department is indicated by the digital code 01, then the department within the department, respectively, will be numbered 01.01. In the same way, departments and groups are designated.
How to fill in the column "Profession (position)"?
This column is filled in in strict accordance with the tariff and qualification reference books and the All-Russian classifier of positions of employees and professions of workers.
The sequence of filling in this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, the positions of the head of the structural unit, his deputies are located first, then the leading and chief specialists, then the positions of the performers. If the structural unit has both engineering and technical personnel and workers, it is necessary to allocate first engineers, then workers.
What is a "staff unit"?
Established unit- This is an official or work unit provided for by the staffing of the enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher organizations. Number of staff units commercial enterprise is determined by its needs in certain types of work, the degree of urgency of their implementation and economic feasibility.
How to set salary (tariff rate)?
Under salary ( tariff rate) in accordance with Article 129 of the Labor Code of the Russian Federation, a fixed amount of remuneration for an employee for fulfilling a labor standard (job duties) of a certain complexity (qualification) per unit of time is understood.
Tariff rates are a tool for tariffing the remuneration of an employee in organizations financed from federal budget in accordance with the Unified Tariff Scale. Commercial organizations set salaries based on their financial capabilities.
It should be noted here that the amount of salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legally established minimum size wages. It should also be taken into account that the amount of the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions that deviate from normal, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.
When setting official salaries or tariff rates, it must be remembered that only the size of the salary or tariff rate can be reflected in the staffing table, therefore it is completely impossible to take into account the wage fund. This is due to the fact that enterprises shift schedule of work, the remuneration of labor of employees receiving an official salary is increased by the amount of additional payments for work at night, and the labor of employees wage which is calculated from the size of the tariff rate, is paid depending on the number of hours worked in a particular month and varies. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.
For workers whose work is paid according to the piece-work system, the SR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, are calculated according to certain methods.
When setting a salary, one should be guided by the requirements contained in the acts of labor legislation, as well as local regulations - the Regulation on remuneration in the organization, the Regulation on bonuses and others.
What are "surcharges and surcharges"?
In the unified form No. T-3, there are several columns, united by the common name "Surcharge". The current Labor Code of the Russian Federation does not contain clear definitions of the concepts of "surcharges" and "surcharges".
Based on generally accepted principles, one can define surcharges as payments accrued to employees in addition to salaries (tariff rates) for special conditions work or mode of operation. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. The specific amount of the additional payment is established by the employer, taking into account the opinion of the representative body of employees, or collective agreement or stipulated in employment contract. At present, in many budget organizations industry regulations apply legal documents, which regulate the size of the increase in the wages of workers in the industry.
Salary supplements- these are incentive payments in excess of the established official salary, which stimulate employees to achieve higher production indicators, increase professional excellence and labor productivity. As a rule, allowances are established based on the results of the certification of employees by the decision of the qualification or certification commission.
Until the introduction at the legislative level of definitions for the concepts of "surcharge" and "surcharge", it is difficult to distinguish or systematize this type of payment. The main thing to consider when forming the staffing table is the two main forms of payment of allowances and surcharges. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the salary (rate), the size of the allowance (surcharge) automatically changes. The second form of payment is a surcharge or surcharge, set as a fixed amount. Such a payment may remain constant even if the amount of salary (rate) changes, unless otherwise provided by the collective agreement, labor contract or local regulatory act. When establishing surcharges or allowances in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (surcharge) is established.
One of the most frequently asked questions is how to ensure that employees who the same positions would receive a salary corresponding to the level of their qualifications, and at the same time would the principles of equality laid down in the Labor Code of the Russian Federation be observed? This task can have different solutions - it all depends on the professionalism of the management team. When looking for your own solution, you need to evaluate the existing wage system at the enterprise. But, basically, this problem is solved by establishing a "standard" salary for all employees working in a given position or profession, and remuneration for more qualified workers is made by setting personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the allowance is established for the next period.
What is a "monthly payroll"?
Monthly payroll are the total cash, which are provided for by the staffing table and the payment system in force at the enterprise, for payment to employees.
When are changes made to the SR?
Changes to the staffing table are made when the number or staff of employees is reduced.
When the number is reduced, individual units are excluded, and when the staff is reduced, individual units are excluded. At the same time, employees replacing positions being reduced or working in professions being reduced are subject to dismissal in accordance with the relevant articles of the Labor Code of the Russian Federation.
Is it possible to make changes to the unified form No. T-3?
As stated in the resolution of the State Statistics Committee of Russia dated March 24, 1999 “On approval of the procedure for the use of unified forms of primary accounting documentation”, if necessary, the organization can enter additional details into the unified forms of primary accounting documentation (except for forms for accounting for cash transactions) approved by the State Statistics Committee of Russia. At the same time, all the details of the approved forms remain unchanged (including the code, form number, document name); removal of individual details from unified forms is not allowed.
