What job can you refuse? Refer to the job description! For what you can encourage employees: what should be the wording of the reason for bonuses What are the bonuses.

What rights do employees laid off as a result of staff reduction have, and what are the advantages of this type of dismissal.

What is downsizing?

Reduction of staff is a reduction in the number of employees at the initiative of the management of the enterprise. Typically, an employer cuts staff when it is unable to pay their wages. This happens all the time during the financial crisis, but in calm times you can get laid off.

Good to know!

The employer is obliged to warn employees about the upcoming reduction at least two months before the dismissal, and in writing and against signature.

Important!

The employer does not have the right to reduce:

pregnant
women with children under the age of 3
single mothers raising a child under the age of 14 or a disabled child under 18

If the cut is illegal

The redundancy dismissal procedure is not easy, and employers often make mistakes: they fire those who are not allowed, they draw up documents incorrectly, they violate the terms of the warning ... In any of these cases, you can go to court and reinstate your job. But, if you, under pressure from the boss, quit of your own free will, you won’t have to count on recovery.

Downsizing is profitable!

Layoff is considered one of the most profitable - for the employee, but not for the employer. The law obliges him to pay damages to the laid-off employee, or rather, to pay compensation. And in order not to pay compensation, employers, reducing staff, often ask their subordinates to write a statement of their own free will.
If you understand that in fact you are being prepared for a reduction, it is in your interests to prevent a staging with " own desire”, and to achieve compliance with the entire procedure for dismissal to reduce staff. In this case, the employer will be required to do the following.

STEP 1

Offer you another free position in your company. If your qualifications are higher than required, the employer is obliged to make such an offer, but if it is lower, alas.

STEP 2

If you refuse an offered position, the employer must compensate you material damage from job loss.

Firstly, the law guarantees you at least one month of comfortable existence at the expense of the former employer. Upon termination, you must be paid severance pay in the amount of your average monthly income.

Secondly, if you did not get a job within a month, you should be paid the average salary for the second month as well.

Thirdly, in a certain case, you will be able to receive a salary for the third month after dismissal. To do this, you must register with the labor exchange for employment within 14 days after dismissal. If within three months from the date of dismissal, the exchange does not select another job for you that matches your qualifications, the administration of the exchange will oblige your former employer pay you another salary. However, it is important to understand that the third salary will be paid to you only if the exchange really does not find a job suitable for you. If you simply refuse vacancies that suit you, you will not only not receive a third salary, but you can also fly out of the labor exchange.

BY THE WAY

If, after the reduction, you enter the labor exchange on time, within three months after the dismissal, you will be kept uninterrupted work experience.

Calculation rules

The day of dismissal is considered the last day of work. It is on this day that the employee must be given money and documents, in particular employment history. If the employer violates the terms, you have the right to sue him. Then, in addition to the calculation, you will receive monetary compensation for each day of delay. However, usually one hint of a complaint in Labor Inspectorate it is enough for the employer to pay the employee, as expected.

Reduction "spoils" labor

There is an opinion that employers do not like to hire people who have been laid off for redundancy. Say, if you were fired on a reduction, then you were the least valuable employee.

In fact, this is nothing more than a fairy tale invented by employers who do not want to pay severance pay to people laid off on a reduction. After all, this is a big expense for the organization. As for the new employer, your work experience and desire to work will be much more important for him than the reason for dismissal.

Work in crisis

In order not to be among the dismissed, try to adhere to some rules:

Show diligence

In order to demonstrate to the management your industriousness, you will have to work tirelessly. You will have to stay at work if you are asked to finish something or do something that is not your job. If you want to keep your job, you have to accept any job. It is hoped that you will be chosen from the two employees.

Don't be late

If earlier you could afford to be late for work or stay late for lunch, now you should not do this. All this is a reason to find fault with you and fire you.

