Do labor laws provide for the rules for paying bonuses?Under what conditions is it possible to cancel premium payments?Is it legal not to pay a bonus to an employee in connection with his upcoming dismissal?What conclusions did the arbitrators come to when considering cases of non-payment of bonuses to employees?

When considering the question of when the payment of bonuses is mandatory and when not, one should take into account the fact that bonuses are of two types: some are included in the remuneration system and are an integral part of the salary, while others are recognized as rewarding the employee for conscientious performance of work.

Let's turn to the provisions of labor law.

Article 129 of the Labor Code of the Russian Federation determines that an employee's salary is a remuneration for work, depending on the employee's qualifications, complexity, quantity, quality and conditions of the work performed by him, as well as compensation and incentive payments (in particular, bonuses and other incentive payments).

The provisions of Art. 135 of the Labor Code of the Russian Federation provides that the salary of an employee is established by an employment contract in accordance with the applicable this employer wage systems.

Remuneration systems, including the size of tariff rates, salaries (official salaries), additional payments and allowances of a compensatory nature, incentive allowances and bonus systems, are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing norms labor law.

For your information

Labor legislation does not establish the procedure and conditions for the appointment and implementation of incentive payments by the employer, but only provides that such payments are included in the remuneration system, and the conditions for their appointment are determined by the local regulations of the employer.

So, subject to the provisions of Art. 129 Labor Code of the Russian Federation premium - component wages. Wherein legal basis in order to not accrue a bonus to an employee, he will fail to comply with the bonus conditions provided for by the local regulatory act (for example, failure to complete the required amount of work).

However, according to Art. 191 of the Labor Code of the Russian Federation, a bonus is one of the types of incentives for an employee who conscientiously performs labor duties, the amount and conditions of payment of which the employer determines, taking into account a combination of circumstances that provide for an independent assessment of the work duties performed by the employee, and other conditions that affect the amount of the bonus, including the results economic activity the organization itself.

For your information

Labor legislation does not define the minimum and maximum amounts of bonuses. Also, there is no single procedure for calculating them (as a percentage, a fixed amount, etc.). Employers decide all these issues on their own. If there is a representative body of employees, the employer must make a decision taking into account his opinion.

By virtue of the clarifications of the Ministry of Labor (letters dated February 14, 2017 No.  14 1 / OOG-1293, dated September 15, 2016 No. 14 1/10 / B-6568), the timing of the implementation of incentive payments to employees accrued for a month, quarter, year or other period may be established by a collective agreement, a local normative act. The provision on bonuses may provide that the payment of bonuses to employees based on the results of a period determined by the bonus system (for example, a month) is carried out in the month following the reporting one, or a specific period for its payment may be indicated, and the payment of bonuses based on the results of work for the year is made in March next year or a specific date for its payment is also indicated.

Is it possible to forfeit awards for disciplinary offenses?

Is it possible to deprive employees of bonuses for being late, refusing to go on a business trip, or other disciplinary offenses? According to Art. 192 of the Labor Code of the Russian Federation for committing a disciplinary offense, that is, for non-performance or improper performance by an employee through his fault of the labor duties assigned to him, the employer has the right to apply to him the following disciplinary action:

1) remark;
2) reprimand;
3) dismissal on appropriate grounds.

According to the said article:

It is not allowed to apply disciplinary sanctions that are not provided for federal laws, statutes and regulations on discipline;
When imposing a disciplinary sanction, the gravity of the misconduct committed and the circumstances under which it was committed must be taken into account.

The procedure for applying disciplinary sanctions is prescribed in Art. 193 of the Labor Code of the Russian Federation.

However, non-calculation (reduction of the size) of the bonus is a different measure of influence on the employee and does not apply to disciplinary sanctions. This means that in this case, the procedure for applying disciplinary sanctions, established in Art. 193 of the Labor Code of the Russian Federation, does not apply.

Since the bonus system is regulated by the organization's local regulations, the relevant grounds must be spelled out in these acts. In particular, they can provide for a provision that if there are delays, the employee is completely deprived of the bonus or the bonus is accrued using a reduction factor. The legislation does not establish any options for reducing the size of premiums, nor the limits for their reduction.