Changes to be made must be formalized by the relevant organizational and administrative document of the company.
The formats of forms indicated in the albums of unified forms of primary accounting documentation are recommended and may change.
When manufacturing blank products based on unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the significance of indicators, including additional lines (including free ones) and loose sheets for ease of placement and processing of the necessary information.
Companions on staffing
The staff unit is understood as the official unit established by the staffing of the enterprise. According to article 284 of the labor code, a part-time worker can work no more than 16 hours a week. If your company has a pay day on the 1st or 2nd, you will have to pay your April salary ahead of schedule on April 28th.
Can there be half of the position when drawing up a part-time employment contract, it may well be occupied by two people. They allow you to be recognized and receive information about your user experience. Why are Internet forums full of discussions about how to fill it out? Yes, and readers often turn to our editorial office with a similar question. It is preferable that all allowances have a single equivalent (in cash, percentage or in coefficients), but this is not always possible, so a mixed option is acceptable.
We are also looking for:
therefore, the staffing table is approved by order of the manager of the organization, and an extract from the approved staffing table or a copy of it is provided to the flioal. When filling out column 4, the number of staff units for suitable positions (professions). And in the staffing table, how much to indicate the salary for Ch.
There must be or not part-time workers in the staffing table. The staff list indicates all the units in which people work. First, let's explain where the tradition came from to include not a whole staff unit, but part of it.
Staffing solve emergency situations magazine
The staffing table should indicate all the necessary for normal work enterprises positions and professions, including those occupied by part-time workers, as well as vacant positions.
Incomplete staff unit
In column 1 of the staffing table, indicate the names of the structural units (sample below).
Staffing we create our own magazine
it is convenient to fill in this column in a hierarchical order. The unified form of the staffing table t-3 was approved by the resolution of the State Statistics Committee of the Russian Federation from the city of Moscow.
Part-time employment contract - personnel business
So, should there be or not part-time employees in the staffing table? When calculating the sick leave in social insurance, they said that in order to calculate the average for sick leave, in this case, wages must be taken from the staff list, in the period before the sick leave.
staffing standard. Please note that you cannot draw up separate staffing tables for fleaals and representative offices!
The staff list is a list of positions in an enterprise with. In the staff, be sure to indicate the structural unit? The unified form of the staffing table t-3 is approved. recorded by the Federal Service for Supervision in the Sphere of Communications, information technologies and mass communications (Roskomnadzor) registration certificate and the website uses cookies.
- Total wages Accounting for tickets in accounting
What salary should be indicated in the staff list if the employee is hired at 0.5 rates?
Answer
Answer to the question:
1. The salary must be indicated in full (as in column 5 of the staffing table), but with the reservation of proportional payment, which is expressly indicated in Art. 93 of the Labor Code of the Russian Federation. According to Art. 68 of the Labor Code of the Russian Federation, the order must fully comply with the employment contract. Accordingly, in the order, the salary must be indicated in full.
If 0.5 or 0.1 positions are enough for you, you should indicate in the staffing table as follows:
Unified form No. T-3
Approved by resolution
Goskomstat of Russia
dated January 5, 2004 No. 1
| The code | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| OKUD form | 0301017 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| "Alpha" | according to OKPO | 00000000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| name of company | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Number document |
date compiling |
||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| REGULAR TIMETABLE | 15 | 29.08.2014 | APPROVED | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Order of the organization dated | « | 29 | » | august | 20 | 14 | No. | 90 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| for a period of | 1 year | With | « | 1 | » | September | 20 | 14 | G. | State in quantity | 28 | units | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Structural subdivision | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Name | The code | Position (speciality, profession), rank, class (category) qualifications |
Quantity staff units |
Tariff rate (salary) and etc., rub. |
Allowances, rub. | Total, rub. ((gr. 5 + gr. 6 + gr. 7 + gr. 8) × gr. 4) |
Note | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| academic degree | working mode | a responsibility | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Administration | 01 | Director | 1 | 60 000 | 5000 | 2000 | 3000 | 70 000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Administration | 01 | Technical Director | 0,5 | 40 000 | – | – | 20 000 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| … | … | … | … | … | … | … | … | … | … | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| The Department ______ | 05 | Technician-programmer | 0,1 | 7000 | 800 | 780 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| The Department_________ | 09 | Cleaner | 3 | 7800 | - | - | - | 23 400 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Total | 28 | X | X | X | X | 367 000 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Head of Human Resources | Head of Human Resources | E.E. Gromov | ||||
| Position | personal signature | full name | ||||
| Chief Accountant | A.S. Glebova | |||||
| personal signature | full name | |||||
If, hiring a part-time worker or just working part time You in column 5 reduce the salary to 20,000 rubles (an example with a technical director), then the proportion will need to be calculated from the salary of 20,000 rubles, and for 0.5 rates he will receive only 10,000 rubles
If the full duration of the working day for the position is 40 hours, then working at 0.5 rates means that the employee must work 20 hours a week. At the same time, the work regime of an employee in your situation obviously differs from the general regime in the organization, and therefore it must be described in the employee's employment contract. Such conclusions follow from Art. 57, 100 of the Labor Code of the Russian Federation. You still have to determine the work mode of the employee.
