“Harried worker. Hired employee

How much to pay, how to properly build relationships with hired workers, contract workers, and domestic staff. (10+)

How to hire an employee, household staff and get the result you need - Pay level, right relationships

Respect your employee

You are a professional in your field, he is a professional in his, otherwise why did you hire him? If you are not satisfied with his work, let him know immediately. Do this in a calm tone, without emotion. For you, it is a mechanism that performs certain functions. There's no point in getting angry at the mechanism. The mechanism either works or is replaced. If the comments have no effect, fire the employee immediately. There is no point in using your own money to educate and promote a person who is a stranger to you. If the work is done well, be sure to note this and thank the employee. But do this also calmly, without unnecessary emotions, without familiarity. You shouldn’t pour a glass or give a tip, it’s rude and impolite. Enough to say thank you.

By the way, it’s best when your employee also perceives you as a mechanism that gives out money in exchange for Good work, makes comments in response to bad ones, may stop giving out money if there are too many comments. All this - without any emotions or personalities.

A common mistake is the lack feedback. Roughly speaking, the employee is not doing something the way you want. But you don’t tell him about this because you don’t like pointing out people’s shortcomings. Most people don't like to do this. You accumulate dissatisfaction in yourself until the red line is crossed. Then you scold the person, and, of course, in the process of scolding you say a lot of unnecessary words. Often during a delivery, an employee simply does not understand what they want from him, he simply listens and nods his head. In fact, he really had nothing to do with it. He didn’t even know that you were unhappy with something. Making comments to hired workers and correcting their work is completely normal., after all, you pay them money and should get quality work for this money.

Train yourself to calmly, without emotion, point out shortcomings to staff as soon as you notice them, and praise them for good work. It's important here regularity. If in a week you have not made a single comment and have not praised even once, something is wrong. Either you are satisfied - then the employee deserves praise, or you are unhappy - then you need to point out the shortcomings.

Pay attention to this fact. People have their own specific psychological characteristics, which a person cannot change at his own discretion. If an employee suits you, then determine for yourself whether you are ready to put up with his psychological characteristics. If not, the employee will have to be fired. It is impossible to re-educate an adult.

Each person has personal time, which you have no right to claim if everything goes according to your agreements and plan. Respect a person's personal time, do not disturb him, give him a rest.

Discipline of hired employees

If you do not want problems, immediately warn the hired employee that he must maintain discipline. For example, show up at work (at your home) on time, be sober, and not use psychotropic drugs or drugs. You may have any additional requirements. Immediately upon hiring, warn the person about your discipline requirements. Inform him that violation of discipline will result in immediate dismissal, without payment of any compensation or payment for work already performed. If this does not suit him, then let him refuse the hire. By making such a statement, you will immediately dot all the i's and make it clear that you will insist on your demands. Slackers who have mustaches, know everything themselves, plan everything, don’t work for six months, then do everything in a week, “like professionals,” won’t come to work for you, but you don’t need them.

Temptations

Do not create conditions when your hired employee has contact with your valuables, money, secret documents, passwords, data. You need to have a safe in your home where you can store money, jewelry, and secret information. In publicly accessible places you can keep things that are of no value to you or your employees. There is absolutely no need to subject people to temptation.

Payment of hired labor

The level of payment must be maintained slightly above the market average. If you are looking for a worker through an agency, then they will tell you an acceptable level of payment, if according to advertisements, then just call several people and understand what money they are willing to work for. You need to add 20 percent to this amount to make your offer interesting and attractive.

If this is a design work, then, of course, you need to decide on the cost of the entire project. Project work can be divided into stages with staged payment. But agree to this option only if you are absolutely sure that each stage is complete and the work is complete. next stage can be continued by other people without loss of time, money or quality. For example, pouring the foundation is a good separate stage. Another team can build on the finished foundation. No prepayment is required.

