Northern coefficient, regional allowances and increases in minimum wages. How to set an employee's salary

How to calculate salary based on salary to an ordinary employee who wants to double-check accounting calculations? When applying for a job, the salary is negotiated, but in addition to it, when calculating wages for the month, coefficients, the number of days worked and other factors that can affect its final amount are taken into account. We will talk about them in the article.

What you need to know to correctly calculate wages

When applying for a job, the applicant must negotiate the salary amount with the employer. And when an employee hears the amount, he does not think that in reality the payments will be different. The amount that is agreed upon during employment is the salary (fixed wage). It will be reflected in the employment contract. But how much an employee will receive depends on many factors.

Here's what to take into account:

• Income tax is deducted from the employee's funds, while the employer makes insurance contributions from his own funds.
• The employee can receive an advance.
• An employee may have obligations to pay alimony or other payments under writs of execution.
• Supplements and coefficients may be applied to the employee’s salary; he may be awarded a bonus and other additional payments.

All these factors either increase take-home pay or decrease it. If you forget about them, you cannot correctly calculate the amount to be paid.

What salary calculation formula can be used?

The simplest salary calculation formula includes only 3 points:

• salary size;
• number of days worked;
• income tax.

If we assume that the employee does not have to make any payments and no additional payments are made to him, then the salary is calculated as follows:

1. The salary is divided by the number of working days of the month, then multiplied by the number of days worked.

2. Income tax is subtracted from the amount received (in Russia, personal income tax is 13%).

Let's look at an example. The employee's salary is 30,000 rubles. There are 23 working days in a worked month. The employee took 3 days without pay to resolve personal issues, therefore, he worked 20 days in a month. The salary calculation looks like this:

30,000 / 23 × 20 = 26,086.96 rubles (salary before personal income tax);

26,086.96 - 13% = 22,695.65 rubles (take-home salary).

But in practice, such simple calculations almost never happen. Employees are paid bonuses, allowances and compensation. Let’s assume that, in addition to a salary of 30,000 rubles, an employee is paid a bonus of 25% of the salary every month. And he worked only 20 days instead of the required 23 working days per month. Then the calculation will look like this:

Salary + bonus (30,000 + 7,500) = 37,500 rubles (monthly salary);

37,500 / 23 × 20 = 32,608.70 rubles (wages for hours worked without deduction of personal income tax);

32,608.70 - 13% = 28,369.57 rubles (take-home salary).

In cases where an employee has the right to a tax deduction, a preliminary calculation of the tax amount is made, and then it is deducted from the salary. For example, the salary is 30,000 rubles. The employee worked all days. He has the right to a tax deduction of 800 rubles. The calculation will look like this:

30,000 - 800 = 29,200 × 13% = 3,796 rubles (personal income tax after applying the tax deduction);

30,000 - 3,796 = 26,200 rubles (salary in hand).

Calculating payroll can seem like a daunting task. But once you understand its algorithm, there will be no more problems with the next calculation.

The influence of the regional coefficient on wages

In regions where working conditions are considered special due to climatic conditions, terrain or increased background radiation, a regional coefficient is added to employee salaries. It should not be confused with northern allowances for employees of the Extreme Server. The area of ​​application of the regional coefficient is much wider.

The size of the coefficient is established by the Government of the Russian Federation specifically for each region. There is no single regulatory act; a separate resolution is issued for each district. The lowest coefficient - 1.15 - is in the Vologda region, as well as in most regions of the Ural Federal District: Perm, Sverdlovsk, Orenburg, Chelyabinsk, Kurgan regions. A similar coefficient applies in Bashkortostan and Udmurtia.

The regional coefficient is applied not to the salary, but to the actual amount of the salary before personal income tax is deducted from it. To calculate, you need to sum up the salary with all allowances and bonuses, with the exception of one-time payments (such as sick leave and financial assistance), and multiply the resulting total by a coefficient. For example, in one of the cities of the Chelyabinsk region, with an employee’s salary of 30,000 and a bonus of 7,500 rubles, the salary calculation will look like this:

(30,000 + 7,500) × 1.15 = 43,125 rubles (salary before personal income tax);

43,125 -13% = 37,518.75 rubles (salary in hand).

What is the difference between calculating military payroll?

The differences begin with the name of the remuneration (service). If a civilian receives a salary, then a military man receives allowance. For the military, its size is influenced by:

• job title;
• rank;
• duration of service;
• conditions of service.

