How to ask your boss for a salary increase? In foreign countries, people do not consider it shameful to remind their management about the need to increase salaries. Employees independently initiate this conversation, because a positive result is only in their interests. It is important to first study all sources and find out how to ask your boss for a salary increase correctly. Otherwise, he may consider the employee to be an upstart or consider him too self-confident.

How to ask your boss for a salary increase? Psychologists recommend taking control of your emotions and thinking through certain nuances of the conversation in advance. The correct reasoning must be conveyed to management. According to statistics, it is arguments that significantly increase the positive outcome of the conversation. Additionally, it is suggested to study the list of common mistakes that people make. They can lead to aggression and deterioration of relationships with superiors.

The employee is advised to prepare for the conversation and write them on a separate piece of paper. You can contact him at any time during the conversation. Thanks to the “cheat sheet,” a person will be able to cope with anxiety and correctly continue the dialogue. The current and desired salary must be mentioned in the conversation.

Professional psychologists know how to ask for a salary increase from their bosses. They propose to convey only indisputable arguments to management.

If the question arises of how to start asking for a salary increase from management, then attention is drawn to the mood of management. It should be interested in improving the work and interaction of the team. An increase in salary is an excellent incentive and one of the effective methods encouragement.

You can ask for a promotion after careful preparation.

1. The employee is advised to use his contacts and scout the situation. For example, some organizations prefer to increase salaries only once a year. This issue is not always decided by the immediate superior. You may have to draw up an application for a salary increase and submit it to senior management. The employee must follow the regulations that were previously established in the company.
2. Another ace in the hole will be the level of inflation in the region. The indicator is calculated once a year. It plays a direct role in salary indexation. Management always makes promotions this way.
3. A conversation about a salary increase cannot be started during times of emergency. Unfavorable days Monday and Friday are also considered for discussion purposes. If a meeting is scheduled with management on this issue, then it is strictly forbidden to be late for work that day. Psychologists advise thinking about a promotion after making a successful deal or completing a global project. The employee will also be able to mark their participation in the event. They refrain from talking during inspections, restructuring and reorganizations of the company.
4. You need to initiate a conversation when you receive an offer from a competing organization. This period is considered the most favorable for negotiating a salary increase. A person appears alternative option, which he can use in case of refusal.
5. Psychologists advise scheduling a meeting for one o'clock in the afternoon. You can first find out about the director’s mood from the secretary or other employees.
6. The conversation should take place in private. The presence of other employees may negatively affect the outcome. If the director has a lot of meetings that day, then what he has planned will have to be postponed until later. favorable period.
7. You should ask for a promotion only after analyzing all the positive and negative points V own work. Management should be made aware of the achievements and the feasibility of increasing the salary. If in lately certificates or gratitude were received, then this should be mentioned in passing during the conversation.
8. It is necessary to ask for the exact amount of the allowance. According to statistics, the company annually raises the salaries of its employees by no more than 10%. It is recommended to initially raise the bar. Thanks to this, as a result of the auction it will be possible to achieve the amount that was originally planned. The boss will also be pleased that he was able to slightly lower the original figure.

During communication, rudeness or a pitiful tone is not allowed. Such communication will only anger the boss, and he will no longer want to continue negotiating. It is best to choose business communication, during which the employee puts forward his demands. In some cases, it is impossible to do without a business plan. He will additional benefit process.

Before the meeting, it is recommended to analyze the list possible questions. You should think through your answers to them in advance with arguments. In some cases, talking with friends or meeting with a psychologist helps to set yourself up correctly. If the director does not make contact or refuses to meet, then a memo is sent to him for a salary increase. The document contains arguments that are set out in in writing.

When talking about a salary increase, you cannot be led by emotions. The boss needs to hear competent speech With sufficient quantity arguments. There is no place for unreasonable manipulation. It can only cause aggression and provoke negative result.

An employee must think about his reputation and image. He will feel the time that will be favorable for conversation.

However, the most important point there are still arguments. They need to be balanced and the main ones highlighted. What arguments can be considered successful?

It is recommended to take a note to the meeting that describes in detail its advantages and achievements. At the first stage of communication, it is allowed to use only indisputable arguments. Not only the person, but also his leadership must be confident in their veracity.

According to statistics, in 28% of cases, managers increase salaries if the employee’s range of duties or responsibilities has significantly expanded. They can be listed in the application and sent to higher management.

Starting a conversation correctly is how to set the tone for further conversation:

• the conversation should begin with arguments in favor of what you bring obvious benefit the entire company;
• In addition, achievements should be noted in front of the team;
• the employee must assure the boss that he will cope with the assigned tasks even better;
• the end result is maximizing the company's profit;
• The last argument is that salaries should increase in proportion to new responsibilities.

Only in this case will the employee pay due attention to them and not ignore them.

Your colleagues in similar positions earn more

According to the rules of modern companies, employees should not discuss the size of their own salaries. However, there are remnants of the past. If a person receives information that his colleague receives more cash, then he can discuss this issue with management. At the same time, the range of their responsibilities should be approximately the same.

Management also takes into account experience and length of service. That is why this argument can only be made when the situations are completely identical. Perhaps an error occurred when calculating in the accounting department, so management should find out about it in a timely manner. However, focusing on other people's earnings is unacceptable.

You should not point out to management their mistakes or shortcomings. Reception is considered prohibited. The boss will not only not increase the salary, but may also doubt the human qualities. Additionally, he can convey information to the team. They definitely won't like it.

Management must evaluate the service contribution of each employee. According to statistics, thanks to this criterion, 32% of workers increase their salaries.

However, one's own merits should not be exaggerated. The boss will look at the work objectively. If it was done well, then he is guaranteed to meet the employee halfway.

It would be a good idea to document your successes. You can prepare graphs or reports that clearly show the work and its high quality. Thanks to this, the topic of increasing the boss’s salary will be more understandable and justified.

Are you willing to work more to increase your income?

As one of the arguments, an employee can cite his willingness to work more and harder.

1. Management must see the ambition and desire to increase the company's income as a whole.
2. Can you suggest ready business plan with calculations. It will offer further paths development of an industry, department or entire organization.

Perhaps management will consider them necessary and take them into service. In any case, it will understand the employee’s interest. However, it is not allowed to overdo it. The director should not understand that the person is ready to work more for the same pay.

Controversial arguments. It is recommended to move on to this group of arguments only if the previous ones did not give the desired result. They can also be used if the employee is completely confident in their accuracy. It is important to adequately evaluate your work and not exaggerate what you have achieved.

If a person is very worried and worried, then he should learn how to write a letter about a salary increase. In this case, he will be able to present his arguments and demands in writing. However, not all management will consider such an appeal worthwhile. The letter may remain unread or given due attention.

When there are almost no arguments, you can specify the following:

• during the period of work, the employee gains additional experience and skills - they will not be available to a person who has just crossed the threshold of the enterprise;
• continuing education courses are considered a positive aspect;
• It is recommended to indicate regularly attended seminars and lectures that are directly related to the work of the enterprise;
• salary should increase in direct proportion to knowledge and skills.

Management will see the employee's desire to work as best as possible. This should not be left aside.

Experience and knowledge are another argument in favor of increasing salaries. Management must value qualified specialists. Today, this argument helps increase the salaries of approximately 17% of employees.

If your salary is increased, you will move mountains

It will be easier for the director to make a decision if the employee first provides him with development projects. Additionally, you can also note courses or seminars that you plan to attend in the near future to improve your skills. A notepad with notes will allow you not to miss important points. They need to be emphasized first.

