Wage category according to the UTS. Tariff schedule

The tariff coefficient shows that the remuneration of two workers performing work in the same specialty (profession) at the same enterprise can differ significantly. And the reason for this is at different levels qualifications of workers and the complexity of the work they perform. Depending on their qualifications and complexity, workers are assigned ranks and tariff coefficients are established (hereinafter in the article - TC).

Let's give some examples.

1st, the lowest, is assigned to such workers as a watch glass cleaner, a bathhouse maintenance worker, a stoker, a nanny and others;

Adjusters of various equipment (technological, printing, testing, etc.) “reach” the 8th level.

A list of all professions and categories is given in the All-Russian Classifier of Worker Professions and Clerk Positions. In addition, starting from July 1, 2016, when determining qualifications, they turn to. They use the concept of “skill level” (from 1 to 8).

How to calculate the tariff category coefficient

In the Soviet Union, there was a unified tariff schedule, which established minimum wages (for the lowest qualification category for a specific profession) and Labor Codes. The higher the worker’s qualifications and the labor intensity of the work, the greater the labor cost by which the minimum rate is multiplied.

Today, the state regulates the Labor Code only in relation to public sector employees (the basic document is the so-called New Remuneration System, as well as industry agreements). Other enterprises can create grids and calculate TCs independently. To do this you need to define:

how many categories of one profession (specialty) you will enter;

what is the planned gap between the lowest and higher levels qualifications;

how the TC will increase - evenly (1; 1.2; 1.4; 1.6...) or progressively (1; 1.2; 1.5; 1.9...).

To calculate the coefficient with a uniform increase, we use the formula:

(max. coefficient - min. coefficient) / (number of digits - 1)

It was decided to introduce 5 categories for turners: from 2nd to 6th. The gap in the TC is 2 (the lowest is coefficient 1, the highest is coefficient 2).

Solution: (2 - 1) / (5 - 1) = 0.25.

This means that the TC for the categories will be:

Average TC

Sometimes organizations have a remuneration system in which the work of workers in one workshop or team is paid at . In this case, you will need to calculate the average tariff coefficient; the formula is quite difficult, but let’s try to figure it out without scary mathematical symbols. The calculation should be done this way:

Multiply the number of employees with a minimum rank by the minimum labor code.

Repeat the operation for each subsequent skill level.

Add the resulting values.

Divide the amount by the number of employees.

Everything will look even simpler with an example.

Example of calculating the average tariff coefficient

The solution will require establishing how many workers work at what skill level.

Let us assume (to simplify the calculations) that according to the 2nd section. 2 people are working, 3 people are working, 4 people are working on the 4th person, 5 people are working on the 5th person, 6 people are working on the 6th person (in total there are 20 workers in the team).

2 people (2nd class) * 1 (2nd class) = 2

3 * 1,25 = 3,75; 4 * 1,5 = 6; 5 * 1,75 = 8,75; 5 * 2 = 12.

2 + 3,75 + 6 + 8,75 + 12 = 32,5.

32.5 / 20 (number of employees) = 1.63. We received the average TC of the brigade.

All issues related to remuneration for work performed are always of great concern to both the employer and the staff. Monthly payments may be different character, consist of heterogeneous components and are accrued based on different bases. Let's look at the concept of a tariff rate, analyze in detail how it is calculated, and also clarify the main differences between the tariff rate and salary.

What is the tariff rate

People cannot receive the same compensation for their work. The amount to be paid as salary depends on:

qualification level of personnel;
difficulties of the labor functions assigned to the employee;
quantitative characteristics of work;
conditions of employment;
time allocated for completing work, etc.

Differentiation of wages according to the degree of expression of these points is carried out within the framework tariff system labor remuneration. Its key element is the tariff rate as the main component of wages.

Tariff rate– a documented amount of financial remuneration for achieving a labor standard of varying degrees of difficulty by an employee of a certain qualification for an accepted unit of time. This is the “backbone”, the minimum component of the payment for labor, on the basis of which the amount received by employees “in hand” is based.

REFERENCE! An employee cannot receive an amount less than the tariff rate under any circumstances if all functional duties are performed in full - this is the minimum guaranteed by law.

Not part of the tariff rate:

compensation;
incentive payments;
social charges.

