How to calculate hourly wages. Calculation of the hourly tariff rate on illustrative examples. Advantages and disadvantages

During employment, the interested parties in the person of the employer and the employee must discuss the conditions, the system of payment for the performance of specific labor duties, and the amount of payment to the smallest detail.

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They must be entered in accordance with the instructions of the labor code in the employment contract, which is signed by them. Lack of this information may contribute to the emergence of disputes between the parties in the future.

What it is

If there are difficulties in rationing the work that the employee performs, hourly is used.

It is a special case of time for any work performed. In the calculation in such a situation, the working time spent by the employee, his qualifications are entered.

Hourly pay is divided into:

for a simple wage, where a fixed rate of one working hour of labor is applied, regardless of its result;
at the tariff rate, which is calculated on the basis of the minimum wage.

If it is necessary to take into account the quality or volume of work performed, a remuneration is added to it, the amount of which is specified in advance.

If accrual is made for a normalized task, then in addition to the payment for one hour of working time, an additional payment is charged for its correct execution.

Such a system is used extremely rarely, when there is no need to overfulfill the plan.

According to the Labor Code, the norm of working time per working week should be 40 hours, but no more.

In some cases, its value decreases, for example, if the employee is part-time, that is, work part-time. In such a situation, the calculation of wages is based on the minimum wage and the duration of the working week.

But taking into account the complexity of the work performed, it can be increased by the qualification of the employee. For employers, hourly pay is beneficial because the working hour is strictly regulated.

Its main advantages include:

the fixed cost of an hour of work allows you to calculate with the greatest degree of accuracy wages an employee;
in addition, the hourly wage provides an opportunity to pay for the work of an employee with a part-time or weekly work. As a rule, these include part-time workers, workers with a flexible schedule;
allows the employer to save some Money;
the system helps to control the efficient use of working time.

The main disadvantage of the system is the need for strict accounting of the employee's working time, which complicates the calculation of wages.

The system of hourly pay loses its effectiveness if bonuses are not paid. In addition, there is an attraction of an employee who will deal with the accounting of working hours.

How to calculate the size

One of the indicators used in the calculation of wages for 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.

The main indicators for calculation are the tariff rate corresponding to the size of the minimum wage, the summed number of working hours.

The amount of wages is calculated by multiplying the hourly rate and the total number of hours actually spent on the work. They are taken from the time sheet, properly executed.

For example, if a 36-hour working week is provided, then the norm of working hours per month will be 144 hours.

At the same time, the tariff hourly rate is calculated on the basis of the monthly minimum wage, which is equal to 5965 rubles and will be 41.42 rubles. It is established by the Government of the Federation respectively federal law No. 408 for 2020.

The salary of an employee for a month with hourly pay will be 5964.48 rubles, which corresponds to the established minimum wage.

How to reflect time

The time spent on the performance of work by the employee with an hourly form of remuneration is entered in a form with a unified form, * - "Timesheet".

It reflects the time of work of each employee by the hour, allowing you to record his output to work. it must be maintained by all enterprises without exception.

It provides the opportunity:

implementation of daily accounting of the use of the employee's working time;
detection of violations of the labor regime established at the enterprise;
have information about the time actually worked by the employee;
calculate the salary of an employee;
draw up a report on statistics for submission to the statistics authority.

As a rule, an employee of the enterprise is responsible for its registration, functional responsibilities which consist in keeping records of the arrival at work and departure from work of employees of the enterprise.

At the end of the working month, the working time is summed up, the final results are summed up on the use of the time allotted for the performance of work.

The time sheet is transferred to the personnel service for further processing, which, in turn, submits it to the accounting department, having previously checked the information recorded in it, putting down the tariff rate, the accepted coefficient of labor participation, opposite the personal data of each employee.

It is signed by the head of the structural unit, the head of the personnel service, the head of the enterprise.

How to write a transfer order

Of great importance is the system of remuneration adopted at the enterprise, so any changes introduced into it must be documented. They must be reflected in accordance with the requirements of the Labor Code in the employment contract.