If the salary has been proposed to be increased by a smaller amount, then ideas can be conveyed to management that will be implemented subject to the initial requirements being met. Try to get a one-word answer at the end of the conversation.

An incentive is always offered for the proposed idea. The employee, for his part, must show confidence and desire to achieve the goal.

No one is immune from the occurrence unforeseen situations, in which money is needed. When discussing a promotion, you should tell your manager about it. At the same time, it is worth refusing to describe unnecessary details. He must receive the information in its pure form.

It is better to immediately abandon the pitiful tone and tears. Such actions can only anger the boss. He also has problems that he is not eager to tell you about.

Excessive pessimism is unacceptable in this matter. The director needs confident and purposeful employees. He must understand that the team will not mix work and personal problems. Only in this case will a person be able to work for the common good.

You have been working in the company for a very long time

Salary is another way to motivate a person.

1. With proper remuneration, he will strive to complete the task as efficiently and quickly as possible.
2. He can note the period during which the employee works for the benefit of the company.
3. Additionally, you can recall times of crisis and cite them as the main argument.

This conversation is best supported by charts and documents. They reflect the contribution and financial profit from the work of a particular person.

Decisiveness and perseverance appeal to all leaders. They must see the drive in their employees. If the specialist really high quality, then his salary is guaranteed to be raised.

Unfortunately, positive result in such a situation, only 9% of employees succeed. Before you go to the boss’s office, you need to make sure that you are a truly valuable employee. In such a situation, only an adequate assessment is suitable.

Blackmail and attempted manipulation are unacceptable. The manager should not feel pressure from the employee. Otherwise, he may refuse him on principle. You shouldn't make a huge mistake. Reputation will be at stake. Salary increases should be achieved in more tactful ways.

Ask for a specific increase

An employee should not propose a salary increase as his own decision. Only management can finally accept it. That's why this information should be conveyed to them as a recommendation.

It’s best to start the conversation with the need for indexing:

• the director must receive calculations that indicate the specific amount you expect as an increase;
• thanks to this, a complex psychological maneuver is performed - it almost always works, so the person receives the long-awaited additional funds in the form of remuneration;
• The manager must receive information about the specific amount that a person sees as an increase to the basic salary.

You should not shift responsibility for work done incorrectly to your colleagues. A situation in which a person arrogates the laurels of others will also not lead to a positive result. The conversation should take place in a friendly atmosphere.

You can also refer to the current inflation rate in your calculations. For example, for last year prices increased by an average of 10%. This is the amount the employee wants in addition to ensure the same standard of living.

Wage indexation is an unconditional obligation of all firms and private entrepreneurs. For efficient work promotions should be performed at least once a year.

Unfortunately, management does not always accommodate employees halfway and increase salaries. It may refuse or take time to think. There is no need to be upset about this. In any case, the man was heard and, perhaps, soon he financial situation will be improved.

Things don't always go as planned. IN following cases expecting an increase would be a mistake.

1. The employee failed to provide evidence or arguments for a salary increase.
2. The company is in decline and experiencing financial difficulties.
3. The management did not like the inflated self-esteem.
4. The employee has no clear achievements and is underperforming or performing poorly in the main job.
5. Any person does not like a pessimistic attitude and a pitiful tone in communication, and even less so for management.
6. You should not use blackmail or an ultimatum of dismissal - they drive the director into a corner and make him less accommodating.
7. You should not rely on the experience or merits of your colleagues.
8. You should also not be overly persistent and intrusive.

Before visiting the manager’s office, you should think about every word again. It would be useful to indicate the main points in a notepad. In this case, you will be able to peek into it.

The conversation should be moved to favorable time, if the manager is too busy with more important matters. In this case, you can send your request in writing. It will be discussed in convenient time.

Quite often there are cases when an employee clearly overestimates his importance in the company’s achievements. The boss may take this as a joke. In the future, he will not treat the employee seriously.

Unsatisfactory work results and lack of professionalism can lead to dismissal instead of the desired promotion. We should not forget that the boss is not obliged to help employees. He must evaluate them from the point of view total contribution to the company's profit.

High-ranking officials try to avoid stalemate situations, so they can react radically. When communicating with them, you should not confuse a request with a threat. The latter option may set management negatively.

You should not compare your salary with the salary of your manager. It shouldn't be discussed. It is recommended to use only your own merits as the main argument for an increase. Otherwise, a positive result will not be achieved. It is necessary to develop the conversation so that the impression does not arise only about the material interest of the applicant. This situation is unacceptable, because every employee works for the common good of the company and to achieve its goals.

According to statistics, only half of employees decide to start a conversation with management about raising their salaries. Most often this is done by men. However, women achieve positive results faster, because they make contact more easily and sense the mood of their interlocutor.

You should not be afraid to take the initiative, because many managers believe that only valuable employees dare to have such a conversation. That is why they easily raise their salaries.

Even if the attempt is unsuccessful, there is no need to be upset. It is important to adhere to a number of rules when speaking and maintain a businesslike tone. Rudeness and intrusiveness will not please any person. They should always be avoided when communicating. And if an employee is focused on results, then he is guaranteed to receive approval from management another time.

Company management often “puzzles” the HR department with a variety of urgent tasks, which lead to an increase in document flow. For example, they require an increase in size wages. And personnel officers usually don’t like him because he has to write a lot of “paperwork.” In addition, when carrying out this operation, it is necessary to take into account not only the procedure for drawing up and processing all documents, but also other important details that will be discussed in the article. Let's take a closer look at the issues that arise if management orders a salary increase.

First, let's look at ways to increase wages. The components of the latter are indicated in Art. 129 Labor Code of the Russian Federation. Based on this, we conclude that an increase in wages is possible, firstly, by increasing tariff rate, salary (official salary), as well as basic salary (basic official salary) and the basic wage rate (parts 3-5 of article 129 of the Labor Code of the Russian Federation).

Secondly, it may be necessary to establish or increase compensation payments(additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, work in special climatic conditions and in territories exposed to radioactive contamination, and other compensation payments, Part 1 of Article 129 of the Labor Code of the Russian Federation).

Thirdly, the employer can establish or increase the amount of previously established incentive payments (additional payments and incentive allowances, bonuses and other incentive payments, Part 1 of Article 129 of the Labor Code of the Russian Federation).

The most labor-intensive in terms of document flow is the first method of increasing wages. But here, too, options are possible, which depend on whether the increase in salaries will affect all employees or only part of them (a department or only one or two employees).

We are increasing wages for all employees

The option when wages change for all employees of the organization by an equal quantitative expression (in percentage) is possible, for example, in the case of an increase in salaries due to indexation.

Let us recall that Art. 134 of the Labor Code of the Russian Federation obliges employers to annually carry out wage indexation, which represents an increase in the real content of wages due to rising consumer prices for goods and services.

Document fragment

Article 134 of the Labor Code of the Russian Federation. Ensuring an increase in the level of real wages.

As you can see, the Labor Code of the Russian Federation requires employers to establish the procedure for wage indexation in a collective agreement, agreement or local regulatory act, for example, the Regulations on wages, bonuses, etc.

The frequency of indexation and its size are not established by law. Most often, the employer conducts it annually, but he can choose a semi-annual, quarterly or annual frequency. The organization also chooses the date of the event independently. This could be the beginning of the calendar year, the end financial year, when the results of the enterprise are summed up, or any other convenient date or dates.

