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					                                                                             LEDIB Program
                  Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




 LEDIB program

 Rulebook on the salaries of the employees

 REGIONAL CHAMBER OF COMMERCE NIŠ




Bovan Consulting consultants:
Ana B. Bovan
Prof. dr Vuk Radović
Maja Barać Stojanović
October 2010



                       Bovan Consulting, October 2010
                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




Pursuant to Art. 49, paragraph 1, subparagraph b) of the Statute of the Regional Chamber of
Commerce Niš, in accordance with the Law on Chambers of Commerce (Official Gazette of the
Republic of Serbia, no. 65/2001, 36/2009) and the Labor Law (Official Gazette of RS, no.
24/2005, 61/2005, 54/2009), the Management Board of the Regional Chamber of Commerce Niš
on the _____ session held on _________ 2010th year, passed



  RULEBOOK ON THE SALARIES OF THE EMPLOYEES
       REGIONAL CHAMBER OF COMMERCE

                                  I – GENERAL PROVISIONS

                                             Article 1

Rulebook on the salaries of the employees of the Regional Chamber of Commerce Niš
(hereinafter: Rulebook) regulates the rights of employees in the Regional Chamber of Commerce
Niš (hereinafter: the Chamber) for salaries, reimbursements, compensation costs of
transportation for arrival and departure from work, reimbursement for meals during
work, reimbursement for the use of annual leave and other earnings.

                                             Article 2

The Director of the Chamber ensures proper application of this Rulebook.

                                             Article 3

Reimbursement of costs of employee for the time spent on business trips in home country and
abroad, reimbursement for the use of mobile phones, reimbursement of costs for field work, as
well as reimbursement for use of own car for business purposes, are all regulated by specific
Rulebook on travel and other expenses.

                                           II- SALARY

                                             Article 4

Employee has a right to adequate remuneration, which is determined in accordance with the Law,
individual collective agreement, this Rulebook and the employment contract.

Employees are guaranteed equal salary for equal work or for work of equal value, which they
performed in the Chamber.

Work of equal value means work that requires the same level of education, the same working
ability, responsibility and physical and intellectual work.


                                             Article 5

Salary for performed work and time spent at work consists of basic salary, part of the salary for
working performance (incentive income) and increased salary.

1) Basic salary



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                                                                                      LEDIB Program
                       Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




                                               Article 6

Basic salary is determined based on the conditions necessary for work, for jobs for which the
employee has concluded contract of employment and time spent at work.

The basic monthly salary of an employee that corresponds to the work for which the employee
commenced employment, defines the employment contract, expressed in EURO or RSD, is in
conjunction with the contracted number of working hours, provided results (standard output) and
standard working conditions at the time of the contract conclusion.

In case of expression in EURO, basic monthly salary of an employee shall be calculated and paid
in equivalent RSD value, at the average exchange rate of National Bank of Serbia, on the day of
reckoning.

                                               Article 7

Basic salary is determined by:

1. Base for salary calculation (hereinafter: base);
2. Coefficient which is multiplied with the base (hereinafter: coefficient);
3. Percent for the evaluation of years of employment.

                                               Article 8

Base for calculation and payment of salaries is determined by valid regulation and individual
collective agreement.

Base represents the amount of base salary for the easiest job in the Chamber.

                                               Article 9


Coefficient expresses the complexity, responsibility, working conditions and level of the education
of an employee in the Chamber.


Coefficient for the salary calculation for individuals in the Chamber is:

        President       _____________________                8.0
        Vice-president _____________________                 7.0
        Director        _____________________                5.5
        Advisers        _____________________                5.0
        Secretaries     _____________________                4.2
        Coordinator      _____________________               from 3.6 to 3.8
        Assistants      ____________________                 from 2.6 to 2.8
        Technical Secretary / Translator ________            from 2.1 to 2.3
        Administrative Assistant _______________             from 2.0 to 2.2
        Treasurer       _____________________                from 2.1 to 2.3
        Hospitality Technician __________________            from 2.1 to 2.3
        Info-desk operator ____________________              from 2.1 to 2.3
        Logistics Technician / Driver ____________           from 1.7 to 1.9
        Hygiene Technician __________________                from 1.2 to 1.3




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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




Upon Decision, the President of the Chamber defines coefficient for each employee whose
coefficients this Rulebook proposes in a range.

