Regulations on bonuses for JSC TsS asterisk. How to develop a bonus clause

• What is a bonus clause?
• How to draw up a document regulating the bonus system.
• What to include in the bonus regulations.
• What is the legal basis for the existing bonus provision?

To increase labor productivity and employee discipline, managers are introducing a bonus system. And for this system to work, it is necessary to draw up a regulatory document. In this article we will look at how the general director can draw up a competent bonus regulations.

The essence of the provision on bonuses for employees

The award is one of the components wages. It depends on the professionalism of the employee, the implementation of plans or other factors. The presence of bonuses in the payroll structure is an incentive for staff.

All activities related to the payment of bonuses must be strictly regulated. That's why managers companies delegate to the relevant services the development of an internal regulatory document - regulations on bonuses for employees. It must specify the conditions for receiving and the amount of bonuses.

If you have correctly written down the conditions for receiving bonuses, their amounts, payment periods, then you will avoid disputes with tax and the federal social service. This will also create order in the work process. Employees will be more conscientious in fulfilling their job responsibilities, as they will understand how the result of work and its payment are connected.

When an enterprise has an appropriate regulatory document, there is no need to include a large amount of information about bonuses in employment contract. In the section on wages there is a link to the document. The bonus system allows for a more rational use of funds from the wage fund and reduces labor costs.

Guidelines for drawing up bonus regulations

Since the salary of employees will depend on the bonus provisions, it is important to think through everything thoroughly before approving the document. We have collected tips and recommendations for you on how to draw up a competent bonus clause.

1. Define metrics for each department in advance. The bonus system for an accountant and a marketer cannot be placed under the same denominator.
2. The indicators by which bonuses are calculated must be economically beneficial to the enterprise, and also have a corresponding proportional dependence.
3. All bonuses must be paid only after the order of the responsible manager. This way, order will be maintained and bonuses will not become commonplace for employees.
4. Third-party business consultants should not be allowed to draw up regulations on bonuses.. Only the head of the organization knows which indicators actually correspond to business goals.
5. The bonus should be paid only in case of full achievement of the indicators.
6. Write down a system for monitoring and recording indicators. They can be statistical and accounting. It is important to immediately determine who and how calculates these indicators and makes the decision on awarding bonuses.
7. In some cases, you will have to deviate from the norms prescribed in the bonus regulations. But it is better to do this in the direction of increasing the premium amount compared to the fixed one.
8. Take into account the moments and offenses for which the employee will lose his bonus. It is best to make this list publicly available.

How to cancel an employee’s bonus without negative consequences

If you decide not to pay an employee a cash bonus for any reason, you should approach this process wisely to avoid negative consequences for the business. In the electronic magazine “General Director” you will learn 5 basic rules for canceling bonuses.

What is stated in the bonus regulations

The bonus regulations must specify who the rules apply to. Must also be specified types of bonuses and the grounds on which their payment is made. A procedure for accruals and payments is required, as well as disciplinary liability, which may lead to a reduction in bonus payments. At the end, it is necessary to indicate when the document comes into force and how controversial issues are resolved.

Let us consider in detail each section of the bonus regulations.

General provisions

The essence of the document, its basis and the purposes for which it is compiled is described. Each enterprise has its own goals, but in general terms - increasing motivation employees and increased productivity. The main goal will be to increase the economic efficiency of the business.

It is necessary to indicate which departments and positions this internal regulatory document applies to. For example, the following criteria: whether the employee is on staff or works at a distance . Thus, the costs of bonuses will be justified.

Types and grounds for awards

This section indicates what types of bonuses exist at the enterprise and what are the grounds for receiving them. There are 2 types of bonuses: one-time and current.

One-time bonuses are timed to coincide with an event, holiday, or are awarded for individual achievements and merits. Current bonuses are paid based on the results of reporting periods: month, quarter or year.

It is necessary to differentiate all indicators by individual job positions and business units. To avoid disagreements and double interpretations in the future, they should be described in as much detail as possible.