Estimated time of tariff rate

The time period for which the tariff rate is calculated can be any period convenient for the employer:

day;
month.

Hourly rates It is convenient to install if the enterprise has a system that stipulates the regime of summarized recording of working hours, as well as when hourly employees work.

Daily tariff rates are applied when the work has the status of a daily wage, and the number of working hours in each such day is the same, but differs from the usual norm established by the Labor Code of the Russian Federation.

Monthly tariff rates operate under constant observance of normal working hours: a stable schedule, fixed days off. In such conditions, the employee will “close” the month regardless of how many hours he actually worked: having worked the monthly norm, he earns his salary.

Tariff Rate Functions

Application for accrual of remuneration in cash for the performance of labor functions – tariff system payment – has a number of advantages over other forms of payment.

Tariff rate as a unit of calculation wages performs a number of important functions:

makes wages and maintenance commensurate;
divides the minimum part of payment depending on quantitative and qualitative signs labor;
organizes labor incentives in the prescribed conditions (for example, in hazardous production, with significant work experience, overwork, etc.);
helps to adequately calculate payment for different labor organization systems and work schedules.

PLEASE NOTE! The main principle of applying tariff rates is equal remuneration for an equal amount of work.

How is the tariff rate calculated?

The unit rate with which all other categories are correlated is the tariff rate of category 1 - it determines the amount due to an unqualified employee for his work during a specified time period.

The remaining categories are arranged depending on the increasing complexity of the work and the qualifications required for it ( tariff categories), or by the level of professional training of employees (qualification categories). The complex of all categories leaves tariff schedule enterprises. In it, each subsequent digit is several times larger than the unit rate (that is, 1 digit) - this indicator reflects tariff coefficient.

NOTE! The minimum wage is set by the state, and all other elements of the tariff schedule are adopted separately for each organization and are fixed in the relevant local acts. The exception is labor in organizations financed from the state budget, where accruals occur according to the Unified Tariff Schedule (UTS).

Knowing the tariff coefficient and the size of the unit rate, you can always calculate the amount of payment due to a specific employee according to the tariff.

An example of tariff calculation for the UTS

To the Faculty of Philosophy state university a teacher is hired who has an academic degree of candidate of philosophical sciences and the title of associate professor. He was accepted to the position of Associate Professor of the Department of Cultural Studies and appointed curator of the student group. According to the Unified Tariff Schedule, billing period which is equal to a month, his qualification corresponds to the 15th category. Let's calculate his salary.

The minimum payment for the UTS, corresponding to category 1, is equal to the value. It must be multiplied by the tariff coefficient for the 15th category of the tariff schedule, namely 3.036.

A bill regulating the procedure and amount of bonuses due to teaching staff is currently under consideration. For our example, we will use data from this bill.

To calculate the tariff you need:

Multiply the inter-grade coefficient and the minimum wage
Add assistant professor position (+ 40%)
Add the required allowances for having an academic degree (for example + 8,000 rubles), as well as a supervisory surcharge (for example, + 3,000 rubles).

Example of tariff calculation for hourly rate

If an employee works according to a system of summarized working time recording, then his tariff rate will depend on the hourly rate for given year– it will be shown by the production calendar, as well as the monthly tariff rate established at the enterprise.

1 way. You can divide the monthly rate by working hours into the rate indicator. For example, for a worker of a certain qualification, a tariff of 25,000 rubles is set. per month. In this case, the established standard working time per month is 150 hours. Thus, the hourly wage rate for such a worker will be 25,000 / 150 = 166.6 rubles.

Method 2. If you need to calculate the average hourly rate for the current year, you first need to determine the average monthly hourly rate. For this purpose, the corresponding annual indicator production calendar divide by 12 (number of months). After this, we reduce the worker’s average monthly tariff rate established by the tariff schedule by the resulting number of times. For example, the annual norm is 1900 hours. Let's take the same monthly rate as for the previous example - 25,000 rubles. Let's calculate the average amount this worker earned per hour during a given year: 25,000 / (1900 /12) = 157.9 rubles.

What is the difference between a tariff rate and a salary?