Most often there is an increase in tariff rates or official salaries by a certain factor. If we talk about establishing a specific size of the increase coefficient, then it can be determined depending on various factors, such as the consumer price index, the rate of inflation, the increase in the cost of living of the working population, etc.

By the way, it should be borne in mind here: if a company is subject to an industry agreement and has not refused to join in writing, then when establishing the procedure and amount of indexation it should take into account its norms (Article 48 of the Labor Code of the Russian Federation).

Example 1. Excerpt from the Regulations on Remuneration

<…>

6.1. Wage indexation is the order of its increase in connection with the increase in consumer prices for consumer goods and services.

6.2. The employer annually, before November 1 of each calendar year, indexes wages in order to increase the level of its real content.

6.3. Indexation is carried out by increasing the official salaries of Employees by the amount of the actual growth of the consumer price index in Russian Federation based on data published by the State Statistics Committee of Russia on the website www.gks.ru.

6.4. The calculation of the salary, taking into account indexation, is determined by the following formula: salary amount (in rubles) x coefficient, which corresponds to the actual growth of the consumer price index in the Russian Federation.

6.5. Wages, calculated taking into account the indexation coefficient, are paid to Employees starting from November 1 of each calendar year based on the order of the General Director.

<…>

In practice it has developed next situation: due to the fact that the indexation procedure is not established by law, and the provisions of Art. 134 of the Labor Code of the Russian Federation are vague, many employers do not implement it at all or implement it irregularly. At the same time, the position of both the inspection bodies and the courts is clear: the employer is obliged to carry out indexation (see, for example, letter of the Federal Service for Labor and Employment dated April 19, 2010 N 1073-6-1 and the ruling of the Constitutional Court of the Russian Federation dated June 17, 2010 N 913 -O-O).

Judicial practice. The Constitutional Court of the Russian Federation, in its ruling dated June 17, 2010 N 913-О-О, considered the complaint of Coca-Cola HBC Eurasia LLC, challenging the constitutionality of Art. 134 Labor Code of the Russian Federation. According to the applicant, the wording of this norm is vague, which is why it is understood differently in law enforcement practice: either as obliging employers not financed from the state budget to independently establish the procedure for indexing wages, or as granting them such a right, but not obliging carry out such regulation.

The Constitutional Court of the Russian Federation, having studied the applicant’s materials, did not find any grounds for accepting the complaint for consideration, noting that wage indexation should be provided to all persons working under an employment contract, regardless of their form of ownership, etc.

Opinion

I came across an interesting practice regarding liability for failure to index wages in an organization. If a company does not carry out indexation and the organization’s documents do not provide for its procedure, inspectors will hold it accountable under Art. 5.27 Code of Administrative Offenses of the Russian Federation. Thus, the organization is fined in the amount of 30,000 to 50,000 rubles. or suspend its activities for up to 90 days, and the head of the company (or other responsible official) is fined in the amount of 1,000 to 5,000 rubles. or disqualified if he has previously been punished for a similar violation.

It’s another matter if the indexation procedure is prescribed in a local regulatory act, but wages have not been increased. In this case, in addition to the specified liability, the head of the organization is fined 3,000-5,000 rubles. according to Part 1 of Art. 5.31 Code of Administrative Offenses of the Russian Federation. But the most important thing is that the organization is issued an order to pay employees the unpaid amount that they would be entitled to as a result of indexation. In some cases, GIT inspectors also require payment of interest for each day of delay in the amount of no less than 1/300 of the refinancing rate of the Central Bank of the Russian Federation.

If the local regulations of the organization do not provide for the procedure for carrying out indexation, and the management decided to carry it out, then appropriate additions should be made to the norms in force in the organization, or adopted individual acts(for example, Indexation Regulations). In any case, a link to new standards or a document regulating the rules for wage indexation must be included in (Example 2).

Example 2. Sample additional agreement to an employment contract with a provision for wage indexation

Additional Agreement No. 1
to the employment contract dated December 17, 2012 N 84/12

Moscow

Limited Liability Company "Stencils Indyukova" represented by General Director Veniamin Ferapontovich Indyukov, acting on the basis of the Charter, hereinafter referred to as the "Employer" or "Company", on the one hand, and Mikhail Alekseevich Kruglov, hereinafter referred to as the "Employee", on the other hand the other parties have entered into this additional agreement to the employment contract dated December 17, 2012 N 84/12 (hereinafter referred to as the employment contract) on the following:

1. Starting from November 1, 2013, the employee’s salary is annually indexed to the actual growth of the consumer price index in the manner prescribed by Section 6 of the Regulations on Remuneration of Indyukova Stencils LLC, approved by Order of the Employer dated October 7, 2013 N 16/ok.

2. This additional agreement to the employment contract comes into force on November 1, 2013.

3. This supplementary agreement to the employment contract is an integral part of the employment contract, drawn up in two copies having equal legal force, one of which is kept by the Employer and the other by the Employee.

4. Addresses and details of the Parties:

With the Regulations on the remuneration of workers at LLC "Indyukova Stencils"

familiarized:

───────────────────────

(signature)

General manager:

Indyukov V.F. Indyukov Kruglov M.A. Kruglov

─────────────────────── ──────────

(signature) (signature)

A copy of the additional agreement to the employment contract in hand

received:

───────────────────────

FYI. By the way, some organizations do not index wages for all employees. In this case, such an increase will not be indexation, since, as we noted earlier, indexation implies an increase in wages for all employees, and in equal percentage terms.

Above, we examined a situation where the indexing rules were not provided for by the organization’s local regulations and were not referenced in the employment contract with the employee. If all this is present, then the first step in increasing the official salary will be the issuance of an order on wage indexation. It should mention the local regulatory act, according to which there is an increase in workers' compensation, as well as the requirement to make appropriate changes to the staffing table (Example 3).

Example 3. Sample order for wage indexation

(Indyukova Stencils LLC)

Order

16.10.2013

N 24/ok

Moscow

About wage indexation

In order to ensure an increase in the level of real wages in accordance with Art. 130 and 134 of the Labor Code of the Russian Federation

I order:

1. Increase the wages of all employees of Indyukova Stencils LLC on November 1, 2013 by the amount of the actual increase in the consumer price index in the manner prescribed by Section 6 of the Regulations on Remuneration of Indyukova Stencils LLC, approved by order of Indyukova Stencils LLC dated 10/07/2013 N 16/approx.

2. Head of the HR Department O.D. Trushina prepare appropriate changes staffing table LLC "Stencils Indyukova" until October 23, 2013.

3. Chief accountant K.A. Sudzyanyan calculate wages taking into account indexation starting from 01.11.2013.

4. Entrust control over the execution of this order to Deputy General Director A.N. Indyukova.

It is also possible that the salary of all employees is increased not due to indexation. Most likely, in this case, the order to increase wages will affect not only the salaries of employees, but will also change the existing remuneration system in the organization. Then, when publishing it, the opinion of the representative body of workers should be taken into account (Part 4 of Article 135 of the Labor Code of the Russian Federation).

By the way, changes to the staffing table will also be required if the increase in wages for all employees is not due to indexation. In other words, issuing an order to amend the staffing table will be the basis for increasing official salaries. There are two options here: either by order to approve the staffing table in new edition(see Example 4 on page 40), or by order to make changes to the current staffing table (see Example 7 on page 46). The first option is more convenient if the salaries of most or all employees change, the second - if for a small group. Since in the case under consideration, official salaries change for all employees of the company, it is advisable to choose the first option, drawing up a new edition of the document as an appendix to the order.