For workers involved in production, It would be reasonable to set bonuses for completing the planned amount of work. This could be indicators of output produced or the percentage of productivity growth.

For those who work in the management or administration of an enterprise, bonuses should occur for achieving a certain level of company profit.

For accounting workers, the grounds for calculating a bonus may be compliance with deadlines for filing tax reports, correct and error-free maintenance of accounting, tax and management records.

Purchasing department employees should be rewarded for timely delivery of raw materials and ensuring uninterrupted supply of goods for trade and production processes.

Employees involved in the service sector can be assessed by their level of satisfaction clients and no complaints about poor quality service.

This section also specifies holiday dates and other grounds for the payment of regular current bonuses.

Procedure for accrual and payment

The entire process related to bonus accruals and payments. A properly formed section will help avoid confusion in document flow and errors when calculating bonuses.

A list of documents and deadlines for their submission to management for the calculation of bonuses are prescribed. It is imperative to register the responsible persons who must perform the assigned duties. Typically, the head of the corresponding department is responsible for each indicator.

The period during which the manager makes a decision on bonuses must be specified. After receiving the endorsed order, the accounting department proceeds to the calculation and accrual of bonuses. You can specify the amount of bonuses that are of a fixed, one-time nature.

It is important to register labor indicators and record them numerically. Typically numerical ranges are used. For example, for exceeding the plan by 25%, employees of the corresponding department are awarded a bonus in the amount of 10-20% of the official salary. The specific amount is determined by the head of this department. Although fixed numbers are also used, in large work teams they will not objectively reflect the contribution of each employee to the achieved result.

In this section, it is important to specify bonus coefficients. Typically, they are higher for employees with long service.

Violations for which the premium is reduced

Be sure to include this information in a separate section. This will increase discipline in the team, and employees will strive to do their work well.

Production omissions are stated here, labor violations, which entail a reduction in premium charges.

Usually this can be systematic lateness to work, non-compliance with safety regulations and labor protection requirements. Also, the bonus portion of an employee’s salary is reduced if he does not comply with job descriptions, does not perform or performs job duties poorly.

A reduction in an employee’s bonus may occur if he does not comply with the instructions and orders of management and does not comply with the rules of others administrative documents enterprises. Or, if he caused material and technical damage and his guilt is justified.

Final provisions

This section sets out the procedure for the bonus provision to come into force and states until what time the document is valid. The time from which the document comes into force may be indicated in a separate order of the manager. You should also know that if the validity period is not specified, then the bonus provision is valid indefinitely.

This section also describes possible solutions. disagreements

An example of drawing up a bonus clause

We have prepared fragments from the sample bonus regulations for Sintez LLC dated December 29, 2017 with comments.

1. General Provisions

1.1. This provision provides for the procedure and conditions for payment to employees

in addition to wages, material incentives in the form of bonuses for the proper performance of labor functions, subject to their compliance with the bonus conditions.

1.2. The regulation is aimed at increasing the material interest of workers in the timely and high-quality performance of work duties, as well as increasing the efficiency of work and improving its quality. Accrual and payment of bonuses are made on the basis of an individual assessment of the work of each employee.

1.3. Bonuses are paid from the Employer's wage fund.

1.4. The basis for calculating the bonus is the data of accounting, statistical reporting and operational accounting.

It describes here what the document will include and why it is being drawn up. It also indicates from which internal source the bonuses will be paid and what will be their basis.

3. Bonus procedure

3.1. Bonuses are paid based on the results of work for a month, for six months and for a year.

3.2. Bonuses are paid on the basis of an order from the head of the organization upon presentation by the heads of departments of the organization along with wages for the past month.

This section is not fully formed. For example, it does not say what the manager’s orders regarding, for example, one-time bonus payments will depend on. So that in the future employees do not feel infringed on their right to a bonus, it is necessary to analyze in detail the possible bonus procedures and make a specific description of them.

Legal basis for bonus regulations

Despite the fact that the bonus regulation is an internal document of the organization, it must comply with legal standards.