The employer, before issuing an order, must notify the employee of the introduction of changes in the payment system for any work in advance. He must, with the consent of the employee, conclude with him an additional agreement to the employment contract.

He has the right to introduce any kind of changes, provided that they do not contradict the provisions of the labor code in accordance with article 9 of the Labor Code.

The employer needs to develop a list of official documentation in order to make the transition to hourly wages.

It includes the provisions:

on the wage system;
about the bodies that deal with self-government issues, for example, the school council, the academic council, the governing council;
on the distribution of the incentive part of the fund, from which the work of employees will be paid.

In addition to these documents, a regulatory and local act of the enterprise is to be developed, a new staffing. When preparing the above documentation, it is necessary to follow the requirements of legal, regulatory enactments federal significance, labor law.

These documents are put into effect by the order of the head of the self-government body before the start of the procedure for switching to hourly wages.

The Charter of the enterprise, the collective agreement, the internal regulations are amended on the basis of the conditions set forth in the above documents.

There is no form of order approved by legislative acts, therefore it is drawn up in any form in accordance with the rules of personnel records management.

The order determines the date of the transition to hourly wages. It should contain information about the distribution of responsibilities of employees who will be involved in the implementation of the procedure.

In the introductory part of the order, it is necessary to indicate a list of the names of regulatory legal acts of federal, regional and municipal significance, on the basis of which it is carried out.

It must indicate the basis, as a result of which the reorganization of wages, the timing of the introduction of individual structural units.

What is the hourly salary fund for teachers

According to the generally accepted rules, hourly wages are adopted in educational institutions with a summarized accounting of working time, which is beneficial for teachers of various ranks.

Often, teachers work in several educational institutions in order to have additional income. They are hired part-time to give lectures and conduct practical classes.

In accordance with the Labor Code, labor remuneration is carried out in proportion to the hours worked. The terms of payment are established in the employment contract, which they sign together with the employer.

Under the action of district coefficients and allowances, which are approved by labor legislation, the salary for teachers is calculated taking into account them.

An hourly fund is created to pay for the work of persons invited from outside, which is its main purpose.

These include:

teachers with academic degrees;
highly qualified specialists from production;
final paper reviewers;
chairmen and members of the State Attestation Commission.

Also hourly fund educational institution used for the work of full-time teachers if they were given an additional teaching load in accordance with the recommendations of Instruction Letter No. 46, which was issued on August 31, 1989 by the Ministry of Education of the Russian Federation.

It is allocated to the departments by the educational administration with the consent of the rector. At the same time, the estimated full-time workload of one teacher of the department is 850 hours per academic year.

"Hourly" - a type of time wage, in which the amount wages employee depends on the level of his qualifications and the number of hours actually worked. Hourly wages in 2017 apply mainly to administrative and service personnel not directly involved in the production of material assets.

When is the hourly rate advantageous?

Paying by the hourly rate simplifies the calculation procedure wages and improve the efficiency of working time. Employers who want to rationally spend their salary fund often resort to "hourly work". True, the results of such savings do not always justify the initial expectations, since this method of remuneration requires careful control: the employer must constantly monitor the intensity of the production process and keep a strict record of each hour worked by the employee. And this requires additional resources.

Thus, the load on timekeepers and line managers who directly manage the work increases. structural divisions. But on the other hand, employees working in a special mode - for example, part-time or on a flexible schedule - hourly salary very convenient. It is advisable to pay by the hour and the work of part-time workers.

Download related documents:

Important: when hiring an employee for a position that involves hourly pay, do not forget to reflect this condition in the employment contract (Article 57 of the Labor Code of the Russian Federation).

Read more about this in How and put it in the contract. Five formulations for different situations.

"Hourly" can be both simple and time-bonus. The system of simple hourly wages is based on the principle of a fixed cost of one hour of work - regardless of the final result achieved by the employee and the quality of work.

The time-based bonus system, in addition to the fixed rate, also includes premium, which is added to the cost of one hour of work, when an employee demonstrates a good result, works efficiently and makes a significant contribution to the work of the company.