Example 4. Sample order for approval of the staffing table in the new edition

Limited Liability Company "Indyukova Stencils"

(Indyukova Stencils LLC)

Order

23.10.2013

N 25/ok

Moscow

On approval of the staffing table in the new edition

In order to ensure an increase in the level of real wages in accordance with Art. 130 and 134 of the Labor Code of the Russian Federation, as well as in order to comply with the order of Indyukova Stencils LLC dated October 16, 2013 N 24/ok

I order:

1. Starting from November 1, 2013, introduce changes to the staffing table approved by the order of Indyukova Stencils LLC dated December 29, 2009 N 104/ok, approving it in a new edition in accordance with the appendix to this order.

2. Entrust control over the implementation of the order to the head of the personnel department, O.D. Trushina.

General Director V.F. Indyukov Turkeys

The following have been familiarized with the order:

Chief accountant Sudzyanyan K.A. Sudzianyan 10/24/2013

Head of HR Department Trushina O.D. Trushina 10/24/2013

Do not forget to indicate in the order the date on which the staffing schedule in the new edition begins to operate.

In addition, please note that the order to change the staffing table must indicate staffing units, and not the names of specific employees. To indicate the reason for changing the staffing table, it is enough to use standard wording, for example, “in order to improve organizational structure", "increasing the real content of wages", etc.

After issuing the order, the HR department will have to prepare additional agreements to employment contracts on changing the terms of remuneration (see Example 5 on page 41, in which the additional agreement changes the current provisions of the employment contract, and Example 2 on page 37, where new norms and it is stated that the corresponding clause of the employment contract regulating the amount of salary will be set out in a new edition).

Example 5. Sample of an additional agreement to an employment contract regarding changes mandatory conditions employment contract

Additional Agreement No. 1
to the employment contract dated April 1, 2013 N 15/13

Moscow

Limited Liability Company "Stencils Indyukova" represented by General Director Veniamin Ferapontovich Indyukov, acting on the basis of the Charter, hereinafter referred to as the "Employer" or "Company", on the one hand, and Valentina Olegovna Sukholistova, hereinafter referred to as the "Employee", on the other hand the other parties have entered into this additional agreement to the employment contract dated 04/01/2013 N 15/13 (hereinafter referred to as the employment contract) on the following:

1. Clause 1.6 of the employment contract should be stated as follows:

"1.6. The employee is set a monthly salary in the amount of 21,500 (Twenty-one thousand five hundred) rubles. 00 kopecks."

2. Clause 3.4 of the employment contract should be stated as follows:

"3.4. Pay wages in accordance with the Regulations on remuneration of employees of Indyukova Stencils LLC, approved by order of Indyukova Stencils LLC dated 10/07/2013 N 16/ok."

3. This additional agreement to the employment contract comes into force on November 1, 2013.

4. This additional agreement is an integral part of the employment contract, drawn up and signed in two copies having equal legal force, one of which is kept by the Employer, the other by the Employee.

5. Addresses and details of the Parties:

6. Signatures of the Parties:

General manager

Indyukov V.F. Indyukov Sukholistova V.O. Sukholistova

────────────── ────────────

(signature) (signature)

Printing LLC "Indyukova Stencils"

A copy of this additional agreement to the employment contract

received in my hands:

Let us recall that according to para. 5 hours 2 tbsp. 57 of the Labor Code of the Russian Federation, the terms of remuneration (including the amount of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments) are mandatory for inclusion in the employment contract. And any change in the terms of the employment contract determined by the parties - both for worsening and for improvement - is possible only by agreement of the parties to the employment contract, which should be concluded in writing. Art. speaks about this. 72 Labor Code of the Russian Federation.

FYI. If the increase was not due to indexation and if local regulations or other acts contain rules regarding wages, and current changes somehow affect them, then changes should be made to these documents. These may be the above-mentioned Regulations on remuneration, Regulations on bonuses, a collective agreement, etc. And the method of making changes depends on exactly how these documents were adopted. Also, do not forget that such changes should be familiarized to all employees under a personal signature.

Note that if a company carries out wage indexation, then one order to carry it out is sufficient (see Example 3 on page 38), without personal orders. If the increase occurred for other reasons, then their necessity depends on the document flow procedure established in the company (the preparation of such orders is usually required by the accounting department, since on their basis it makes accruals for new salaries). Usually, employees are signed with an “additional notice” and are introduced to the orders under their personal signature at the same time.

If the company has a lot of employees, then, on the one hand, making separate orders is quite labor-intensive; on the other hand, if the order is uniform, then when signing, employees will be able to find out the salaries of their colleagues, because they will all be listed in one order. And this may not be advisable.

We do not increase wages for all employees

Often, salaries are increased only for part of the employees or even for one who has especially distinguished himself. When increasing salaries for individual employees, do not forget about the requirements of Art. 132 of the Labor Code of the Russian Federation on the prohibition of discrimination.

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Article 132 of the Labor Code of the Russian Federation. Pay according to work

Moreover, in Part 2 of Art. 3 of the Labor Code of the Russian Federation states that no one can be limited in labor rights and freedoms or receive any advantages depending on gender, race, skin color, nationality, language, origin, property, family, social and official status, age , place of residence, attitude to religion, beliefs, belonging or not belonging to public associations or any social groups, as well as other circumstances not related to business qualities employee.

Thus, when deciding to increase earnings, you should remain solely within the limits of the employee’s qualifications, the complexity of the work performed, and the quantity and quality of labor expended.

Judicial practice. A laid-off worker filed a lawsuit against her former employer, MUP Teploset. Among other things, she demanded the recovery of unpaid wages in full. According to her, she was fired on the initiative of the defendant under paragraph 2 of part 1 of Art. 81 of the Labor Code of the Russian Federation in connection with the reduction of the organization’s staff on March 15, 2010 from the position of “economist”. A month earlier, in February 2010, an order was issued to increase workers' wages by an average of 15%, but their wages were not increased. In this regard, she asked the court to recover from MUP "Teploset" in her favor the underpaid sums of money taking into account the increase in official salaries at the enterprise.

The representative of the defendant during the meeting explained that by order of 02/09/2010, the company actually established official salaries from 02/01/2010, providing for an increase in wages for administrative and managerial personnel by an average of 2000-3000 rubles. At the same time, there was no salary increase for the position of “economist”. According to Art. 129 and 132 of the Labor Code of the Russian Federation, wages are remuneration for work depending on the qualifications of the employee, complexity, quantity, quality and conditions of the work performed. That is, from these standards it follows that the employer has established the correspondence of the qualifications, conditions, complexity of work, quantity and quality of labor expended by a particular employee with a certain remuneration and has not found any grounds for increasing the economist’s wages. From this order it can be seen that the wages of not only the economist, but also the chief engineer were not increased. The rest of the employees received unequal increases. In other words, there was not discrimination in labor, but systematic approach to establish fair remuneration for work.

On the issue under consideration, the court found that by order of the director dated 02/09/2010, it was decided to establish official salaries from 02/01/2010, which were increased for all employees compared to 2009, except for the official salaries of the economist and chief engineer, which remained the same. Moreover, the defendant’s collective agreement stipulates that the director of the enterprise approves official salaries and tariff rates independently. Therefore, the court did not establish any violations of the current labor legislation in the adoption of the contested order, and the plaintiff did not provide evidence to the contrary. In this regard, the employer’s decision not to increase the employee’s salary, made by the manager vested with the right to make such decisions, cannot be considered as violating the employee’s right to receive salary. In this regard, the court refused to satisfy these claims (decision of the Zheleznovodsk City Court of the Stavropol Territory dated May 17, 2010 No. 2-315/10).