The salary consists of a salary based on position and a salary based on rank. This is what contract workers receive. The amount of income tax on payments to military personnel is the same as on civilian salaries - 13%. Among the standard tax deductions used in calculating personal income tax, in Art. 218 of the Tax Code of the Russian Federation mentions several positions that apply only to military personnel. So you shouldn’t forget about them when calculating your allowance.

The calculation principle here is as follows:

1. Salaries for rank and position are summed up.
2. Allowances are added for length of service, place of service, and others.
3. Personal income tax is withheld taking into account tax deductions if the military personnel are entitled to them.

How to check if your salary is calculated correctly

Labor legislation requires that the employee be informed of all bonuses he receives and all deductions made. The most common way of conveying information is by issuing a “settlement”. This document contains a summary of all the basic operations done to calculate payroll.

From the “calculation” it can be understood that how to calculate salary based on salary employer. Then you need to do your calculations and compare the results. If the amounts do not add up, you should ask the company accountant to go through all the steps of the calculation with you to understand at what stage the discrepancy in the figures occurred.

Thus, the salary and the amount received in hand may not match. They don't have to match. Before paying wages, the employer must withhold 13% of income tax from it. And if the amounts are still equal, this means that the employee is given additional payments - for example, a bonus is paid. To calculate your salary yourself, you need to know about all deductions and allowances in each specific case. Otherwise, the results will be approximate.

Among some employers, the practice of illegally changing the salary is common - simply by order of the director to make changes to the staffing table.

Typical situations:

management came to the conclusion that “bare” salaries were ineffective and decided to divide the outdated salaries into two parts: constant (about 50 percent of the former salary) and an earned bonus; the employee was hired on a probationary period, while during the probationary period he was given a small salary, and for the “post-trial” period - high, management increases the salaries of the best employees, etc.

The law requires...

In all cases, before changing the salary, you must carefully read Art. Art. 57, 72, 22, 132 of the Labor Code of the Russian Federation:

« Article 57. Contents of the employment contract

The following conditions are mandatory for inclusion in an employment contract:

terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);

« Article 72. Changes in the terms of the employment contract determined by the parties

Changing the terms of the employment contract determined by the parties... is allowed only by agreement of the parties to the employment contract, except for the cases provided for by this Code. An agreement to change the terms of an employment contract determined by the parties is concluded in writing.”

« Article 22. Basic rights and obligations of the employer

The employer is obliged:

provide workers with equal pay for work of equal value..."

« Article 132. Remuneration for work

The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended, and is not limited to a maximum amount.

Any kind of discrimination in establishing or changing wage conditions is prohibited.”

Only by the will of both parties

Thus, “the conditions of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments)" are mandatory conditions of the employment contract. The employer does not have the right to change them unilaterally (Article 72 of the Labor Code of the Russian Federation), and it is also unacceptable for management to arbitrarily divide a large salary into a small one and a bonus. The employer does not have the right to unilaterally increase the salary. If the employer wants to change the terms of payment for the employee, then he must invite the employee to sign an agreement to change the terms of the employment contract determined by the parties.

The value of labor

However, it should be borne in mind that if you write in such an agreement that the salary has simply decreased or simply increased to such and such an amount, it is not a fact that such an agreement will be legal.

When changing the salary amount, you must take into account the provisions of Art. 22 and art. 132 Labor Code of the Russian Federation.

That is, for example, the cashier performed 10 job responsibilities specified in his employment contract and job description. For this he received a salary of 10 thousand rubles.

If you conclude an agreement with him that his salary will decrease and become 8 thousand rubles, then such an agreement cannot be considered legal. After all, it will violate Art. 22 of the Labor Code of the Russian Federation on equal pay for work of equal value. Look, the number of responsibilities has not changed, the same 10 responsibilities as before. This means that labor remains the same “value”, the worker’s qualifications have not changed (Article 132 of the Labor Code of the Russian Federation). Only previously the employee received 10 thousand for this work. rubles, and now it’s 8 thousand rubles for it. Those. Art. 22 is broken.

What should have been done to make it legal? It was necessary to write in the agreement to the contract that the number of the employee’s duties has decreased (the value, quantity and quality of work then decreases), therefore the salary is reduced. Or the scope of responsibilities has decreased and working hours have been set to incomplete.

If you increase the salary at the behest of good management (not because of inflation or improving the employee’s qualifications), then you should do the same. Write in the agreement to the contract that the employee has more responsibilities (the value, quantity and quality of work then increases), and the salary increases. If you simply increase the salary without increasing the scope of the employee’s duties, then the question will arise: were they not paid extra before, since they paid less for the same work? What if an employee goes to court or the State Labor Inspectorate with such a question? Employers don't need this, so you should show a little diligence in the little things.