Wage (hourly) in the regulatory documentation

Regardless of the system used by the employer, whether it is an official salary, daily or hourly wages, the Labor Code of the Russian Federation obliges to comply with the minimum wage established by law. The amount of the monthly salary that an employee with an hourly rate receives, who has worked out the prescribed time limit at the rate of 40 hours a week, in any case should not be less than the current minimum wage (Article 133 of the Labor Code of the Russian Federation).

For some categories of personnel - disabled people, workers in hazardous industries, minors, etc. - the norm of working hours should be reduced in accordance with the current legislation. According to Article 92 of the Labor Code of the Russian Federation, the weekly norm of working time is:

24 hours - for persons who are not yet 16 years old;
35 hours - for the disabled and persons aged 16 to 18;
36 hours - for teachers, personnel of hazardous industries, women working in Far North and in areas equated to it;
39 hours - for health workers.

Important: when calculating wages, it is necessary to take into account the value of the regional minimum wage, which can differ significantly from the federal indicator.

Details - in the hint article " ».

If, when calculating the monthly salary with the “hourly work”, it turns out that it falls short of the minimum wage, you will simply have to pay the missing amount to the employee in the form of an allowance. Otherwise, the employer can be held administratively liable under Part 6 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation. To document additional payments up to the minimum wage, enter a clause on the procedure for their calculation in the “Regulations on wages”, “ Internal labor regulations or other local act.

How to calculate hourly wages

The detailed procedure for calculating the tariff rate for the hour worked is not regulated by law, so the employer can fully and completely proceed from the rules in force in the organization. Often a scheme is used that provides for the division of the monthly salary by the average monthly number of working hours (of course, taking into account the duration of the working week established at the enterprise) - see letter of the Ministry of Labor of Russia No. 1202-21 of 07/09/2002. If the cost of an hour of work of an employee for whom the norm is calculated working time reduced, the official salary will have to be divided into fewer hours.

In practice, the calculation of hourly wages is usually not difficult. First you need to understand how many hours a particular employee worked per calendar month. To find out the exact figure will help the time sheet.

Having calculated the sum of working hours according to the time sheet, we multiply the resulting number by the size of the hourly rate. To keep track of the days and hours worked by staff without errors, we recommend that you read the note “ ».

Hourly wages: calculation example-2017

Consider the procedure for calculating salaries on a practical example. Equipment adjuster Semenov S.P. set a simple hourly wage prizes, with a fixed rate of 250 rubles per hour. During the reporting month, he worked 160 hours (full working time). To understand what salary Semyonov will receive, we make a simple calculation:

250 rubles (rate per hour of work) x 160 hours = 40,000 rubles

If hourly or daily wages turned out to be unprofitable for the enterprise, you can always initiate a transition to another system of settlements with personnel. Detailed answers to all questions related to choosing an economically viable payroll system can be found in the article “How to choose - piecework or time.

There are various forms of remuneration. In the West, and recently in our country, popularity is gaining hourly wages. Is she that good? The Country of Soviets will help you figure out the pros and cons of hourly wages.

Many enterprises use a tariff-free wage system. In this case, the employee's salary depends not so much on his personal success, but on the success of the entire enterprise or its division, as well as the volume of the wage fund. Tariff wage system implies taking into account the results of the work of a particular employee (the amount of work performed or the amount of time worked). Thus, the tariff system of remuneration includes the following forms of remuneration: piecework, time and mixed.

The hourly wage is special case time wage form. It is used in the event that it is difficult to normalize the work of an employee. It is possible to calculate the number of parts that a worker has produced in an hour, but how to evaluate the work of, for example, a teacher? Of course, with hourly wages, not only working hours are taken into account, but also the qualifications of the employee.

Hourly wages may vary. Simple hourly wages implies a fixed cost of one hour of work, regardless of the result that the employee demonstrates. It is used in cases where the quality of work does not play a significant role. If the hourly wage takes into account the quality or volume of work performed, the hourly rate is added premium. The amount of the premium is agreed in advance. Finally, hourly wages with a standardized task in addition to payment for an hour of work, it implies an additional payment for the accurate completion of the task. It is used in cases where overfulfillment of the plan is more of a disadvantage than an advantage.

