The procedure for paying wages by the Labor Code of the Russian Federation. Procedure and terms of payment of wages

During official employment, in order not to get into trouble and not be left without honestly earned money, each applicant is recommended to carefully familiarize himself with the labor regulations of a particular organization. This document must necessarily contain information about the operating mode, the valuewages, etc.. Naturally, this is not the entire list of what should be contained in the document that the employer is obliged to present to you before starting work. However, now we will consider in detail issues relating only to salaries and such important nuanceshow the procedure, place and timing of payment of wages. After all, not so long ago in the corresponding article Amendments have been made that not only organizations offering work, but also people who are just looking for work should be aware of.

Responsibilities of the employer: what does the salary consist of?

Let's start with what employers should pay attention to first. According to Art. 136 Labor Code of the Russian Federation V new edition during the salary transfer, the organization providing workplace, must notify each employee in writing about components salary that is due to be paid. The components are exactly the amounts from which the monthly salary is formed, namely: the direct payment for the work done, compensation (for work in difficult or harmful production conditions) and payments that have a stimulating effect on the employee ( additional payments, allowances for experience and length of service, bonuses, etc.)

Late payment of wages and deductions

If the employer acts unlawfully and does not pay wages, vacation pay or dismissal pay within the terms established by the employment contract, then in this case he is obliged to include additional compensation in the salary amount. The component may also include deductions (fines). The reasons for such deductions must be clearly stated on the salary slip. Well, in the end, taking into account all the above parts, the employee should see in such a receipt the final amount to be paid.

Where and how are wages paid?

The salary slip must comply with the form established by the employer and the employees’ representative body. Approval procedure of this sheet regulates Art. 372 of the Labor Code. Currently, salaries are practically not issued directly to the organization where work is carried out. There are exceptions, but there are very few such enterprises left.

Now employers transfer money to credit and banking organizations, which employees must indicate in the appropriate application. The conditions for transferring money are determined in a collective or employment contract. It is worth noting that the employer does not have the right to prohibit a person carrying out labor activity in his company, prevent him from changing bank details or other personal data for subsequent money transfers. This means that the employee can always make changes to the application and receive his own salary for any bank card. The only thing you need to remember: the change of details must be carried out no later than 5 working days before the payment of wages. Otherwise, the employee may be completely left without money some month, and the employer will definitely not be to blame in this situation.

Salary slip and employer’s responsibility for non-issuance

In Art. 136 of the Labor Code of the Russian Federation is explained that the form of the payslipmust be approved by local normative act. Since issuing a pay slip is the direct responsibility of an organization or enterprise, the employer may face administrative liability for failure to comply with this law. One important point: Salary receipts may only be issued in writing. Usage electronic form is also allowed, but only for those employees who carry out their activities for the benefit of the employer’s enterprise remotely. Art. 136 Labor Code of the Russian Federation with commentscontains information that a personal pay form is drawn up for each employee. It indicates all the employee’s data, so the issuance of such a sheet must occur in person to preserve confidential information.

Notes on receipt of payslip - necessity or extravagance?

Many people believe that such a document requires a seal or signature. However, this is not stated in any regulatory act. Even if an employee receives a salary form without a stamp,not broken. This behavior by the employer is completely acceptable and does not constitute an offense. There is also a very common misconception that the issuance of sheets should be carried out exclusively against the personal signature of the employee in a specially designated journal. This decision will probably be correct for the labor inspectorate if an employee suddenly forgets that a pay slip has already been issued to him. But these actions are not mandatory, since they are not fixed in Art. 136 Labor Code of the Russian Federation . That is why in most organizations this method has not been used for a long time.

How is salary paid depending on its form?

If the salary is in non-monetary form, then the employee should check the timing and place of payment with his employer. All these nuances must also be clearly stated in the collective or employment agreement. In any case, the funds earned by the employee’s labor must be transferred to the employee himself. The only exceptions are other methods of payment, which are usually provided for by federal law. An example would be a common household situation: an employee does not pay for the use of housing and communal services. As a result, the housing and communal services department, by court decision, can block the defaulter’s funds in his salary account or send a request to the organization to transfer a certain amount of the employee’s salary directly to their account.