2) Stimulating earnings (earnings for working performance)

                                            Article 10

Working performance is determined based on the results of evaluation of the Committee that is
formed by the President of the Chamber, in accordance with the following criteria:

1. Quality, accuracy and timeliness of execution of tasks and duties,
2. Volume of work and tasks,
3. Contribution to the teamwork,
4. Work discipline,
5. Meeting of the established deadlines,
6. Rational use of working hours,
7. Relation towards work duties,
8. Savings in material resources and work tools.

Committee may precise mechanisms for measuring the working performance additionally and if
they decide is necessary.

                                            Article 11


Working performance of the employee is established quarterly by Committee to Article 10 of this
Rulebook. Working performance can be evaluated as- negative, standard or exceptional.

Based on the working performance of the employee, financial incentives or disincentives will be
awarded, which determines the President of the Chamber or person written authorized by the
President.

Basic earnings per employee based on performance can increase if the employee's performance
over a period is estimated by the Chamber as exceptional, and this right is determined by
decision of the President of the Chamber.

Based on working performance and results, the basic salary of an employee can increase up to
20% - financial incentives.

Based on working performance and results, the basic salary of an employee may be reduced to
10%, if the employee's performance at the end of the three-month period is evaluated by the
Chamber as negative - financial disincentives.

                                            Article 12


Employee may be paid an one-time award (bonus award) in cases of exceptional commitment
(so-called extraordinary stimulation).

The reimbursement referred to Paragraph 1, shall be paid, especially in cases where is evaluated
the highly increased work effort of an employee, because of increased volume of temporary and
part-time jobs.




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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




Amount of one-time award referred to Paragraph 1, shall be paid in accordance with current
possibility of the Chamber.

3) Increased salary
                                             Article 13



A salary plus (add-on salary) is paid to employee:

1) For work on holidays as a non-working days - at least 120% of the base;
2) For night work and shift work, if such work is not valued in determination of the base salary - at
least 26% of the base;
3) For overtime work - at least 26% of the base;
4) Based on time spent at work for each full year of work, achieved in employment- 0.5% of the
base.

If there is at the same time more grounds then one which set out in Paragraph 1 above, the
percentage of the increased salary cannot be lower than the sum of every percentage of the base
increases.

Contract of employment may determine other cases in which an employee is entitled to salary
increase.

Base for an individual employee increased salary calculation is the basic salary determined by
employment contract.

                                             Article 14


Employee is entitled to earnings, based on accumulated surplus of income over expenditure.

If the Chamber shows a surplus of income over expenditure, for employees’ salaries may be
singled out funds up to 10% of the achieved profit.

Earnings from income are paid to an employee based on his participation in the realization of a
surplus of income over expenditure.

In the case of decreasing of Chambers income, the Management Board of the Chamber may
reach the decision of decreasing the salaries of employees.

                                             Article 15

First-time employee is entitled to a salary, minimum 80% of the basic salary, for jobs for which
labor contract is concluded, as well as reimbursement of expenses and other payments, in
accordance with general Act and the Labor contract.

4) Minimal salary

                                             Article 16

Employee is entitled to a minimal salary, for standard working performance and full-time or
working hours that are equal to full-time, in accordance with the Law.


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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




The Chamber and employee may stipulate a minimal salary with Employment contract, which
cannot be lower than guaranteed salary.


                                III- SALARY REIMBURSEMENT


                                            Article 17

Employee is entitled to salary reimbursement in the value of average salary in the previous three
months, in accordance with the Rulebook and with the Employment contract, during the absence
from work on holidays, non-working days, and vacations, paid leaves, military service, and
responding to the call of state bodies, local authorities and trade unions.

The Chamber has right to refund paid salary reimbursement, referred to Paragraph 1 of this
Article, in case of employee's absence from work due to military service or response to a call of a
state authority, from the authority on which the employee responded to a call, unless otherwise is
specified by the Law.