Tariff rate is calculated subject to the minimum wage. According to the Labor Code, the standard of working time is a 40-hour work week. This noma cannot be exceeded, but the number of working hours per week may be less - for example, with part-time work. Then the minimum cost of an hour of work is calculated taking into account the minimum wage and the duration of the working week. The tariff rate may be higher than the minimum, for example, taking into account the complexity of the work or the qualifications of the employee, but not lower. With hourly wages, wages are calculated by multiplying the established tariff rate by the number of hours worked.

How Is the hourly wage good for the employer? First, the working hour always has the same duration, unlike the working day. The fixed cost of a working hour will allow you to most accurately calculate the amount earned by an employee, taking into account absence from the workplace for various reasons. Secondly, hourly wages allow you to optimally pay for the work of workers working part-time or weekly, workers or flexible schedules. Thirdly, it allows you to save money - you pay employees only for the hours actually worked. Fourth, hourly pay will help you monitor how efficiently your employees use their working time.

TO disadvantages of hourly wages for employers include the complexity of the calculation (it is necessary to keep a strict record of the time of work of each employee), as well as the inefficiency of hourly pay without a bonus. In addition, having saved on the payment of already hired employees, you will have to spend money on paying another one - the one who will control the working hours of colleagues.

And what about the workers themselves? Will they accept hourly wages? If you want to work part-time, flexible schedule or part-time, then hourly wages are what you need. Also, hourly wages are suitable for workers whose working hours cannot be clearly defined- for example, a teacher. One day he may have two pairs, and the next day he may have all six. Often, hourly wages are used to pay workers, visitors, cleaners, etc. Hourly pay is also suitable for part-time waiters, cooks and bartenders (of course, taking into account the additional payment, say, for night work). If you are a student and are looking for (for example, as a promoter or courier) - you will most likely also be paid for an hour of work. Hourly pay is convenient uneven workload. Let's say you know that at the beginning of the month you don't have much work to do, so you have to work your ass off at the office, and at the end of the month the work piles up and you sit overtime. In this case, it makes sense to agree on a flexible schedule and hourly wages - you will definitely know that you are getting paid for what you really worked.

However, some unscrupulous employers try to “squeeze” the maximum out of employees, so they set a large amount of work for one hour. If you do not cope with it, you will not be added a bonus to the minimum tariff. Also, unless you insist that the employer fixed the hourly wage in the employment contract, it will not fundamentally differ from the “shadow” salary in an envelope. Be sure to make sure that the employment contract stipulates that payment is accrued to you in proportion to the hours worked.

And still, Is hourly pay good or bad? It depends on your occupation, the desired work schedule and the conscientiousness of the employer.

Depending on many factors, in particular, on the method of accounting for the employment of employees, the payment of wages at the enterprise can be organized in different ways. Along with piecework, time-based payment is one of the most common. We will consider cases when it is more profitable to introduce its hourly variety, we will clarify the nuances of labor legislation related to the “hourly rate”, we will teach how to calculate specific example and show how this issue is reflected in the employment agreement with the employee.

Salary is as accurate as clockwork

Accounting for hours worked is mandatory, no matter how the payment of remuneration for work is organized. But under some systems, it is he who is the determining factor that affects the amount of money earned and the features of their accrual.

Hourly payment- this is the relationship between the remuneration due to the employee and the time that he actually worked, calculated in hours.

In practice, it is not difficult to introduce it, since the employer is already obliged to take into account the working hours of his employees (part 4 of article 91 of the Labor Code of the Russian Federation).

IMPORTANT! With a salary system or, time accounting is also important, but there the estimated interval is a month. Under the hourly system, tariffs (salaries) are set for each working hour.

Features of hourly pay

Since the hourly wage system is a special case, it is possible to determine when it is more appropriate to apply it from the same positions. If the normalization of work in adequate units is difficult, how to evaluate it from the financial side? For example, you can count the number of products made per hour, but you cannot standardize the work of, for example, a lawyer or a teacher in the same way.