Payments on weekdays and holidays

In accordance with Art. 136 Labor Code of the Russian Federation employermust transfer wages several times a month (2-3 times). The day on which the salary should be credited to the employee’s personal bank account or issued to him personally at the enterprise (other cases described earlier in this article are also possible) is established and prescribed in the collective/employment agreement or can be specified in the internal regulations organizations. Other payment terms may be established by the Federal Law individually for individual categories employees. In this case, the employee’s health status (for example, disability), his social status (large family), etc. are taken into account.

Regarding weekends and holidays, then in this case the article also provides certain exceptions. “If the day of payment of salaries falls on a weekend or holiday, then the employer must make payments on the eve of this day,” it is indicated in Art. 136 Labor Code of the Russian Federation . Vacation funds must be paid at least 3 days before the start of the vacation.

In accordance with Part 1 of Art. 136 of the Labor Code of the Russian Federation, when paying wages, the employer is obliged to notify the employee in writing about the components of the wages due to him for the corresponding period, the amount and grounds for deductions made, as well as the total amount of money to be paid. The form of the pay slip, which must reflect the listed information, must be approved by the employer, taking into account the opinion of the representative body of employees. Failure by the employer to comply with the rule on approving the form of the pay slip allows the representative body of employees, directly to the employees, to declare to the authorized government agencies requirements for approval of the form of the pay slip or for changing its content by including in it the information listed in the legislation. The employer’s failure to comply with the requirements to provide the employee with a pay slip in the form approved by the organization allows us to conclude that the employee could only learn about the violation of his rights in the field of remuneration after he became familiar with the components of the salary in the prescribed form, that is, after he was given a written document on the components of his salary. For example, an employee may learn that he has not been paid an increased amount overtime work only after receiving a document on the composition of wages. In this connection, the period for applying for protection of a violated right in the field of remuneration must be calculated from the moment the employee is given a document on the composition of his salary. This document in Part 2 of Art. 136 of the Labor Code of the Russian Federation is called a payslip. However, other written documents drawn up by authorized representatives of the employer, which reflect information about the components of the employee’s earnings, can also serve as evidence of the employee’s familiarization with the components of earnings. The absence of such documents from the employer, as well as information about their delivery to the employee, deprives the employer of the opportunity to prove that the employee missed the deadline for applying for judicial protection of rights to wages, since specified period begins its course from the moment when the employee learned or could learn about a violation of his right. This moment in the legislation is due to the delivery to the employee of a written document by authorized representatives of the employer, which reflects information about the composition of earnings.

In accordance with Part 3 of Art. 136 of the Labor Code of the Russian Federation, wages are paid to the employee, as a rule, at the place where he performs the work or is transferred to the bank account specified by the employee under the conditions stipulated by the collective or labor agreement. The obligation to pay wages to an employee lies with the employer, who is obliged to provide each employee with the opportunity to receive wages. When paying an employee at the place where he performs his labor function, he must be given time to receive his wages. This time should be included in working time, since the employee should not spend rest time at his own discretion due to the need to receive wages during the period that is included during rest. The employer is obliged to determine the procedure for receiving wages so that the employee does not waste time on rest to receive wages due to the employer’s improper fulfillment of this obligation. The time spent by the employee to receive wages must be paid by the employer, based on the employee’s average earnings, since this time was spent by the employee through the fault of the employer, who was unable to properly organize the process of issuing wages to employees. Organization this process may include determining specific days and hours for employees of structural divisions of the organization to receive wages. Purpose various terms Receipt of wages by employees of structural divisions allows you to avoid wasting working time.

Salaries can be transferred to the employee’s current account if the following legally significant circumstances are proven. Firstly, the presence of the employee’s voluntary expression of will, confirmed by his written application, to transfer wages to a bank account. Secondly, it must be proven that there is a provision in the collective or employment agreement regarding the possibility of transferring employees’ wages to their bank account. The lack of proof of each of these circumstances makes it possible to recognize the employer’s decision to transfer wages to the employee’s account as illegal and (or) unfounded. Moreover, the absence of a written statement from the employee, which expresses his will to transfer wages to his bank account, in the event of a dispute, deprives the employer of the right to refer to witness testimony to confirm this expression of will. Recognition of an employer's decision to transfer funds to an employee's account as illegal and (or) unfounded may become the basis for holding him accountable for delayed wages.