So, depriving an employee of a bonus is not part of the disciplinary sanctions provided for by the legislation of the Russian Federation. At the same time, deprivation of the bonus in this situation is possible: if the employee does not conscientiously fulfill his labor duties, the employer has the right not to pay him the bonus. At the same time, it is necessary to provide in the local regulatory act (for example, in the provision on bonuses) or collective agreement corresponding condition of deprecation.

The Supreme Court on cases when the premium can not be paid

In Ruling No. 69 KG17-22 dated November 27, 2017, the Supreme Court concluded: if bonuses are not mandatory, the employer has the right not to pay them.

The crux of the matter was as follows. The salary of the chief specialist of the bank was relied on a monthly bonus, provided for by the local regulatory act - the regulation on remuneration. The bonus was calculated on the basis of 66.7% of the salary multiplied by the coefficient of performance of the general bank indicator. The employer did not pay the employee a bonus for the last two months of work, explaining that the general bank rate was 0% and no one received the bonus. In addition, the employer insisted that the bonus payment is optional and is transferred only if there is an appropriate financial opportunity. but former employee He did not agree with this and pointed out that the multiplication factor could not be less than 50%. In support of his words, the plaintiff referred to the regulation on wages, which states that this indicator can be equal to 50, 70, 90 and 100 %.

The court of first instance refused the employee on the grounds that, according to the Labor Code of the Russian Federation, the bonus is an optional incentive bonus. Having studied the materials of the case, the court noted that the bonus payments were not made in some months, and in other months their amounts were less than usual.

The Court of Appeal agreed with the plaintiff and indicated that the minimum coefficient of 50% guarantees the employee a monthly bonus. The judges noted that the employer cannot arbitrarily set the amount of the bonus or not pay it at its own discretion.

However, the Supreme Court reversed the appeal decision. In accordance with the regulation on remuneration, the bank established and operated a time-bonus remuneration system. The bonus system was introduced in addition to the time-based wage system and ensured the formation of a variable (non-fixed) part of wages - incentive payments that were accrued and carried out in the manner established by the regulation on wages. Incentive payments to bank employees include monthly bonuses based on performance and one-time (one-time) bonuses. The regulation on remuneration of the bank states that incentive payments are an unfixed part of the remuneration of a bank employee and include the following types of payments: monthly bonus based on performance, one-time (one-time) bonuses. After examining these wordings, the court came to the conclusion that the bonuses in the bank were not mandatory.

For your information

In order to avoid disputes with employees, when applying a remuneration system containing a bonus part in an organization, it is necessary to use clear language that makes it possible to unambiguously interpret the bonus part as a payment that is optional.

Deprivation of bonus in connection with the upcoming dismissal of an employee is illegal

In the Appellate ruling dated February 20, 2018 No. 33-1945 / 2018, the Nizhny Novgorod Regional Court concluded that the upcoming dismissal is not a reason for non-payment of the bonus provided for by the local regulatory act.

The judges pointed out that bonuses and other incentive payments are part of the salary, the conditions, procedure and criteria for their implementation can be reflected in employment contract employee or approved in a collective agreement, agreement or local regulatory act (regulation on remuneration, provision on bonuses, etc.).

When studying the case materials, the court found out that, according to paragraphs 4.1 - 4.5 of the employment contract, the employee's remuneration consists of two parts: fixed and variable. The fixed part of the employee's remuneration is paid monthly in the form of an established official salary and guaranteed by law. compensation payments(surcharges) to the official salary related to the mode of work and working conditions. The variable part of remuneration is an incentive payment (bonuses, allowances) and is made on time, on the grounds and on the terms determined by the collective agreement. Wages are paid to the employee in the manner established by law and a collective agreement that is in force with the employer and determines the specific terms of its payment.

In accordance with clause 11.1.3 Sec. 11 "Social payments" of the unified regulation on wages and social payments to employees, which is Appendix 8 to the collective agreement, subject to the availability of funds and within the limits of the social fund formed at the expense of net profit remaining at the disposal of the organization, the general director may pay bonuses to employees, except for those on probationary period, on holidays (bonuses on the day of the collection worker and two state or republican holidays, additional bonuses from the social fund of the association (including the anniversary date of the association, branch), paid by decision CEO associations).

The court found out that the bonus order was issued before the dismissal of the employee, but after the employer received the relevant application.
Since at the time of the bonus the employee was on the staff, according to the arbitrators, there were no grounds not to give him the bonus.