The employee’s remuneration in both the employment contract and the order should be reflected as follows: indicate the full salary (as in column 5 of the staffing table) for the position and the clause that remuneration is made in proportion to the time actually worked, and if necessary, indicate in brackets (0.5 or 0.1 rates). This follows from Art. 57, 129, 93 of the Labor Code of the Russian Federation. Thus, the accrual of both wages and bonuses will be proportional to you.
If we hire an employee for this position (0.5 units), then we take into account the following features of admission:
Employment contract and order :
When hiring, the parties have the right to agree on the establishment of part-time work for the employee. Part-time work is a special case of part-time work. Thus, both the part-time employee and the main employee can work part-time.
Consider an example when you are ready to accept an employee at 0.5 rates:
In this case, you set the employee part-time when hiring. Working at 0.5 rates actually means that the employee will work 20 hours 00 minutes per week (if the full working week is 40 hours). With a uniform distribution of working time by day, we get: when working on a five-day week - 4 hours a day. The employee's work schedule must be reflected in the employment contract without fail (Articles 57, 100 of the Labor Code of the Russian Federation). An employee may also have an individual schedule, in which he will have different working days in different weeks or different beginning and end of the working day on different days. In the time sheet, you reflect the time actually worked by the employee, including a fractional number.
In general, the employment contract will be the same, with the exception of 2 points.
1. It is necessary to describe the work mode of the employee, for example: “ ».
In accordance with Federal Law No. 125-FZ dated June 18, 2017 “On Amendments to Labor Code Russian Federation" a break for rest and meals with such a short working day (4 hours or less) does not need to be established.
2. Make a clarification to the paragraph regarding remuneration: “The employee has been monthly salary 40,000 rubles.(forty thousand rubles 00 kopecks). Salary is calculated based on hours worked". You can also specify the share of the rate: “The employee is set monthly salary of 40,000 rubles. (forty thousand rubles 00 kopecks). Salary is calculated based on hours worked (0.5 rate)»
The order for employment must comply with the text of the employment contract (Article 68 of the Labor Code of the Russian Federation)
This is what the job application will look like:
| date | |||||
| Recruit | With | 06.02.2015 | |||
| on | _ | ||||
| Personnel Number | |||||
| Ivanova Elena Vasilievna | 18 | ||||
| Full Name | |||||
| V | Accounting | ||||
| structural subdivision | |||||
| POSITION | |||||
| position (specialty, profession), category, class (category) of qualification | |||||
| Constantly, The employee is assigned part-time work based on a 20-hour working week: part-time work 4 hours a day from 09:00 to 13:00. With a five-day work week with two days off - Saturday and Sunday. There is no break for rest and meals
.
with payment in proportion to hours worked (0.5 rate)
The share of the bet can be omitted |
|||||
| conditions of employment, nature of work | |||||
| with a tariff rate (salary) | 40 000 | rub. | 00 | cop. | |||||||||
| in numbers | |||||||||||||
| allowance | - | rub. | – | cop. | |||||||||
| in numbers | |||||||||||||
| with a trial period | 3 months Specify if it is stipulated by the employment contract |
month(s) | |||||||||||
| Base: | |||||||||||||
| Employment contract dated | « | 6 | » | February | 20 | 15 | Of the year | № | 35-TD | ||||
Details in the materials of the System Personnel:
1. Situation: How to reflect the salary in the employment contract if the employee works part-time
The salary in the employment contract must be reflected in full.
The official salary should be understood as a fixed amount of remuneration of an employee for the performance of labor duties of a certain complexity for calendar month excluding compensatory, incentive and social payments ( ). This means that the employment contract should indicate the salary in the amount that is paid when working out the entire standard of working time established for this category of employees (.
Thus, for an employee working part-time, the salary in the employment contract is reflected in full, and paid in part upon actual working out. In an employment contract, the condition on the procedure for remunerating an employee may have the following wording: “The employee is set a salary of 30,000 rubles per month. Wages are calculated in proportion to hours worked.
Nina Kovyazina, deputy director of the department medical education and personnel policy in health care of the Ministry of Health of Russia
With respect and wishes for comfortable work, Tatyana Kozlova,
Expert Systems Personnel
Hello Ines.
In the staffing table, it is necessary to indicate exactly the amount of working time that is determined in accordance with the terms of the employment contract, i.e. if this is 0.5 rates for an 8-hour working day, it will be 4 hours.
