Completed sample order to encourage an employee. An example of filling out an order to reward employees Form of a decree on rewarding

One of the forms of recognition of the labor merits of enterprise employees is monetary or other incentives. The use of incentives is a right, not an obligation, of employers. The decision is made solely by the employer, based incl. from the financial capabilities of the organization. For this decision to come into force, it is necessary to approve the order to reward the employee.

For what purpose does the employer encourage employees?

Personnel bonuses are regulated by a number of articles of the Labor Code of the Russian Federation (Articles 135, 191 of the Labor Code of the Russian Federation). But labor legislation does not say anything about the amount and frequency of payment of monetary remuneration, as well as the method of payment. The incentive motive in a bonus order may be as follows:

conscientious performance by the employee of the duties assigned to him;

increasing labor efficiency;

high achievements in work;

long and impeccable work in the company, etc.

Also, the motivation for the order may be related to labor achievements in a certain industry or professional holidays. For example, an order to reward a teacher may contain the wording “for efficiency in methodological work and high performance indicators”; bonuses for builders may be made “in connection with high performance indicators and a professional holiday - Builder’s Day”, etc.

Art. 191 of the Labor Code of the Russian Federation provides not only for the payment of cash bonuses to employees, but also for other incentive options: awarding a certificate of honor, presenting a valuable gift, declaring gratitude, nominating for the title “Best in the Profession.” It is desirable that the process of rewarding employees be public and carried out in a solemn atmosphere. Thanks to this, other employees will have a motive to increase their work efficiency.

The procedure for issuing incentives must be prescribed in the internal documentation of the organization (“Regulations on Bonuses”, Internal Rules, etc.).

Order of encouragement

The promotion order, a sample of which can be found below, applies to orders for personnel. If the implementation of this order is related to bonuses, it must be transferred to the accounting department. The shelf life of the order is 75 years.

In organizations, incentive orders are usually drawn up in form No. T-11 or T-11a (for several employees at once). The unified form of the incentive order was approved by Resolution of the State Statistics Committee of January 5, 2004 No. 1. The document can also be drawn up in free form.

The procedure for encouraging staff is as follows:

the head of the unit or trade union body sends a memorandum (or decision of the trade union) to the management of the organization on awarding a specific employee;

the management of the organization puts a mark on the document about the decision made and indicates the deadline for its implementation;

HR department employees issue an order to reward employees and submit it to senior management for approval;

After the order is approved by the manager, the employee must be familiarized with it against signature.

Unified document form: is it mandatory to use?

From January 1, 2013, it is not necessary to use the forms of documents approved by law contained in the “Albums of Unified Forms” (with the exception of some primary documents). There is also no ban on their use. In this regard, non-governmental organizations have the right to decide whether to use unified forms or use document forms developed independently (Information of the Ministry of Finance of Russia No. PZ-10/2012).

The order of encouragement is an important accounting document, therefore it must indicate the details established by law, in accordance with Art. 9 of Law No. 402-FZ of December 6, 2011 “On Accounting”.

Drawing up an order using the unified form T-11

An order for a bonus (monetary or otherwise) to an employee of an organization in form T-11 is filled out as follows:

At the top of the document indicate the name of the organization and OKPO code.

Information about the rewarded employee is entered (full name, position, structural unit, personnel number).

The motive and type of incentive are indicated.

If the incentive is of a material nature, indicate the amount of monetary reward (in numbers and in words). If the incentive is not monetary, this line can be removed from the document.

Then you need to indicate the name of the document that became the basis for drawing up the order (representation, petition, trade union decision, etc.).

The order for monetary incentives (or otherwise) is signed by the head of the organization. The employee referred to in the order must read the document and sign. The order must also be familiarized with the signature of the person responsible for calculating bonus payments or for processing other employee incentives (for example, the chief accountant, head of the human resources department, etc.).

Drawing up an order in any form

In order for the order to have legal force, it must indicate the following information:

Title of the document;

number and date of compilation;

name of the legal entity or individual entrepreneur;

FULL NAME. and the position of the rewarded employee;

incentive motive and its type;

for a cash bonus - its size (in numerical form and in words);

FULL NAME. and the position of the person approving the order.