Recall that according to paragraph 1 of Art. 140 of the Labor Code of the Russian Federation upon termination of the employment contract, payment of all amounts due to the employee is made by the employer on the day the employee is dismissed. If the employee did not work on the day of dismissal, the corresponding amounts must be paid to him no later than the next day after the dismissed employee submits a request for payment.

Thus, the amount of the unpaid premium, compensation for the delay in its payment, as well as compensation for non-pecuniary damage were recovered from the employer.

Cancellation of the provision on bonuses

Can an employer cancel bonus payments? This is only possible under certain conditions. The employer has the right to change the conditions of remuneration determined by the parties in the event that such conditions cannot be maintained due to changes in organizational or technological working conditions.

For your information

In accordance with Part 2 of Art. 57 of the Labor Code of the Russian Federation, the terms of remuneration (including the amount tariff rate or salary (official salary) of an employee, additional payments, allowances and incentive payments) are mandatory conditions labor contract.

Changing the terms of the employment contract determined by the parties is allowed only by agreement of the parties to the employment contract, with the exception of cases provided for Labor Code(Article 72 of the Labor Code of the Russian Federation). An agreement to change the terms of an employment contract determined by the parties is concluded in writing.

Article 74 of the Labor Code of the Russian Federation determines that in the case when, for reasons related to changes in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be saved, they are allowed change at the initiative of the employer, except for changes in the labor function of the employee.

TO organizational change may include, in particular:
-changes in the management structure of the organization;
-introduction of certain forms of labor organization (team, rental, contract, etc.).

Technological changes in working conditions are recognized:
-introduction of new production technologies;
-introduction of new machines, machine tools, units, mechanisms;
-improvement of workplaces;
-development of new types of products;
-introduction or change of technical regulations.

For your information

A decrease in sales and a deterioration in the financial situation of an organization cannot be reasons that allow an employer to unilaterally change the terms of an employment contract.

The employer is obliged to notify the employee in writing of the forthcoming changes in the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes, no later than two months in advance, unless otherwise provided by the Labor Code of the Russian Federation.

note
If the employee does not agree to work in the new conditions, the employer is obliged in writing to offer him another job available to him (as vacant position or work corresponding to the qualifications of the employee, as well as a vacant lower position or lower paid job) that the employee can perform taking into account his state of health.

At the same time, the employer must offer the employee all the vacancies that meet the specified requirements that he has in the area. The employer is obliged to offer vacancies in other localities, if it is provided for by the collective agreement, agreements, labor contract. In the absence of the specified work or the refusal of the employee from the proposed work, the employment contract with him is terminated in accordance with paragraph 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.

The employer cannot arbitrarily set the amount of the bonus or not pay it at his own discretion. Bonus payments are usually approved by a local regulatory act: a collective agreement, internal labor regulations, a separate provision, etc. Certain conditions for encouraging a particular employee can be prescribed in an employment contract.

If the organization does not establish that the bonus is a mandatory part of the salary, its payment is the right, not the obligation of the employer. According to the Supreme Court of the Russian Federation, the conditions for awarding a bonus are established by the employer, fixing them in a local regulatory act. In particular, the size of the bonus may depend on the economic performance of the organization. To avoid disputes with employees, it is better to explicitly indicate in the employment contract and local acts that the bonus is not a mandatory payment.

They don't get paid at work. What to do with it?

Any employee is happy about the bonus. But without receiving it, it is important to understand whether the employer has thereby violated your rights or not.

Premium payment

Initially, the payment of a bonus (an incentive payment to an employee who conscientiously fulfills his labor duties, which is part of the salary (Articles 129, 191 of the Labor Code of the Russian Federation)) is the right of the employer, and not his obligation. Employers who decide to periodically pay bonuses to their employees usually document this fact in the employment contract, collective agreement, bonus regulations, etc. If in such a situation the employee did not receive the required bonus, the decision on whether to take any action should be taken depending on the “bonus” wording.

What can be written in personnel documents

Here are some examples of possible formulations related to the payment of a premium. For example, an employment contract states that an employee's salary consists of a salary and a monthly bonus, set either as a percentage of the salary or in a fixed amount. With this wording, non-payment of the bonus is a violation!

also in personnel documents it may be said that the bonus is due to the employee, but subject to certain conditions (for example, for overfulfillment production plan). Or the conditions for depriving the bonus / reducing its size can be prescribed, for example, in the presence of disciplinary sanctions (Letter of Rostrud dated December 18, 2014 N 3251-6-1). Accordingly, if the employee complied with the requirements established by the employer, then non-payment of the bonus is a violation. If these conditions are not met, then the employee who did not receive the bonus should only complain about you.