For example, if we take into account a full working 5-day work week:
30 days x 8 hours = 240 hours (at full rate)
30 days x 4 hours. = 120 hours. (at 0.5)
In this case, the form can be used as the State Statistics Committee of the Russian Federation of 01/05/2004 N 1, which is optional. both recommended and arbitrary developed by the employer themselves. the main thing is that all the necessary details in the "staff" should be indicated:
Recommendations for filling in individual columns, fields, staffing lines
In the field "Name of organization" enter the name of the organization in strict accordance with founding documents organizations.
Important! The organization code is required All-Russian classifier enterprises and organizations (OKPO). The OKPO code is an identification code of an enterprise or organization, consisting of 8 digits.
Between the name of the form of the document (“STAFFING PLATE”) and the approval stamp, the number and date of the staffing table are indicated in the present field. If the staffing table is compiled for the first time, as a rule, N 1 is assigned to it, then continuous numbering can be applied. The column "Date of compilation" indicates the date when the staffing table was actually drawn up.
The date of compilation and the time from which the staffing table is put into effect may vary. In the line "for the period ______ from" ___ "________ 20___" the period for which the staffing table is approved (usually for 1 year) is indicated, as well as from what date it begins to operate (for example: from January 1 to December 31 of the planned year) The staffing table is approved by order of the head of the organization.
The details of the order by which the staffing was approved are entered in the document approval stamp in the “Order of the organization from” field.
Directly under the stamp of approval in the field "State in quantity" in units is indicated total organizational units. Filling in the graph staffing-B column 1 "Name" indicates the name of the structural divisions of the organization.
Structural subdivisions should be understood as branches, representative offices, as well as departments, workshops, sections, etc., and under another locality - an area outside the administrative-territorial boundaries of the corresponding settlement.
As a rule, this column indicates all units in a hierarchical sequence, that is, starting with the management ("Administration") and further by subordination. -column 2 "Code" involves indicating the numbers of divisions in a manner that allows you to determine the subordination and structure of the entire organization -column 3 "Position (specialty, profession), rank, class (category) of qualifications".
If in accordance with federal laws with the performance of work in certain positions, specialties or professions, the provision of benefits or the presence of restrictions is associated, then the name of these positions, specialties or professions and qualification requirements to them must comply with the names and requirements specified in qualification guides approved in the manner established by the Government of the Russian Federation.
If the work is not related to difficult working conditions and the provision of certain benefits and guarantees (for example: additional holidays, reduced working hours, increased wages), then the name of the position, profession is determined by the employer.
column 4 "Number of staff units" indicates the number of staff units provided for in this organization for a specific position (specialty, profession). For instance:
In column 3 "Position (specialty, profession), category, class (category) of qualification" the name of the position - "Accountant" is indicated, then in column 4 "Number of staff units" the number of staff units allocated in the organization for the position of "Accountant" is indicated, for example - 2 When filling out column 4 "Number of staff units" for the relevant positions (professions), for which the content of an incomplete staff unit is provided for, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, it is indicated in the appropriate shares, for example 0.25 ; 0.5; 2.75, etc. - in column 5 "Tariff rate (salary), etc., rub." the monthly salary is indicated in ruble terms at the tariff rate (salary), tariff scale, percentage of revenue, share or percentage of profit, coefficient labor participation(KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, labor contracts, agreements and local regulations of the organization
Note! The tariff rate or salary does not include allowances (compensation and incentive payments), since other columns are provided for them. Filling in this column depends on the system of remuneration.
In other words, if a time-based wage system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the unit of time for which this tariff rate is provided is indicated (for example: 100 rubles / hour).
If a piecework wage system is provided for a certain position, then in column 5 “Tariff rate (salary), etc., rub.” the tariff rate is indicated (for example: 100 rubles), then the number of manufactured products for which this tariff rate is provided is indicated (for example: 100 rubles / piece).
In this case, in column 10 "Note", as a rule, the corresponding type of remuneration system is indicated.
For example: simple time-based wage system, time-bonus wage system, simple piece-rate wage system, piece-bonus wage system, piece-progressive wage system, indirect piecework wage system, indirect piecework wage system, piecework wage system.
At the same time, in column 10 "Note" it is also recommended to indicate a local regulatory act that determines the procedure for establishing wages when certain form system of remuneration, as well as its size for a certain rate of output.
For example, such indicators can be defined in the "Regulations on wages, bonuses and material incentives for employees"
Note!