The procedure for familiarizing yourself with the order is similar to that given above.

Payment of additional remuneration is an internal matter of each employer. The organization has the right to independently determine the frequency, reasons and amounts of bonus payments to employees. Common reasons for bonuses are:

• significant dates for an employee or the entire company: birthday, organization anniversary, professional holiday;
• all-Russian holidays, for example New Year, March 8;
• merits in work: an employee is encouraged, for example, if he exceeded the production standard, achieved production optimization, reduced defect rates, initiated transformations useful for production, and reduced production costs without loss of quality.

Rewards can be regular (monthly, quarterly, annual) or one-time. It is permissible to award bonuses to only one or several employees at the same time.

How is the award issued?

The procedure for bonuses is established by an internal act of the organization - the regulations on bonuses. It establishes cases and indicators upon achievement of which employees are entitled to incentive payments. The regulations also prescribe the need for a monthly incentive supplement, often set as a percentage of the salary.

The presence of a provision on bonuses is especially important for budgetary organizations that pay additional remunerations from the wage fund allocated from the budget. Regulations on bonuses for budgetary institutions are developed on the basis of departmental acts of the system in which the institution is located.

For the payment of each individual remuneration, a special order on bonuses is issued.

Which form to use for the order?

Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1 approved unified forms for many internal acts necessary in the economic work of an organization. Among them are forms No. T-11 and T-11a for awarding bonuses to employees.

Since 2013, these forms have ceased to be mandatory. The organization has the right not to use the proposed forms, but to issue acts on additional incentives in free form or develop its own templates.

How to write an order correctly

A sample order for a bonus for good work or any other achievements should contain the following information:

• name of the organization in which it was published;
• details: number and date;
• FULL NAME. the employee or employees receiving bonuses, their personnel numbers, positions and structural units;
• incentive motive - the reason why the bonus is paid;
• type of incentive: you must indicate “bonus”;
• incentive amount: in words and numbers;
• basis, for example, a memo from the boss of the employee receiving the bonus;
• position and signature of the head of the organization.

If a material reward is issued in connection with success at work, the wording of the incentive motive in the bonus order may be as follows:

• for significant indicators of the intensity of work activity;
• for a high level of quality of work;
• for achieving planned targets.

Monthly bonus order

In addition to one-time incentives, the employer has the right to issue orders for periodic bonuses. With this document, he indicates a certain frequency of payment, for example, stipulate that additional remunerations are paid along with wages monthly in the amount of a certain percentage of wages.

Order on the thirteenth salary

A separate type of bonus is the 13th salary. At its core, this is a one-time payment timed to coincide with the end of the year and marking its results. The concept of “13-salary” is not legal and is accepted only in everyday life.

How much and how to store

Orders on bonuses are a type of personnel documents and are subject to storage for seventy-five years, as established by paragraph 19 of the List approved by Order of the Ministry of Culture of Russia dated August 25, 2010 No. 558.

To store any documents, the company must create files. Cases are included in the general nomenclature of the organization’s cases. It is recommended to create volumes from documents with equal storage periods.

Labor activity needs stimulation. Encouraging an employee, supported by a significant material increase, has a positive effect on the productivity of his work. Of course, an order for bonuses requires certain documentation. This procedure has some features that should be taken into account.

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Normative base

The procedure according to which employees are rewarded for conscientious work, part 2 of Art. 135 of the Labor Code proposes to establish by signing a collective agreement, agreements, and adopting local regulations. At the same time, the content of the order to reward employees must comply with regulations governing labor relations.

An approximate list of remunerations for work activities is given in Part 1 of Art. 191 TK. And in part 2 it is indicated that it is not exhaustive. Organizations are allowed to determine how to reward employees. These norms can be enshrined in:

• collective agreement;
• PVTR;
• charter;
• disciplinary situation.

Among the incentives mentioned in the Labor Code are:

• Gratitude;
• bonus;
• valuable gift;
• certificate of honor;
• recognition as the best in the profession.

Incentive payments in public and private organizations can be:

• periodic – monthly, quarterly, annual;
• one-time They are issued on the occasion of a holiday or some important event in the life of an organization or department.