The employer still had to pay the bonus ...

If the employer nevertheless violated its obligation to pay bonuses to the employee, then such an employer can be complained to labor inspection. This can be done through the site Onlineinspektsiya.rf. And if the inspectors find out that the employer really violated the rights of the employee, then this employer faces a fine (part 6 of article 5.27 of the Code of Administrative Offenses of the Russian Federation).

There should have been a bonus, but there wasn’t: the employer must fix this!

Unfortunately, in order to receive legally earned money, the employee has to complain about the employer - this is not resolved peacefully so often. And, in addition to the fact that the employer will be fined, labor inspectors will still oblige him to pay bonuses to employees.

By the way, in addition to the bonus itself, the employer must pay compensation to the employee for its delay (Article 236 of the Labor Code of the Russian Federation).

The company did not pay the bonus to the employee, and he filed a lawsuit. The court exacted 715 thousand rubles from the company. In such cases, employees still turn to the labor inspectorate, which fines companies up to 50 thousand rubles. Read in what cases the employer will be able to justify the refusal to pay bonuses.

What premium is the company not required to pay?

A company is not always required to pay bonuses to its employees. It all depends on which option for employee bonuses is enshrined in local acts or employment contracts.

The first option - the employer set the bonus as an incentive payment. This is a way to reward an employee for conscientious work and strengthen his interest in achieving high results of the company.

The second option - the employer has set a mandatory bonus. Such a bonus may be established in the employment contract in a certain amount or as a percentage of the official salary. It is indicated as a guaranteed part of the salary without grounds on which an employee can be deprived of such a bonus.

Most companies choose the first option. In this case, the payment of the bonus is the right, not the obligation of the employer.

Example: an employee in court demanded to recover from the company the unpaid premium, interest for the delay in its payment and compensation for non-pecuniary damage. The court of appeal concluded that the employee was guaranteed a monthly bonus.

The Supreme Court panel disagreed. In this dispute, the employment contract and the provision on bonuses did not guarantee the mandatory payment of bonuses. The Board pointed out that the bonus is an incentive payment that depends on the performance of the company and the performance of the employee. The employer himself determines the amount and conditions of payment, evaluates how the employee performed his labor duties, as well as the results of the economic activity of the organization.

Courts of general jurisdiction, in most cases, refuse workers' claims for payment of bonuses. They conclude that they cannot interfere with the work of the company. The courts are not entitled to oblige the employer to decide on the payment of bonuses and evaluate the work of a particular employee.

When preparing a position on a dispute about the payment of bonuses, keep in mind that assessing the professionalism, performance of an employee and his performance of tasks is the exclusive competence of the employer. Therefore, in most cases, the courts do not check the validity of the refusal to pay the bonus, if it is based on the fact that the employee has not reached the indicators necessary to pay him the bonus.

How to justify the refusal to pay the premium?

If the bonus is formulated in local acts and the employment contract as the right of the employer, he may not pay it. Most often, courts refuse employees due to the fact that they did not fulfill the conditions for bonuses. When the court checks this argument, it looks at the local acts of the company.

Example: the provision on bonuses establishes qualitative or quantitative criteria for evaluating work. If the employee has not reached them, there are no grounds for accruing bonuses. In addition, the employee could not comply with the conditions of the bonus, for example, receive disciplinary sanctions. At the same time, deprivation of a bonus is not a type of disciplinary sanction.

Refusal to pay bonus will not be discriminatory if justified business qualities workers. The employer evaluates such qualities, taking into account two indicators. First - professional quality: profession, specialty, qualification. Second - personal qualities employee: health status, education, work experience.

The courts believe that if an employee performs duties efficiently, on time and without penalties, then he should receive not a bonus, SOYU-5, but a salary. The bonus as a form of encouragement is paid for the successful solution of certain tasks.

If the employer has decided to pay the bonus, determined its amount for employees and issued an order for bonuses, he cannot refuse to pay. The employer determines the criteria for the payment of bonuses in local regulations and agrees separate conditions with employees in employment contracts. The company can make the payment of the premium dependent on two factors.