For example, the first part of Article 129 of the Labor Code of the Russian Federation states that the bonus is part of the salary. And Article 191 of the Labor Code of the Russian Federation says that the bonus should encourage employees who conscientiously perform their duties.

Article 135 of the Labor Code of the Russian Federation, namely its second part, indicates that the features of bonuses can be any or absent altogether. For this purpose, a collective agreement is made in the form of an internal regulatory act, that is, a provision on bonuses.

The issue of accrual and payment terms of bonuses was clarified in Letter of the Ministry of Labor of the Russian Federation dated September 21, 2016 No. 14-1/B-911. Where it is stated that the terms for payment of current bonuses are established only by the internal regulations of the enterprise. That is, if the quarterly bonus is paid only by the end of the next quarter, there will be no violations of labor laws.

Letter of Rostrud dated December 18, 2014 No. 3251-6-1 states that the provision on bonuses must include a methodology for calculating indicators and bonus payments, as well as the conditions under which the employer has the right to bonus an employee or reduce the size of the bonus.

Conclusion

The bonus regulations are an important document in the organization. It allows you to streamline the system of bonuses, which makes the work of employees more efficient and conscious.

For a document to be of practical use, it must be correctly drafted and take into account the main principles. It is important not to miss even small details, the lack of which may lead to disputes between employees regarding wages in the future.

It is important to correctly structure the bonus provision and take into account all the nuances of the legislation. Then the regulatory legal act will be useful and will lead to an increase in labor productivity, and therefore

Incentive payments

Chapter is devoted to payment and standardization of labor. 20 Labor Code of the Russian Federation.

Based on the norms set out in Part 1 of Art. 129 of the Labor Code of the Russian Federation, in addition to wages, it is allowed to accrue incentive payments to employees, which include:

1. Additional payments and various allowances. This type of incentive can be established for an employee, for example, for the level of qualifications (obtaining an academic degree, with a supporting document, etc.). Significant experience and length of service at a particular enterprise may serve as the basis for the calculation and payment of a bonus. This type of incentive can be determined either as a fixed amount or as a percentage of the salary.
2. Incentive payments. Can be installed once, for example:
   • financial assistance to employees;
   • benefits for those retiring;
   • payment for vouchers when referred to sanatorium-resort treatment, etc.
3. Prizes, which we will discuss in detail below.

Note! All specified types of incentives, the procedure and grounds for their accrual and other information are indicated in the collective agreement, as well as in the local acts of the LLC (Part 2 of Article 135 of the Labor Code of the Russian Federation).

Important! Internal rules should in no way worsen the situation of employees in comparison with the law (Part 4 of Article 8 of the Labor Code of the Russian Federation).

Prize: concept

Under the terms of Part 1 of Art. 129 of the Labor Code of the Russian Federation, the bonus is considered part of the salary. Based on the provisions of Part 1 of Art. 191 of the Labor Code of the Russian Federation, employees who conscientiously perform their assigned duties are subject to bonuses.

Part 2 art. 135 of the Labor Code of the Russian Federation also states that this type of incentive should be regulated by local regulations, for example:

• bonus regulations;
• collective agreement;
• labor regulations.

It is also possible to issue an individual act - an order from the manager regarding bonuses for one or more employees.

Important! Letter No. 14-1/B-911 of the Ministry of Labor of Russia dated September 21, 2016 states that the bonus, as a component of wages, is accrued for a period of more than half a month; accordingly, it is accrued based on the results of the work performed, only after assessing the relevant indicators.

The timing of bonus payments may vary:

• monthly;
• 1 time per quarter;
• 1 time per year;
• bonus for a different period of work.

The specific timing of bonus payment must be indicated in the local regulations of the enterprise, and if a specific date is set, this will not be a violation of Part 6 of Art. 136 Labor Code of the Russian Federation.

The main purpose of bonuses is to stimulate employees to successfully work in the LLC, they also contribute to improving the quality of work and professional growth.

