Calculation of the Minimum Monthly Tariff Rate for a 1st Grade Worker 2021

The size of the tariff rate of salary of the first category 2021 Russian Federation

In Belarus, republican wage rates have been established for these purposes.
The main standard in them is the tariff rate of the first category. There is a Unified Tariff Schedule (UTS), in which each profession and qualification within this profession is assigned its own categories, and the corresponding coefficients depend on them. The decree instructed government bodies and local executive authorities to recalculate employee salaries in accordance with the new tariff rate and coefficients of the Unified Tariff Schedule for Employees, taking into account correction coefficients.

Tariff schedule and categories to it

Budgetary enterprises cannot afford this, because they are subject to government regulations, and all control of the work process is carried out by government agencies. Therefore, state enterprises apply a Unified Tariff Schedule, which was approved by higher authorities.

If over the years of work an employee’s qualifications have increased significantly, then his tariff rate should also increase. Public sector employees improve their skills through certification. To carry out this procedure, the norms of the Basic Regulations on the Certification Procedure are used. This document is used only for budgetary organizations or enterprises and is optional for private companies.

07 Feb 2021 juristsib 512

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On Indexation of the Minimum Monthly Tariff Rate for First-Class Workers for the 1st Quarter of 2020

This Agreement is aimed at improving the system of relationships and coordination of interests between employees, government bodies, local governments, employers on the regulation of social, labor and other related economic relations in the housing and communal services sector, as well as increasing the efficiency of the work of housing and communal services organizations. public utilities, for the implementation of socio-economic, labor rights and legitimate interests of workers in this industry. Depending on the financial and economic condition of the Organization, the employer has the right to establish a minimum monthly tariff rate in the Organization in an amount exceeding the amount provided for in this paragraph.

Hello, in this article we will try to answer the question “On the Indexation of the Minimum Monthly Tariff Rate for First-Class Workers for the 1st Quarter of 2021.” You can also consult with lawyers online for free directly on the website.

Minimum monthly wage rate for a first-class worker 2021

Officers. Let us note that, in accordance with the law, the ERA of Russia Association intends to submit documents to the Federal Service for Labor and Employment on Monday, December 24, to undergo the notification registration procedure for a new OTS.

When determining the minimum wage rate for employees, the Organization is given the right to set this rate higher than the minimum wage approved by federal law, as well as the industry or regional minimum provided for by an industry or regional agreement.

We set the minimum possible salary

An employee who has worked a monthly standard of working time and fulfilled the work standard established for him has the right to a salary not lower than the minimum wage (Article 133 of the Labor Code of the Russian Federation). That is, such an employee cannot be paid a salary less than the minimum wage. Moreover, the salary accrued to the employee must be no less than the minimum wage. The amount received in hand after withholding personal income tax, alimony, etc. may well be less than the minimum wage (Articles 209, 210, 226 of the Tax Code of the Russian Federation).

Since January 1, 2020, the Regional Agreement on the minimum wage in St. Petersburg for 2020 has been in force in St. Petersburg (concluded in St. Petersburg on September 12, 2020 No. 310/16-C). In accordance with this Agreement, the minimum wage from January 1, 2021 is set at 16,000 rubles. In this case, the tariff rate (salary) of a 1st category employee cannot be less than 13,500 rubles (clause 1.1 of the Agreement).

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Minimum monthly wage rate for a 1st category worker 2021

If a regional industry association of employers has been created in a subject of the Russian Federation, which is a member of the All-Russian Industry Association of Essential Employers, then Organizations of such a subject may accede to the Agreement in the prescribed manner.

7.6.3. Do not disclose and take measures to protect information classified as commercial, official or other secret protected by law that was received from employers. In cases of disclosure of commercial, official or other secrets protected by law, trade union organizations and their representatives bear responsibility established by the legislation of the Russian Federation.

Calculation of the Minimum Monthly Tariff Rate for a 1st Grade Worker 2021

The document was signed by the director of the department of prices and tariffs of the regional administration R.N. Sorokin, chairman of the regional organization of the All-Russian Life Support Trade Union I.D. Merkulova and the president of the regional association of employers “Union of Public Utilities of the Vladimir Region” V.V. Volkov.