First, from the efficiency of the worker. The employer in local acts has the right to establish the conditions that must occur for the payment of bonuses, the procedure for assessing the effectiveness of an employee's work. Efficiency can be determined through the quality and timing of work, the number of completed projects, attracting new customers. If the employee has not reached the targets, the courts will not satisfy the requirements for the payment of bonuses.

Secondly, from the efficiency of the company. For example, the amount of profit or the number of customers increased compared to the results of the previous period, the network of branches expanded, and new technologies were introduced. If the company showed unsuccessful results fiscal year, the employer may not reward employees. In this case, the court may consider the payment of the bonus as an unfair exercise by the director of his powers.

What threatens the employer if he unreasonably refuses to pay the bonus?

The company may be administratively fined up to 50 thousand rubles. You will also have to pay a premium, interest and compensation for non-pecuniary damage.

If an employee applies to the labor inspectorate with a statement about a violation of his labor rights, GIT can conduct an unscheduled inspection of the company and bring the employer to administrative responsibility.

At the same time, the GIT is not a body for resolving individual labor disputes, it can only detect violations and is not entitled to issue instructions for the payment of bonuses. The courts take the side of the companies and cancel the rulings on prosecution under Article 5.27 of the Code of Administrative Offenses, since the payment of bonuses is not the obligation of the employer. The court determines the amount of compensation for non-pecuniary damage based on the circumstances of the case, taking into account the amount and nature of the suffering caused to the employee, the degree of guilt of the employer, other circumstances, as well as the requirements of reasonableness and justice.

Sometimes the courts not only oblige the employer to pay a bonus, but also charge interest for delay in the amount of at least 1/150 of the key rate of the Central Bank for each day of delay. There is also an opposite practice, when the courts refuse to satisfy these requirements.

For example, the employer and the employee entered into supplementary agreement to an employment contract stating that the employee is entitled to an additional payment for an additional amount of work, an allowance for length of service and a bonus. The bonus was not paid to the employee, she went to court.

The first instance and the appeal recognized the bonuses as guaranteed payments and satisfied the claim, including monetary compensation and non-pecuniary damage. Cassation disagreed with the findings of the lower courts and dismissed the claim. The defendant's bank's license was revoked, so the plaintiff's labor duties could not exceed the previous amount of work: there are no grounds for paying bonuses and compensation for moral damage.

In short. Then the employer must first issue an order to the enterprise on the expediency of the reduction, then accordingly inform the employees that in two months the employees will be fired. During these two months, the employee is obliged to work, but nevertheless, all benefits for workers apply to him, that is, you can go on sick leave if such a need arose and, accordingly, the sick leave will be paid. By the way, it will also be paid if you fall ill within 30 days from the date of dismissal.

you can go to annual vacation, if you are supposed to be on schedule, or the employer, by agreement of the parties, will provide you with vacation outside the schedule.

You can also quit before the agreed term, but you must quit on own will and in this case, you are entitled to compensation in proportion to the unworked time left before the reduction. That is, you must work for two months, but found another job earlier, for example, two weeks in advance, in which case the employer is obliged to pay you severance pay for the remaining two weeks based on the average earnings for each remaining day.

Upon dismissal, you must be paid a severance pay in the amount of the average salary for 1 month, and the average salary includes all accruals received by you for the previous 12 months. This severance pay will count towards the first month.

Then, within 7 days from the date of dismissal, you must be registered with the Employment Service.

If after the second month you still cannot find a job, then the employer will be obliged to pay you another average wage, if you show him work book without a new employment record.

And already, if due to the fault of the employment service workers you cannot get a job even for the third month, then you will be entitled to another payment of the average monthly wage.

The procedure itself is this.

As for the Regulations on bonuses, I can’t read it, some signs come out, but not letters.

What does your payroll say? You pointed out that it is written: that the salary includes a bonus, therefore, if this clause is fixed, then it can no longer be violated.

I would advise in this case to be guided by article 135 of the Labor Code of the Russian Federation, which says:

Your remuneration system is enshrined in the local acts of the enterprise, the investigator cannot change it just like that.

The salary of an employee is established by an employment contract in accordance with the remuneration systems in force at the given employer.

And under the terms of this article, you should receive wages based on the fixed system.

That is, the premium cannot be removed just like that, it is officially reflected and fixed.