Remind yourself of your importance

Think about what exactly you did for the company: you signed an important contract, overfulfilled the plan more than once ... And unobtrusively mention this at every opportunity in conversations with colleagues and with management. No need to be modest, now it's useless. Bosses don't have to remember the accomplishments of all employees, and it's good to remind them how valuable you are to the firm.

Exercise your composure

Having learned that layoffs are coming in the company, you should not pay too much attention to this fact, and even more so, come to the authorities to put pressure on pity, or whisper with colleagues on the sidelines. Better devote maximum time to work - the authorities will appreciate it.

Be prepared to compromise

Hot temper, inflexibility, conflict - these qualities will not play into your hands during a crisis at work. It’s hard for the leader now no less than for the subordinates. And no one wants to waste their nerves on an obstinate worker. Try to curb your character and make it comfortable to work with you. At work, be calm and friendly. With all your appearance, show that you know your business and this is the main thing for you.

Rewarding employees for what is possible - wording the grounds for bonuses may be different depending on what the bonus is for and how rich the imagination of the leadership is. Consider how the procedure for fixing the wording in the bonus order is regulated and which of them is better to use in certain cases.

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

The norm of the law that determines what a bonus is is part 1 of article 129 of the Labor Code of the Russian Federation. According to its provisions, a bonus is a payment of an incentive or incentive nature. The name of such a payment may change, but its purpose remains the same.

It is important to remember that the Labor Code of the Russian Federation does not oblige the administration of the organization to pay bonuses to its employees. Grounds for bonuses to employees article 135 of the Labor Code of the Russian Federation refers to the competence of a particular organization, which has the right to determine all this with its internal documents. Despite this gap in labor law, the bonus system operates almost everywhere, since the interest of each employee in the results of work is the best guarantee of the overall success of the organization.

In practice, several bonus systems are used. The most common in Russia is general bonuses, when incentive payments are paid to almost all employees in the absence of shortcomings in their work, the amount of the additional payment can be either fixed or dependent on the size of the salary.

A more flexible option is based on a careful evaluation of each employee's contribution to overall result. With this approach, not all employees can receive a bonus, but only the most successful ones who have brought maximum benefit to the organization. The size of the bonus in this case may even significantly exceed the amount of the salary of the encouraged employee.

The main advantage of the individual bonus system is the encouragement of the specific qualities of the employee, the result that the organization expects from its employees. It is in this that the stimulating nature of this kind of payments is most manifested, since other employees will strive to perform their duties better, having a real example in front of them.

Conditions for awarding an award, examples of wording

Bonus conditions are determined on the basis of the employee incentive scheme that has developed at the enterprise. When applying a general bonus, the main condition is the fulfillment of certain (often averaged) indicators, the completion of work on time, etc. If the work plan is successfully completed, the bonus is assigned by a general order based on the results of the month, quarter or other period. At the same time, a list of employees who have committed any violations that deprive them of bonuses is determined.

The wording of orders for bonuses in such cases is rather monotonous:

Don't know your rights?

• “for the successful completion of the task (plan, assigned duties)”;
• "for the high quality of the work done";
• “for achieving high results in work”, etc.

When using an individually oriented bonus system, the payment of a bonus may not be determined by a time period, but paid for specific successes. Accordingly, the order to award one or a group of employees will contain the exact wording of the achievement:

• "for the successful representation of the interests of the company in negotiations with the client and the conclusion of a particularly advantageous contract";
• "for the performance of a particularly difficult urgent task";
• “for the use of a non-standard (creative) approach to solving the issue”, etc.

What can be given an additional bonus?

For an enterprise working for the future, it is important not only to timely fulfill planned targets, but also to encourage employees to professional growth, improving the company's image, attracting more partners for cooperation, strengthening its position in relation to competitors. Such goals can be achieved in various ways, including by taking into account the individual achievements of employees, to stimulate which the bonus system is aimed.