Documentation of payments subject to taxation will require the organization to develop a Regulation that regulates material incentives for employees. You will also have to accept other documents: petitions, memos, etc. The document must provide the information prescribed for financial reporting by Federal Law No. 402 of 2011.

In what cases is it required

Bonuses for employees can be provided:

• on a regular basis. The bonus will act as an integral component of the monthly salary;
• for achieving certain performance indicators.

In the second case, drawing up a memorandum and publishing a document for the award becomes mandatory.

Reasons for drawing up

To stimulate employees, each organization determines certain parameters, sometimes depending on the specifics of its activities. As his employee, the manager may indicate in the memorandum:

• demonstrated professionalism, diligence and thoroughness in performing the assigned work;
• labor achievements;
• approaching holiday or anniversary.

Order on bonuses for employees in 2020

Each order for a bonus goes through a certain procedure. Incentive payments are issued in strict sequence. Each organization has adopted a payment document form, although someone may simply use the samples recommended by Goskomstat. Requirements include maintaining the rules of classic document flow, volume, availability of details, etc.

Varieties

To present a bonus for good work by order, the organization has the right:

1. Use the forms approved by Resolution of the State Statistics Committee No. 1 for 2004.
2. Arrange incentive payments that are submitted monthly or one-time at the end of the year, for example, adhering to standard requirements. For a document for a one-time bonus payment, the forms are followed in any form.

For all varieties, it is mandatory to preserve the generally accepted structure.

The criterion may be differences in the amount of data related to the award:

• individual;
• mass.

Another classification criterion is the regularity of publication. Stimulation can be used:

• unscheduled, by management decision;
• planned, based on local regulations. They provide for a certain frequency of incentives (monthly, quarterly, annual).

They are also distinguished based on:

• organizational;
• festive;
• production.

Procedure for placing an order for a bonus

The scale of the organization and the number of its employees according to the staffing table cannot but influence the procedure for processing documents for employee bonuses. A large organization has to spend much more time than a small company. Therefore, everything has to be done in advance, without delaying until the last day. The sequence is:

1. The management of branches and divisions is notified of the need to submit lists of rewarded employees.
2. The submitted lists contain the position, full name and reason for the award.
3. Authorized persons conduct a personal check against the lists.
4. The verified and corrected list is sent to the field.
5. It becomes part of the draft order.
6. The document will be made public.
7. Employees mentioned in the document are introduced to it upon signature.

Who is it issued by and to whom is it addressed?

To reward an ordinary employee, his manager draws up a memo or petition, addressing it to the head of the organization. If he submits an approving resolution, then further processing will be carried out by the employee who is entrusted with this in the performance of functional duties.

But when an annual bonus is to be presented to an official, a presentation is written.

In documents for employee bonuses drawn up on unified forms, independent formulation of individual provisions is not required. When a document on employee incentives is drawn up in the form accepted by the organization, its necessary quality is ensured by mentioning the required details:

• official name;
• places and dates;
• information about the awarded employee;
• payments, exactly the specified amount;
• grounds for bonuses;
• signatures of the manager and employee.

Requisites

When rewarding an employee based on quarterly performance results or for another reason, it is imperative to indicate the details specific to the organization’s internal documentation. Required presence in the document:

• its name;
• printing;
• OKPO code.

Numbering

When the manager decided to reward the employee and signed the documents, an entry is made in the registration journal under a serial number.

Frequency of compilation

How often and systematically an organization rewards employees depends on the standards included in its Regulations on material incentives.

Who signs

The right to sign an order to reward an employee belongs to the head of the organization. But it can be provided:

• first deputy;
• heads of departments.

Employee familiarization

Representatives of the organization's personnel who are decided to be rewarded must be familiarized with the relevant document for signature.

They are unlikely to object to the award and it was not a secret to them, but that is the order.

Shelf life

Sometimes information about incentives is included in additional documents such as an employment or personal card. Regardless of this, the organization is required to store personnel documentation for 75 years.

Typical samples and examples

The incentive order is drawn up according to standard forms. Thus, an order to award a cash bonus, depending on the number of persons being promoted, is issued on form T-11 or T-11a.