Minimum Tariff Rate for a 1st Grade Employee for 2021 in St. Petersburg

By virtue of Article 143 of the Labor Code of the Russian Federation, the tariffication of work is carried out on the basis of special tariff and qualification reference books, current professional standards, and state guarantee obligations in the field of remuneration. The use of this regulatory framework is mandatory for Russian budgetary organizations. If the employer does not have funds to increase wages, the indexation of the wage fund is carried out from July 1 of this year simultaneously with an increase in tariffs for the services provided, based on the size of the minimum monthly tariff rate for a first-class worker, established according to the consumer price index for goods and services for the past quarter.

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This procedure gradates the cost of labor for various professions. The tariff system is especially appropriate for use in enterprises where production is carried out on a shift schedule. This allows you to ensure payment in proportion to the time worked and taking into account the qualifications of the employee.

How to assess the difficulty of performing certain tasks

A clear illustration of the degree of complexity of a certain type of work is the tariff categories. Difficult working conditions that go beyond the generally accepted ones are assessed through various additional payments and compensations.

To determine the degree of complexity of a particular job, special tariff and qualification reference books have been developed that establish standards for the compliance of an employee with a particular specialty. The document explains in some detail the level of knowledge and skill required to perform work of varying complexity.

Nuances and rules for using the tariff schedule by category

These directories are a list of activities and various professions that are available in enterprises and institutions. They fully contain the characteristics and qualifications, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of workers and determine their degree of responsibility.

Tariff remuneration systems are remuneration systems based on a tariff system of differentiation of wages for workers of different categories. The tariff system for differentiating wages for workers of different categories includes: tariff rates, salaries (official salaries), tariff schedule and tariff coefficients. Tariff schedule is a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of workers using tariff coefficients. Tariff category is a value that reflects the complexity of work and the level of qualifications of the employee. Qualification category is a value that reflects the level of professional training of an employee. Tariffication of work - assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work. The complexity of the work performed is determined based on their pricing. Tariffication of work and assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their use are approved in the manner established by the Government of the Russian Federation. Tariff systems of remuneration are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law standards. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for remuneration.

The role of the tariff scale in determining workers' wages

According to the norm of Article 143 of the Labor Code, an employee’s payment must be proportionate to his efficiency. That is, the higher the rank or qualification of an employee, the more expensive his work. And the category directly depends on the type of work. All types of work inherent in a particular category (by profession) are listed in the ETKS.

the salary for the lowest category cannot be less than the legal minimum wage;
the work of workers of the same position and qualifications should be paid equally;
salary reduction is unacceptable;
fixed salaries and rates are set taking into account membership in a professional qualified group;
all salaries, rates, allowances and bonuses are included in the staffing table.

The tariff rate is...

Tariff category is a value that reflects the complexity of labor and the level of qualifications of the employee (Part 4 of Article 143 of the Labor Code of the Russian Federation). The employer also sets the number of ranks, the procedure and grounds for assigning them independently and enshrines these provisions in local regulations.

The tariff rate is a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, without taking into account compensation, incentives and social payments (Part 2 of Article 129 of the Labor Code of the Russian Federation). The monthly tariff rate is essentially the official salary, with the only difference being that the tariff also takes into account the fulfillment of labor standards for this month.

Introduction of basic salary

To remunerate government employees, a unified system is used, which is established by federal law and a collective agreement. Due to changes in labor legislation in 2006, managers of public enterprises were allowed to set a minimum base salary for employees, the amount of which does not change under any circumstances. This value has become a guarantee that highly qualified employees will not receive less than the established limit. The introduction of a basic salary helped to balance social inequality between workers of different skill groups.

Now the basic wage rate for an ordinary rural teacher is at the same decent level as in the city.

Calculation of the Minimum Monthly Tariff Rate for a 1st Grade Worker 2021

And if we take into account maintenance or repair work, but which are not in the collections, then what should I start from when determining the payroll? (After all, take into account even the same carpenter who was asked to “repair the horizontal bar, and the work will include: Painting, welding of damaged areas, replacement of unusable elements,” I just thought if I had calculated rates, then it would be easier to immediately take and calculate the work and then if you need to explain and chew on every line in my calculation, so that there are no questions left for me or our Criminal Code.