It will be interesting to compare this case with another in which the court found discrimination in establishing and changing wage conditions.

Judicial practice. An employee-driver filed a lawsuit against the employer of the Municipal Health Institution "City maternity hospital"with a demand to recover underpaid wages from the defendant. According to him, in violation of the current labor legislation, incentive payments were underpaid to him. Payment of the intensity factor for the period from June to December 2010 was made in the minimum amount, from January 2011 to the day of dismissal (02/21/2011) the intensity factor was not paid at all. By the decision of the Oktyabrsky Court of 04/26/2011, his dismissal was declared illegal, he was reinstated in his previous position, but discrimination against him continued.

The representative of the defendant explained that the existing remuneration system in the institution provides for incentive payments, which include payments for intensity and high performance results. The plaintiff was assigned a car in which, if necessary, he had to transport newborn children, women, and consultant doctors in accordance with the instructions for operating the cars. Since such a need did not always arise, the assigned vehicle traveled only a short distance, the driver often could not leave all day, and accordingly, the intensity of his work was minimal or absent altogether. Therefore, he was given a minimum intensity factor or no intensity factor at all.

The court, having considered the case, satisfied the plaintiff's demands. It concluded that there was discrimination in the setting and changing of wage conditions. The plaintiff, like other drivers, was hired by the defendant as a driver with a basic salary established. However, in violation of Art. 57, 72 and 135 of the Labor Code of the Russian Federation, in the employment contract with the employee, the condition of remuneration for the intensity and high results of work was not stipulated by the employer. Although they are provided for by the Regulations on the Industrial Remuneration System and the Regulations on Remuneration of the Defendant’s Employees.

On the assigned vehicle, the plaintiff could only perform the work that was specified in the operating instructions for the machines. Since the load on the drivers working on one or another machine was initially different, no matter how much he wanted, the employee could not work harder than he was assigned. Additional responsibilities were assigned to drivers unevenly. And the presence of a conflict with the employer contributed to the fact that the plaintiff’s work volume did not increase and the machine was idle. He could not drive more kilometers if his performance of his labor function directly depended on whether the transportation of newborn children and women was required at all during the reporting period, in contrast to the daily transportation of tests and the chief doctor, which was carried out by other drivers. Therefore, the court considered that the employer should have defined intensity criteria for the employee in the employment contract based on the nature of his work, so that the employee knew exactly how hard he should try, given the opportunity to travel only 20 km a day, and for which he can receive an intensity factor, or the employer should have provided the employee with equal access to perform job duties. The court concluded that the employer did not have the right to reduce the size or to deprive the employee of the intensity factor (decision of the Oktyabrsky District Court of Ulan-Ude dated June 1, 2011).

Therefore, the employer should not forget about the possibility of accusing him of discrimination.

Single salary increases are usually the initiative of immediate superiors. A proposal to increase the employee’s salary (memorandum) is written to the manager, in which the head of the department (another structural unit) asks to consider the possibility of increasing wages for a specific employee or all employees of a department (other structural unit) with justification for the need for such an increase. For example, in connection with “analysis of department indicators”, “report on work done”, “amount of work performed”, etc. (Example 6).

Example 6. Sample proposal for a salary increase for an employee

Performance
07.10.2013 N 241

On salary increases

Dear Stanislav Grigorievich!

In connection with the increase in sales volume, in order to provide financial incentives for employees and further increase the efficiency of the department, I propose to increase official salaries from November 1, 2013:

- sales department managers - 2000 (Two thousand) rubles 00 kopecks;

- senior managers of the sales department - by 3000 (Three thousand) rubles 00 kopecks;

- administrators - for 3500 (Three thousand five hundred) rubles 00 kopecks.

Attached is the report and analysis of the sales department performance indicators for the first half of 2013.

After the submission has been endorsed and approved, you can prepare (see Example 7 on page 46) an additional agreement to the employment contract (samples can be found in Example 2 on page 37 and Example 5 on page 41). Both documents must be agreed on the time of entry into force of changes to the employment contract and the moment of entry into force of changes made to the staffing table.

Example 7. Sample order for changes to the staffing table

Limited Liability Company "Mascarpone"

(Mascarpone LLC)

Order

Moscow

About changes to the staffing table

Based on an analysis of the performance indicators of the sales department for the first half of 2013, in order to provide financial incentives for employees and further improve the efficiency of the department

I order:

1. Make the following changes to the staffing table, approved by order of Mascarpone LLC dated 04/11/2011 N 08/ks: establish official salaries for sales department employees:

- head of department - 40,000 (Forty thousand) rubles;

- administrator - 29,000 (twenty-nine thousand) rubles;

— senior manager — 20,000 (Twenty thousand) rubles;

- manager - 15,000 (Fifteen thousand) rubles.

2. Enact changes to the staffing table from 01.11.2013.

3. Head of the HR Department Kustitskaya Zh.E. by October 25, 2013, prepare appropriate additional agreements to the employment contracts of sales department employees.

4. Chief accountant U.A. Morkovkin calculate wages taking into account changes in the staffing table starting from 01.11.2013.

General Director Besfamilny S.G. Familyless

The following have been familiarized with the order:

Chief accountant Morkovkin U.A. Morkovkin 10/19/2013

Head of HR Department Kustitskaya Zh.E. Kustitskaya 10/18/2013

And finally, do not forget about “nominal” orders to change wages for each employee (see Example 8 on page 47) or a single order affecting all employees whose official salaries have changed. Let us remind you that the order must list the names and salary amounts; accordingly, all persons indicated in the text of the order will have to be familiarized with it. But not all employees need to be familiarized with the order to make changes to the staffing table, but only those who are responsible for documenting changes to the terms of employment contracts determined by the parties.

Example 8

Moscow

On increasing the salary of Zaitseva A.K.

Based on the order of the General Director of Mascarpone LLC dated October 18, 2013 No. 19/ls “On making changes to the staffing table” and the additional agreement dated October 19, 2013 No. 1 to the employment contract dated January 7, 2013 No. 37 with A.K. Zaitseva.

I order:

1. Establish a salary for the administrator of the sales department, Antonina Konstantinovna Zaitseva, in the amount of 29,000 (Twenty-nine thousand) rubles from 01.11.2013.

2. Chief accountant U.A. Morkovkin ensure timely payment of the official salary specified in paragraph 1 of this order and other amounts calculated on the basis of it.

Reasons: presentation of the head of the sales department Pushkareva E.V. dated 10/07/2013 N 241, order to amend the staffing table dated 10/18/2013 N 19/l.s.

General Director Besfamilny S.G. Familyless

The following have been familiarized with the order:

Chief accountant Morkovkin U.A. Morkovkin 10/19/2013

Sales Department Administrator A.K. Zaitseva Zaitseva 10/18/2013

Please note: if you need to increase the salary of only one employee among other similar positions and want to minimize the risk of being accused of discrimination, this can be done with a regular bonus, or you can increase the permanent part of your earnings by promoting the employee in position, or you can introduce additional categories for a specific position . But in the latter case V job descriptions I'll have to explain the differences various categories one position each (for example, manager, lead manager and general manager). Then we do not forget that the issued order will affect not only the amount of the salary, but also the labor function of the employee.