                                            Article 18

Employee is entitled to salary reimbursement during the absence from work due to temporary
inability to work up to 30 days, as follows:

1) a minimum 85% of average salary in the previous three months period, prior to the month in
which temporary inability to work started, but it can not be lower than the minimum salary
determined in accordance with the Law, if the inability to work is caused by illness or injury
outside of work, unless otherwise is specified;

2) is 100% of average salary in the previous three months before the month in which a temporary
inability to work started, but it can not be lower than the minimum salary determined in
accordance with the Law, if the inability to work is caused by an injury at work, or professional
illness, unless otherwise is specified.

                                            Article 19

Employee is entitled to salary reimbursement, minimum 70% of average salary in the previous
three months, but it cannot be less than the minimum salary determined in accordance with this
Rulebook, in accordance with the Law, during the cease of work, which occurred without fault of
the employee, maximum 45 working days per calendar year.

                                            Article 20

Employee is entitled to salary reimbursement in the amount of 50% for the cease, caused by an
order of the competent government authority or competent employer authority, because of failure
to ensure safety and protect lives and health at work, which is a condition for continuing work
without endangering the lives and health of employees and others and in other cases, in
accordance with the Law.




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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




                  IV - COMPENSATION COSTS OF TRANSPORTATION FOR
                         ARRIVAL AND DEPARTURE FROM WORK


                                            Article 21

Employees in the Chamber have a right for transportation allowance for arrival and departure
from work.

Transportation allowance for arrival and departure from work is in the amount of monthly ticket
transport price in the city, suburban and intercity traffic.


                                            Article 22

Transportation allowance for arrival and departure from work is paid along with the salary for the
previous month.

Employees have a right to get a reimbursement of transportation allowance for arrival and
departure from work only for days of work when they have a cost of transportation. This
reimbursement is not paid in the case of absence from work due to sick leave, annual leave and
use of days off.

If the transportation allowance for arrival and departure from work is paid even in the case when
employee doesn’t have the right for this reimbursement, this cost will be considered as a taxable
income, or earnings.

                     V - REIMBURSEMENT FOR MEALS DURING WORK


                                            Article 23

Reimbursement for meals during work of employees shall be paid in the amount of 18.80% of
average salary per employee in the Republic of Serbia, according to the latest published data of
the Republic authority in charge of statistics, at the date of payment.

Employee has the right to reimburse the costs for meals only for days spent at work, and this fee
is not paid in case of absence from work due to sick leave, annual leave and use of days off.

The daily amount of compensation is calculated by dividing the monthly fee by the number of
working days of the month for which compensation is paid.


                 VI - REIMBURSEMENT FOR THE USE OF ANNUAL LEAVE


                                            Article 24

Employee has the right for reimbursement for the use of annual leave.

The amount of compensation in purpose for using the annual leave is at least 75% of the average
monthly salary in the Republic of Serbia according to the latest published data of the Republic
authority responsible for statistics, on the payment date.



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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




                                      VII - OTHER INCOME


1) Solidarity aid

                                             Article 25

Employee will be granted solidarity aid in the case of:
1) long or severe illness of the employee or his family members,
2) acquisition of orthopedic aids and appliances for the rehabilitation of the employee or his family
members,
3) medical rehabilitation of the employee,
4) severe disability of the employee,
5) mitigating the effects of natural disasters on unsecured residential facility of the employee
6) providing medication to the employee or his family,
7) death of the employee or his family members in the amount of the cost of the funeral service.

Solidarity funds referred to Paragraph 1 of this Article may be paid up to 150% of gross salary in
the Republic of Serbia according to the latest published data of the authority responsible for
statistics.

Solidarity aid is paid in the amount of actual costs in accordance with the attached invoice, or up
to the amount of actual damages.

Payment of solidarity funds will be made upon a written request of the employee or of his family
members and a decision of the Director of the Chamber.

The spouse and children of the employee are considered to be the close family members, in
accordance with this article.

