Bonus is a variable part of wages paid for certain indicators of work performance in a month, quarter or year. When, how much and how to pay the bonus, the head of the enterprise decides on the basis of Article 114 of the Labor Code of the Russian Federation.
It is necessary
- - application to the trade union organization;
- - application to the labor inspectorate;
- - application to the court.
Instructions
Step 1
The amount of the bonus must be specified in the employment contract and the internal legal acts of the company. Cash can be paid as a lump sum or as a percentage of wages. Basically, the bonus is distributed among all employees of the enterprise, and its payment depends on successful financial and economic activities.
Step 2
If your bonus is no longer paid, contact your primary or independent union representative with a statement. The trade union organization is called upon to protect the interests of workers and make proposals to the management of the enterprise on their behalf.
Step 3
It is possible to return the payment of the bonus only if the entire team of the enterprise fulfills the production plan and makes significant efforts for the success of the financial and economic development of the enterprise. If there are temporarily no orders or you are working at a loss, the manager cannot pay incentive types by changing part of the salary.
Step 4
When you know for sure that the plan is overfulfilled, the products have been shipped to the customer, and you are not paid a bonus and the union leaders are inactive, you can write a collective statement and go to the labor inspectorate or the court.
Step 5
Based on the audit of the financial and economic activities of the enterprise, the manager may be forced to pay bonuses to all employees. However, this is very difficult to do, since Article 114 of the Labor Code of the Russian Federation allows the head to independently decide whether to pay the bonus or not.
Step 6
If everyone consistently receives bonus payments, and you are systematically deprived of them, then there are good reasons for this. Bonuses can be deprived for systematic tardiness to work, for untimely leaving for lunch and returning from lunch break, for visiting a smoking room outside of the allotted hours, for absenteeism. If you often leave on sick leave, the manager has the right not to pay you a bonus, since a variable part of the salary of an incentive nature is paid only to those employees who have worked the whole month with high performance without any complaints from the management.