Increasing the minimum wage

Salary increases for not all employees may also be required when the minimum wage is raised. Let us remind you that according to Part 3 of Art. 133 of the Labor Code of the Russian Federation, the monthly salary of an employee who has fully worked the standard working hours during this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage. Moreover, in a constituent entity of the Russian Federation, a regional agreement on the minimum wage can establish its own minimum wage (Part 1, Article 133.1 of the Labor Code of the Russian Federation).

FYI. The minimum wage at the federal level is set at 5,205 rubles. and is valid from 01/01/2013 (Article 1 Federal Law dated June 19, 2000 N 82-FZ).

In Moscow, as of July 1, 2013, the minimum wage is 12,200 rubles. (agreement between the Moscow Government, Moscow trade union associations and Moscow employers' associations dated December 12, 2012).

In the Moscow region, as of May 1, 2013, the minimum wage is 10,000 rubles. (agreement between the Government of the Moscow Region, the Moscow Regional Association of Trade Union Organizations and employers' associations of the Moscow Region dated 04/02/2013 N 10).

Thus, if for some employees of your enterprise the salary is set based on the minimum wage, then if it increases, the salary will have to be increased. By the way, if an organization refused to join the agreement on the regional minimum wage, then it is not obliged to be guided by it and can remain within the framework established at the federal level.

Do I need to notify an employee about an upcoming salary increase?

On some personnel forums you can find the opinion that the employer must notify the employee in writing about a salary increase at least two months in advance. The situation seems strange. What employee in his right mind would refuse a salary increase or challenge it? Nevertheless, adherents of this position believe that the terms of remuneration are specified in the employment contract. Article 74 of the Labor Code of the Russian Federation requires the employer to notify the employee of upcoming changes to the terms of the employment contract determined by the parties (in particular, the amount of wages), as well as the reasons that necessitated such changes, in writing no later than two months in advance, unless otherwise provided for by the Labor Code of the Russian Federation. And if the employee refuses, then he should be offered another job available to the employer (both a vacant position or work that matches the employee’s qualifications, and a vacant lower position or lower-paid job), which the employee can perform taking into account his health condition. If no such work is found or the employee refuses the proposed work, the employment contract is terminated in accordance with clause 7 of Part 1 of Art. 77 Labor Code of the Russian Federation.

Let us note that labor inspectors also adhere to a similar position.

In our opinion, it all depends on the reasons for the increase in wages. Indeed, conditions on remuneration, including additional payments, allowances and incentive payments are mandatory for inclusion in an employment contract (Article 57 of the Labor Code of the Russian Federation).

At the same time, in Art. 72 of the Labor Code of the Russian Federation states that changes to the terms of the employment contract determined by the parties, including transfer to another job, are allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation.

Now let's turn to Art. 74 of the Labor Code of the Russian Federation, which establishes that if, 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 preserved, they may be changed according to initiative of the employer, with the exception of changes in the employee’s labor function.

In this case, the employer is obliged to notify the employee in writing no later than two months in advance of the upcoming changes to the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes.

There are three points to pay attention to here. First, the reasons for changes in working conditions must be organizational or technological. Secondly, the terms of the employment contract determined by the parties cannot be preserved. Thirdly, changes occur unilaterally. All three points do not affect our situation. Otherwise, a two-month notice cannot be avoided.

Opinion

Alina Khokhlova, senior legal consultant of a consulting company

Separately, I would like to dwell on the timing of preparing documents when you draw them up in advance (from the new year) and you need to comply with a two-month warning period (for example, not only wages change, but also working conditions). So, first, by order, you make changes to the staffing table and notify employees. This must be done no later than November 1, 2013. On the eve of the holidays (December 26-27), call the employees to your place and sign additional agreements with them to the employment contract, familiarize them with personalized orders for salary increases against signature. Please note that if any employees go on vacation for this period, then documents must be signed with them in advance.

Why should you do it this way and not do everything on one day, November 1st? By signing additional agreements to employment contracts two months in advance, you can do “double” work. Indeed, in this case, some of the employees may quit or change their minds, and you will have to re-issue documents.

How can you do otherwise if salary increases are regular and there is no desire to deal with all this paperwork every time, introduce employees, etc.? You can receive an increase in the form of a bonus based on the results of work for a month, six months, or at other intervals. Then the HR department will be able to avoid numerous orders (on salary increases, changes in staffing) and additional agreements to employment contracts. But do not forget that the payment of bonuses must be stipulated in local regulations.

FYI. In the case of an increase or establishment of incentive and compensation payments, the document flow is the simplest. First, you need to check whether there is a provision for such payment in a local regulatory act (for example, Regulations on bonuses or wages). If not, then appropriate changes should be made. Moreover, these changes require the same approval as in the case of the adoption of similar acts. Then amendments should be made to employment contracts with employees, indicating that the listed acts are in force in the new edition. Based on the results, an order is issued that the employee is paid wages taking into account the specified payment.

Below, in a schematic order, we show the sequence of accepting documents and step by step actions HR department workers.

Indexing

(if there is no local regulation establishing the indexing procedure)

Introducing changes to the Regulations on remuneration or drawing up a new act

(for example, Indexation Regulations)

Order on wage indexation

Order to amend the staffing table

(on approval of the staffing table in the new edition)

Additional agreement to the employment contract

Scheme 1. Increase in wages in case of indexation

Increase in salaries for all employees

Order to amend the staffing table

Additional agreements to the employment contract

(if necessary)

Single order/individual orders on new wages

Scheme 2. Increase in wages for all employees

Increase in wages for individual employees

(if necessary)

Idea of ​​salary increase

(if the increase affects local regulations)

Amendments to the Regulations on remuneration or other documents

Order to amend the staffing table

Additional agreement to the employment contract

Order to increase wages

Scheme 3. Increase in wages for individual employees

It is sometimes easier to defend other people's interests than your own. If you know you deserve more, talk to your manager about a salary increase. We asked business coach Andrey Anuchin to tell us how to benefit from these negotiations - regardless of their outcome.

There is a separate section of HeadHunter dedicated to price negotiations in any area of ​​life. Don't be afraid to offer high price: during the course you will learn how to argue correctly and not fall into the trap of more experienced interlocutors. For example, people like your boss.

Stage one. Preparing for negotiations and managing the situation

Timing

People are much kinder and more positive towards everyone around them and their requests when they are full. Therefore, it is better to negotiate after lunch.

Prepare and rehearse your first phrase

The first sentence must be precise. It sets the tone for the entire conversation.

“I want a raise” or “I think I deserve better” or “pay me more or I’ll quit” - all options have their pros and cons. Which option is right for your case?

Be sure to rehearse the first phrase at least in dialogue with your wife or husband. You must pronounce it in such a way that they believe you and you believe in it yourself.

Consider the interests of third parties

How does the leader reason? “If I increase now, it might become a habit. If I raise one, everyone will have to raise.” Your compensation may be a political issue for a manager whose decision will affect many people.

The following situation arose on one of the projects. There were simple problems that everyone could solve. And complex tasks that only I could solve.

I negotiated for a salary increase, but got nothing. Later, I found out what the manager was afraid of: my colleagues might find out that my remuneration had been increased for solving simple problems, and they would also begin to demand an increase.

Therefore, it was necessary to ask for a promotion only for the decision complex tasks and convince the manager that no one will know about the promotion.