These two concepts are similar in many ways, since both of them reflect the monetary expression of labor remuneration. The similarities between the two are greater now than they were several decades ago, as significant changes are taking place in labor law. However, there are also significant differences

General features of salary and tariff rate

Both provide for a minimum amount that can be paid for work.
Payment cannot go below the established limit.
Relates to the qualifications of the employee.
They are taken into account without additional payments, allowances, compensations, or social charges.

Differences between tariff rates and official salaries

Let's compare these two concepts in the following table.

Base	Tariff rate	Official salary
What is it charged for?	For fulfilling labor standards per unit of time	For execution functional responsibilities where the norm cannot be established
Calculation time unit	Hour, week, month (any convenient time unit)
What does the value depend on?	From the tariff category (inter-category coefficient)	From the qualifications received by the employee
Professional circle	Real economic spheres: construction, mining, manufacturing, production, etc.	Non-production areas of work: lawyers, civil servants, management, etc.

Any enterprise, regardless of the form of business, pays its employees unequally, as indicated in the staffing table, but the ratio of employee salaries at the enterprise is fixed in the tariff schedule.

This is one of the ways to calculate wages at an enterprise, which is formed on the basis of local or legislative acts; it determines the coefficient for multiplying the minimum wage depending on the qualifications of the specialist and other related ones.

When forming the tariff schedule, the following is taken into account:

Intensity of workload;
Harmfulness and danger of production;
Length of working time and length of service of an employee in one position;
Industry, since each type of production uses its own coefficients;
Employee qualifications;
Features of climatic conditions.

Important: the cost of an employee’s hour of work is always used as a basis in the tariff schedule.

The amount of work performed per shift can be taken into account, but it is subsequently still divided into the number of hours in a shift or working day. This leads to the calculation of the employee’s hourly rate in any production.

The differences between the tariff system are discussed in this video:

Important: rates and increased salaries may not depend on categories. The tariff schedule is formed according to categories, usually 6 categories are used in its formation, this system is used mainly for budgetary institutions.

If the enterprise is engaged in production and is quite complex, a larger number of digits is used, up to 23, but the same coefficients are applied as in the public sector.

The salary of each employee depends on the coefficients used.

Application of tariff schedule in organizations

Remuneration for labor in production is formed in accordance with the legislation of Art. 143 – 145 of the Labor Code of the Russian Federation and when using tariff and qualification directories.

Labor Code of the Russian Federation Article 143. Tariff systems of remuneration
Tariff remuneration systems – remuneration systems based on the tariff system of differentiation of wages of workers various categories.
The tariff system for differentiating wages for workers of different categories includes: tariff rates, salaries ( official salaries), tariff schedule and tariff coefficients.
Tariff schedule - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of workers using tariff coefficients.
Tariff category is a value that reflects the complexity of work and the level of qualifications of the employee.
Qualification category is a value reflecting the level vocational training employee.
Tariffication of work - assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work.
The complexity of the work performed is determined based on their pricing.
Tariffication of work and assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their use are approved in the manner established by the Government Russian Federation.
Tariff remuneration systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulations legal acts containing labor law norms. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for remuneration.

These directories represent a list of activities and various professions, which are available in enterprises and institutions. They fully contain the characteristics and qualifications, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of workers and determine their degree of responsibility.

Important: the directory is intended to determine and assign a rank to each employee.

Of course, at an enterprise management has the right to develop its own tariff qualification directory taking into account the characteristics of the organization’s activities.

Important: in this case, the guarantees and rights of the employee should not be infringed; in particular, work should not be paid below the minimum wage.

Classification according to new standards

Classification in the tariff schedule is based on several components:

Industry;
Government and commercial organizations;
Division within the enterprise.

For example, their categories, base salary and minimum wage take part in the tariffication of payments for medical workers.

In addition, rates are based on:

A centralized act established by the authorities;
On a contractual basis – collective agreement.

In this case, a new remuneration system is applied, but taking into account the old principles.

Payment categories and coefficients.

Rank coefficients and rates for payment

The coefficients used may vary depending on the industry of application, but for budgetary organizations Fixed indicators are used in almost any area.