In accordance with Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value. In other words, it is forbidden to indicate a “salary fork” in the staffing table. If in one unit there are two full-time positions, for example, “accountant”, then in column 5 “Tariff rate (salary), etc., rub.” the same amount of salary, tariff rate, etc. must be indicated. See Letter of Rostrud dated 04/27/2011 N 1111-6-1 “On setting salaries for positions of the same name”
However, if it is necessary to pay, for example, one of the two accountants a larger salary, the employer can exercise this right by establishing additional payments or allowances for him, which are indicated in the section “Surcharges, rubles.” in columns 6.7 and 8. - in columns 6, 7 and 8 "Surcharges, rubles." stimulating and compensation payments(bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation, as well as introduced at the discretion of the organization. Allowances are: -paid at the initiative of the employer organization (for example: for length of service; for knowledge foreign language and etc.); - established by law (which the employer is obliged to pay): - for the mobile nature of the work; -for traveling nature of work; -for work on a rotational basis; -for work in the conditions of the North; - for access to state secrets. Bonuses can be paid in a fixed amount (when the salary changes, the size of the bonuses can be both preserved and changed) or as a percentage (the size of the bonuses automatically changes if the salary changes).
If it is impossible for the organization to fill in columns 5-9 in ruble terms due to the use of other wage systems (tariff-free, mixed, etc.) in accordance with the current legislation of the Russian Federation, these columns are filled in the appropriate units of measurement (for example, in percentages, coefficients, etc. .) - column 9 “Total, rub. (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4 "In practice, there are several ways to fill in this column: 1. When in columns 6, 7 and 8" Surcharges, rub. " all indicators are indicated in rubles (without indicating percentages and coefficients). In this case, the indicator of column 9 is calculated by simply adding up the amounts (column 5 + column 6 + column 7 + column 8).
Staffing: we solve emergency situations Private enterprises proceed from financial possibilities, but not below the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc. Important The data are indicated in rubles. Section 6-8 “Increases and Surcharges” Contains data on incentive payments, compensations (bonuses, surcharges) established by the legislation of the Russian Federation (“Northern”, for an academic degree) and introduced at the discretion of the organization (related to working conditions).
In the order on approval of the staffing table, which salary should be indicated for 05 rates
For unification, the Decree of the State Statistics Service approved the T-3 form. The staffing form T-3 At enterprises, it is used to register the number of employees, their composition and structure. How to draw up the staffing table correctly In column 5 "Tariff rate (salary)" of the staffing table, the monthly salary is indicated in ruble terms at the tariff rate (salary), depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective contracts, labor contracts, agreements and local acts of the organization.
In column 9 "Total per month" of the staffing table, an amount equal to the product of column 4 and column 5 is indicated, which determines the amount of the employee's salary, taking into account working hours.
Staffing: we solve emergency situations
In particular, this applies to changes in the employment contract for reasons related to: Changes in organizational or technological working conditions Changes in the employment contract for reasons related to changes in organizational or technological working conditions include, for example:
- changes in equipment and production technology (for example, the introduction of new equipment, which led to a decrease in the workload of an employee);
- structural reorganization of production (for example, the exclusion of any stage of the production process);
- other changes in organizational or technological working conditions that led to a decrease in the employee's workload.
At the same time, it is forbidden to change the labor function of an employee. This is stated in part 1 of article 74 of the Labor Code of the Russian Federation.
How to reflect correctly in the staffing table 0.5 salary?
For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise. Allowances are set as a percentage of salary. Payments are a fixed payment. Section 9 "Total" Columns 5 - 8 are summarized. All expenses during the month are indicated. Section 10 "Note" The column is amended, clarified according to the staffing table.
Attention
How to reflect correctly in the staffing table 0.5 salary? The work of each enterprise is based on the basis of legislative acts different levels subordination. A large role in the life of any organization is played by local documents, adopted and published for the enterprise itself. Below are the features and design features of this important document. What is this document? Staffing is a normative act of a local nature.
Based on the Charter of the enterprise.
How to draw up a staffing table
Changing the terms of the employment contract determined by the parties is possible for reasons related to changes in organizational or technological working conditions (Article 74 of the Labor Code of the Russian Federation) (for more details, see additional materials). If there are such reasons, the algorithm of the employer's actions will be as follows: 1. An appropriate order is prepared in an arbitrary form about the upcoming changes, which may look like this: Alpha TIN 7708123456, KPP 770801001, OKPO 98756423 full name of the organization ORDER No. 72 on making changes to the staff schedule due to changes in organizational working conditions
How to indicate the salary of an employee accepted according to the staffing table at 0.5 rates?
Important
The organization is obliged to notify the employee of the upcoming changes related to the change in organizational or technological working conditions, as well as the reasons that necessitated such changes, against signature. This must be done no later than two months before the introduction of such changes. This is stated in part 2 of article 74 of the Labor Code of the Russian Federation.
If the employee agrees with the upcoming changes, it is necessary to issue supplementary agreement to an employment contract (Article 72 of the Labor Code of the Russian Federation). If the employee does not agree to work in the new conditions, then the organization is obliged to offer him another job, including a lower and lower paid one, if the organization has suitable vacancies. You only need to offer the employee vacancies that the employer has in the area.