Define your negotiation situation

Is this your “last fight”? Or is this “reconnaissance in force”? A way to test the strength of a stone wall or a game of roulette based on the principle of “what comes up”?

These negotiations can be approached in different ways. If this is the “last battle,” then we need to act more seriously and decisively.

Determine the best alternative to failed negotiations

Think about what you will do if your manager refuses to raise your salary.

Will you continue to work as before? Or will you write a statement? Or will you tell nasty things about the leader behind his back? Or will you perform another feat to prove that you are worthy of a promotion?

Maybe your manager simply doesn’t have the resources to increase remuneration right now. Will you offer your help to find these resources?

Determine what kind of negotiations you are going to have

At manipulative negotiations Each side uses various tricks and tricks, hoping to deceive the enemy. Usually in such a game the manager is stronger, but the employee can also create a successful situation. For example, when you demand a salary increase at a corporate party: by playing on the same team, you save the boss’s life and hint at reciprocal gratitude on his part.

Power negotiations associated with the struggle for power and the demonstration of power. You can negotiate with power when you pose a threat or have a valuable resource. For example, threaten to go to your competitors if your fee does not double starting tomorrow.

If you have power, there is always a temptation to use it. But remember that people don't like to be pushed against the wall. They may refuse you only in order to maintain power. And if they agree, they will harbor a grudge and sooner or later they will remind you of it.

Business negotiations come from a partnership relationship between you and the manager. You do one thing, and to achieve best results, ask for yourself necessary conditions work. You evaluate your gains and losses, your boss's gains and losses, and bargain, showing how each party can minimize losses and increase mutual benefits.

Stage two. Into battle

During the negotiation process, two problems must be solved sequentially.

The first task is to achieve the very fact of discussing your salary.

The second task is to achieve what you want through the negotiation process.

Make sure there are no distractions for you and your manager.

If the conversation is not very pleasant for the manager, he will want to avoid it under some pretext. Therefore, you should have enough time to discuss all issues.

Non-verbal

If you believe that you need this money and if you want to get it, then don't smile. A good leader is a good psychologist. He will determine in about 15 seconds whether it will be easy to refuse you. If you smile, it means you come in peace. So you will leave in peace. And without money.

State the purpose of the negotiations

Your memorized confident phrase is important here.

“I would like to discuss the issue of increasing the fee by 10%.” Or “Can we discuss raising my salary?”

It only takes a few seconds for the manager to understand whether your request is worth taking seriously, so you need to be as natural and confident as possible.

Give reasons why you are applying for a salary increase

Maybe you accomplished a feat? Maybe you have obvious and objective merits?

Tell us about your strengths and achievements. There must be at least three reasons why you deserve the best.

Don't dump everything at once - save your strongest arguments for the end of the negotiations. You don’t think that the manager will immediately agree with you?

Don't ask "Why?"

There are no ideal workers. There will always be reasons to refuse. You came to talk not about why you can’t raise your salary, but about why you need to do it. Therefore, instead of studying the cockroaches in the head of the manager, pursue your line - argue own merits and benefits.

Don't leave without a clear answer

Your task is to achieve a certain reaction. Yes means yes, no means no.

Leaders often use manipulation and avoidance. Remember, most often they have more experience in negotiations than you.

“I don’t decide this”, “let’s wait”, “show what you are capable of” - this is all avoiding the answer and the desire to leave everything as it is.

Stage three. After negotiations

If the negotiations are a success, thank the manager, praise yourself and accept congratulations.

If negotiations fail, now is the time to do what you decided in advance: to implement the best alternative to unsuccessful negotiations.

Remember that negotiation is a game in which you can always make a new move. Therefore, approach this issue strategically. Use any manager's decision to achieve your own goals.

How to apply for a salary increase? 07/27/2014

A very popular question in the HR field: How to properly formalize an increase in employee salaries?

Employee salaries are established in the staffing table. Therefore it is necessary make changes to the staffing table , reflecting the new increased salaries. Changes in the staffing table (new staffing table) are approved by order in the manner adopted by a particular employer. The order is recorded in the appropriate accounting journal, for example, in the order register. Often, approval of a new staffing table (with new salaries) in accordance with the organization’s charter is allowed only if a decision is made on this by the general meeting of the organization’s participants. Such requirements can be established in relation to the salaries of the head of the organization, his deputies, and the chief accountant. Look at the charter of your organization. It is possible that you have established the specifics of approving a new staffing table and making changes to it. If this is the case, then you need to comply with them.

The new staffing table is registered in accordance with the procedure established by the employer.

If necessary, changes in salary amounts are reflected in other local regulations of the employer, for example, in the regulations on remuneration. Employees are informed about changes in local regulations in the manner established by the employer.

According to Art. 57 of the Labor Code of the Russian Federation, the terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee) must be specified in the employment contract with the employee. Accordingly, the change in salary must be reflected in the employment contract.

We have already written that in in rare cases employees do not agree to a salary increase (when, due to income growth, they lose some social benefits). But in most cases, the employer does not encounter any objections from employees regarding salary increases.

According to Art. 72 of the Labor Code of the Russian Federation, changes in the terms of the employment contract determined by the parties are allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by 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.

Thus, after approval of the new staffing table additional agreements are being prepared for employment contracts with employees (agreements to change the terms of the employment contract determined by the parties) .

The agreement with each employee is drawn up in two copies (one for each party), if more No copies are provided for this employer.

The agreements signed by the parties are registered in the manner established by the employer, for example, in the register of agreements for employment contracts with employees.

The employee’s receipt of a copy of the agreement should be confirmed by the employee’s signature on the copy of the agreement remaining in the custody of the employer. We recommend that you put the phrase “I have received a copy of the agreement” before your signature.

In some organizations it is also customary to issue an order to change the terms of employment contracts with employees determined by the parties, but Labor Code The Russian Federation does not oblige you to do this. If an order is issued, it is registered in the manner prescribed by the employer, in the appropriate registration journal.

Please note that if salaries increase due to wage indexation, the registration procedure may be established by regulations legal acts, collective agreement, agreements, local regulations employer (depending on the categories of employees and employers). According to Art. 134 of the Labor Code of the Russian Federation “ensuring an increase in the level of real wages includes indexation of wages in connection with the increase in consumer prices for goods and services. Government bodies, organs local government, state and municipal institutions carry out wage indexation in the manner established by labor legislation and other regulatory legal acts containing standards labor law, other employers - in the manner established by the collective agreement, agreements, local regulations." When registering a salary increase in this case, you should take into account the specifics of the procedure established by the listed documents.

Newcomers often ask: should salary changes be reflected in the employee’s personal card (unified form No. T-2)? Form No. T-2 provides for the indication of salary in section “III. Hiring and transfers to other jobs.” For cases of salary changes not related to hiring and transfer to another job, there is no column for mandatory indication of salary. If your organization still deems it necessary to record salary information in card No. T-2, then this can be done in the “X. Additional information."

The book is intended mainly for beginners in personnel records management, but will also be very useful for experienced specialists with experience conducting personnel work in organizations and entrepreneurs. The first volume details the design of various personnel documents, on hiring employees, transfers to another job and other changes to the terms of the employment contract (by agreement of the parties and at the initiative of the employer), moving employees to another workplace, removal from work, assigning additional work to an employee in order to combine positions (professions) , expanding service areas, increasing the volume of work, performing the duties of a temporarily absent employee, concerns the protection of the employer’s trade secrets and personal data of employees.