For example, for budgetary organizations in medicine the following figures are used:

1	1	1 100
2	1,04	1 144
3	1,09	1 199
4	1,142	1 256,2
5	1,268	1 394,8
6	1,407	1 547,7
7	1,546	1 700,6
8	1,699	1 868,9
9	1,866	2 052,6
10	2,047	2 251,7
11	2,242	2 466,2
12	2,423	2 665,3
13	2,618	2 879,8
14	2,813	3 094,3
15	3,036	3 339,6
16	3,259	3 584,9
17	3,510	3 861
18	4,500	4 950

Important: in this case, if an employee works in rural areas, then 25% of the base salary is added to his salary.

If this is a deputy, then his salary is 10 - 20% lower than the manager, taking into account qualifications, degree, honorary title.

If the specialty is not indicated in the inter-industry tariff directory, then such a specialist’s salary is calculated in accordance with the unified tariff and qualification directory.

Examples of payment calculations

If time wages are used, then the number of hours worked is simply multiplied by the rate per hour.

The employee worked 150 hours in a month, his rate per hour is 134 rubles, it follows that he earned:

150 * 134 = 20,100 rubles per month.

Since he fulfilled the plan, according to the collective agreement he is entitled to a bonus in the amount of 20% of his earnings, that is:

20,100 * 0.2 = 4,020 rubles premium. You will find out the rules by which monthly bonuses are calculated for employees.
20,100 + 4,020 = 24,120 rubles earnings.

In addition, he has a 5th category, and this involves using a coefficient of 1.268, which indicates earnings in given month employee 30,584.16 rubles.

Important: if an employee does not fulfill the plan, the employer has the right to deprive him of the bonus.

Conclusion

The tariff schedule is a great advantage if it is used according to innovations and, first of all, the value of the employee, his experience and complexity are assessed production process, and at the next level there is the rank of a leadership position.

How to build an effective wage system in an enterprise - see here:

The tariff system is one of the ways to calculate employee remuneration at an enterprise. It is built on the basis of rules developed or government agencies, or within the organization.

Calculations based on these principles should be included in state regulations, in particular, in the rules on. If industry standards regarding tariff schedules are adopted, they must be followed by everyone without exception. Tariffs can be approved and.

What is she?

The tariff schedule is a set of qualification categories and coefficients that determine wages. This form of payment is designed to take into account the nature of work (), intensity, weather conditions where employees work, their professional level.

Grids are formed based on:

Labor intensity.
Harmfulness (normal, severe, hazardous conditions labor).
Length of time worked at the enterprise or position.
The industry principle of forming a wage system (in different types industries have their own categories).

The wage scale is based on hourly wages. For some workers or employees, accrual is made based on the volume produced, for example, in various industries. The planned volume is then broken down by the number of hours in a shift or working day. In this way, the employee’s hourly rate is calculated regardless of his type of activity.

The enterprise may assign rates outside the categories or higher salaries.

The tariff schedule contains a certain number of ranges - on average, a 6-bit grid is used. If there is a need, a system is created with a large number discharges, this is usually due to the complexity of production. The second component of the system is the coefficient. Knowing them, you can calculate how much the employee will receive.

The differences between this system and the grade system are discussed in the following video:

How is it used in organizations?

The basic rules are laid down by labor legislation in Art. 143-145 Labor Code of the Russian Federation. By general rule remuneration is based on tariff and qualification reference books. State regulations are the basis, but other rules may be established unless the law prohibits deviations.

Changes cannot lead to a decrease in the protection of people in the workplace. For example, this applies to the minimum wage.

The payment system is established by order of management. The employer and employees have the right to conclude a collective agreement and decide all the nuances of tariffs in it.

Basically, private sector enterprises try to adhere to government regulations. The reason is simple: if problems arise, they may try to blame the employer for the fact that the tariff schedule does not comply with the law, in particular, such claims are made by the tax service. In addition, there is a proven practice of applying these standards. This will protect you from many difficulties in relations with regulatory authorities.

Unified tariff schedule for public sector employees

Unlike private enterprises, government agencies and organizations are required to fully comply with government regulations in the field of remuneration.

A peculiarity of the tariff payment system in state and municipal structures is the availability of base salaries. This is a kind of analogue of the minimum wage. Various types of allowances are added to the base salary, which can be removed as punishment. Moreover, than more people will work in government structure, the more bonuses he has or the accrual coefficient increases (the so-called bonuses for length of service).

If we take into account the changes that took place almost 10 years ago (2007), the uniform tariff schedule has been formally abolished.