In accordance with Part 4 of Art. 136 of the Labor Code of the Russian Federation, the place and timing of payment of wages in non-monetary form must be determined in a collective or labor agreement. Payment of wages in non-monetary form must be made at least every half month in compliance with the rules established for the payment of wages in cash. The employer is also obliged to provide each employee with the opportunity to receive wages in non-monetary form, that is, to allocate a specific time for issuing wages to the employee.

In accordance with Part 5 of Art. 136 of the Labor Code of the Russian Federation, wages are paid directly to the employee. Moreover, the fact of payment to the employee of wages can be confirmed exclusively by written evidence. The absence of written evidence from the employer confirming the payment of wages to a specific employee in the event of a dispute deprives the employer's representatives of the right to refer to witness testimony to confirm the payment of wages to the employee. As already noted, wages, if the circumstances considered are proven, can be transferred to the employee’s account. When a court decision is made to recognize an employee as having limited legal capacity, his representatives will receive wages for him, subject to established rules on the payment of wages, including the timing of payment of wages.

In accordance with Part 6 of Art. 136 of the Labor Code of the Russian Federation, wages must be paid at least every half month on the days established by the rules of internal labor regulations organization, collective agreement, employment contract. The employer is obliged to determine the timing of payment of wages in the internal labor regulations or by concluding a collective or employment contract. Failure by the employer to fulfill this obligation does not constitute grounds for his release from liability for delayed wages. In this case, the employee has the right to receive wages after the first 15 calendar days work every month. Corresponding to this right is the employer’s obligation to pay the employee wages after half of each month, that is, after 15 calendar days. Failure to fulfill this obligation allows the employee to demand that the employer be held liable for delayed wages. If the day of payment of wages coincides with a day off or a non-working holiday, the employer is obliged to pay employees on the eve of this day. Failure to fulfill this obligation is also a violation of the terms of payment of wages, which may become the basis for bringing the employer to liability measures established by law.

In accordance with Part 7 of Art. 136 of the Labor Code of the Russian Federation for certain categories of workers, federal law may establish other terms for payment of wages. Establishing more frequent deadlines for payment of wages, in particular weekly, improves the position of the employee compared to the law. Therefore, the condition about more frequent terms payment of wages may become legal both in the content of federal law, and in the content of labor contracts, and in the content of local acts of the organization. The right to receive wages follows from Art. 37 of the Constitution of the Russian Federation. In this connection, the establishment of longer terms for remuneration of workers in federal law is a limitation of this constitutional right. For this reason, the establishment of longer terms for payment of wages can occur solely to achieve the goals listed in Part 3 of Art. 55 of the Constitution of the Russian Federation.

In Part 9 of Art. 136 of the Labor Code of the Russian Federation establishes that average earnings for the duration of the vacation is paid no later than three days before its start. Payment of leave after it began means that the employee enjoyed unpaid leave before the average salary was paid. In this connection, he has the right to demand a postponement of the start date of the vacation, at least to the next day after the payment of average earnings. The employee may demand payment of interest during the delay in vacation payment, since in this case the employer does not fulfill the obligation to pay the average salary to the employee within the time limits established by law. However, to restore the violated right, the employee can use one of the indicated methods. Postponement of the start date of vacation due to late payment means that the statutory date of payment of average earnings. After all, paying for vacation before it starts is one of the ways to restore the right to use paid vacation. Therefore, it should be recognized that when the date of vacation is postponed, the employer fulfills the obligation to timely pay the employee average earnings. Payment of average earnings later than three days before its start should be considered a violation of the terms of payment for vacation. Therefore, after using unpaid leave, the employee has the right to demand payment of interest for the employer’s delay in average earnings, since he violated the deadline for paying for the leave. Whereas when it is postponed, the period for payment of average earnings is not violated. In this regard, the employee can use one of the considered methods of restoring the violated right to receive average earnings during vacation.

Textbook " Labor law Russia" Mironov V.I.

• Personnel records management and Labor law

1. The provisions of Article 136 of the Labor Code of the Russian Federation are formulated in relation to the rules provided for by ILO Convention No. 95 “Regarding the Protection of Wages” (1949).

2. When calculating and paying wages, each employee must be given a pay slip containing information about the amount and components of wages, as well as about deductions made. The list of information established by Part 1 of Article 136 of the Labor Code of the Russian Federation is required for inclusion in the pay slip.

The form of the payslip is not specified by the Code; it is approved by the employer, taking into account the opinion of the representative body of employees. Thus, it is given the force of a local regulatory act, which serves as an additional guarantee of workers’ rights.