And to be more specific, I realized that to calculate the work on current repairs, use TER (where the average market prices for construction, installation, etc. work are actually taken), I now mean the payroll that is included there.

On the size of the Minimum monthly tariff rate in the electric power industry in the first half of 2021

At the same time, in organizations officially participating in the implementation of OTS (hereinafter referred to as the Organizations, the current register of Organizations), the tariff rates of first-class workers are set at a level not lower than MMTS in the electric power industry, unless otherwise established by collective agreements of organizations.

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2. If the size of the Tariff rate of the first category of the Organization in the second half of 2021 exceeded the level of MMTS in the electric power industry (7935 rubles), independently, taking into account consultations with social partners, determine the parameters for increasing the size of the Tariff rates of the first category of the Organization.

Expert: Monthly Tariff Rate for First Class Workers 2021

The UTS was used from 1993 to 2008 for state budgetary institutions and until 2011 for regional ones. Afterwards, it was replaced by NSOT - a new wage system, where a worker’s income began to consist of salary, incentive payments and compensation. We will describe how it is calculated below. ► Since remuneration, its principles and amount, are an essential condition of the employment contract, the hourly wage rate should also be reflected in the relevant section of the contract (Article 57 of the Labor Code of the Russian Federation). The salary received by the employee may consist only of payment for hours worked or with the use of an incentive bonus.

At the same time, different categories of monthly payments are characterized by a different nature, component composition, and set of grounds for provision. Housing and communal services is a type of economic activity aimed at ensuring the livelihoods of the population, creating comfortable living conditions for citizens in their homes and in landscaped areas; Housing and communal services include types of activities, services, works named in the qualification characteristics of activities in Order of the Ministry of Construction of Russia dated April 27, 2021 N 286/pr “On approval of collective classification groupings of the housing and communal services industry” (Full list of Organizations by type of economic activity , services and work in housing and communal services are given in Appendix No. 4 and Appendix No. 5 to this GTS).

Mrot from January 1, 2021 | changes in the minimum wage

The declared amount is 12,130 rubles. per month will be 100% of the cost of living for the 2nd quarter of 2021. Thus, in relation to the previous amount established a year earlier (RUB 11,280), the minimum wage will increase by 7.5%.

It is known that the State Duma has already adopted the corresponding bill in the third and final reading.

Salary below the minimum wage: responsibility and fines

Why is the minimum wage important? For many reasons. First of all, wages depend on it. The employer does not have the right to pay full-time employees a salary below the minimum wage, as stated in 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 (job duties) cannot be lower than the minimum wage.”

Rostrud on its official website clarifies that wages may be less than the minimum wage if the employee works part-time or part-time. “The salary may be less than the minimum wage.

In addition to salary, wages include compensation payments, various bonuses and incentive payments (Article 129 of the Labor Code of the Russian Federation). Thus, taking into account all salary increases or incentives, the employee receives an amount greater than or equal to the minimum wage.

If the employee’s salary is still less than the established minimum wage, the employer must make an additional payment up to the minimum wage.”

The employer must understand that he is at great risk if his employees receive wages below the minimum wage. The labor inspectorate may fine him. According to Part 6 of Art. 5.27 of the Code of Administrative Offenses of the Russian Federation, such a violation entails a warning or the imposition of an administrative fine on officials in the amount of 10,000 to 20,000 rubles; for legal entities - from 30,000 to 50,000 rubles.

For repeated violations, the fine for officials ranges from 20,000 to 30,000 rubles. or disqualification for a period of one to three years; for legal entities - from 50,000 to 100,000 rubles.

Salary is less than the minimum wage for a part-time worker

Experts from Rostrud draw attention to the fact that in case of part-time work, remuneration should not be lower than the minimum wage, calculated in proportion to the time worked - depending on output or on other conditions determined by the employment contract (Article 285 of the Labor Code of the Russian Federation).

Thus, the wages of a part-time worker should not be lower than the minimum wage, calculated in proportion to the time worked.

Regional minimum wage

According to Art. 133.1 of the Labor Code of the Russian Federation, in addition to the federal minimum wage, which is valid throughout Russia, regions can set their own minimum wage. It is determined taking into account socio-economic conditions and the cost of living of the working population in the corresponding subject of the Russian Federation.