If the work is more or less permanent, then you need to agree on how long the employee agrees to work for you on the agreed terms. Of course, a person can quit at any time. Your circumstances may also change, and the need for an employee may no longer exist. But make it clear to your employee that you will be ready to discuss and change the conditions of his work only after the specified period has expired. If the conditions do not suit him at all, then let him leave. In this way, we will protect ourselves from constant talk about salary increases. If it is immediately stated that this issue will be discussed once every six months to a year, then at the right time it will be inconvenient for a person to immediately ask for a doubling of the salary. So indexation will have to be carried out, but at a very moderate pace. And if this is not done, then the issue of raising wages will always arise.

It is better to pay your salary weekly. This will make it easier for your employee to plan their expenses. On this occasion there is different opinions. Discuss the payment schedule with your employee.

For good work on paydays, you can pay a bonus (up to 10% of the salary). This has a positive effect on the quality of work. extra work can also be paid separately if it is not part of the employee’s duties and is performed on your instructions.

Congratulations on significant dates for a person, small monetary or non-monetary gifts for these dates work very well.

Unfortunately, errors are periodically found in articles; they are corrected, articles are supplemented, developed, and new ones are prepared.

Usually an employment contract is concluded.

The following may act as an employer:

state enterprises and organizations;
non-state (commercial and non-commercial) enterprises and organizations;

Employee

Employee(aka proletarian) - a person, in legal terminology, an individual hired to perform work for other individuals/individuals or for an organization ( legal entities, private or state enterprises). In accordance with Marxist ideology, wage workers began to be defined as a special social class that carries revolutionary energy. In accordance with this theory, it is believed that workers first appeared at the end of medieval period during the industrial revolution, which affected the Netherlands from the 17th century, and Russian Empire since the 19th century. By the beginning of the 20th century, wage workers had become one of the two main socio-economic classes of the capitalist formation and the revolutionary purpose of the proletariat was the destruction traditional society and the state, through the destruction of the ruling elite class. According to this theory, wage workers, for the most part, belonged to a large, but poor, class that previously consisted of slaves and/or dependent peasants and who were deprived of basic social rights and were now expected to become the hegemon in the social order.

In some cases, civilian employees are provided with special uniforms and (or) military uniforms (without military insignia). Job responsibilities may involve direct work with military equipment and weapons. For the entire time they work in a military unit, civilian employees are not subject to military training (for retraining), and in the event of mobilization being announced, after registration for service they must be sent to the military unit at the place of previous work.

Civilian personnel of the Russian armed forces should not be confused with federal government civil servants who hold various positions in Armed Forces Russian Federation, as well as in other

Employee is a social term. It is studied in two semantic aspects. Let us consider further what employees are.

Definition

First of all, in the conditions of commodity-production relations, there is one form in which an individual can enter into professional interactions with an organization. At the same time, it becomes a participant, an “integral element” of the enterprise. IN modern conditions the subject can realize his objective need to receive cash income practically in one form - as an employee. This means that, to one degree or another, he takes part in the creation and operation of the enterprise. Legally, all members of the team belong to the category in question. According to their economic situation, they all act as partners. An employee is also a member of a certain category of society who receives income for his activities from sources not generated through the operations performed by him. In this case, he does not need to enter into a relationship with a legal entity to participate in the process of formation and operation of the enterprise. In addition, there is no need to generate revenue for the organization. The company has its own money at its disposal, from which it hires employees.

Nuances

A person participating in the formation of a legal entity and entering into professional relations with it is legally considered as hired worker. This, however, does not mean that it is such in its own way social status. By forming a source of financing for the organization’s activities, the investment process, and securing one’s salary, the employee acts as an economic partner.

Non-profit structures

The functioning of such a legal entity, the creation of a fund of funds for accruing salaries to its participants, is carried out, as one can imagine, with funds from external sources. This allows subjects to be considered as employees. However, this is a misconception. A non-profit enterprise, like a commercial enterprise, is formed by all the participants who own it. Each member of society has his own speaker as part of the total resource of the legal entity. The property of the organization is the property of all participants. Acting as taxpayers, they contribute to the financing of the activities of a non-profit organization.

conclusions

Participants in non-profit societies who formed them and entered into partnerships with them are considered employees according to their legal status within the framework of employment. However, they do not belong to the category under consideration in social terms. By forming a source of financing for the organization’s activities, a fund from which their remuneration is transferred, they are considered economic partners.