The pay slip must be issued at least once a month when the final payment is made based on the results of the month’s work.

3. Wages must be paid at the place where the work is performed. This rule was established in order to create the most convenient conditions for the employee: he should not waste his free time and travel in order to receive wages at the central office of the organization, centralized accounting, etc.

Place of work (including specific workplace, remote from the location of the organization) is determined by internal labor regulations, other local regulations or an employment contract.

4. A collective agreement or employment contract with a specific employee may provide for the transfer of wages to a bank account specified by the employee. A corresponding change can be made to the employment contract after its conclusion.

The terms of the transfer (terms, procedure, amounts) are determined in the collective agreement or in the employment contract. Expenses for transferring funds and servicing bank card(if an appropriate account is opened) are assigned to the employer.

5. When paying part of the salary in non-monetary form, the place, terms and procedure for issuing the relevant goods (products) are established in a collective agreement or in an employment contract. In this case, the most favorable conditions for the employee must be provided, for example, bulky or heavy goods must be delivered to the employee’s home or he or she must be given the opportunity to remove them step by step.

For payment of wages in non-monetary form, see also the commentary. to Art. 131.

6. Salaries are paid directly to the employee. Exceptions to this rule may be established by federal law or employment contract. Federal laws do not establish such exceptions. In an employment contract, the parties are free to establish any method of payment of wages, for example, transferring it to the account of the employee’s spouse (one of the parents, children, etc.), issuing wages in cash under a power of attorney issued by the employee.

In case of limitation of the employee’s legal capacity in the manner provided for in Art. 30 of the Civil Code, his salary is issued to the trustee on the basis of a trustee certificate or to the employee himself, but on the basis of the written consent of the trustee.

7. Salaries must be paid at least every half month. Specific days payment of wages is established by a collective agreement, or internal labor regulations, or an employment contract.

In practice, two or three days for the payment of wages are usually set, for example, the 1st, 2nd, 3rd and 15th, 16th, 17th of each month. Most organizations use an advance payroll system, in which an advance is paid in the middle of the month, which is usually part of the tariff rate ( official salary) and compensatory additional payments of a permanent nature (for harmful conditions labor, etc.), and at the beginning of the next month the final payment is made, including incentive payments.

8. The establishment of other terms for payment of wages is possible only in federal law. An agreement to pay wages once a month, regardless of the level at which it is concluded, is contrary to legal requirements.

9. Article 136 of the Labor Code of the Russian Federation provides for special rules for the payment of wages in cases where the day of its issuance coincides with a weekend or non-working holiday. In these cases, wages must be paid the day before - on the last day of work or in advance.

Vacation is also paid in advance. In case of violation of the deadline for payment of vacation, it can be postponed (see commentary to Article 124).

10. Parts 3 and 5 of Article 136 of the Labor Code of the Russian Federation were the subject of challenge in the Constitutional Court of the Russian Federation, which, in its Determination No. 143-O dated April 21, 2005, indicated that these norms represent guarantees for the implementation of what is enshrined in the Labor Code (Article 2 , 21, 22 and 56) the employee’s rights to timely and full payment of wages; are aimed at ensuring coordination of the interests of the parties to the employment contract when determining the rules for payment of wages, at creating conditions for the unhindered receipt of wages by the employee personally in a convenient way for him and comply with the provisions of ILO Convention No. 95 of 1949 (SPS ConsultantPlus).

In the Labor Code, all chapters are devoted to issues related to wages, starting with the 133rd and ending with the 158th. And it would not hurt for every person to become familiar with them. In addition, this document contains chapters that contain information on such topical issues as Labor Code it is acceptable, but everything has a limit. And this case is no exception.

Innovations

First of all, it should be noted that as of October 3, 2016, the deadlines for issuing wages have changed. Also, in accordance with Federal Tax Service letter No. 3H-4-17/15799 dated August 29, 2016, employees who are non-residents of Russia are prohibited from issuing salaries in cash. Only bank transfer can be used.

Until 10/03/16, all organizations, in accordance with the law, were required to issue salaries to their employees at least every six months. If payments were made once every 30 days, then this was a direct violation of the law. More often, the accrual of legal remuneration was allowed. But no less often. Even if the employee himself asks for it in writing.