By law, the minimum wage in a constituent entity of the Russian Federation cannot be lower than the minimum wage established by federal law. At the same time, regional authorities have the right to equate the minimum wage to the federal standard or increase it.

Employers have a period of 30 days during which they can send to the labor body a written refusal to join the regional agreement on the minimum minimum wage in a specific subject. Silence automatically means consent, that is, if they do not refuse, they join the agreement.

The minimum wage in the constituent entities of the Russian Federation: table

Minimum wage in Moscow for 2021

The minimum wage in Moscow is 20,195 rubles. established by Decree of the Moscow Government dated September 10, 2019 No. 1177-PP and is already in force from October 1, 2021.

Minimum wage in the Leningrad region from January 1, 2021

On November 28, 2021, a Regional Agreement on the minimum wage was concluded in the Leningrad Region for 2021, according to which the minimum wage here is set at 12,800 rubles.

It follows from this that the monthly salary of a person working in the Leningrad region and in an employment relationship with an employer subject to a regional agreement cannot be lower than the minimum wage in the Leningrad region if this person has fully worked the standard working hours during this period and fulfilled labor standards.

In connection with the increase in the minimum wage, the question often arises about salary indexation - is it mandatory? We previously wrote about this in the article “Wage Indexation: An Employer’s Right or Obligation?”

Minimum minimum when setting wages for LLC branch employees

There are often situations when an LLC is registered in one subject of the Russian Federation, and its employees work in a branch of the LLC in another subject. In this case, what minimum wage should we be guided by when setting salaries for branch employees?

In this case, it is legal to set the salary taking into account the minimum wage established in the subject where the LLC branch is located.

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As stated above, in the regions the minimum wage can be established by regional agreement. In accordance with Part 2 of Art. 133.1. The Labor Code of the Russian Federation, the minimum wage in a constituent entity of the Russian Federation can be established for employees operating in the territory of the corresponding constituent entity of the Russian Federation, with the exception of employees of organizations financed from the federal budget.

Foreigners and wages not lower than the minimum wage

It is worth noting that foreign citizens, just like Russians, are subject to the provisions of labor legislation on the payment of wages not lower than the minimum wage. This is evidenced by Art. 11 Labor Code of the Russian Federation.

Moreover, Decree of the Government of the Russian Federation dated March 24, 2003 No. 167 specifies that the receiving party is obliged to provide the foreign worker with a salary of no less than the minimum wage.

Monthly Tariff Rate for First Class Workers 2021

This year, Gazprom is also carrying out a planned indexation of wages by 3.7%, based on the inflation forecast of the Bank of Russia. This figure was fully consistent with the forecast of the Central Bank, which promised inflation of at least 3.8%. Basic prices for repairs of mechanization equipment: 22.4. An example of calculating the correction index to base prices. The calculation was made on the basis of the monthly tariff rate of a 3.5 category production worker.

One of the indicators used in calculating wages according to the hourly system is the minimum wage, which is officially established by the state at enterprises with various forms of ownership. It acts as the smallest hourly wage for work performed.

Determination of the minimum tariff rate of the 1st category

When deciding on the possibility of using the subsistence minimum or minimum wage to calculate the minimum tariff rate of the 1st category, it is advisable to compare their value with the average monthly salary for the enterprise. If they amount to more than 45-50% of the average monthly salary, then it is not advisable to take them as the basis for calculations, since this will lead to a significant increase in labor costs and will reduce the possibility of its differentiation. Provided that the share of the subsistence minimum or minimum wage is no more than 35–45% of the average monthly salary, they can be taken as the basis for calculating the minimum tariff rate of the 1st category.

The purpose of developing an intra-production tariff system is to ensure wage regulation on an enterprise (organization) scale based on the factors of its differentiation (tariff-forming factors).

Methods for regulating tariff rates and salaries

The tariff system occupies a key place in the mechanism for regulating wages in many organizations, as well as among employers - individuals (hereinafter referred to as organizations). The implementation of both the reproductive and stimulating functions of wages depends on how it is constructed. In accordance with the Labor Code of the Russian Federation, organizations independently resolve issues of tariff regulation of wages. So, according to Art. 143 and 144 of the Labor Code of the Russian Federation, tariff systems of remuneration both in commercial organizations and in state and municipal institutions are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms.