Non-governmental organizations are allowed to provide bonuses to employees using primary accounting documents of any form. But for an order to reward an employee, it remains mandatory to indicate the details necessary for accounting reporting.

Example of filling out order T-11

To order an employee bonus, the sample is used in the form of a completed T-11 form.

It is enough to take a form and a draft order, which indicates that the person being promoted was awarded for excellent production performance and early completion of the planned milestones. And also enter the amount of bonuses he is due.

Example of filling out order T-11a

To write an order to encourage employees (that is, several people at once), use the T-11a form. It is worth looking at the completed example order to follow the pattern.

When filling out orders for bonuses, we do not forget what nature the incentive will be. As usual, mass bonuses are given to employees due to successful work activities.

Order on payment of bonus at the end of the year

The appearance of the order for the year-end bonus, as usual, is timed to coincide with the New Year. It may not contain any mention of the upcoming holiday.

The organization uses any form for ordering bonuses. This also applies to orders for the payment of annual bonuses. In prestigious organizations, the bonus based on results can be quite significant. Deserved veterans who may no longer work at the enterprise are also included in the annual distribution of incentives.

Order on bonuses based on the results of the month

You can use a sample order for a monthly bonus on a form used by another organization.

Or take a sample order for bonuses for an employee or group of employees on a unified form.

We must not forget about the basis on which monetary incentives are transferred to employees.

Order on bonuses for Mother's Day

Based on the Regulations on material incentives in force in the organization, an order is issued to pay employees with children a certain bonus. This will be very useful for Mother's Day.

Order on incentives for municipal employees

The decision of the head of the mayor's office on bonuses for municipal employees is based on the previously adopted Regulations. It is allowed to pay incentives to municipal employees under Federal Law No. 25, adopted in 2007.

Order on encouraging employees to celebrate their professional holiday

All organizations expect bonuses for their professional holiday. It is customary to issue holiday bonuses for the days of accountants and drivers, doctors and teachers.

It is always nice to receive a reward for a professional holiday, because they wait for it all year long.

Order on bonuses for the anniversary

As a rule, the decision to award an anniversary bonus to employees is made without objection. Every employee wants to work in the organization to such a point. With the encouragement of the director, a sample for drawing up a decision can be taken as follows:

The initiative comes from the founder of the company or the team of the organization. The latter is recorded in the minutes of the general meeting.

Questions

When an order for promotion is issued, disagreements cannot always be avoided. Of course, only your employees are entitled to bonuses.

Is it better to use a form or your own form?

The manager, deciding to write an order according to which employees are nominated for incentives and bonuses for good work, decides in advance on its form. There is no strict requirement on what form to draw up the order for bonus payments to employees. Since 2013, the use of Goskomstat forms has ceased to be mandatory.

A bonus is one of the main types of employee incentives. On the other hand, this is a type of financial transaction that must be reflected in documents, for example, in an order for bonus payments to employees. A sample and instructions for compilation are in this article.

The specifics of the bonus are determined by 2 points:

1. This is a voluntary act of the employer, i.e. This is his right, not his duty. As a rule, the employment contract stipulates that the company can provide bonuses to the employee, which in practice implies only one possible case - the initiative of the employer.
2. On the other hand, there are no uniform rules for calculating bonuses: i.e. The legislation does not provide for the mode, amount and specifics of payment (on the day of salary or advance payment).

Thus, as for the very fact of paying the bonus, the procedure for this procedure, all this is the good will of the company, and specifically of the authorized persons who have the right to make the appropriate decision. That's why responsibility arises only for the correct execution of this financial transaction in the documentation. Exceptions are those cases when the employment contract initially specified the amount of the bonus and the procedure for paying it to the employee.

NOTE. According to labor law, the bonus is a component of the salary. Accordingly, it can only be issued on those days specified in the employment contract.