You have official proof, which, as you indicated, was received by you by mail, indicating all the conditions, that is, it is directly indicated that you are being placed in a framework that violates the law. You can also prove that the size of your wages was almost the same systematically, and suddenly ceased to be such based on the conditions given. There are after all statements of payment of wages, information sheets with a breakdown of payments.

Write a collective application to the Labor Inspectorate by attaching this file and copies of other documents and send. Such violations in relation to the team in any case will lead to a quick and massive inspection of your company's actions.

So far, this is not a court, but only the initiation of a check, which will result in an Order and penalties. Employees do not have the opportunity to check all the background of the enterprise, including the financial situation, but the Inspectorate does.

Give your employer that perspective. Mass inspections and penalties, it’s cheaper for you to be reduced by law with all payments than to lose reputation and money, and also to appear on a constant note as a malicious violator by law enforcement agencies.

Sorokina Irina Vasilievna

Situations where hard-earned people do not pay are not uncommon. What to do if the employer does not pay the premium and is he entitled to it? First you need to clarify, and if you have an employment contract? Did you conclude it or agreed in words about the conditions of work?

The situations may be the following:

1. If you do not have an employment contract, then most likely the employer will either not pay you a bonus, or will pay you with a long delay. However, the fact that you and the company were in an employment relationship can be proven, as can the fact that you were paid a bonus. In order to “knock out” your hard-earned money, you will have to go to court with a request to recognize labor Relations, pay salaries, including bonuses and so on.
2. If you have an employment contract in your hands, and you are not paid a bonus, you need to carefully review the employment contract. In general, can an employer not pay you a bonus? The employment contract must specify the procedure for remuneration. There you need to look at the conditions for paying the bonus. It happens that nothing is said about bonuses in the employment contract. In this case, you need to contact the personnel department to obtain copies of local regulations - the regulation on remuneration, as well as the internal labor regulations. You are required to issue these documents at your request. Carefully reread these documents - for what, how and when the premium is paid.
3. You read the contract, read all the local acts regulating the payment of wages to you, and did not find anything about bonuses, and at the interview your future boss promised that bonuses were paid? It turns out that you are paid a "gray" salary. There are no guarantees that you will be paid a premium on a voluntary basis. You will have to fight for the bonus. You can expect the employer to pay your legally earned money, or you can go to court.

How to prove you're right

It will be difficult to prove the fact that you were promised to pay a bonus, and at the same time they were not paid.

For example, you were given wages in cash. Or rather, that part of it that is unofficial, the so-called award. If you signed any statements, try to make copies. If you wrote receipts for wages, try to copy them as well - for example, under the pretext of accounting for the amounts that the company owes you. True, this will only be true if the unofficial part is given to you in parts.

Salary certificate can serve as a good proof. But not in the form of 2-personal income tax.

For example, you may say that you need a loan. And with your "white" salary to go to the bank - only spoil your credit history with another refusal to provide a loan. But if there is a certificate in the form of the employer, this will already be a weighty argument for the bank.

There is a slight nuance in this situation. In court, the employer may claim that, out of the kindness of his heart, he issued a “fake” certificate with an invented amount of your earnings. He really wanted the bank to issue a loan to his employee and decided to help. However, despite the above nuance, it is better to get such a certificate. The more documents you have to prove your earnings, the better for you.

Testimony will also help. For example, your colleagues can confirm the amount of monthly payments received from the employer.

How to protect yourself

It happens that the employer promises to pay the entire salary officially, and then it turns out that the salary is only half official, and everything else is the so-called bonus.

Although, as a rule, employers at the interview stage honestly state that the salary is “gray”. You need to assess the risks of non-payment of the unofficial part of the salary and only after that make a decision on employment.

If you verbally agreed with the employer on the terms of remuneration, you should take care of documenting agreements. Of course, it rarely happens that the terms of an employment contract are discussed directly with the manager.

Usually like: a person came to the personnel department, received an employment contract, signed it, gave the second copy to the personnel officer. V best case take the contract home to read. And few people express their dissatisfaction with certain conditions. Optionally, the employment contract specifies the amount and procedure for remuneration. In this case, when signing the internal labor regulations, other local regulations, ask the personnel officer for copies - so that you can look into them.

In the event that you are not paid a premium, carefully reread all the documents you have and only then act.