Successful participation of employees in various exhibitions, competitions, development programs is a huge plus for the company's image. It is quite logical to hold various competitions with subsequent material incentives and within an individual company. With a reasonable approach economic effect from improving the skills of employees, improving the quality of work, coherence of the team will be an order of magnitude more than the funds spent on bonuses.

Forms for employee bonuses in this case, millet can describe the achievements of employees, for example:

• "for participation in the competition of professional skills";
• “for representing the company at an international competition”;
• "for winning the mini-volleyball competition among employees of stationery stores."

Another way to improve the microclimate in the team and increase responsibility for the result of each employee is the payment of individual bonuses dedicated to significant dates in the life of an employee (birth of a child, marriage, anniversary, etc.).

A significant aspect of the company's activity is the desire to retain qualified and experienced employees. Award for loyalty to the company, long-term successful work in it, the encouragement of labor dynasties, the creation of conditions for their emergence - all this is of great importance.

The content of the award order

When drawing up an order dedicated to bonuses, it is recommended to use unified form T-11 (for bonuses for a group of employees - T-11a), approved by the Decree of the State Statistics Committee of the Russian Federation “On Approval ...” No. 1 of 01/05/2004.

In addition to the standard details of the organization, when filling out this form, the following data is entered:

• initials and position of the promoted employee;
• wording;
• indication of the type of award (amount of money, gift, etc.);
• basis for awarding the premium (presentation or memo from the head of the structural unit).

When specifying the wording, you can use either one of the structures indicated in our article, or come up with your own version. It is worth remembering that the Labor Code of the Russian Federation does not impose any special requirements for such wording, leaving this question at the discretion of the head of the organization.

As you can see, the wording can be different and depend only on the grounds for bonuses and the opinion of the management. The law does not impose requirements on wording - the main thing is that it is clear from the text what the premium is paid for.

"Why should we hire you?" - This question is very often used during interviews with potential employees. Unfortunately, a weak answer to this question can greatly reduce your chances of getting a job. To answer this question well, you need to prepare in advance for the interview and try to clearly articulate for yourself a list of your skills that meet the goals of the employer's company.

Steps

Part 1

Study the company. Even before the interview begins, you should have an understanding of the company's culture and hiring practices. If possible, get other employees' examples of what type of personality suits the position best so you can explain how you fit.

Review the job description before the interview. Take a good look at the job description a couple of days before the interview. Use another sheet of paper to divide the description into groups.

Try to find common ground between your skills and experience and the requirements of the employer. Write a detailed answer next to each item of qualifications that the employer requires in the job description. Remember that you must answer the question why you are the solution to the employer's problem.

• For example, if the job description mentions the requirement for experience in leadership of a small group, list all the positions you have held and the accomplishments you have achieved.
• Use any relevant experience, including work outside this field. For example, if you worked in a fast food restaurant while you were at university and managed other people, that too is a relative experience.
• You can also note volunteer experience, especially if you haven't had many jobs. For example, running a club or camp, or even coaching intramural sports teams, counts as management experience.

1. Choose 3-4 items. Once you have compared your skills to those required, choose the best 3-4 and focus on them when answering. You shouldn't give inaccurate answers, so choose the ones where your experience best matches the important parts of the ad.

   Try to answer. Try to answer the question while standing in front of a mirror. Then move on to family and friends. Just do it a couple of times to remember the main meaning. Your answer should not look rehearsed, but the main point should be imprinted in your memory.

   Note what you couldn't say. Maybe you didn't highlight your human qualities. Or perhaps you weren't able to tell about your computer skills. Make notes about it so you can refer to it in open question, such as "Why should I choose you?"

   Assess what the interviewer thinks of you. You may notice that the interviewer thinks you are overqualified if he keeps asking questions about your years of experience, about how you will work with people under your leadership who will be younger than you. It can also be the other way around - you may notice that the interviewer thinks that you do not have the right skills for the job if he asks about your skill in which you are not strong.