In fact it still works industry wage system. Each industry has its own base salaries and coefficients. For example, medical staff They are paid based on their base salary.

In fact, the old system continues to operate in a modified state, and the name of the remuneration system has also changed. Formally, the UTS continues to apply to some categories of the federal public service.

Wage regulation system

The government has developed a number of acts regarding the spending of the wage fund. In particular, the rules and grounds for the production of incentive payments. State professional standards, on the basis of which the effectiveness of the activities of a particular official or worker in a blue-collar profession is assessed.

Problem new system the fact that management tends to abuse the expenditure of funds not for needs prescribed by law. In addition, a legal gap in wages between managers and ordinary employees remains.

Some experts believe that the 2007 Decree is not final, and there will be further serious steps to change the current rules.

Modern classification

Tariff scales can be classified on several grounds:

industry;
in state (municipal) and private enterprises;
division within the system of government institutions.

For example, a separate payment system for medical personnel and employees of military organizations. In particular, doctors are paid according to the categories they receive, taking into account the basic salary and the minimum salary.

Tariffs can be based on:

on a centralized act (decision of a government authority or enterprise administration);
on a contractual basis (collective agreement).

In addition, if we strictly take into account changes in legislation, the tariff system of remuneration in its previous form is almost never used in the civil service, although the principle underlying it continues to be used.

Industry agreements are a separate category. Their essence is that employers and representatives of trade unions in one industry reach an agreement on wage rules. The agreement cannot reduce wages below the state minimum. Typically, such principles are applied in industry and key sectors of the economy. There are no restrictions on the conclusion of intersectoral agreements.

Salary is calculated per unit of time (hour, day, month). The calculation uses a special indicator - a tariff rate, depending on the level of professionalism of the employee and the industry of activity.

Definition

The tariff rate is cash payment employee for completing tasks of a certain complexity within a specified time frame. This amount is fixed in the employment contract and is the minimum guaranteed wage, below which the employee cannot receive provided that all duties are performed. The enterprise can develop tariff wage rates, tariff schedules and staffing table, on the basis of which the employee’s salary is determined. The rules by which the calculation is carried out are presented in labor legislation.

How to calculate your salary?

The first step is to familiarize yourself with the tariff and qualification directory of a particular industry to find out the size of the tariff rate, the number of categories provided, and the availability of additional payments. The formula for calculation is as follows:

Rate = 1st category rate x Increasing coefficient.

In the calculations, monthly rates are used only if the actual payment coincides with the norms, daily rates - if the number of days of actual attendance at work during the week differs from 5. The employee’s hourly tariff rate is necessarily used when calculating payment:

in dangerous, difficult and harmful conditions;
for excess production;
on night shifts;
on weekends.

It is calculated by dividing the salary by the number of hours worked in a month (or the average monthly number of working hours for the year). The exact calculation algorithm is specified in the Collective Agreement.

Payment schemes

The payment system is the ratio of the measure of labor and the reward for it. This also includes the conditions and procedure for calculating incentive payments and bonuses. The approved system is fixed in the Collective Agreement.

Time system

With a time-based system, regulatory tasks are developed and the amount of time required to complete them is established. To calculate earnings, the amount of time worked should be multiplied by the rate. It can be hourly or monthly.

Example 1

The hourly wage rate for a worker is 75 rubles. In a month he worked 160 hours against the norm of 168 hours. The employee's salary is: 75 x 160 = 12 thousand rubles.

Information for calculations is taken from the “Time Sheet” and the employee’s personal card. Most often, the hourly rate is used when calculating wages for industrial workers, and monthly salaries are set for specialists and managers.

Example 2

An accountant in an organization has a salary of 15 thousand rubles. During the month he worked 17 days out of the required 20. His salary is: 15,000: 20 X 17 = 12.75 thousand rubles.

Forms of payment are established:

Simple time-based - provides payment for the amount of time spent on completing a task.
Time-bonus system - provides additional payments for product quality.

Piece wage system

The salary amount may depend on the quantity of products manufactured. In this case, prices are determined by multiplying the rate by the category and the production rate. Let's take a closer look at the forms of remuneration.

Direct piecework

In this system, the salary is directly proportional to the number of products manufactured based on established prices. The calculation procedure will depend on the type of norm.