Order to change the staffing table
For example, in column 4 the number of staff units is 0.5, in column 5 the salary is 20,000 rubles, in column 9 the amount will be reflected - 10,000 rubles. (20,000 rubles x 0.5). 2.Question: If an employee quits and a new one comes, we want to give the employee comfort, according to the employee's expectations, it is more than what we have on staff. What should I write in the subject of the order to change the staff? In connection with higher qualifications, establish a salary for a position ... .. such and such? Or I can just change the salary without writing anything, because is the rate free? A change in the size of salaries in the staffing table entails a change in the terms of labor contracts on remuneration. This follows from the analysis of the provisions of par. 5 hours 2 tbsp. 57 of the Labor Code of the Russian Federation and par.
3 of the section "Staffing" of the Instructions for the application and filling out the forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 N 1.
Staffing: how to arrange it according to all the rules in 2018
Info
There are documents that are mandatory, and there are those that are created out of necessity. To the question "Is SR binding document? it is impossible to give a definite answer. All due to the fact that the labor code does not imply the mandatory presence of an SHR in an enterprise.
But if we consider this issue based on the requirements of Roskomstat, then it turns out that this document is necessary, because. he is primary documentation to account for payroll. Although there are no clear norms in the legislation, most organizations maintain this type of documentation. After all, the main part state audits begins with the study of SR.
In fact, the presence of this document makes life easier not only for inspectors, but also for managers, HR and accounting departments.
Staffing in questions and answers
The staffing table (ShR or colloquially - "staff") contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved the unified form No. T-3, which is installed in all software products on personnel records and, as a rule, is used by organizations and entrepreneurs. Form T-3 for staffing Please note that for non-governmental organizations it is not mandatory for use.
federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.
Time-bonus remuneration system Under the time-bonus system, a bonus is provided for the rate (hourly, daily) or salary. Its size can be set in a fixed amount or as a percentage of the rate (salary). The bonus is paid if the employee has fulfilled (or exceeded) the production task.
The procedure for calculating wages in this case is the same as with a simple time-based system. However, in addition to the salary, the employee will need to accrue a bonus. Partial month worked (161.51262) If an employee who has a monthly salary did not work the whole month, calculate his salary using the formula: Salary = Employee salary: Number of working days in a month × Number of days worked Use the above formula to calculate the employee's salary who receives an increase in pay within a month (for example, an official salary).
It is required to issue a transfer of an employee (or several employees) to new position. The change of name will entail the introduction of amendments and additions to the employment contract, in work book and employee ID card. Thus, such innovations not only require notification, but also the consent of employees.
In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, not missing the mandatory notification of the employee two months before the adjustments. You can use this sample order to change the staffing table. Download Adjustment of wages or tariff rates This is a change in the terms of wages agreed in the employment contract.
Therefore, it requires mandatory agreement with the employee, even if the salary increases. In case of refusal of the employee, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation.
The employee is accepted at 0.5 rates. The staffing table has a salary of 6000 rubles. and in the column "Total" the amount of 3000 rubles is indicated. Is it correct? In the employment contract in the paragraph "Terms of remuneration" I
The order for employment is drawn up on the basis of an employment contract. Therefore, the wording in these documents must be consistent.
In the employment contract and the order for employment, it is necessary to establish how the employee's remuneration will be calculated. Therefore, in these documents it should be indicated that the employee is accepted for 0.5 rates and the full salary for this position (6000 rubles). It is also necessary to set the exact duration of working hours (20 hours per week).
Option " Full name - from _____ 2015 to be accepted to the medical center for the position nurse external part-time at 0.5 rate from 20-hour working week with an official salary of 6000 (six thousand) rubles with remuneration in proportion to the hours worked' is more correct.
The rationale for this position is given below in the materials of the Personnel System
Staff scheduling
How to fill out the staffing form
The staffing table, in contrast to the staffing, is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the head after the approval of the schedule.
Do I need to indicate positions or other information about part-time workers in the staffing table
By general rule in the staffing table, all staff units (including part-time ones) must be indicated, regardless of who they will be occupied subsequently: part-time employees or main part-time employees.
If the organization uses the unified form No. T-3. then it is not necessary to prescribe the conditions under which employees work, since the staffing table includes information about the number of staff units. For example, if the value of 0.5 is indicated in the staffing table in the column "Number of staff units", this does not mean that the rate is replaced by a part-time job. The main employee can also receive half the rate, for example, in the case of combining professions (positions) (part 2 of article 60.2 of the Labor Code of the Russian Federation).
If an organization uses a self-developed staffing form, then, if necessary, it can provide a special line in the form for entering information about part-time workers.
The order of acceptance to work
How to issue an order to hire an employee
Recruitment of an employee to work issue an order issued on the basis of a concluded employment contract.
Staffing, examples of filling out the T-3 form
Issue an employment order in the unified form No. T-1. approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1. or according to an independently developed form.