Types of awards

It is customary to distinguish several types of awards:

1. By payment form:
   • monetary;
   • commodity, in the form of a specific gift.
2. By purpose:
   • upon achieving high performance results;
   • performing a specific task.
3. According to the assessment of labor activity indicators:
   • individual;
   • collective.
4. By calculation method:
   • absolute, i.e. set size;
   • relative, in the calculation of which certain percentages and premiums are taken into account.
5. By frequency:
   • systematic bonuses paid regularly;
   • one-time bonuses.
6. According to established indicators, such as:
   • for length of service;
   • for a holiday or anniversary;
   • at the end of the next working year for an employee at the enterprise.

We draw up bonus regulations

Note! There is no separate chapter in the Labor Code of the Russian Federation dedicated to the bonus, the procedure for its accrual and payment. Art. 191 of the Labor Code of the Russian Federation contains only the concept of a bonus (this is an incentive to an employee for the conscientious performance of his work duties). Accordingly, it follows that the procedure for calculating this type of incentive is at the discretion of the employer. This is confirmed by letter of the Ministry of Labor of Russia dated September 21, 2016 No. 14-1/B-911.

The employer is allowed to fix the bonus procedure in the following ways:

1. Specify the specified conditions in the employment agreement with the employee.
2. Include rules on bonuses in the salary regulations.
3. Introduce bonus regulations.

When drawing up and introducing such a provision, it is necessary to take into account the following points:

• The bonus must be provided not only by the regulations, but also by the employment contract, since payments not specified in the employment contract, according to Art. 270 of the Tax Code of the Russian Federation cannot be taken into account as expenses for the purpose of calculating income tax (relevant for LLCs on the general taxation system).
• An indication of periodic payment of bonuses without criteria for accruing the latter actually means the employer’s obligation to accrue an incentive payment regardless of the quality of employees’ work (determination of the Leningrad Regional Court dated October 14, 2010 No. 33-5015/2010).
• It is permissible to make the payment of the bonus dependent on the financial condition of the enterprise, otherwise the specified right turns into an obligation. The courts have confirmed the fact that the financial insolvency of an enterprise is not accepted as an excuse for non-payment of bonuses (resolution of the Federal Antimonopoly Service of the Moscow District dated February 20, 2012 in case No. A40-132269/10-88-506B).

Sample bonus clause

As it turned out above, the provision on bonuses is a local regulatory act; accordingly, its text is developed and approved by the management of the LLC.

The sample statement should include the following information:

1. General provisions:
   • its name as a document;
   • an indication that the document is a local regulatory act developed in accordance with the norms of the current labor legislation;
   • an indication of the name of the enterprise (if the specified provision is being developed for a particular department: sales, sales, etc., then a link to it);
   • list of employees covered by the specified document (if necessary);
   • the purpose of introducing the document;
   • reference to the right, and not the obligation, of the employer to calculate bonuses;
   • source of funding for bonus payments.
2. Bonus indicators:
   • a list of grounds for which a premium is subject to accrual;
   • Main factors;
   • the amount of the established premium;
   • procedure for accrual and calculation;
   • a list of grounds on which an employee may be deprived of payment.
3. Award submission:
   • payment procedure and terms;
   • procedure for approving lists of employees for bonuses;
   • procedure for issuing an order for promotion.
4. Final provisions:
   • procedure for document approval;
   • procedure for making changes;
   • duration of the provision.

Rules on bonuses in the regulations on remuneration of LLC

Note! The regulation on remuneration is also a local legal act. Its main task is to systematize and describe the mechanism for issuing and calculating wages, as well as bonuses and other additional and incentive payments.

The wage regulations may consist of the following sections:

1. General information regarding:
   • the name of the enterprise where it is accepted;
   • the procedure for paying wages;
   • making vacation pay;
   • making deductions from wages;
   • the procedure for paying wages, including in the event of the death of an employee or failure to perform official duties.
2. Information regarding official salary:
   • its size and order of determination;
   • the procedure and grounds for changing the salary rate;
   • procedure for registering changes in monthly rates.
3. Additional payments (bonuses):
   • list of existing additional payments at the enterprise;
   • grounds for calculating incentive payments;
   • payment procedure on weekends and holidays, at night.