Procedure for drawing up an order largely depends on the size of the enterprise and the number of its staff: if bonuses for employees in a small company can be organized literally in 1 day, then in a large division the procedure is much more complicated. In general, the order is as follows:

1. All heads of branches and separate divisions are notified of the need to prepare for bonuses and, in response, draw up initial lists of employees indicating the position, full name and grounds for the possible accrual of bonuses.
2. According to the declared employees, authorized persons are studying the possibility of bonuses in each specific case in accordance with the internal regulations of the companies (fulfillment of the plan, performance indicators, etc.).
3. Based on this analysis, the list is adjusted or left unchanged and distributed to all departments.
4. The final version is transferred to the draft order, after which the finally approved document on bonuses for employees is printed.
5. Each employee included in the list familiarizes himself with the document and must sign.

If some types of bonuses are awarded annually, quarterly and even monthly, others may be allocated on an extraordinary basis. That's why classification of orders depends on the order of awarding:

• mass and isolated cases – i.e. immediately to the entire team (or department) or individual colleagues for individual successes;
• planned (periodic) and unscheduled (irregular) - depending on the financial capabilities of the company, bonuses can be issued constantly or only in individual cases.

These payments are classified depending on the reason for the premium:

1. Holidays – this often includes corporate gifts in the form of additional payments for the New Year, March 8, as well as a professional holiday.
2. Production – i.e. for services related to the implementation of the plan, the implementation of effective measures that improve the work process, optimize production, help save resources, etc.
3. Organizational in nature – i.e. awards for successful preparation and implementation of certain events in the interests of the company. For example, a seminar, a round table on an issue, a meeting of clients or guests from abroad, organizing a corporate event, etc.

NOTE. The bonus can be awarded not only in connection with labor successes, but also in connection with holidays, i.e. the employer himself has the right to choose the basis. However, such payments are not intended to help an employee in a difficult life situation. Then we are talking about providing financial assistance. Therefore, most often a bonus is understood as an additional payment exclusively for labor achievements, which, at the same time, can be timed to coincide with holidays.

Sample and examples of filling out an order 2020

Form T-11.

Form T-11a.

The employer has the right to use any form or develop an independent design option. The main thing is to correctly reflect the transaction in accounting documents and other financial papers. The main requirement for content is to whom the bonus is awarded, in what exact amount and on what basis. Usually the order also reflects the name and position of the person who is responsible for its implementation.

An example of a bonus order (in the case of payment to two employees) could be like this.

Thus, the document includes:

1. Title - a header with the usual information: full name of the company, number, date and name of the order.
2. The main part, which lists the persons awarded the bonus (full name, position, personnel number), the basis for the issuance and the amount of the amount. In this case, the size can be indicated either in numbers or as a percentage (for example, 10% of the salary). It is also stated here on the recommendation of which employee the bonus is awarded if there was a business recommendation.
3. The manager’s signature, date and annex with the signatures of all awarded employees confirming the fact that they have become familiar with the award.

Which is better – a ready-made form or your own?

As a rule, it is more convenient to use a ready-made form, since it provides:

• convenience in terms of design - no need to waste time developing your own sample;
• ease of working with the document in the accounting department - all key details are already registered;
• and most importantly, thanks to the indication of details, the inspectors will have fewer questions about bonus payments, which in large companies can amount to large amounts - on the order of hundreds of millions of rubles.

Employee bonuses: 6 risks for the employer

Since issuing a bonus is a financial transaction, there are certain risks on the part of the inspection inspectors. They concern, first of all, tax inspectors, but often come from representatives of the labor inspectorate.

Risk 1. Incorrect wording in the employment contract

Often, an employer indicates that its employee with whom the contract is concluded is entitled to a monthly or quarterly bonus in a set amount, for example 15% of his salary. In this case, the bonus in fact becomes an integral part of the salary, since the employer pays it within the agreed terms and in the established amounts, the obligations of which he himself has assumed. It is more correct to reflect the fact of payment in the category of “right” rather than “obligation” of the employer - otherwise, in essence, it is no longer a bonus, but a salary.