   Find out more details. If the job description didn't have a lot of detail, feel free to ask a couple of questions yourself. This will give you a better understanding of what the job is and will be able to answer questions more directly.

   • Ask questions like "On what tasks new employee will have to focus from the beginning?” or “What qualities do you mostly look for in new hires?”
   • You can also ask questions such as "How is a typical day in this position?"

Part 3

1. Start with the situation in general. Once you start answering the question, focus on how you fit the position. And that's it, talk about your previous experiences and objectively tell how you were valued in the last company. For example, you might say that you were the youngest member of the management team there, as this shows that you can handle the position.

2. Refer to the three qualities that make you suitable for the position. 3 examples based on achievements will show that you are very prepared for the task. In addition, this approach will justify your answer - and this is much better than beating around the bush.

   • Use the preparation you did before the interview to answer the question.
   • Don't worry. Take a deep breath and give a short but reasoned answer.

3. Be specific when it comes to your experience. Don't give scattered answers. When you know the reasons why you should be accepted, it is better to take a specific approach rather than a general one.

   • For example, skip a common response such as "An experienced manager will boost employee morale and help the company grow."
   • Instead, try answering something like this: “You should accept me because I've been leading the group for 10 years. During this time, I have reduced employee turnover and increased productivity by 10%.” This answer gives you a personal reason why you are a good fit for the position listed in the ad.

4. Put emphasis on the company. When answering, do not focus on why you want this job, or on the fact that the position will suit you. Instead, pay attention to what you can give to the company. This is what the interviewer wants to hear.

   • For example, don't say, "I've always dreamed of working in an art gallery."
   • Instead, say something like, "I know a lot of people want this position, but I've worked hard and hard to be the best at this job. My level of art history knowledge and experience volunteer work in the galleries, give me the skills you need . Continue by adding a couple of skills that you have accumulated over the previous years.

5. Use what you have learned. Use this time to use what you learned during the interview. Combine your skills with those required by the company. Also use the time to note aspects of your skills that the interviewer missed.

   • For example, you may have heard that the company is really focused on people. Use the time to highlight your human qualities, with specific examples from past work.
   • You can say something like, "In my previous job, I handled all the office calls, and the numbers showed that clients were happier on my shift."

Unfortunately, in Lately cases have become more frequent state enterprises, and in private firms, employers abuse their powers. An employee is practically forced to do work that is not part of his functional responsibilities, motivating this by the fact that someone should do it. Each of us wants to do only the work for which he was accepted and, accordingly, receive a worthy reward for it. But what to do if the employer, threatening with dismissal, forces you to do "extra" work? What job can you refuse?

In Art. 69 Labor Code The Russian Federation says that the employer has no right to demand from the employee to perform work that is not specified in his employment contract. I will say more, all the functional duties of the employee should be listed in his job description, which is signed by the employee when applying for a job. But the legislation of the Russian Federation provides for exceptions to this rule. The employee is obliged to perform work that is not provided for by his job description and employment contract in case of force majeure situations, accidents, natural disasters, etc.

If there are none of the above circumstances at the enterprise, the employee has the right to refuse to perform work that is not assigned to him by the employment contract and job description. Refusal of "extra" work cannot serve as a reason for dismissal. The employer has the right to offer the employee a combination of his main job and additional work for which the employee will receive a monetary reward. The amount of remuneration is set at the discretion of the employer and cannot exceed 100% wages employee, the functional duties that the employee takes on. If the employee is not interested in additional payment, he can also refuse additional work.

I dare to remind you that all labor disputes are resolved by the commission on labor disputes or by court order. The participation of a trade union committee, provided that such a committee exists at the enterprise, is mandatory in resolving a labor dispute by a labor dispute commission.

Do not be afraid to defend your rights, provided that you are confident that you are right, otherwise the “extra” duties once assigned to you can become yours forever, without additional payment and material incentives for performing non-functional duties.