Modern realities

Currently, there are entrepreneurs who have employees. At the same time, the differences between the subjects that are involved in the activities of organizations and economic partners are quite significant. They are especially clear in legal terms. However, legal shortcomings made by the legislator in regulating interactions almost made these categories equal. Moreover, non-legal status acts as a justification for the social status of a citizen. On the contrary, his objective place in society, which is determined by the nature of the source of the remuneration he receives for his professional activities, acts as a basis for obtaining certain legal opportunities.

Examples

Participants labor activity can be considered employees only if they, through their own actions, form objective grounds for receiving remuneration. At the same time, they do not create any sources from which these funds will be withdrawn. For example, a tutor, a nanny, a gardener, a finishing team. In some cases, the employee will be a member of a legal entity, who specifically stipulates in his contract the right to payment for his work, regardless of the functioning of the organization.

NK

If an individual entrepreneur attracts for labor of hired workers, then he will incur additional costs. They primarily include remuneration costs. In addition, the legislation provides for certain contributions to various funds and the budget. The first is personal income tax. Its amount is withheld from the citizen’s salary in the amount of 13% of the remuneration. By concluding, the head of the enterprise acquires a special status. He becomes a kind of intermediary between the citizen and the budget. In accordance with the Tax Code, the employer becomes tax agent. He is obliged to calculate, withhold and transfer the amount of personal income tax to the budget. In addition, the law establishes contributions to:

Explanations

In fact, personal income tax is not transferred from the entrepreneur’s pocket, but is deducted from the employee’s salary. As for contributions to various funds, they are those additional costs, which are inevitable when involving citizens in the implementation of certain production tasks. Meanwhile, the Tax Code provides for certain relaxations for individual entrepreneurs. So. Reduced rates can be used by entities using the simplified tax system. In addition, in 2016, for the transfer of insurance amounts for employees to the Pension Fund of the Russian Federation, maximum size salary per year. It amounts to 71 thousand rubles. If the remuneration exceeds this amount, then the individual entrepreneur pays only 10% of the resulting difference.

Basic rights of employees

A citizen recruited to carry out professional activities at an enterprise receives a number of opportunities. In particular, he has the right to:

Responsibilities

An employee must:

If a situation arises in which there is a threat to the life/health of colleagues or the property of the organization, the employee must immediately notify his to the immediate superior or the head of the company.

Relationships with foreigners

Legislation requires citizens arriving from other states to have special documents to get a job. If the subject arrived on a visa, then necessary paper there will be a resolution. For persons arriving without visas, the required document is a patent. It came into force on January 1. 2015 Currently, only those foreigners who provide assistance in certain areas of life not related to entrepreneurship receive a patent. If a citizen wants to get a job at an enterprise, he will need permission. Currently, the legislation provides for the possibility of concluding a fixed-term, open-ended employment contract with foreigners. The first one is allowed to be issued in cases established by Article 59 of the Labor Code. In particular, a fixed-term contract is concluded if the period for which a citizen is involved is no more than 2 months, if the subject replaces the manager or his deputy, and in a number of other situations. In all other cases, it is drawn up