It is necessary to familiarize the employee with the order on his employment within three days from the moment he actually started work. The order is brought to his attention under the signature. Prior to concluding an employment contract, an employee must be familiarized (under signature) with the Labor Regulations, the collective agreement and other internal documents governing labor activity. This procedure is provided for by parts 2 and 3 of Article 68 of the Labor Code of the Russian Federation.
Nina Kovyazina
Article:
Part-time worker and main part-time worker: what is the difference between the design of labor relations?
We reflect the incomplete rate in the staffing table
The search for a new employee and his registration for work is preceded by the appearance in the staff list of 1 organization of a vacancy. If a part-time job is vacant, the employer has a choice: to hire a part-time employee or an employee who will work at the main place of work on a part-time basis. This difference is not reflected in the staffing table (sample below).
Example
When filling out the staffing table, in column 3 "Number of staff units" they indicated the rate (0.5), in column 4 "Salary" - full-time salary (20,000 rubles), in column 5 "Total per month" - the work of column 3 and 4 (10,000 rubles). Thus, the salary according to the staff list of a part-time worker or the main employee, accepted on a part-time basis, will be 10,000 rubles.
Conclusion of an employment contract
In the employment contract, it is necessary to indicate whether the work for the employee is the main one or part-time work. Accordingly, in the contract with a part-time job, include the wording: “Work under this employment contract is a part-time job for the Employee”, and in the contract with the main part-time employee, “Work under this employment contract is the main job for the Employee”.
Mandatory for inclusion in the employment contract with such employees is the condition on the working hours, since for them it differs from the general rules in force in the organization (Article 57 of the Labor Code of the Russian Federation). The contract must specify the specific working hours of the employee.
In addition, the employment contract must specify the terms of remuneration (including the size of the tariff rate or salary, additional payments, allowances and incentive payments). When an employee is hired on a part-time basis, the salary is indicated in accordance with the staffing table, that is, in full, but remuneration is made in proportion to the time worked or depending on the amount of work performed.
The same method of establishing wages can be used when hiring a part-time job (sample below). However, the work of a part-time worker can also be paid on other conditions determined by the employment contract (Article 285 of the Labor Code of the Russian Federation).
Example
GU Perm regional office The FSS of Russia challenged in court the disproportionate salary of the lawyer of Pravo LLC Yulia Shch., who works part-time. Yulia Shch.'s employment contract did not stipulate the principle of proportionality of wages to hours worked. According to the organization, the maternity allowance should have been calculated based on this principle. LLC Pravo accrued benefits based on the calculation of the wages of a full-time unit with an eight-hour working day. Based on Article 285 of the Labor Code, the court recognized the actions of Pravo LLC as lawful and indicated that determining the proportional ratio of earnings to hours worked when working part-time is not mandatory (Decree of the Federal Antimonopoly Service of the Urals District of April 14, 2010 No. Ф09-2327 / 10- C2).
To avoid questions from inspection bodies and employee complaints about discrimination, do not set different salaries for the same position (Article 2 of the Labor Code of the Russian Federation). If you want to pay a part-time job a higher salary, enter categories according to the position in the staff list or set a salary increase.
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If the enterprise has several divisions, then in the order it is necessary to make a note about attributing the input positions to one of them. In the case when a new department is created from newly hired employees, this should also be indicated in this administrative document. Downsizing Downsizing refers to the removal from the staffing of units that are not vacant. In this situation, the Labor Code requires employers to warn employees about layoffs 2 months in advance. This is not an easy process, including many nuances provided by the state to protect the rights of workers. The order to change the staffing table in this case must be general for the enterprise, with the appropriate numbering and index.
Staffing: we solve emergency situations
That is, the staffing table can initially set the work of a part-time job by indicating not “1”, but “0.5” for this position. Details in the materials of the Personnel System: As a general rule, all staff units (including
h. part-time) regardless of who they will be employed subsequently: part-time employees or main employees with part-time work.
The main employee can also receive half the rate, for example, in the case of combining professions (positions) (part 2 of article 60.2 of the Labor Code of the Russian Federation).
Vote:
The staffing table (ShR or colloquially - "staff") contains a list of structural units, the names of positions, specialties, professions indicating qualifications, as well as information on the number of rates (Goskomstat Resolution No. 1 dated 05.01.2004). The same resolution approved the unified form No. T-3, which is installed in all software products for personnel accounting and, as a rule, is used by organizations and entrepreneurs.
Form T-3 for staffing Please note that for non-governmental organizations it is not mandatory for use. The Federal Service for Labor and Employment (Rostrud) has repeatedly indicated in its letters that they have the right to use forms of primary accounting documents developed independently.
Order to change the staffing table
Attention
Any company has a certain official structure, fixed by a special document, which, as you know, is called the staffing table. By making adjustments to it, the management manages the company, debugs the wage system and optimizes the organizational structure.
Let's figure out how best to issue an order to change the staffing table so that it does not contradict the law and contains all the necessary positions. Reason for change So what is the reason for updating a document? From whom should the signal be received that changes need to be made to the staffing table? Of course, this is the prerogative of the head of the enterprise.