Risk 2. Payments of “13 salaries”

A bonus at the end of the year in the amount of the entire average salary or a significant part of it is traditionally called the “13th salary.” There is no such concept in the law; accordingly, such a bonus is the exclusive goodwill of the employer. But again, it is important to correctly reflect it in the employment contract (individual and collective), as well as in the local internal acts of the enterprise. At the same time, only references to these acts can be indicated in contracts, and the payment procedure must be spelled out in as much detail as possible in the acts:

• connection between salary payment and employee performance indicators;
• the possibility of non-payment of this type of premium with a detailed description of the entire list of reasons, including due to an economically unfavorable situation;
• It is especially important to pay attention to the procedure for payment upon dismissal: should the employee work the whole year or not, how to pay if the dismissal occurs due to layoffs, liquidation of the company, etc.

Risk 3. Holiday bonuses

Such payments are considered by most managers as symbolic gifts in the amount of 500-1000 rubles. Therefore, attention is often not paid to this point, and everything comes down to the wording “The employer pays each employee a bonus of 1000 rubles annually by March 22 – the company’s Founding Day.” In this case, it is better to protect yourself from financial risks and indicate that the company undertakes to do this only if possible, and also reserves the right not to pay a bonus if the employee grossly violated the work schedule, etc.

Risk 4. Bonus amount and working hours

One should also take into account the important point that not all employees work the standard/quarterly/monthly hours due to various circumstances - vacations at their own expense, sick leave, maternity or child care leave, etc. Therefore, the amount of the bonus, as well as the very possibility of its payment, should be closely and unambiguously linked to a certain norm: for example, at least 180 working days.

Risk 5. Deduction of bonuses and deprivation of the right to a bonus

These concepts are widely present in real labor practice, however, confusion often arises with the interpretation both in documents and at the level of oral explanation by management of company standards for employees. In an employment contract, collective agreement and other documents, it is important to clearly distinguish both concepts. If deprivation of bonuses is a measure that is legally taken by the employer in the event of a significant mistake made by an employee while performing his duties, then deprivation of the right to a bonus may also have purely economic, objective reasons. Usually all these nuances are spelled out in detail in local acts.

Risk 6. How to properly develop premium reduction mechanisms

Both the grounds for accrual/non-accrual of the premium and the grounds for its justified reduction should be specified in the local act in great detail. It is best to give not specific numbers (a reduction of 500 rubles, etc.), but percentages - for example, “if an error is made when servicing a client, which leads to his refusal to cooperate, the monthly premium is reduced by 10% from the initially established amounts." Most often, the size of the reduction is set using a simple formula - proportional to the extent to which the plan was fulfilled, and it is important to take into account not only individual indicators, but also the connection with the performance indicators of the department and the entire unit. This is especially true for large companies.

Thus, it is better to foresee all the key points given in advance. The main criterion for the correct procedure for awarding bonuses to an employee is drawing up orders and contracts in such a way that he himself can calculate the amount of payment at any time. Those. The calculation of the premium must be extremely transparent, and the grounds for payment or non-payment must be extremely clear.

Regulations on bonuses

The features of the procedure can be reflected in the following documents:

1. Regulations on bonuses.
2. Individual and collective labor contracts.
3. Relevant local acts.

At the same time, the contracts do not need to spell out in detail the entire procedure, which itself should take up several printed pages, but only refer to a document that contains the relevant information. Wherein it is important to familiarize each employee with the Regulations on bonuses against signature.

Thus, the scheme for establishing a bonus procedure may look like this.

A bonus order is an administrative document on the employer’s decision to financially reward one or more employees. The article contains forms and sample orders, as well as free reference books and useful links.

An order for the payment of a bonus is an administrative document of the employer, which formalizes the decision to reward or stimulate one or more employees. Depending on the reason on which the decision is made to allocate funds to an employee, the payment may be of a production or non-production nature.

The difference is that production accruals are directly related to the employee’s labor results and perform an incentive or stimulating function. Whereas accrual of a non-production nature is not based on production results and can have any basis. The employer has the right to issue a non-production amount at any time and in any amount to randomly selected employees - one, several or even all. The reason for payment may be an important personal date, a national or regional holiday, etc.

Bonuses may be production or non-production.

In any case, the employer’s decision to accrue and issue money to employees is formalized by a bonus order. Further in the article there are forms and samples of an order for the payment of bonuses, as well as rules for material incentives for employees.

Other reference books on payments to employees

After reading the bonus payment order, do not forget to look at the following reference books, they will help you calculate your salary:

Types of orders for payment of bonuses

An order for the payment of bonuses is issued in relation to two groups of material accruals.