The new edition requires that the organization set exact, specific dates, and before the 15th of the month. Each employer must exclude the general plan formulations. These include something like this: “Wages are calculated in the period from the 20th to the 25th.” And the provision that payments must be made at least 2 times a month remains valid.

Article 142 of the Labor Code of the Russian Federation

Everything related to such a topic as delayed salaries is described in it. The Labor Code states the following: “If an employer or someone who is his authorized representative has committed untimely payment of legal remuneration to an employee, then he is obliged to bear responsibility in accordance with federal laws and Labor Code of the Russian Federation".

This chapter gives some ideas to organizations. This is what the Labor Code says: a delay in wages that lasts more than 15 days is legal basis for the state to suspend its activities. But before stopping going to work, each employee is required to draw up a written notice and submit it to his superiors.

Exceptions

According to the Labor Code, 15 days is grounds for termination of work, but not with a number of exceptions. They are also indicated in Article 142.

Suspension of work is not permitted during periods of emergency/martial law. Or during the action special measures introduced by the state in connection with the state of emergency.

Also, people serving in organizations of the BC of the Russian Federation, as well as employees of formations involved in ensuring state security and national defense, cannot stop working. The same applies to employees of search, law enforcement and emergency rescue structures, and government employees.

But this is not the entire list of exceptions that the Labor Code contains. The delay in wages also does not allow people working in organizations that service particularly dangerous types of equipment and production to stop their work. And to workers in structures that perform tasks related to ensuring the livelihoods of the entire population. This includes heating, energy saving, water supply, emergency medical care, communications, etc.

Further actions

Usually, after an employee has stopped his work, management takes all possible measures to provide him with legal remuneration. However, a person should not be particularly concerned about this. Since even while he is not fulfilling his duties, he retains his salary.

But he must return to his work place the next day after he receives a notification from his boss that he is ready to accrue the delayed remuneration (necessarily in in writing). The amount is transferred to the card on the day the person returns to work.

Employer's liability

The above provisions are not all that the delay of wages under the Labor Code implies. It gives employees the right to suspend their activities, but obliges the employer to bear financial responsibility.

In accordance with Article 5.27 of the Code of Administrative Offenses of the Russian Federation, an organization for such an offense must pay a fine, the amount of which ranges from 30 to 50 thousand rubles. The head of an enterprise may also incur administrative liability (under the same article), criminal liability (Article 145.1 of the Criminal Code of the Russian Federation) or disciplinary liability (Article 192 of the Labor Code of the Russian Federation). How serious the punishment will be depends on the severity of the violation he committed.

In addition, the employer is obliged to pay compensation to its employees. Even if due to the fault of the bank there was a delay in wages.

It involves calculating compensation using a certain formula. Wage arrears must be multiplied by 1/300 of the refinancing rate and the number of days of delay.

But the most serious punishment faces the employer for complete non-payment of salary for 2 or more months. In accordance with Part 2 of Article 145.1 of the Criminal Code of the Russian Federation, he may face imprisonment for a term of 2 to 5 years.

If the violation is not resolved

There are special cases in which an employee of an enterprise filed a claim with the employer, but the latter ignored it and did not pay legal remuneration. In this case, the person has the right to file a complaint with the State Labor Inspectorate. Or to the prosecutor's office.

In his application, a person must indicate his full data, details of the organization, briefly describe the essence of the matter, and also attach documents to the complaint that confirm that there is indeed a delay in wages. 2014, by the way, was especially full of such requests. At that time, many became victims of unpaid rewards.

Once the evidence has been collected and the complaint has been drawn up, you can send everything to the appropriate authority. Either in person or by registered mail.

Payments upon dismissal

They are also worth noting. Dismissal is a legal procedure that involves settlement of the employee leaving the company and return to him work book. Payments are usually made on the last day of work. Or the one that followed the day in which the person turned to management with a demand for payment. This is stated in Article 140 of the Labor Code of the Russian Federation.

And even in such cases of dismissal, there is a delay in wages. According to the Labor Code, upon dismissal, a person is obliged to come for payment himself. If the manager hesitates, then his departing employee has the right to make a claim. He can even contact the relevant judicial authority, which is the Labor Inspectorate. The complaint is considered within a calendar month. Then there are proceedings and trial. Everything takes a certain time, takes away nerves and strength, therefore it is in the interests of the employer to pay the person without directly involving the law.