Order for approval of the staffing table
Well, what about individual entrepreneur this work is performed by a personnel officer, an accountant (if any in the state) or directly by the entrepreneur himself. Changing the staffing table, increasing salaries As you know, the Labor Code does not allow changes in the wages of employees in the direction of reduction (except for the situations indicated in Art.
74
Limited Liability Company "Stroitel" ORDER January 21, 2015 No. 2-ShR On amendments to the content of the staffing table No. SHR-1, approved by Order No. 1 dated April 1, 2014. Due to a change in the scope of work performed, I ORDER: Make the following changes in the content of the staffing table No. ШР-2: 1.
Is it possible to establish part-time work in the staffing table?
The document clearly states:
- structural units,
- job titles,
- the number of employees,
- their working conditions (schedule, salary, etc.).
At the same time, if we are talking about commercial organizations, then they are free to assign any names to positions, but government agencies when determining a position, they must be guided by special classifiers. The document indicates both employed and vacant rates, takes into account employees working on a part-time basis and those who carry out auxiliary activities in relation to the main production.
As for the workers who are on a "deal", i.e. have piecework wages - they are usually not mentioned in the document.
Staffing: how to arrange it according to all the rules in 2018
Therefore, with the employment contract of a part-time worker, the mode of his work and the condition on remuneration should be reflected. The working time worked by a part-time worker is reflected in the time sheet.
Payment to a part-time worker is made in proportion to the hours worked, depending on the output or on other conditions determined by the employment contract (part one, article 285 of the Labor Code of the Russian Federation). The condition of remuneration in the employment contract of a part-time worker can be set as follows, for example: “Remuneration is made in proportion to the time worked, based on the size of the official salary for this position of 20,000 rubles” or “Taking into account the mode of work, the Employee is paid a salary of 10,000 rubles.
based on the official salary for this position 20,000 rubles.
Order to change the staffing table (sample)
As a rule, most of such documents in the justification have approximately the following reason: "Due to the difficult financial situation of the organization, as an measure to optimize labor costs." Let us consider in more detail the content of the administrative part of the order to reduce the staff: “Introduce the following changes to the content of the staffing table No. ШР-1 dated 04/01/2011: 1. From August 1, 2014, remove positions from the staffing table: 1.1. Senior engineer - 1 pc. unit. 1.2. Cashier - 1 pc. unit.
Responsible - economist Nezhnaya L. I. 2. From August 1, 2015, introduce the following positions into the staff list: 2.1. Senior engineer - 0.5 staff unit. Responsible - economist Nezhnaya L.
I. 3. HR Specialist L. V. Solovieva
Staffing in questions and answers
Life is beautiful!)) qKadr the Russian Federation, Moscow #3 August 27, 2013, 10:27 am I want to draw the moderator's attention to this message, because: A notification is being sent... “You're not fat, I'm telling you! Take two chairs and sit down with us!” Mamawka Russia, Taganrog #4 August 27, 2013, 10:28 Number of staff units write 0.5, Tariff rate (salary), etc. for example 5000 rubles. (rate) Total, 2500 rubles (0.5 of the rate). This is if there are no allowances. The T-3 form is on the internet. I want to draw a moderator's attention to this message because: A notification is being sent...
I am a beginner and I need your help and support. TATYANA Russian Federation, Moscow Region #5 August 27, 2013, 10:28 AM In the SHR, wages are refused, not specific employees.
You can have 1 pc in SHR. units, and an employee can be listed at 0.5 rates. Those.
This can happen, for example, due to the regular occurrence of overtime, as well as an increase in the length of the working day, for the convenience of calculating wages and keeping records of hours worked. Again, such changes require justification, are made only in agreement with the employee, and should not reduce the amount of payments.
In this case, the administrative part of the order will look something like this: “1. From August 16, 2012, the following positions should be removed from the staff list: 1.1.
Driver of the 4th category with a tariff rate of 9082.50 rubles. - 1 PC. unit. 2. Starting from August 16, 2012, introduce the following positions into the staff list: 2.1.
Driver of the 4th category with an hourly tariff rate of 55.04 rubles. - 1 PC.
Staffing table (sample for 2018)
unit. 3. To notify the driver of the 4th category Ivanov I.I. about the change to the personnel specialist Solovieva L.V., to prepare the relevant personnel documents.
And what do you think?
What documents did you have set a time limit? First of all, make changes to them, taking into account the recommendations of the respected Anatoly :;)
Column 9 of the staffing table when working at 0.5 rates
Thanks for the help! 🙁 Well, why do you immediately "climb into the bottle"? :acute:
Let's think together :reverie:
By what document do you have a time-based system installed:
1. Collective agreement
2. Regulations on payment
3. Nothing
| anatol_ua | 13.10.2009 16:45 |
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