Types of "hourly"

Depending on the influence of various production factors, various forms of hourly remuneration may be applied.

Regular hourly pay. 1 hour of work has an unchangeable rate, which is not affected by the result issued by the employee (“time is money”). This type of remuneration is used when the quality of work is not as important as the time actually spent at the workplace, for example, the position of a duty officer, security guard, operator, administrator, etc.
Premium hourly pay. The bonus is assigned for indicators additional to the hours worked, such as the amount of work, declared quality, etc. The amount of the bonus must be agreed in advance, it is added to the established hourly rate.
Normalized "hourly". In addition to the hourly rate, established by the tariff or salary, an additional payment is guaranteed for strict compliance with the conditions set by the employer. It is advisable to use such a system when overfulfillment of production standards is undesirable.

Hourly pay according to the Labor Code of the Russian Federation

Taking the hourly wage system as the salary system, the entrepreneur is obliged to be guided by the relevant articles of the labor legislation of Russia:

Art. 91 speaks of the need to take into account the actual hours worked by each employee charged to the employer;
Art. 57 of the Labor Code of the Russian Federation obliges to include a condition on hourly pay in an employment contract, since the wage system is its essential condition;
Part 3 Art. 133 of the Labor Code of the Russian Federation speaks of temporary norms and the corresponding payment - the maximum working week of 40 hours and the fulfillment of the hourly norm according to the production calendar within a month should guarantee hourly employees a salary not lower than the minimum level established by the state ();
the current relevant article of the Federal Law on the establishment of the minimum wage in Russia.

To whom and when is the "hourly" beneficial?

Benefits for the employer

a working hour is always the same period of time, and a working day can change its duration, so it is more convenient to operate with hours;
rates per hour of employment will help to more accurately regulate the amount of due payment in cases where an employee has been absent for a certain time;
it is more convenient to calculate remuneration for part-time workers, as well as those for whom it applies;
financial savings, since only the time taken by work is paid;
additional incentive for effective use working hours for employees.

"Employment" risks:

a more complicated calculation system (with strict accounting for the working hours of all staff);
reduced efficiency of this system without bonuses;
I need an additional position - the controller and recorder of working hours.

Which employees are suitable for:

how much you worked - for so much you got, it is very convenient with a flexible schedule, part-time employment or a part-time position;
ideal for employees whose working day cannot be accurately standardized, for example, teachers (one day he can be busy 6 hours, the other - 4);
good payment option for uneven load.

Possible disadvantages for employees:

the employer can sometimes set a fairly large amount of work required to be completed in an hour, and failure to achieve the norm, although it guarantees the payment of an hourly rate (salary), makes it impossible to receive a bonus.

Hourly payroll calculation

To calculate the amount due to an hourly employee, you need to multiply the hourly tariff rate (salary) by the actually worked and recorded time (in hours).

For example, a teacher at a study center foreign languages receives 300 rubles for 1 hour of his employment with a child. He does not have a clear work schedule: today there may be two classes with children, the next day - three, and so on. In January 2017, the tutor worked for 75 hours. For January, he is entitled to 300 x 75 = 22,500 rubles.

ATTENTION! Whatever the cost of the hourly rate is chosen, if within a month the employee has worked out the norm according to the production calendar, he cannot receive less than the minimum wage guarantees - today 7,500 rubles.

Hourly pay and employment contract

The Labor Code of the Russian Federation speaks of the mandatory inclusion of the terms of hourly wages in an employment contract concluded with an employee, or an additional agreement to it. If employees are transferred to the “hourly” from another salary system, they must learn about the upcoming changes at least 2 months in advance: the changes must not only be included in the employment contract, but also be enshrined in the relevant orders and local acts of the company. You must specify:

hourly rate (salary);
the procedure for calculating earnings;
conditions of bonuses and de-bonuses;
payment procedure for hours on holidays, weekends and nights;
specific days of issuing salary (at least 2 within a month);
additional conditions, if any: probationary period, social guarantees, etc.

An example of an employment contract with the inclusion of an hourly wage condition

Attention! The contract below elaborates those points that relate to hourly wages. The remaining items can be inserted from the regular employment contract at your discretion.

