Pay is an integral part of labour relations and an essential means of motivation. The Labour Code sets out its various types. An entrepreneur may choose the most appropriate business, set different categories of employees. The main point is that wages should be paid at least two times a month and not lower than the MPL for the region.

The most common pay system is temporary. The employee ' s pay depends on the amount of time worked and its tariff or salary. Both the tariff rate and the salary are fixed and guaranteed wages for the performance of duties per unit of time. They do not depend on the volume or complexity of the tasks performed. The salary is set for a month, the tariff rate is daily or hourly.

Such a system is often used for administrative staff.

Plus:

Proceeds for calculation and accounting
Guarantees a stable employee ' s income
Predictability of pay for the employer

Less:

Not boosting productivity
Could lead to low staff motivation
Net interim system is rarely used. It is commonly used in conjunction with stimulus payments such as experience allowances, qualifications and performance bonuses. If the staff member does not have any allowances, the salary cannot be lower than the LLOT. If awards and other payments are provided, there can be no total sum less than the term.

The wage of the worker depends on the quantity of the work done or the amount of work performed. The more the worker does or does the product, the higher the earnings. This form is used in the fields of construction, production, as well as in the case of collaborators, couriers and others.

Despite the fact that the employee ' s wage under the unit system depends entirely on the amount of work, the monthly amount of the worker (even if the work standards are not met) cannot be lower than the ITL.

In the introduction of wage-earmarking, it is necessary to describe the categories of workers covered by the payroll, the rules of employment, the rules for the recording of results, the unit rates, etc.

Plus:

Promotes productivity
Allows for the optimization of salary costs
Fair income distribution among workers

Less:

Complexity of recording and monitoring of completed work
Loss in workers ' incomes
May lead to a deterioration in the quality of work

Labour fees are set as a percentage of sales or services rendered. However, the monthly amount may not be lower than the LLT, regardless of the sales or proceeds. It is often used in the areas of trade and services in conjunction with the time-frame.

Plus:

High staff motivation
Minimum wages during periods of low sales
Enlists highly qualified professionals

Less:

Workers ' income is unstable
Could lead to unfair competition among staff
It is difficult to control the quantity and quality of work performed

Another pay system is called accoral and provides for a total payment for a certain amount of work or project as a whole. It is rarely used for staff members.

The choice of the type of remuneration depends on the specificity of the employer ' s activities, objectives and capabilities. A number of factors should be taken into account in choosing:

Nature of work
Staff qualifications and experience
Level of competition in the labour market
Financial capacity of the company

Combined pay systems are recommended for employers to increase pay efficiency. This makes it possible to take account of the individual characteristics of workers and to stimulate better results and business objectives.

Source:

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In the Yaroslav region, various assistance is provided to entrepreneurs through the Mala and Middle Entrepreneurship Project, as well as to industrial enterprises under the " Productivity " project and the " International Cooperation and Export " national project.

All support measures for small and medium-sized businesses can be accessed on my business site.

Details of all support measures for industry and investors on the investing site