There are no clear recommendations establishing the need to combine the provisions on remuneration with the provisions on bonuses in one document. Each employer acts at its own discretion when resolving this issue.

Introduction of regulations on wages and bonuses at the enterprise

Important! The moment of entry into force of the provision on bonuses or provisions on remuneration can be specified in the text of the document itself. Moreover, if the validity period is not limited by any date, then it will be considered unlimited.

These local regulations are approved by the head of the enterprise, but taking into account the opinion of the representative body of workers (Part 4, Article 8, Article 372 of the Labor Code of the Russian Federation). This requirement must be met regardless of the size of the trade union organization (ruling of the Leningrad Regional Court dated August 21, 2013 No. 33-3211/2013).

Moreover, according to the conditions of Part 2 of Art. 74 of the Labor Code of the Russian Federation, when introducing these acts into force, the employer is obliged to notify its employees about this, since wages are an essential condition of the employment contract (Part 2 of Article 57 of the Labor Code of the Russian Federation). Moreover, part 2 of Art. 74 of the Labor Code of the Russian Federation does not oblige the administration to create separate notifications for each employee; all that is required is the employee’s signature on the order and familiarization with the regulations.

Features of bonuses for LLC directors

The peculiarities of director bonuses are caused by the uniqueness of his legal status in the LLC. If in relation to other employees he is the employer, then in relation to him the employer is the LLC itself in the person of its founders.

Conclusion! Therefore, it is not allowed to issue a bonus by order of the director (Part 2 of Article 135, Article 191 of the Labor Code of the Russian Federation).

The grounds for bonus payments to directors are also set out in the employment contract or local act of the organization.

The decision to pay a bonus to the director is made by the LLC participants and is confirmed by:

• minutes of the general meeting of company participants;
• decision of the sole participant of the LLC.

If the director illegally paid himself a bonus, then the participants can:

• demand from him compensation for the damage caused (Article 277 of the Labor Code of the Russian Federation);
• initiate the dismissal of the director (clauses 9-10 of Article 81 of the Labor Code of the Russian Federation).

Important! Paying a bonus on the basis of a director's order may lead to the tax office challenging the reduction of taxable profit by the amount of the bonus.

Note! If the director is the only participant in the company, then he makes the decision on bonuses independently.

The regulation on wages at an enterprise is an act that contains general information about the procedure for calculating wages and the mechanism for their payment. In addition, this document may include the procedure for calculating various incentive payments, such as bonuses. If necessary, it is possible to draw up an independent bonus regulation. Both of these documents are approved by the head of the enterprise.

Not every enterprise has in its documentation a Regulation on bonuses for employees, which relates to internal regulations. As a rule, it is mainly found in government and budgetary structures, as well as in large commercial companies with a large number of structural divisions and full-time employees. Small businesses do without it, which is quite acceptable, since the law does not oblige organizations to use such a document.

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Why do you need a Bonus Regulation?

Each enterprise has the right to independently develop a bonus system for its employees. The only condition for this is that it fully complies with the framework of the current legislation of the Russian Federation.

Generally speaking, the Regulations establish which employees, for what services and under what circumstances can receive financial incentives from the company’s management.

Thus, by developing the Regulations on bonuses, the enterprise administration usually achieves several goals at once:

• increased labor productivity and employee efficiency,
• the quality of products improves,
• labor discipline is strengthened,
• general prospects are expanding.

In some cases, in the future, the Regulations may become a legally significant document that has evidentiary force in court - for example, when resolving labor disputes and disagreements regarding the payment of wages and other material incentives to an employee. That is why its preparation should be treated with the utmost care, taking into account all the subtleties and nuances of the enterprise.