Purpose and elements of the tariff system

The purpose of the tariff system is as follows:

establishment of guaranteed tariff rates (salaries) for fulfilling labor standards, regardless of the results of the organization’s activities;
determining the level of tariff rates and salaries, taking into account the market price of labor and the cost of reproduction of labor;
ensuring differentiation of tariff rates (salaries) by categories of personnel depending on differences in complexity and working conditions;
encouraging employees to develop their business skills, improve their skills and work results;
compensation for unfavorable natural and climatic conditions, etc.

Thus, having gained independence in regulating wages, non-budgetary organizations build a tariff system, taking into account as much as possible the specifics of production, the price of labor for key positions, differences in complexity and working conditions.

In these conditions, the tariff system is a set of standards that ensure regulation and differentiation of tariff rates and salaries depending on the complexity and working conditions at each workplace, as well as taking into account natural, climatic and industry characteristics.

The main elements of tariff conditions for remuneration in an organization are:

1st category tariff rate;
a unified tariff schedule or a tariff schedule for workers and a salary schedule for managers, specialists and employees;
Unified Tariff and Qualification Reference Book (UTKS) of works and professions of workers;
Unified qualification directory for positions of managers, specialists and employees.

An alternative to these reference books (or in addition to them) is a regulatory document for the tariffing of work (including a grading system), developed by the organization itself based on an assessment of jobs.

Criteria for establishing the minimum tariff rate in an organization

The minimum tariff rate (tariff rate of the 1st category) is the basis for regulating the entire tariff system and represents the amount of wages expressed in monetary terms per unit of working time. Depending on the selected units of working time, tariff rates can be hourly, daily, or monthly.

The minimum tariff rate (MTS) should provide conditions for the reproduction of workers engaged in simple unskilled labor. When justifying the minimum wage rate (1st category rate) in an organization, it is advisable to take into account the criteria established by ILO Convention No. 131 “On the establishment of minimum wages with special regard to developing countries.”

With some adjustments in relation to the organization, these criteria can be formulated as follows:

the needs of workers and their families;
general salary level;
cost of living and changes in it;
social payments;
comparative salary levels by personnel categories;
economic factors, including the need for stable functioning of the organization, taking into account the level of labor productivity, and the desirability of maintaining staff.

Among the criteria that employers and trade unions should focus on in their activities when establishing MTS in an organization, the main one is the need of workers and members of their families. In order for MTS not only to support physical activity, but also to reproduce the worker’s ability to work and development, it must correspond to the price of the consumer basket, which includes the necessary set of products, goods and services. The minimum acceptable volume and structure of consumption of the most important goods and services of an employee of an organization are determined using the budget of the subsistence level of the working population (PM TN).

Please note! The cost of living is the cost estimate of the consumer basket, as well as mandatory payments and fees. Article 1 of the Federal Law of October 24, 1997 No. 134-FZ

The subsistence minimum is an indicator of the minimum level of consumption of material goods and services necessary to maintain human health and ensure his life.

The subsistence minimum in accordance with Federal Law No. 134-FZ of October 24, 1997 “On the subsistence minimum in the Russian Federation” is determined in value terms on average per capita and for the main socio-demographic groups in the whole of the Russian Federation and in its constituent entities.

According to experts from the Russian Ministry of Health and Social Development, in the third quarter of 2007, the cost of PM TN was 4197 rubles. Thus, the minimum wage, established on September 1, 2007 at the level of 2300 rubles, is only 54.8% of the PM TN. Such a minimum wage does not ensure the restoration of the labor force even at the level of simple reproduction and, therefore, does not create the prerequisites for the employee to fulfill labor standards. It is impossible to hope for the employee’s full dedication to the labor process in such conditions.

We quote the document!

29. The consumer basket for the main socio-demographic groups of the population is determined on the basis of minimum sets of food, non-food goods and services.

