Most of the disagreements in the relationship between the employer and the employee are wages. For most people, salary is the main source of income, and for employers it is a significant item of personnel costs. The employer must correctly justify and formalize the deduction of wages, otherwise he may be held administratively liable.
Instructions
Step 1
An employer can deduct an employee's wages only in three cases: - if deductions from wages are mandatory;
- deductions are made at the initiative of the employer;
- deductions are made at the initiative of the employee.
Step 2
Mandatory deductions include personal income tax and deductions provided for by enforcement orders. Deductions on the initiative of the employer are made in the event that the employee did not work out his advance, which was already given to him, or the employee was paid extra money due to counting errors.
Step 3
Withholding is done by the employer and must be reflected in the payroll. The employer is obliged to notify the employee in writing about the reasons for the delay and its amount. The form of the payroll is approved by the management, taking into account the opinions of representatives of the body of the company's employees.
Step 4
The memo must indicate the exact basis for the deduction from the salary. If necessary, you need to attach a document that confirms the error or the fact of issuing an unworked salary. If the employer would have suffered some damage, then it is necessary to check and determine the amount of damage caused.
Step 5
The absence of an employee's objection is formalized by specifying the points "I do not object", "I authorize", etc. on the relevant documents. The deduction order must not indicate damage that exceeds the employee's average monthly earnings. If the deduction from the salary is made according to the executive document, then no more than 50% of the employee's salary can be deducted.