Example 3

The tariff rate for a mechanic is 180 rubles/hour with a production rate of 3 pieces/hour. 480 parts were produced in a month. Salary: 180: 3 x 480 = 28.8 thousand rubles.

Example 4

The turner's tariff rate is 100 rubles/hour with a time limit of 1 hour/piece. 150 parts were produced in a month. Salary: (100: 1) x 150 = 15 thousand rubles.

Similar calculation schemes can be applied not only to a specific employee, but also to the team as a whole.

Example 5

A team of three workers completed the specified amount of work in 360 hours. According to the terms of the contract, she is entitled to a payment of 16 thousand rubles. The tariff rates of team members and the actual time spent are presented in the table.

1. Calculation of tariff salaries (rub.):

Alexandrov: 60 x 100 = 6000.
Voronov: 45 x 120 = 5400.
Karpov: 45 x 140 = 6300.

The tariff salary of the entire team is 17.7 thousand rubles.

2. Find the distribution coefficient:

16: 17,6 = 0,91.

3. The actual salary of workers is shown in the following table.

Piece-bonus system

This scheme provides bonuses for production in excess of the established norm. Such additional payments are considered part of actual earnings and are set in relation to the salary.

Example 6

The worker fulfilled the norm by 110%. His salary, according to piecework estimates, is 6 thousand rubles. The bonus regulations provide for a reward in the amount of 10% of the salary for production above the norm. The calculation will be as follows:

6000 x 0.1 = 600 rub. - bonus.
6000 + 600 = 6600 rub. - accrued salary.

The salary of employees servicing equipment is calculated using indirect piece rates and depends on the quantity of products manufactured.

Chord system

In this case, the deadlines for completing a set of works are estimated. The salary depends on the calculation of each type of work and overall size payments. The system provides bonuses for early completion of a task. It is used to calculate the salaries of employees involved in eliminating the consequences of accidents and other urgent tasks.

Example 7

The worker fulfilled the norm by 110%. His salary, according to piecework estimates, is 6 thousand rubles. According to the “Regulations on Bonuses”, a reward in the amount of 150% of the salary is provided for production above the norm. Calculation:

(6 x (1.1-1) : 1) x 1.5 = 0.9 thousand rubles. - bonus.
6 + 0.9 = 6.9 thousand rubles. - accrued salary.

Combined systems

The considered remuneration systems depend on the quantity of manufactured products. But according to the requirements of labor legislation, the salary should also depend on the quality of the work performed. Therefore, in practice, the considered wage systems are differentiated depending on the quality of manufactured products, that is, combined systems are used. For example, the tariff rate is calculated according to a direct piece-rate system, and bonuses are paid when work is performed in excess of the norm. To calculate salaries according to differentiated systems, the following are used:

Tariff reference books of professions.
Qualification characteristics.
Workplace assessment report.
Tariff rate.
Tariff schedule.
Coefficients of payment of allowances.

“Unified qualification directory of positions and salaries”

The tariff rate of remuneration in government agencies depends on the results of certification of tariffs from the “Unified Directory of Positions” (USD). It presents job characteristics and skill level requirements. It is used to rate work and assign categories to workers.

The directory presents tariff rates per unit of time depending on the category of worker.

The 1st category rate represents remuneration for low-skilled labor. Its size cannot be lower than the minimum wage, and the increasing coefficient is “1”. The calculation of the tariff rate of the 2nd category is carried out by multiplying the rate of the 1st category by the corresponding coefficient, etc. All these indicators, supplemented by regional coefficients of additional payments and allowances, are grouped into a tariff schedule.

Incentive payments

Additional payment is monetary compensation for non-standard work hours, working conditions and labor intensity. A bonus is a payment that encourages an employee to improve their qualifications and skill level. The legislation provides for the following types of incentive payments:

for working on a day off;
overtime and night work;
multi-shift mode;
combination of positions;
increase in the volume of work, etc.

To calculate each type of additional payment, an algorithm must be developed to determine deviations of actual working conditions from standard ones. That is, it is necessary to employment contract prescribe night work hours, instructions for each employee, etc. Then, by comparing actual working conditions with standard ones, calculate the amount of the bonus and make payments.