Salary increase after testing

As for the employees who successfully passed the test, due to their success, they also cannot be given a salary increase just like that. After all, according to the employment contract and job description, the employee probably continues to perform the same amount of work of the same quality. If the parties wish, the experienced employee and the employer can sign an agreement to the employment contract stating that the employee is assigned several new responsibilities and his salary is increased. Some employers also use an option: for the duration of the test, the employee is hired part-time, and after successfully passing the test, by agreement of the parties, the employee begins to work full-time. Accordingly, the salary increases proportionally. In this case, the amount of labor increases.

Salary increase for selected

In some companies, salaries are increased for selected people because they are relatives of the director or employees of the workforce. At the same time, the following mistakes are often made. Two cashiers work in two cash registers of the company. They have the same responsibilities according to the employment contract and job description, the same working hours, the same job title according to the staffing table. That is, according to the documentation, they perform the same work. Therefore, it would be illegal to increase the salary of only one of them. Both need to be promoted at once. If there is a need to single out one of them, then it is worth adding or changing the list of his responsibilities in comparison with another employee and renaming the position (it is unacceptable for the same position to have different sets of responsibilities).

Do not forget to familiarize the employee with the signature of the changes made to the job description and reflect the reforms in the staffing table.

The salary amount must be indicated in the staffing table. When changing salaries, it is necessary to issue an order to amend the staffing table.

The state is in dire need of a strong army. For this reason, today we are actively recruiting contract soldiers. They are capable of successfully replacing conscripts. In order to attract as many new contract employees as possible, it is planned to increase the salaries of military personnel this and next year.

Russia has a huge amount of weapons of mass and local destruction. Against this background, there is a need for specialists capable of providing proper maintenance.

Approximately 1/3 of the state budget is spent on servicing the military forces. Part of it is spent on developing the latest weapons. The second part goes to payments to the military.

The total salary of military personnel consists of:

1. Salary.
2. Additional payments.
3. Premium.

What influences

The salaries of Russian military personnel are affected by the following:

• length of service;
• personal merit;
• time of service;
• rank.

A military man receives a salary depending on his length of service. Persons serving beyond the Arctic Pole receive bonuses.

12 months of service count as 24 months.

Personal merits are understood as accomplished feats. It also matters where the soldier served. Persons serving in hot spots are paid more.

Pros and cons of contract service. Watch the video.

Other allowances

There are also other allowances. They contact:

• speaking several languages;
• presence of VO;
• excellent physical preparation.

The extent to which a person is able to make a decision in a critical situation is also taken into account.

Percentage

The amount of monthly salary allowances in the Russian Federation looks like this:

• length of service - 11-39%;
• high qualifications - 6-29%;
• secrecy - 66%;
• specific conditions - 100%;
• fulfillment of special tasks - 100%;
• special achievements - 100%.

Gunner's salary

A rifleman means a private with two years of service. You can find out how much he earns from the sign.

Squad commander salary

A squad leader is understood to be a junior sergeant of the 3rd class, whose length of service varies from 2 to 5 years.

The salary of a squad commander, who is a 2nd class sergeant and has 5 to 10 years of service, looks like this:

Deputy platoon commander salary

A deputy platoon commander is a senior sergeant 1st class with 10 to 15 years of service. The sign shows how much he receives:

Platoon commander salary

A platoon commander is understood to be a foreman, a foreman, whose length of service is 15-20 years. The sign shows how much he earns.

How much a sergeant major, a master with 20-25 years of service, earns is shown in the table:

Officers' salaries

This position requires higher education. With bonuses, the salaries of officers look quite impressive. Without them, the salary of military personnel with an officer rank looks like this:

1. Platoon commander - 20.0 thousand rubles.
2. Deputy company commander - 21.0 thousand rubles.
3. Company commander - 22.0 thousand rubles.
4. Deputy battalion commander - 23.0 thousand rubles.
5. Battalion commander - 24.0 thousand rubles.
6. Deputy com. shelf - 25.0 thousand rubles.
7. Command regiment - 26.5 thousand rubles.
8. Deputy com. brigades - 27.5 thousand rubles.
9. Brigade commander - 29.0 thousand rubles.
10. Deputy com. divisions - 29.5 thousand rubles.
11. Command division - 30.5 thousand rubles.
12. Deputy com. housing - 31.0 thousand rubles.

