What is the tariff rate and forms of payment?

One of the main motives for the successful work of any employee is the level of wages. The interest in increasing it has a beneficial effect on the desire to achieve higher results. And the employer successfully uses this stimulating lever of influence, setting the employee a higher payment for certain achievements. He can do this in many ways, such as a higher salary, incentive surcharges, piece-rate pay, and so on. In ne A moat variant under the salary is understood as the monthly tariff rate. Although it can be both hourly and daily and depends on the complexity of the work and the qualification level.

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

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

With a lump-sum system, the salary is calculated as a percentage of revenue. This means - you need to have time to fulfill the task (to realize the given volume of production) at a certain date, and from this you will receive a contractual interest - your salary. Indirect apply for on-line Wage payments to workers who do not participate directly in the production process, but serve (supervise) equipped workplaces. To do this, the tariff rate is multiplied by the standard, then by the fact of output plus the premium. This means that if the equipment works without interruptions, then the output increases, and the employee is expected to have a stable salary with premiums for processing.

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

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