1. Production bonus payments.
2. Non-production bonus payments.

Production bonuses as an incentive

Bonus amounts are considered an integral part of remuneration, along with remuneration for labor and compensation for special working conditions. The meaning of a production bonus payment as part of remuneration is to:

note the production results of one or more employees;

encourage their efforts to work efficiently and do everything on time;

encourage them to work more efficiently and more intensively in the future.

Thus, bonus accruals of a production nature, in respect of which an order for the payment of a bonus is issued, are always related to the results of the employee’s work, including:

the amount of work performed;

its complexity;

quality of performance of labor duties;

level of professionalism and qualifications of the employee, etc.

Production bonuses are part of wages.

Payroll calculation – online

An order for a bonus based on the results of work determines the amount to be accrued to the employee, which must first be calculated according to the rules established by the relevant employer. In addition, the bonus amount is reflected in other personnel documents, including salary slips, as well as in reporting on personal income tax and mandatory insurance contributions. And if the number of bonuses and the amounts of incentive accruals change from month to month, then it may take more time to calculate salaries. To simplify your work, it is more convenient to calculate your salary automatically - in the BukhSoft program.

It is convenient to keep records of salaries and personnel in the BukhSoft program. It is suitable for individual entrepreneurs, LLCs, budgetary institutions, non-profit organizations, banks, insurance organizations, etc. The program includes complete personnel records, time sheets, payroll calculation for any system, sick leave and vacation pay calculators, uploading of transactions into 1C, automatic generation of all reporting (FSS, 2-NDFL, DAM, persuchet, etc.) and much more.

Calculate salary online

Production bonuses as a sanction

Performance bonuses can also be used to censure poor performance. The employer can take the following steps.

1. Reduced premium.
2. Not issuing it at all.

To do this, the employer must:

• make a significant share of the incentive payment in the total amount of remuneration;
• reduce or reset the amount of bonus payment for the period in which the employee did not fulfill the conditions for the incentive.

Failure to comply with bonus conditions may include the following violations.

1. Poor production results.
2. Insufficient production results.
3. The performance of one's duties is poor.
4. Violation of deadlines.
5. Violations of labor discipline.
6. Failure to comply with safety regulations at work.
7. Failure to comply with management orders, etc.

Form of order for bonus based on performance results

For an employer’s decision to reward one or more employees for their work successes, standard forms for an order for a bonus based on work results from the State Statistics Committee Resolution No. 1 dated January 5, 2004 are provided:

1. Standard form in form No. T-11, if one person is encouraged.
2. Standard form No. T-11a, if several employees are awarded bonuses at once.

A current example of filling out an order for a bonus based on work results on standard form No. T-11a is given below, it can be downloaded from the link:

Year-end bonus order form

You can reward an employee and issue an order for awarding bonuses on this basis for various periods, for example:

1. Monthly.
2. Quarterly.
3. Annually.
4. Off plan.

If bonus payments are made dependent on annual performance indicators, then the decision to accrue bonus amounts is formalized by a bonus order based on the results of the year. When compiling this document in any form, it is recommended to include all the required “primary” details, including:

1. Name of the form.
2. Date of registration of the bonus order at the end of the year.
3. Employer name.
4. Formulation of the bonus decision.
5. Amounts of accruals for each employee.
6. Signature of the manager with transcript.

In addition, it is recommended to indicate in the year-end bonus order:

1. An employee responsible for the execution of an administrative document.
2. Deadlines for executing bonus orders at the end of the year.
3. Signatures of the awardees confirming their familiarization with this decision.
4. Documented basis for issuing an end-of-year bonus order.

A current example of filling out a bonus order for the year is given below, it can be downloaded from the link:

Amounts in the order for a bonus based on the results of work

Although bonus payments of a production nature are indicated in the Labor Code as part of the salary, nevertheless, the legislation does not directly answer the question of what amount to put in the order for a bonus based on the results of work. Indeed, an incentive or incentive amount should directly depend on the labor and production results of its recipients. However, the legislation leaves the specific calculation algorithm up to the employer.