4. The composition of the minimum set of food products, non-food products and services is determined taking into account:

1) scientific recommendations on the minimum volumes of consumption and the list of goods and services necessary to preserve human health and ensure his life;

2) the actual volume of consumption of food, non-food goods and services in low-income families;

3) socio-economic and demographic factors characterizing the level of income of the population, the composition and age-sex structure of the population, the size and structure of families, the financial capabilities of the state to ensure social protection of the population at the federal and regional levels;

4) objective differences in the consumption of food, non-food goods and services in the constituent entities of the Russian Federation, determined by natural and climatic conditions, national traditions and local characteristics.

12. The minimum set of food products for the working population is formed based on the physiological characteristics of the body of men and women who are not engaged in heavy physical labor.

13. The minimum set of food products for pensioners is formed taking into account the age-related decrease in the need for energy value of food.

14. The minimum set of food products for children is formed taking into account the need to provide them with adequate nutrition for the development of a healthy body (aged 0–6 years), as well as additional nutrition for active social and physical development (aged 7–15 years).

30. Food products included in the minimum set are combined into groups:

bread products; potato; vegetables and melons; fresh fruits; sugar and confectionery; meat products; fish products; milk and dairy products; eggs; vegetable oil, margarine and other fats; other products.

17. The minimum set of non-food products is formed from non-food products for individual and family use, taking into account their wear and tear period.

18. Non-food goods for personal use include clothing and footwear, as well as school and writing supplies.

20. Non-food goods for general family use include bed linen, cultural, household and household goods, basic necessities, sanitary items and medicines.

23. The minimum set of services includes housing and communal services, transport services, cultural services and other types of services.

24. Housing and communal services include the provision of housing, heating, cold and hot water supply and sanitation, gas and energy supply.

27. Services provided free of charge by healthcare, educational, cultural, and social service organizations are not included in the minimum set of services.

Methodological recommendations for determining the consumer basket for the main socio-demographic groups of the population in the whole of the Russian Federation and in the constituent entities of the Russian Federation, approved. Decree of the Government of the Russian Federation dated February 17, 1999 No. 192

A significant gap between the minimum wage and the PM TN does not create the necessary conditions for preserving human health and ensuring his life activity and is an obstacle to both the reproduction of the labor force and the stimulation of productive labor. Thus, if employers are thinking about ensuring the competitiveness of their organizations, and they cannot help but think about this, then they must set the minimum wage rate at a level that ensures the reproduction of the labor force.

At the same time, MTS in organizations must ensure the reproduction of not only the individual worker, but also the minor members of his family. In other words, the MTS should not be lower than the PM TN, adjusted for the dependency ratio. The quantitative certainty of this measure depends on the social policy pursued in the country, on the established amounts of family and other social payments.

The dependency ratio is calculated based on the number of children in the family per employee. If there are two workers and one child in a family, then the dependency ratio will be 0.5. This means that the minimum wage for each employee should not be lower than the sum of the monthly minimum wage and 0.5 monthly wages of the child (minus the state child benefit).

If an organization fails to ensure that the minimum tariff rate corresponds to the minimum subsistence level of the working population, taking into account the dependent load, it is necessary to increase social payments to employees who have an average income per person in a family below the minimum wage, provided that all able-bodied family members work.

One of the factors that should be taken into account when justifying MTS is its relationship with the average level of wages. The need to take into account average wages is emphasized not only in the aforementioned ILO Convention No. 131 of 03.06.70, but also in the documents of the European Committee of Social Rights, which assesses from a legal point of view the compliance of national legislation and practice with the obligations under the European Social Charter.

Article 4 of the European Social Charter recognizes “the right of workers to remuneration that will enable them and their families to achieve a decent standard of living.” But to be considered fair, wages should not be excessively below the national average wage. The minimum level set in this regard by the European Committee of Social Rights is 60% (in net terms). In addition, wages in any case must be above the poverty threshold in the country.

When justifying the minimum tariff rate, it is important to take into account its relationship with the maximum wage (maximum salary) in the organization. It can hardly be considered justified to establish MTS in an organization below the regional subsistence level of the working population if the manager’s salary is more than 10–16 times (depending on the number of employees) higher than the tariff rate of 1st category workers in the main profession. These are the maximum ratios established by Decree of the Government of the Russian Federation dated March 21, 1994 No. 210 for state (unitary) enterprises.

When justifying MTS, it is important to take into account its connection with the level of employment of the population. The most favorable situation is when MTS increases based on an increase in demand in the labor market or an increase in demand for labor in a particular organization, which occurs with the development of production.