Employment contract with a teacher

Limited Liability Company "Smart Children" (abbreviated name "Smart Children" LLC), hereinafter referred to as the "Employer", represented by General Director Aleksey Stepanovich Razumentsev, acting on the basis of the Charter, on the one hand, and citizen Poliglotov Arkady Konstantinovich, referred to in hereinafter "Employee", on the other hand, have entered into this employment contract, hereinafter referred to as the "Agreement", as follows.

1. The Subject of the Agreement

1.1. Under the Agreement, the Employer undertakes to provide the Employee with work according to the labor function stipulated in this agreement: teaching at a children's early development center, ensure working conditions provided for by the current labor legislation, local regulatory legal acts of the Employer, pay wages to the Employee on time and in full, and The Employee undertakes to personally perform the labor function defined by this Agreement - to provide teaching services, to comply with the Internal Labor Regulations in force in the organization, other local regulatory legal acts of the Employer, as well as perform other duties stipulated by the Agreement, as well as additional agreements to it.

1.2. The employment contract with the employee is drawn up in accordance with the current legislation and is a binding document for the Parties, including when resolving labor disputes between the Employee and the Employer in judicial and other bodies.

2. Basic provisions

2.1. The Employer instructs, and the Employee assumes the performance of labor duties as a teacher of English and German language for children 4-7 years old at the early development school "Smart Children".

2.2. Work under the Contract is the main work for the Employee and is paid by the hour, in accordance with the approved and agreed schedule.

2.3. The place of work of the Employee is a branch of the school "Smart Children", located at the address: Moscow, Zavaruevsky lane, 12.

3. Duration of the contract

3.1. An employment contract with an employee comes into force from the moment of its signing and is valid for six months. The employee must begin to perform his labor duties from September 01, 2016.

4. Terms of remuneration

4.1. The size of the official salary of the Employee is 250 rubles per hour.

4.2. Wages are paid to the Employee by transferring funds to the Employee's debit (credit) card twice a month, on the 13th and 28th, or by cash payment at the cash desk of the organization.

4.3. Deductions may be made from the Employee's salary in cases stipulated by the legislation of the Russian Federation.

4.4. The employer establishes incentive and compensation payments (surcharges, allowances, bonuses, etc.). The terms of such payments and their amounts are defined in the Regulations on the payment of allowances and bonuses to employees of the company.

4.5. In the event that the Employee, along with his main job, performs additional work in another position or performs the duties of a temporarily absent employee without being released from his main job, the Employee is paid an additional payment in accordance with an additional agreement.

5. Rights and obligations of the Employee

5.1. The employee is obliged:

5.1.1. To conscientiously fulfill the obligations in accordance with this Agreement.

5.1.2. Comply with the internal labor regulations of the organization and other local regulatory legal acts of the Employer.

5.1.3. Observe labor discipline.

5.1.4. Comply with labor standards if they are established by the Employer.

5.1.5. Comply with labor protection and labor safety requirements.

5.1.6. Carefully treats the property of the Employer and other employees.

5.1.7. Immediately inform the Employer about the occurrence of a situation that poses a threat to the life and health of children, the safety of the Employer's property.

5.2. The employee has the right to:

5.2.1. Providing him with work stipulated by this employment contract.

5.2.2. Timely and in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed.

5.2.3. Rest, including paid annual leave, weekly rest days, non-working holidays.

5.2.4. Compulsory social insurance in cases stipulated by federal laws.

5.2.5. Other rights established by the current legislation of the Russian Federation.

6. Rights and obligations of the Employer

6.1. The employer is obliged:

6.1.1. Comply with laws and other regulatory legal acts, local regulatory legal acts, the terms of this employment contract.

6.1.2. Provide the Employee with work stipulated by the Contract.

6.1.3. Provide the Employee with equipment, technical documentation and other means necessary for the performance of their labor duties.

6.1.4. Pay in full the wages due to the Employee on time.

6.1.5. Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws.