The employer determines the bonus system independently.

The rules for rewarding work results are, as a rule, enshrined in a special local document - the Regulations on Bonuses. According to these rules, amounts are calculated, which are then entered in the order for a bonus based on the results of work.

Regulations on bonuses

Labor legislation does not define a single standard form of an employer’s local document on bonus payments to employees. Each employer, deciding to create and implement a bonus system, can enshrine it in a local document with arbitrary wording. Most often, bonus regulations are drawn up for this purpose.

The bonus regulations are a local document of the employer, mandatory for employees.

Rules for bonuses for production results

A correctly drafted Bonus Regulation defines the following points.

1. Current premium rates.

Most often, the main indicator confirming the existence of grounds for stimulating and rewarding employees is the financial result of the employer’s activities for the corresponding period.

1. Amounts of incentive accruals.

As a rule, the amounts in the order for a performance bonus are calculated as a certain established percentage of the employee’s salary.

1. Additional indicators.
2. Remuneration procedure.

The bonus payment procedure determines the frequency of incentive accruals, the timing of their issuance to employees and the documentation of such transactions.

1. Sanction conditions for bonuses.

Additional premium indicators

Employees can be rewarded for different reasons for different periods. In this case, additional bonus indicators may include:

1. No errors.
2. Meeting all deadlines.
3. No complaints.
4. No cases of violation of labor discipline.
5. Plan overfulfilment.
6. Positive certification result.

Forms of bonuses

Depending on the decision and capabilities of the employer, bonuses can be issued:

in the form of monetary amounts;

in property form, including products or goods of the employer.

Sample Regulations on Bonuses

An up-to-date and legally correct sample of the Bonus Regulations is given below. It can be downloaded from the link and used as a local document, if necessary modified in accordance with the features of the applied incentive system:

Order on a holiday bonus to an employee for length of service

Based on the incentive indicators mentioned in the employer’s local document, the employer can make a decision and issue an order for a bonus to an employee on a one-time basis, outside of the monthly, quarterly or annual plan. It is permissible to encourage hired employees in this way for the following reasons.

1. For a long career in professional activity.
2. For long-term employment at one place of work.
3. For success in work.
4. For “labor feats,” that is, certain significant achievements of an employee.

To issue such an incentive, the manager can time the order for a bonus to an employee on a certain date - for example, the anniversary of a distinguished employee. A current sample order for a bonus to an employee for length of service, accrued one-time, is given below, it can be downloaded from the link:

Order on awarding bonuses to the director

Unlike ordinary employees, the results of the work of the director of the company and the compliance of his work with bonus indicators are assessed by business owners, by whose decision the director is authorized to manage the organization’s activities in full. Accordingly, the decision of business owners to financially reward the director for achieving bonus targets is formalized in a special manner - a special protocol, similar to the order for awarding bonuses.

An up-to-date and legally correct sample of a protocol, similar to a regular order for awarding a bonus, is given below and is available for download at the link:

Non-production bonuses

Unlike production-related incentives, non-production bonus amounts are not considered part of remuneration, and therefore cannot be associated with labor and production results. An order for the payment of a non-production bonus can be issued in relation to an accrual timed to:

1. For an important personal date for a specific employee.
2. For a professional or industry holiday.
3. For a public holiday:

• national scale;
• regional scale.

The employer chooses the grounds for non-production bonuses independently.

Read more about the reasons for non-production accruals in the table.

Table. When an order is issued to pay a non-production bonus.

Basis for accrual	Explanation
Personal date	birthday; wedding day; day of passing a professional exam, etc.
Professional holiday	Teacher's Day; Meteorologist Day; Nurse's Day Banker's Day, etc.
Industry holiday	Science Day Russian Press Day, etc.
All-Russian holiday	New Year; Defender of the Fatherland Day; International Women's Day, etc.
Regional holiday	Eid al Adha; Eid al-Adha; Day of the national holiday "Ysyakh"; Radonitsa; Tsagan Sar, etc.

Like any other part of remuneration, bonus accruals form the employee’s income subject to personal income tax. In addition, if incentives are awarded due to the existence of an employment relationship, they are subject to mandatory insurance contributions.