Who draws up the Regulations

The responsibility for developing this document on bonuses for employees usually falls within the competence of the company’s lawyer, personnel officer, and, less often, the secretary or the manager himself. In any case, this must be a person who has the necessary theoretical knowledge in the field of labor and civil legislation and the skills to write such documents. And regardless of who is directly involved in this work, the final version of the regulation must be submitted for approval to the director of the organization.

Is it necessary to familiarize employees with the Regulations?

Theoretically (and often practically) the Regulation applies to every employee of the enterprise, so all employees must be familiar with it. As a rule, the document is studied directly during employment or, if the document was developed during the period of active work of the organization, at any stage of its activities.

Typically, companies have special journals in which employees sign that they are familiar with the company’s internal regulations, including the Regulations on Bonuses.

Validity period of the Regulations

The validity period of the Regulations is unlimited. In other words, each employer can establish it individually or make the document completely indefinite.

Is it necessary to certify the Regulations in the trade union?

If there is a trade union organization at the enterprise (and many large state and commercial companies have one), then the Regulations must be submitted to its members for consideration and approval. Only after the approval of this body can the Regulations come into force. If there is no trade union in the company, then it does not need to be certified anywhere except by the immediate management of the enterprise.

Making edits to a document

Like any other document, the Regulations may also need corrections, amendments and adjustments for a variety of reasons. This can be done at any time, unless otherwise established in the accounting policy of the enterprise.

Note! All changes made to the document must be agreed upon with the trade union committee, if there is one at the enterprise.

Rules and example of drawing up Regulations on bonuses

There is no standard, unified, one-size-fits-all form of this document, so organizations can develop the Regulations in free form. The main condition is that it contains:

• name of company,
• creation date
• and the signature of the manager.

• conditions for awarding the award,
• its size
• and payment terms.

It is also advisable to note that bonuses are solely the initiative of the employer - this, if anything happens, will help avoid unreasonable demands from subordinates.

Rules for document execution

The document can be drawn up on a simple blank A4 sheet or the organization’s letterhead - this does not matter, just like whether it is written by hand or printed on a computer. The only rule is that it must have the signature of the head of the company or another person responsible for the approval of such employee documents. It is not necessary to certify the document with a seal, since since 2016, legal entities, as previously and individual entrepreneurs, have the right not to use seals and stamps to endorse their documentation.

The regulations are usually drawn up in a single copy, is registered in the company's accounting policies, and then contained together with other internal regulations in a certain order. After losing its relevance, it is transferred for storage to the archive of the enterprise, where it remains exactly as much as is established by law. After the expiration of this period, the Regulation can be disposed of.

A bonus is a type of incentive payment that is an integral part of wages along with remuneration for labor and compensation payments (Part 1 of Article 129 of the Labor Code of the Russian Federation). Should the employer approve the Regulations on incentive payments?

About bonuses for employees

The terms of remuneration (including the size of the employee's tariff rate or salary, additional payments, allowances and incentive payments) must be reflected in the employment contract with the employee (Part 2 of Article 57 of the Labor Code of the Russian Federation). However, this does not mean that all employers must provide bonuses. Specific terms of remuneration are the result of an agreement between the employer and the employee. And they may include, for example, solely paying the employee a salary. If the terms of remuneration also provide for the payment of bonuses to the employee, then only in this case information about this should be included in the employment contract. In this case, the procedure and conditions for paying bonuses can be specified in detail in the employment contract itself. For example, “the employee is given a monthly bonus in the amount of 30% of the official salary.” Or the payment of the bonus may be made dependent on the presence or absence of disciplinary sanctions, but the size of the bonus is also clearly defined.

Or you can indicate in the employment contract that the bonus is accrued and paid to the employee on the terms and in the manner prescribed by local regulations. Such a local act will be the Regulation on Bonuses. And its approval with such wording in the employment contract is mandatory.

Please note that a document disclosing the procedure for awarding bonuses to employees may be part of a general local regulatory act. For example, the Regulations on remuneration and bonuses for workers. Or it could be an independent document devoted exclusively to issues of bonuses for employees. An example of the Regulations on bonuses for employees (sample 2018) is given below.