6.1.7. Perform other duties established by the current legislation of the Russian Federation.

6.2. The employer has the right:

6.2.1. Encourage the Employee for conscientious efficient work.

6.2.2. Require the Employee to fulfill the labor duties specified in the Agreement, respect the property of the Employer and other employees, comply with the law and local regulations.

6.2.3. Bring the Employee to disciplinary and material liability in accordance with the procedure established by the current legislation of the Russian Federation.

6.2.4. Adopt local regulations.

6.2.5. Exercise other rights provided for by the current legislation of the Russian Federation, local regulatory legal acts.

7. Guarantees and compensations

8. Liability of the parties

9. Final provisions

10. Details of the parties

Employer: Umnye deti LLC, TIN: xxxxxxxxxxxx jur. address: Moscow, Zavaruevsky lane, 12.
settlement account: xxxxxxxxxxxxx at Sberbank of Russia, c/c: xxxxxxxxxx, BIC: xxxxxxxxxx.

Employee: Poliglotov Arkady Konstantinovich, registered at the address: Moscow, st. Cherished, 9.18, kV. 135;:, passport: XX хххххххх, issued “October 18, 1995, by the Basmanny Department of Internal Affairs of Moscow.

phone: 095-722-44-78.

From the Employer: General Director of Smart Children LLC (signature) Razumentsev A.S.

Employee: Poliglotov A.K. (signature)

Note! Those items that are not disclosed in the contract are standard! Those. they can be safely borrowed from a regular employment contract.

This week's faction Fair Russia» submitted to the State Duma a bill on the introduction of hourly wages in the country. According to the proposal of the SR, the minimum cost of an hour of work should be 100 rubles. Let's compare this figure with the minimum hourly wage in countries where it already exists.

There is no single national minimum wage in China. Minimum hourly wages are set by province and economic zone. The most modest figure is in the northeastern province of Heilongjiang on the border with Russia (8 yuan). And, for example, in Shanghai it is more than twice as high and reaches 18 yuan.

In the United States, the minimum hourly wage was first legislated in the 1910s in 13 states. At the national level, such a law was passed in 1938. The hourly rate is now $7.25, although the figure is higher in 29 states.

The average hourly minimum wage in Japan is 780 yen (475 rubles) per hour. At the same time, in some prefectures, it falls below 700 yen, and in Tokyo it reaches 900 yen. This year, the average is expected to rise by another 3 percent.

In Brazil, the hourly minimum wage was set in the 1930s by President Getúlio Vargas. Each state of the country can introduce its own minimum wage, but it cannot be less than the federal one.

It is curious that in Germany, where the traditions of social democracy have 150-year-old roots, the hourly minimum wage appeared only in 2014. But it immediately became one of the largest in the world.

Colombia is very different low level the minimum wage, which generally corresponds to its position as a fairly poor country, largely tied to the agricultural sector, where workers, in principle, earn little.

The figure indicated in the photo will become obsolete in two weeks. From April 1, Britons will receive a minimum of £7.2 an hour. This increase will be one of the most significant in history.

Australia leads the world in minimum hourly wages. This is not surprising, considering only high level life on the continent. However, manufacturers have recently complained that the collapse in world commodity prices has caused significant damage to the Australian economy.

Over the past 20 years, the minimum hourly wage in Israel has doubled. However, in real terms, the growth is not so significant due to the relatively high inflation during this period.

France also has a very high level of social security for workers. In terms of the minimum wage, the country is only slightly inferior to Australia. But citizens under the age of 18 can only count on 80 percent of the declared 9.6 euros.

Minimum wage rates in Poland are among the lowest in the European Union. However, prices in this country are significantly lower than the European average.

South Korea, despite the tremendous success in the economy over the past 40-50 years, nevertheless remains a country with modest social security (when compared with the leading developed countries). The minimum wage in Korea is almost half that of European countries.

Taiwan is in many ways similar to South Korea - with the only difference being that the country's economic breakthrough began a couple of decades later. Therefore, in social standards, the Taiwanese still lag behind the advanced "Asian tigers." But the minimum wage there is 2.5 times higher than in mainland China.