Is your employee quitting? It must be calculated in accordance with applicable law. The accountant of the enterprise must calculate and pay the salary and compensation for the unused vacation to the dismissed employee. We will show you how to do this.
Instructions
Step 1
Calculate the salary for the dismissed employee for all days worked in the month in which he leaves. According to article 140 of the Labor Code of the Russian Federation, you must pay it on the day of dismissal. If the employee did not work on the last day, pay it the next day after writing the letter of resignation.
Step 2
If a retiring employee wants to take unused leave, you can provide him with it before leaving (but you are not required to do this). Pay the salary due to him before the start of the vacation. In this case, the last day of work of the dismissed employee is the day that preceded the start of the vacation.
Step 3
If you refused to leave the employee on leave or he refused to use it, calculate and pay him compensation for the unused vacation in accordance with article 127 of the Labor Code of the Russian Federation.
Determine the number of days for which you are calculating compensation.
Calculate the average daily earnings of a dismissed employee for the last 12 calendar months they worked. Divide the salary by 12 and 29, 4 (this is the average number of calendar days). Be guided by the "Regulations on the specifics of the procedure for calculating the average wage."
Multiply the employee's average daily earnings by the number of unused vacation days.
Remember that when calculating compensation, they proceed from 2, 33 vacation days for each month in the billing period.
Step 4
If the dismissed employee was on probation, pay him also compensation for unused vacation, provided that he worked for at least half a month.
Step 5
Issue a work book and all necessary documents to the dismissed employee on the last working day.
Step 6
At any enterprise there is a "turnover" of personnel. Some employees are hired, others are fired. The main thing is that in both cases, you are guided by the norms of labor legislation.