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Salary minus personal income tax is below the minimum wage

Income that employees receive for performing their job duties is subject to personal income tax (clause 6, clause 1) at a rate of 13% (clause 1).

Payroll taxes are calculated and then transferred to the budget by the employer. The employee receives a salary in hand minus personal income tax, and it may be lower than the established minimum wage.

If an employee’s salary is set at 7,500 rubles (no bonuses are accrued, there are no additional coefficients), after tax is withheld, he will receive 6,525 rubles (7,500 - 13%). In this case, the employer will not violate the law unless a regional agreement provides for a higher minimum wage.

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Minimum wage for part-time work

The monthly salary may be lower than the minimum wage if:

• the employee works on a part-time/weekly basis (); the employee works part-time ().

Under part-time employment, workers may receive wages below the minimum wage. Since the work of such workers is paid in proportion to the time worked, the amount received when converting wages to full time must be equal to or greater than the minimum wage.

Let's say the secretary of an organization works part-time - 20 hours a week. If the minimum wage is 7,500 rubles, the employer is obliged to pay the secretary a salary of at least 3,750 rubles per month (7,500: 2).

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District coefficient, regional, Northern and minimum wage

Northern regional coefficients and allowances in organizations located in the regions of the Far North and equivalent areas are not taken into account when checking for compliance with the minimum wage of an employee!

Because the Labor Code of the Russian Federation prescribes compensation for unfavorable factors associated with working in such areas (). Remuneration for work in the Far North and equivalent areas must be higher than remuneration for identical work performed in normal climatic conditions. Therefore, the salary of employees of organizations located in the Far North and equivalent areas should be determined in an amount not less than the minimum wage. After which the regional coefficient and a bonus for length of service must be added to it.

Note: This approach is confirmed by judicial practice (section 1 of the review of the Supreme Court of the Russian Federation dated February 26, 2014 (as amended on April 26, 2017) format.pdf 320 Kb)

If the employer violates the above rules, such actions are considered a violation of the rights of employees.

Note: Northern odds to wages established in the regions of the Far North and equivalent areas download free in pdf format

Note: District and regional coefficients used in areas and localities not classified as the Far North and equivalent areas (but having special climatic conditions), in which regional coefficients and percentage increases in employee salaries are applied free download in pdf format

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“Northern” coefficients are determined based on the actual place of work

The regional coefficient and the percentage increase in wages depend on the place where the employee actually works, and not on the “registration” of the employer.

Note: Letter of Rostrud dated January 15, 2016 No. TZ/23333-6-1

Therefore, for example, if an employee is registered with a company registered and located in the Far North region, but at the same time periodically travels to field work in other regions, when calculating the salary of such an employee, the regional coefficient of the region where he actually worked at that time must be applied. or another period.

Moreover, this rule works even when northern coefficient, applied in the area in which the employee performed his work functions, is lower than that set at the location of the employing company.

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Fine for paying wages below the minimum wage

1. Fine for violation of labor legislation for officials and individual entrepreneurs from 1,000 to 5,000 rubles, for organizations - from 30,000 to 50,000 rubles (Part 1.

2. A fine for a repeated violation for a manager from 10,000 to 20,000 rubles or disqualification for a period of one to three years, a fine for a repeated violation for an individual entrepreneur from 10,000 to 20,000 rubles, for an organization - from 50,000 to 70,000 rubles (Part 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

3. Paying wages below the minimum wage for two months may entail a fine in the amount of 100,000 to 500,000 rubles. The violator may be punished by forced labor for up to three years with deprivation of the right to hold certain positions or imprisonment for up to three years (Part 2 of Article 145.1 of the Criminal Code of the Russian Federation).

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There will be an increase in the minimum wage - what procedures should be followed?

1. Reset the calculation of future benefits. Otherwise there will be problems with the FSS

From the 1st day of the month of increasing the minimum wage, sick leave, child and maternity benefits must be compared with the new minimum limits calculated on the basis of the “Minimum Wage”. The program needs to be updated and be sure it is aware of the new minimum benefits.

If the program focuses on the old limits, the company will underestimate benefits and there will be problems with the Social Insurance Fund. The missing amounts will have to be paid to employees with interest.

Benefits taking into account the new minimum wage are recalculated in two cases:

1. in the billing period the employee has no earnings or is less than the minimum. This is 187,200 rubles. for the previous two years, or per day - 256.44 rubles. (187,200 ₽: 730 days);
2. The employee's length of service is less than six months, so sick leave benefits for a full calendar month should not be more than the new minimum wage - 11,163 rubles. (as of May 1, 2018)

2. Recalculate old benefits

The new minimum wage affects maternity benefits and child care benefits. All benefits assigned after the increase in the minimum wage are calculated at an increased rate. Thus, the allowance for caring for the first child, assigned from July, must be no less than 11163 x 40%.