2) Jubilee rewards

                                             Article 26

Employee is entitled to jubilee rewards for continuous emloyment at the Chamber.

10, 20 and 30 years of employment are considered to be jubilee years of employment.

Employee, on behalf of jubilee, is entitled to compensation in the amount of:
1. for 10 years of continuous employment - 50% of average net salary per employee at the
Chamber in the month of the payment;
2. for 20 years of continuous employment - 100% of average net salary per employee at the
Chamber in the month of the payment;
3. for 30 years of continuous employment - 150% of average net salary per employee at the
Chamber in the month of the payment.

3) Loan

                                             Article 27

Employee is entitled to a loan for the purchase of fuel, subsistance winter food and textbooks.

The loan in accordance with paragraph 1 of this article will be granted under the following
conditions:


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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




1. approved loan amount can not exceed a gross monthly salary per an employee, in the
economy of the Republic of Serbia according to the latest published data of the authority
responsible for statistics,

2. loan payments in the current month can not be received before payment of salaries for the
previous month,

3. repayment of loan is made from the salary of the employee, starting with the payment of salary
in the first following month in regards to the month in which the loan is paid,

4. new loan can not be approved until full repay of the previously approved loan,

5. loan is granted without interest, with repayment period of 12 months.

4) Other income

                                            Article 28

The Chamber is obliged to pay:

1) severance pay for retirement to the employee, a minimum of three average salaries of the
employee, prior to the month in which severance is paid.

2) compensation for work injury or occupational disease to the employee.

The Chamber may provide to the employee children under 15 years of age with gifts for
Christmas and / or New Year in value up to non-taxable amount that is stipulated by the Law
which regulates personal income tax.

The average income from paragraph 1, item 1) of this article is the average salary in the Republic
of Serbia according to the latest published data of the authority responsible for statistics.

Close family members referred to paragraph 1, item 2) of this article are the spouse and children
of the employee.

An employer may pay, which will be regulated by a separate decision, a premium pay for the
voluntary additional pension insurance, group insurance as a result of an accident and group
insurance in case of serious illness and surgical intervention in order to implement additional
quality of social protection.


              VIII – SALARY CALCULATION AND SALARY REIMBURSEMENT


                                            Article 29

The Chamber is obliged to submit a calculation to the employee during each salary payment and
salary reimbursement.

The Chamber is obliged to submit a calculation to the employee for the month in which the salary
payment, or the salary reimbursement, is not executed.




                                 Bovan Consulting, October 2010                                      9
                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




Along with the calculation referred to paragraph 2 of this article, the employer is obliged to
provide the employee with the notice of the salary payment, or the salary reimbursement, which is
not executed and reasons for the lack of execution of the payment.


The employer is obliged to submit the salary calculation, or salary reimbursement, referred to
paragraph 2 of this article, to the employee not later than the end of the month for the previous
month.


               IX- RECORDS OF SALARIES AND SALARY REIMBURSEMENT


                                             Article 30


The Chamber       shall   keep monthly records       of   salaries   and salaries    reimbursement.

The record contains information about salary, earnings after tax and contribution deduction from
salary, and deduction from salary for each employee.

The records cannot contain unfilled and blank spaces and subsequently entered data.

Records are certified by the Director of the Chamber, or by another person authorized by the
Director.

An employee who has received salary or salary reimbursement must sign the Record.



              X - CONFIDENTIALITY OF DATA ON SALARIES OF EMPLOYEES


                                             Article 31


Data on salaries in the Chamber are considered as confidential in relation to third parties.


                          XI – TRANSITIONAL AND FINAL PROVISIONS


                                             Article 32

The new coefficient for each employee will be determined within ______ days from the day of
conclusion of this Rulebook.

                                             Article 33

Amendments to this Rulebook shall be in a way that is enacted.




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                                                                                     LEDIB Program
                      Rulebook on the salaries of the employees REGIONAL CHAMBER OF COMMERCE NIŠ




                                            Article 34


This Rulebook enters into force upon the day of its adoption.


No.
_________ 2010

                                                         The President of the Management Board




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