The financial crisis requires optimization of labor costs. But it is impossible to simply lower salaries without the consent of the company's employees. Such actions by the employer are prohibited under labor law and may be challenged in court. There are legal ways to keep costs down that you can practice.
Instructions
Step 1
Remove premiums and surcharges. Above all, minimize additional payment types. The question concerns bonuses and other incentive payments, incentive bonuses and allowances. After all, labor legislation does not oblige you to pay bonuses to your employees, does not establish the structure of bonuses for employees.
All acts on this issue are only advisory in nature. This list includes bonuses for production results, bonuses based on the results of annual work, bonuses for professional skills, qualifications, and seniority. However, make sure that the provision on bonuses, even before the signing of the employment contract, stipulates that you will pay bonuses or allowances to employees only when the established indicators are achieved. It is impossible to deprive employees of bonuses or allowances simply by referring to the conditions of the financial crisis.
Step 2
Enter into additional agreements with employees to the employment contract, allowing you to change the work schedule and switch to a part-time work week. Then you will pay in proportion to the time that the employee works. According to Article 93 of the Labor Code of the Russian Federation, an employee can be assigned a part-time shift by reducing the number of shift hours per day, or, by reducing the number of working days, a part-time working week.
If you reach a written agreement with the employees, you can introduce the new regime at any time. At the same time, employees retain the right to annual paid leave, to pay sick leaves in the usual manner, work experience goes without additional entries in work books.
Step 3
Enter part-time working hours without the consent of employees in the only case: if mass layoffs of employees depend on the organizational or technological working conditions. Then you have the right to enter part-time work in order to save jobs. Stick to limitations. Such measures can be applied for no longer than six months. Be guided by the requirements provided for unilaterally changing the terms of the employment contract, prescribed in the employment contract.