The level of MTS, as well as the average wage, is also influenced by labor productivity, which plays a key role in the formation of newly created value. The higher the added value created by one employee of the organization, the greater the opportunities for increasing wages, including MTS.

The lower limit when establishing MTS in an organization is the state minimum wage, the norms of general, sectoral, regional and territorial agreements. In conditions where the state minimum wage lags significantly behind the PM TN, it is important to use the capabilities of the social partnership system, within which the gap between the 1st category tariff rate and the PM TN can be significantly reduced.

Differentiation of tariff rates

In many organizations in Russia, the differentiation of tariff rates of the 1st category, used in pre-reform times, has been preserved depending on various factors, among which three are usually distinguished:

according to forms of remuneration (piecework and time-based), when rates for pieceworkers are set at a higher rate, considering their work more intense;
for certain professional groups - higher tariff rates are established with increased labor intensity (machine operators, workers on conveyors and production lines, etc.) or increased responsibility caused by the technical means used (workers on high-performance machines or units, etc.) ;
on working conditions with the establishment of a certain percentage increase in the tariff rate depending on the degree of harmful effects of the unfavorable environment on the employee’s body.

For example, in one of the large joint-stock companies with diversified production, seven wage groups were established for each of the categories, including the first (table).

Table of differentiation of tariff coefficients of the 1st category by wage groups
However, organizations, having received broad rights in matters of wage regulation, have the opportunity to reduce the number of tariff rates of the 1st category, differentiated depending on the type of production, conditions and intensity of work, and thereby create a more streamlined and understandable tariff system for workers.

For example, work of increased intensity and severity can be classified as a higher wage category.

Thus, when justifying the tariff rate of the 1st category, which is an important element of tariff regulation of wages, the entire set of factors should be taken into account: from the need to ensure the reproduction of the workforce and optimal wage ratios to maintaining the competitiveness of the organization.

The tariff rate of the first category may be lower than the minimum wage

Hourly rate. Labor Code of the Russian Federation

Piece wages: types and description. Calculation of piecework wages
Types and main forms of remuneration
Tariff and non-tariff wage system. Tariff-free wage system: types, essence
Payment for night hours according to the Labor Code of the Russian Federation.

This also needs to be indicated in the explanations. And yet, can the salary or salary be less than the minimum wage? Let's consider options when an employee can receive less than the minimum wage or his salary is less (which is not the same thing):

Reasons that prompted management to issue the document

Before issuing an order, management must provide reasons (for example, a memo). Regardless of what the basis will be, it must indicate the following:

why the decision was made to change the salary;
a brief assessment of the employee’s business and personal qualities;
the size of the current and expected salary.

If the tariff rate is to be increased, it must be accompanied by a written notice from the head of the department. And if the tariff rate must be reduced, then in this case written notification is not necessary.

Minimum Monthly Tariff Rate for First Class Worker 2021 in Construction

The Department of Labor and Employment has registered an Agreement on amendments and additions to the “Industry Tariff Agreement in the Housing and Communal Services of the Vladimir Region” for 2020-2020. According to the Agreement, the minimum monthly tariff rate for payment of first-class workers employed in normal conditions and with full working hours is set for 2021 in the amount of 6,804 rubles.

The approved rate of the tariff agreement in force from 2020 to 2021 was 7,355 rubles. It will increase to 11,160 rubles from May 1 due to the nationwide increase in the minimum wage, to the value of which this indicator is tied through a coefficient.

Types of bets and their differences

They are classified depending on how much work time they are paid for. It can be:

Monthly (MTS). In essence, this is an official salary, to which incentive or compensation payments can also be added.
Daytime (DTS). This is the salary for a standard shift. To determine it, we need to know the MTS and the average monthly working hours. With a five-day work week, it is usually 21 days. Therefore, DTS = MTS / 21.
Hourly (CHTS). This is an hourly wage. It is equal to the ratio of the DTS to the length of the working day. The latter usually lasts 8 hours. For employees who work part-time, NPV is calculated separately.

Accordingly, for each qualifying category, 3 types of bets can be defined. The second and third types are used for temporary workers; for other workers, the first is usually used. In the public sector, MTS is also preferable.