What to pay attention to

Finally, it is worth noting that every person, when applying for a job, must familiarize himself with the local regulations of the enterprise where he intends to work. He is And it says everything about salaries, salary calculations and bonuses. And also about the dates when employees receive advance payments and legal remuneration. This document is the answer to all questions that interest any person applying for a job.

Every working person in our state has the right to receive the wages that he needs in order to live with dignity and provide for his family. The Labor Code of the Russian Federation talks about the procedure and timing of payment of remuneration for labor. Besides, this norm The law states that when transferring wages, the employer must notify each employee of all deductions made from income and the total amount of earnings. As a rule, before receiving their remuneration, all subordinates receive pay slips. All this will be written in more detail in the article.

Main

Almost all citizens of our country go to work to receive a certain amount of money to provide themselves with normal living conditions. Nowadays, it is very rare to find people who work only because they are simply interested in doing what they love. Therefore, the legislator protects the rights of workers and obliges the heads of enterprises and institutions to pay their employees remuneration for their official activities. Information on the timing and place of payment of wages is contained in Art. 136 of the Labor Code of the Russian Federation, which also states that a sum of money must be given to a subordinate twice a month. Otherwise it will be a violation of the law.

What you need to know

Taking into account the norms of Art. 136 of the Labor Code of the Russian Federation, the head of an enterprise, when transferring remuneration for labor to employees, must notify the latter of the following ongoing operations with their income:

Documentary notice

As a rule, before an enterprise transfers wages to employees, they are given pay slips containing full information about income for the period worked. These actions are carried out by the accounting department of the enterprise. The form of pay slips must be approved by the employer. At the same time, the latter necessarily takes into account the opinion of the representative body of employees. This rule is enshrined in Art. 136 Labor Code of the Russian Federation.

Place

Currently, every employee of any organization receives a salary on a card issued by a credit institution. Remuneration for work is rarely handed over to employees personally. Therefore, before starting a job, a citizen is asked to write an application in which he must note the details for transferring his salary. This is more convenient for the manager and subordinates.

If an employee decides to change the previously written details of the organization for the transfer of wages, then he must express his request to the boss in writing no later than five days from the date of payment of remuneration for work. This rule is enshrined in Part 3 of Art. 136 Labor Code of the Russian Federation.

Important

Sometimes employees of an organization can receive remuneration for their work not only in cash, but also in products, things, or some materials. So, such rules for paying salaries are determined only by a service agreement or a collective agreement.

Nuances

Salaries are always paid to a citizen who works in an organization. In some cases, specified in the service agreement or provided for by law, remuneration for work may be transferred in a different way to other persons. For example, if a citizen works in an organization by a verdict of a judicial authority, then his earnings are transferred to the state income and to pay penalties.

In addition, do not forget that from the income of a person who is a parent but does not live with the child, alimony is withheld as a percentage or in a fixed amount. If the head of the organization does not ensure the timely transfer of funds according to executive documents, then he may face trouble from the law.

Payment procedure

Part 6 art. 136 of the Labor Code of the Russian Federation indicates that salaries must be paid to employees at least twice a month. The specific date for the transfer of income is established by the service agreement, or local acts institutions. But, salaries should not be issued to employees later than fifteen calendar days from the end of the period for which they were accrued. This procedure is established by Part 6 of Art. 136 Labor Code of the Russian Federation.

If not on time

What threatens the head of an institution if he does not transfer remuneration for work to employees within the required period of time? This question interests almost all employees who are faced with a delay in the payment of wages for unexplained reasons. In this case, it is clear that on the part of the employer this would be a violation of Art. 136 Labor Code of the Russian Federation. For this, he may be subject to administrative and even criminal punishment.

Therefore, if all employees are interested in receiving their money in a timely manner and in full, it is necessary to contact the prosecutor’s office, court and labor inspection. After all, some business managers begin to comply with the requirements of the law only after the authorities impose on the company the obligation to pay a large fine.

Payment on a non-working day

If the deadline for transferring wages falls on a weekend, then the accounting department is obliged to issue the money due to employees the day before. Otherwise, this will be a violation of the law and a reason for subordinates to contact the competent authorities.

For vacation

The funds must be transferred to the employee three days before the start of his vacation. But, despite this, many heads of enterprises do not want to comply with the requirements labor legislation. Most workers receive holiday pay only at the end of their holiday or during a new working period. In this case, it is necessary to write a complaint to the labor inspectorate and the prosecutor's office.