We are developing Regulations on bonuses for employees

The structure and content of the Regulations on bonuses and material incentives for employees is determined by the employer independently. At the same time, it is in the interests of both the employer and the employee to detail in the Regulations all types of production bonuses paid by the organization, the grounds for their accrual, as well as the amount of bonuses. After all, the likelihood of claims arising both from employees and from regulatory authorities will depend on how transparently such aspects are spelled out in the Regulations. Let us recall, by the way, that bonuses that are not provided for either by an employment or collective agreement with an employee or by a local regulatory act of the employer cannot be taken into account in tax expenses (Letter of the Ministry of Finance dated September 22, 2010 No. 03-03-06/1/606).

It is necessary to familiarize employees with the approved Regulations on bonuses upon signature upon their employment (Part 3 of Article 68 of the Labor Code of the Russian Federation).

An example of the Regulations on bonuses for employees of an enterprise is given below.

Payment of bonuses to employees is made on the basis of the order of the manager. We told you how to draw up such an order.

Please note that the Regulations on bonus payments to employees may provide for the payment of bonuses not only for production results, but also, for example, in connection with public holidays or employee anniversaries. However, it is necessary to keep in mind that holiday bonuses, even those provided for by the employer’s local regulations, cannot be taken into account when taxing profits (

1. General Provisions

1.1. This Regulation on bonuses provides for the procedure and conditions for paying employees, in addition to wages, material incentives in the form of bonuses for the proper performance of labor functions if they comply with the terms of the bonus.

1.2. The provision on bonuses is aimed at increasing the material interest of employees in the timely and high-quality performance of work duties, as well as increasing the efficiency of work and improving its quality. Accrual and payment of bonuses are made on the basis of an individual assessment of the work of each employee.

1.3. Bonuses are paid from the Employer's wage fund.

1.4. The basis for calculating the bonus is the data of the accounting, statistical reporting and operational accounting of the organization.

2. Bonus indicators and bonus amounts

2.1. For all employees covered by these Regulations, the main condition for bonuses is the fulfillment of the plan for the financial performance of the organization.

2.2. Premiums are set in the amount of:

– monthly – up to 30 percent of the monthly salary, according to the employment contract;

– for six months – up to 50 percent of the monthly salary, according to the employment contract.

2.3. For employees who work an incomplete number of working days in a month, current bonuses are paid in proportion to the time worked.

3. Bonus procedure

3.1. Bonuses are paid based on monthly and semi-annual performance results.

3.2. Bonuses are paid on the basis of an order from the head of the organization upon presentation by the heads of departments of the organization along with wages for the past month.

4. Conditions for reduction of premiums and their non-payment

4.1. Employees are not paid a bonus (in whole or in part) in case of unsatisfactory work, failure to fulfill job duties listed in the employment contract, other local regulations or legislation of the Russian Federation. The basis for non-payment is a memo from the head of the structural unit about the violation.

4.2. Failure to pay a bonus to an employee in full or in part is made on the basis of an order (instruction) of the manager (deputy manager) with a mandatory indication of the reasons for non-payment or reduction of the bonus amount, regardless of the application of disciplinary measures to him.

4.3. The bonus to employees may not be paid in whole or in part in the following cases:

– failure to perform or improper performance of job duties provided for in the employment contract or job descriptions;

– failure to comply with production and technological instructions, regulations, regulations, labor protection and safety requirements;

– violations of the requirements for documentation and work results established by the administration;

– violation of deadlines for completion or delivery of work established by orders and instructions of the administration or contractual obligations;

– failure to comply with orders, instructions and instructions from immediate management or administration;

5. Final provisions

5.1. The bonuses provided for by these Regulations are taken into account as part of the average salary for calculating pensions, vacations, temporary disability benefits, etc.

5.2. This Regulation is valid until it is cancelled, amended or replaced by a new one.