Here are two situations when child and maternity benefits need to be recalculated:

• Maternity leave began before July 1 and ends after this date. And maternity leave, calculated from the new minimum wage, is more than the original;
• The employee interrupted her maternity leave until the 1st day of the promotion month and resumed it after the 1st. The minimum benefit calculated from the new minimum wage exceeds the original one.

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3. Raise salaries

How to compare the salaries of part-time workers with the new minimum wage and what paperwork to fill out? Compare employee salaries with the new minimum wage if:

• in the region where the company operates, a regional minimum wage has not been established;
• There is a regional minimum wage, but the organization refused to apply it. Those. did not join the tripartite agreement.

In all other cases, you need to look at the regional minimum wage, which may increase following the federal one. Make sure that the previous regional minimum document continues to apply after July 1st.

The salary for a month of full-time work must be greater than or equal to the minimum wage if the employee is on a salary system. Incentive payments, additional payments and allowances should be excluded from the calculation. In addition to salary, the salary may include bonuses and bonuses. Then the salary may well be less than the minimum wage. The main thing is that, in combination with bonuses and piecework payments, the employee’s monthly salary is greater than or equal to the minimum.

Check the salaries of employees who have reduced working hours. Based on the minimum wage, determine the acceptable salary based on the employee’s rate. Make sure you pay the employee the same amount or more.

Employees must be notified of changes in salary and its components two months in advance (Articles 57, 72 of the Labor Code of the Russian Federation). But since you are increasing your salary and not reducing it, violating this deadline is not critical. The main thing here is to conclude an additional agreement to the employment contract so that from July 1 the employee has a salary not lower than the minimum wage.

Note: Make sure that the agreement on the new salary comes into force no later than the 1st day of the month of the minimum wage increase.

To do this, issue an order for a new salary and make changes to the staffing table. There is no need to re-approve the entire staffing table. It is enough to create an application with updated salaries.

Note: Download a sample additional agreement to an employment contract on salary (.doc 32 Kb)

4. Compose an explanation for the tax authorities why your salary is such

If necessary, you will have to prepare an explanatory letter for the inspection if you have many part-time workers and those who work part-time. Because their payments may be lower than the minimum wage. But tax specialists from the reporting of 6-NDFL and 2-NDFL and the DAM see the total amounts, compare them with the number, receive low salaries and ask for clarification. Along with an explanation, attach an extract from the staffing table for part-time workers.

Note: Download a sample explanation to the tax office about wages (.doc 32 Kb)

5. Transfer employees to part-time work

How can this be done so that salaries throughout the organization remain at the same level?

If it is not possible to increase your salary to the minimum wage, you can go another way. Reduce the rate and at the same time increase the salary so that in the end the employee’s salary remains at the same level.

For example, a janitor works full time with a salary of 8,900 rubles. The company does not have the money to increase his salary to 11,163 rubles. (minimum salary from May 1, 2018) Therefore, the janitor was transferred to 0.8 rates, and the salary was increased to 8960 rubles. As a result, the salary increased by only 60 rubles, to 8960 rubles. (11200 ₽ × 0.8). But now it is higher than the new minimum wage (11200> 11163).

It will be better if the employee himself writes an application for transfer to part-time work. In the additional agreement to the contract, change the salary and working hours. Issue an order and change the staffing table.

Wages in the public sector are an important socio-economic indicator, which in one way or another affects the size of salaries in commercial organizations. Therefore, many managers and employees often have a question: what is the proposed salary increase for public sector employees in 2019? After all, based on its size, you can index salaries in your company. Let's study this issue in more detail.

In 2018, the Government, executing the President’s “May decrees” on increasing wages for public sector employees (2019), approved the allocation of 14.5 billion rubles to finance an increase in wages for certain categories of employees of public sector institutions. Salary indexation is also planned for 2019. Let's see what these individual categories of workers are.

Who are civil servants and public sector employees?

First, you need to figure out who public sector employees are. Obviously, in everyday life this word “hides” all those people who receive salaries from the budget: officials, security officials, employees of government agencies, doctors, teachers, scientists. But combining all state employees into one large category will not be entirely correct. Indeed, from the point of view of legislation, they are divided into different categories:

• civil servants (persons working in government bodies, in government agencies);
• public sector workers (teachers, scientists, doctors, kindergarten teachers, employees of cultural institutions and university professors).