This social concept, which has two semantic categories:
- firstly, “hired employee” as the only one in the conditions commodity production legal form in which an individual can enter into labor Relations with a legal entity, thereby becoming a participant (in fact, an “integral part” of this legal entity), but at the same time not becoming an “employee” in social terms, but being an economic partner.
In modern economic conditions, when dominated social forms labor, a member of society can fulfill his objective need to earn money in almost only one form - in the form of hiring, i.e. participation in the creation and activities of a legal entity. All participants of commercial legal entities, including an entrepreneur or CEO, are legally “employees”, while being economic partners in their economic status;
- secondly, this is a certain category of members of society who receive payment for their work not from sources generated by the same work that they perform, but from other sources that do not depend on hired workers. In this case, they are “hired employees” even in the case where formally there is no such “hiring”. Entering into an employment relationship with a legal entity, participating in the formation of the legal entity itself, and generating revenue from an “employee” as a social category are not required. The “employer” has his own money to pay for the employee’s labor services.
“Participants” of commercial legal entities, who formed them and entered into labor relations with them, are “hired employees” according to legal status employment process, but at the same time are not “hired employees” by their social status. By creating a source of financing for the production activities of a legal entity, the investment process and payment for their labor, they are “economic partners”.
The absence of a commercial component in the activities of a non-profit legal entity and the nature of the remuneration of its participants do not provide grounds for considering them as “hired employees” in the social understanding of this definition:
- a non-profit legal entity is formed, like a commercial one, by all its participants, to whom it belongs: each participant - its human capital, which is part of the total human capital of the non-profit legal entity;
- the property of non-profit legal entities with the status of “state” is the common joint property of all members of the company and is formed by all members of the company, including the participants of non-profit legal entities themselves;
- participants of non-profit legal entities, being taxpayers, also take part in financing the activities of non-profit legal entities.
“Participants” of non-profit legal entities, who formed them and entered into labor relations with them, are “hired employees” only in terms of the legal status of the employment process, but at the same time, in terms of their social status, they are not “hired employees”. Participants in non-profit legal entities, being subjects of taxation, also to a certain extent participate in creating a source of payment for their labor and financing the activities of the legal entity. They are also “economic partners”, although the legal status of their partnership is different from the legal status of the participants in a commercial legal entity.
The category of employee still exists today. Moreover, the differences between an employee and an economic partner are very large, especially in legal terms. But legal violations committed legislative bodies in relation to the participants, they practically equated economic partners with employees. Moreover, don't legal status serves as a justification for the social status of a member of society, and the objective social status of a member of society, determined by the origin of the source of payment for his work, is the basis for determining his legal status.
A participant in labor activity can be considered an employee only when he, through his work, creates objective grounds for his remuneration, but does not create a source for such remuneration.
Examples: a gardener, a tutor, a nanny, a team of construction workers renovating an apartment, perhaps a member of a legal entity who specifically stipulated in his employment contract their right to wages regardless of the activities of the legal entity.

For other private/individuals or for organizations (legal entities, private or public enterprises). In accordance with Marxist ideology, wage workers began to be defined as a special social class that carries revolutionary energy. According to this theory, it is believed that workers first appeared at the end of the medieval period during the industrial revolution, which affected the Netherlands from the 17th century, and the Russian Empire from the 19th century. By the beginning of the 20th century, wage workers had become one of the two main socio-economic classes of the capitalist formation and the revolutionary purpose of the proletariat was the destruction of traditional society and the state through the destruction of the ruling elite. According to this theory, wage workers, for the most part, belonged to a large, but poor, class that previously consisted of slaves and/or dependent peasants and who were deprived of basic social rights and were now expected to become the hegemon in the social order.

During the Second World War in the USSR, combat losses among civilian specialists of the Red Army were equated to the losses of the rank and file of the Red Army of the USSR Armed Forces.

Civilian personnel under a similar system are widely used in a number of other armies of the world. For example, in the US Army, in addition to civilian personnel working on a permanent basis in the military system, it is also practiced to attract persons on a fixed-term contract, that is, with those needed for this moment In the army, specialists conclude a contract for a certain specific time on specified terms.

Civilian personnel of the Russian armed forces

The term “civilian personnel” was first introduced in the Armed Forces of the Russian Federation by order of the Russian Ministry of Defense dated February 23, 1996 No. 85 “On measures to strengthen the rule of law in labor relations in the Armed Forces of the Russian Federation”