The problem of finding ways effective motivation employees are concerned about most employers. Some improve the psychological microclimate, others increase the comfort of working conditions, but few employers will deny the well-known truth: the best incentive is an attractive salary. And if management pretends to have forgotten about the power of the material factor, then a memo for a salary increase will help remind him of this.

Regulatory framework

The very right to communicate with an official or official at any level is regulated federal law on the appeal of citizens of the Russian Federation, 59-FZ. It determines that a citizen individually or their association can contact the selected object and receive a comprehensive answer if the question lies in the area of ​​responsibility of the addressee.

Since the same mechanism, in to the fullest, works in relations with company managers, then employees can rely on Law 59-FZ in this case as well. However, for internal business correspondence, the more common form is considered to be a report and. Unified forms for these documents are not provided, but when preparing them, it is recommended to pay attention to GOST 6.30-2003 USORD. Its norms must be applied both when filling out the “header” and composing the content.

In addition, in the matter of sending a memo for a salary increase, the local acts of the enterprise come to the fore:

• wage regulations;
• collective agreement;
• labor agreement;
• staffing schedule;
• set of job descriptions;
• agreement with the trade union organization.

After all, they most often contain specific criteria and conditions for increasing wages in a particular company.

If the salary increase is provided for by the internal regulations of the company, then the request stated in the memo is subject to unconditional satisfaction.

Instructions for preparing a note

Each official memo at the enterprise, of a kind, creative work. This does not apply, of course, to its formal part; it is precisely regulated by GOST 6.30-2003, and must contain:

• name of the addressee's position and name of the institution or organization;
• Full name of the addressee;
• indication of the position and full name of the author;
• the title “Memo” and a brief description of the topic of the appeal;
• content part;
• list of applications, if available;
• date of writing the document and personal signature of the applicant;
• data on the registration of paper in the relevant journals of incoming documentation (number and date of filing).

The greatest difficulty is in drawing up the content of the document, since it requires justification and argumentation. It is desirable that the author’s position be supported by actual results or references to legislative and local acts. Here are just the most popular:

Reason for salary increase	Justification for the salary increase in the memo
Inflation or other unfavorable financial processes throughout the country	An attempt to simply write “look at the prices” in an appeal is evidence of incompetence and a superficial approach to document preparation. It is better to refer to official data from RosStat or conduct a mini-research and provide your list of products whose prices have risen sharply recently. Indirectly, this right is confirmed by Art. 135 TK. Accordingly, product items should be vital and not concern items of increased comfort or luxury
Combining positions or expanding the range of responsibilities (in fact)	If verbal requests from your immediate superior to perform some additional work have become regular, then you should not wait for the moment when they smoothly turn into orders. In the text of the memo for a salary increase, it is worth including a list of tasks that go beyond the scope of the employee’s employment contract, which he has recently performed, and offer management to charge payment for them
Expanding the list of functions at the request of the employee	The specialist himself can initiate an increase in his own workload in exchange for an increase in earnings. Then the amount of payment will be calculated based on the staffing table. The applicant himself needs to justify his ability to perform advanced functions (attach a document on advanced training, receipt of an academic degree or specialized education at a university, a patent for an invention or a certificate of training in the specified field)
Long and conscientious work in the company	This is obviously not a very strong argument, since valuable employees, as a rule, receive promotions and salary increases from their superiors on a regular basis. If a long-term employee does not receive the attention of management, then perhaps the lack of penalties is evidence of normal discipline, and not the value of personal achievements. That’s why, before writing a memo for a salary increase, you need to soberly assess the employee’s own merits
Lack of salary revision for a long time or discrepancy between the employee’s salary and the income of specialists in similar positions	If the staffing table, in terms of wage tariffs, has not changed for several years, then the employee can use this as an argument to support his request to revise his salary. Its credibility can be increased if we also provide inflation indicators for this time. And in the case of an unfair approach to setting salaries for similar positions within the company, you need to insist that the list of duties and level of responsibility for such specialists is the same or comparable.
Gaining unique personal skills or achievements	If an employee’s personality helps the company receive additional profit that another specialist of the same qualifications cannot bring, then the management should hint at a personal increase. For example, those who attract larger number clients, relying on personal connections and acquaintances. As an option, you can consider increasing your salary as a percentage of the attracted turnover.

Check out an example of a memo on our website ().

At the discretion of the manager

The need to draw up a memo for a salary increase and look for a sample of it in the personnel department or the Internet arises only if the idea to raise salaries did not originate in the head of the head of the enterprise, but in one of the heads of his departments. The form in this case is not the most important thing; it is better to focus on ensuring that the director, who quite possibly does not know the employee named in the note personally, does not doubt the need to revise his monthly income upward.

If collective or employment contract It is not stated how, when and for what an employee can count on a salary increase, then the decision on this remains at the discretion of the manager, even if the reason in the memo is more than valid.

Submitting a note

The idea of ​​increasing salaries for subordinates, although considered an important point in developing a system of employee motivation, rarely occupies a dominant position in the director’s mind. Most often, the impetus for revising the salary policy in relation to an individual employee or team is a memo for a salary increase from one of the middle managers. In general, the process takes place in several stages:

1. Showing initiative. The employee himself may hint about a desire to qualitatively improve his financial situation, or the head of his department will decide to improve the situation.
2. Actually drawing up a memo and sending it to a higher-ranking manager or functionary who has the right to make such decisions.
3. Registration of an internal message in the journals of incoming correspondence or sending it by mail.
4. Reviewing the proposal and preparing a response.
5. Consent is usually expressed in the form of an order to increase wages and change the staffing table. The refusal is sent in the same way internal document, often in the form approved in the document flow regulations in the company.
6. Increased salaries await employees as early as next calendar month, unless otherwise established in the issued order for the enterprise.

Those who expect a quick response from their superiors will have to be patient. Law 59-FZ allows official review all documents within 30 days, unless it was sent by special categories of persons.

Another good thing is that to an appeal submitted in writing, the manager must respond in the same form. This means that, if there are grounds, the refusal stated on paper can be appealed to the labor inspectorate or court. Naturally, this matter will have prospects only if the procedure for increasing salaries is approved in local acts enterprise, and the management refuses to carry it out.

Common mistakes in statements

• Destination. The most common mistake when drawing up a memo for a salary increase is incorrectly identifying the addressee. Even if the employee believes that the amount in the payroll is not comparable with the efforts he expended and the results achieved, then he needs to correctly plan the route for considering his request.
• Not within the manager's competence. It would not be entirely correct to demand additional payment from your immediate superior if resolving these issues is not within his competence. But at the same time, you shouldn’t “jump over your head” and write a complaint to the general director. The surest way is to draw the attention of the head of your department to the financial discrepancy and invite him to petition higher management for its review.
• Argumentation. Another example of a mistake when drawing up a memo for a salary increase is incorrect argumentation. Even if the employee finds himself in very difficult life situation and is in dire need of money, this is not a reason to increase his salary. Every more or less experienced leader knows this simple truth.
• Showing sympathy in the form of a salary increase will have a detrimental effect on the productivity of the remaining team members, since it will create an erroneous idea of ​​the company’s priorities. In this case, it is better to suggest that the management give the employee a one-time financial assistance or an interest-free loan. Such an initiative has a greater chance of receiving a positive resolution from management.

The desire of employees to improve their financial situation pushes some of them to write a memo for a salary increase. And if, before its departure, a person objectively approached the assessment of his own positions and labor achievements, then the likelihood of desired result increases significantly.

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