The difference lies not only in the name, but also in the approach to material support, subordination and social services. As usual, it is somewhat better for civil servants. And their salaries and bonuses are regulated by separate legislation. Since the salaries of officials and military personnel are subject to specific rules, we will dwell in more detail on what increase in salaries for public sector employees in 2019 was provided for the so-called “other categories” and what will be the increase in salaries for public sector employees in 2019 in Russia (latest news).

State employees: doctors, teachers and accountants

According to rough estimates, about 33 million people work in the public sector in Russia. Of all citizens of working age (approximately 83 million people), the share of state employees is more than a third. Of these, approximately half are those who cannot be called civil servants, namely employees:

• schools;
• kindergartens;
• secondary and higher educational institutions;
• medical institutions;
• libraries, museums and other cultural institutions;
• scientific institutes.

They all receive their salaries from the state budget of the Russian Federation: federal or local. Their working conditions are regulated by the Labor Code of the Russian Federation, as well as regulations developed by the department that manages the activities of the institution. For example, for doctors it is the Ministry of Health, and for cultural workers it is the Ministry of Culture.

It is noteworthy that although all of these legal acts (unlike law enforcement agencies) are open and publicly available, the level of salaries of employees of these structures is difficult to officially understand. After all, the remuneration system involves not only a salary, but also a whole layer of various bonuses, subsidies and bonuses. Therefore, for example, the salary of a leading accountant in a budget organization may be the same, but different employees in different industries will receive completely different amounts.

However, when it comes to average salaries, all additional payments are usually taken into account when calculating them. Thus, according to Rosstat, the average salary in the country was 41,830 rubles (data for the third quarter of 2018). Since the sample of statistics was made for all regions and cities, for small cities this figure turned out to be overestimated: in practice, doctors and teachers in small municipalities can receive only 12,000-15,000 rubles per month. In general, the picture of average salaries by sector of public sector workers and regions is presented in a table formed on the basis of Rosstat data on average salaries of public sector employees.

Salaries of public sector employees in 2019, table:

Salaries of public sector employees in 2019

Indexation of salaries for public sector employees is part of Vladimir Putin’s 2012 election program. The main document is Presidential Decree No. 597, sometimes called “presidential order 597: road map 01/01/2018.” Then, in May, immediately after taking office, the head of state issued 11 decrees that related to increasing the salaries of civil servants and other public sector employees. Then the President promised to increase salaries by 2019, primarily for teachers and doctors.

Salaries are increased primarily for those state employees who are subject to Presidential Decrees:

The salary increase is gradual. In the end:

• for university teachers and doctors (medical workers with higher education), the salary level should be at least 200% of the average salaries in the region;
• For middle and junior medical staff and social workers, the salary level should not be lower than the average salary in the region.

Unfortunately, not all categories of public sector employees were subject to the “May decrees.” It is obvious that there are quite a lot of those whose salaries have not been increased. Therefore, officials promised not to ignore them and also to index their salaries. Thus, in accordance with the draft law “On the federal budget for 2019 and for the planning period of 2020 and 2021,” it is planned to increase the salaries of public sector employees (see the table below for indexation amounts).

Increase in salaries of public sector employees from 01/01/2019

It should be noted that some public sector employees will have to increase their salaries regardless of indexation. After all, from January 1, it is planned to increase the minimum wage (increase in the minimum wage), which will affect the salaries of junior and mid-level personnel with secondary education. From January 1, 2019, the minimum wage is 11,280 rubles. This salary increase will affect approximately 1.6 million people in the public sector.

Regional decisions to increase salaries for public sector employees

Order of the Government of the Russian Federation dated December 28, 2012 No. 2599-r obliges the governments of the constituent entities of the Russian Federation to adopt orders on their regional “road maps”, which include specific figures for each year for salary increases. Thus, the road map of the Sverdlovsk region for increasing wages 2019 stated that the level of the average salary of social workers should be at least 100 percent of the average monthly salaries in the Sverdlovsk region. And to increase salaries for public sector employees in 2019 in the Krasnoyarsk Territory, the Government allocated an additional 2.9 billion rubles from the federal treasury, so that regional allowances and the northern coefficient could be taken into account.

At the end of the year, regional authorities traditionally prepare appropriate decisions regarding salary increases for the next year. For example, in the Lipetsk region, deputies decided to increase wages in 2019 for state employees who are not subject to the May decrees by 10%.